Editor’s note: This article is adapted from a conversation with Angie Kamath on the Illumination Podcast in which she discusses the evolving landscape of student engagement in higher education. To hear the full discussion, listen to the episode here.
Higher education is at an inflection point. Shifting demographics, evolving workforce needs and the rise of lifelong learning expectations are challenging traditional models of education centered around four-year degrees and linear career paths. Institutions must now redefine their role, not just as degree providers but as partners in continuous education, skill building and career mobility.
To thrive in this new landscape, universities must embrace a lifelong learning model that serves students at different career stages, from high school to retirement. This shift is not just about maintaining enrollment numbers; it’s about fulfilling education’s essential mission—to empower learners with the skills, knowledge and opportunities they need for long-term success.
Beyond the Traditional Student: Expanding Higher Education’s Reach
The opportunity for universities lies in expanding whom they serve and how they serve them. Instead of focusing solely on first-time, full-time students, institutions should recognize the three major learner groups shaping the future of higher education.
Young adults navigating the transition from high school to college and career
As young adults transition from high school to college and career, many question the value of a traditional degree and seek alternative pathways that integrate education with career exploration. Expanding initiatives such as dual enrollment, summer bridge programs and precollege experiences can help students make informed decisions about their academic and professional futures. Additionally, in response to affirmative action policy changes, institutions must take proactive steps to engage underrepresented communities early, ensuring equitable access to postsecondary education.
Midcareer professionals seeking upskilling and career advancement
The rise of middle-skill jobs—roles that require more than a high school diploma but not necessarily a bachelor’s degree—has created a paper ceiling that limits career progression for millions of workers. Many of these positions require short-term, nondegree training rather than full degree programs, presenting an opportunity for universities to partner with industry to offer targeted learning experiences that help professionals advance. By leveraging data-driven workforce research, institutions can identify skills gaps in different industries and develop programs that address them in real time, ensuring education remains relevant to evolving job market demands.
Older adults and career changers exploring new opportunities
As the workforce ages and life expectancies increase, the demand for education tailored to late-career transitions and lifelong personal development continues to grow. While many institutions have explored personal enrichment courses, structured opportunities for professional retraining and second-career exploration remain largely underdeveloped. To meet older learners’ evolving needs, universities must rethink their approach, particularly in fields like executive coaching, entrepreneurship and social impact work, where decades of professional experience can be transformed into new opportunities for meaningful engagement and career reinvention.
Bridging the Gap: Training as the Key to Career Mobility
A major challenge in today’s labor market is the disconnect between stall-out jobs and destination jobs. Research shows that, while many middle-skill workers aspire to career progression, they often lack access to affordable, targeted training that would allow them to advance.
Here are some examples:
- Administrative assistants could transition into HR specialists or office managers with the right training in human resources management.
- Operations analysts could move into data analytics roles with upskilling in data visualization and digital tools.
- Junior IT support staff could progress into cybersecurity or cloud computing roles with specialized certifications.
The key is identifying which short-term, stackable credentials provide the highest return on investment for both learners and employers. Universities that leverage labor market analytics and employer partnerships to create these pathways will play a pivotal role in closing skills gaps and increasing economic mobility.
Overcoming Barriers to Lifelong Learning
While the opportunity for universities to expand their impact is clear, significant obstacles remain.
The challenge of time and business model innovation
Continuing education and workforce training demand a financial model distinct from traditional degree programs—one that carefully balances affordability with long-term sustainability. To foster success, institutions must adopt longer incubation periods for new programs, allowing time for experimentation, refinement and scaling. Additionally, strategic cross-subsidization—leveraging revenue from high-performing programs to support workforce development initiatives—can help universities navigate financial constraints while expanding access to valuable training opportunities.
The need for digital transformation
The Netflix effect on education has reshaped learner expectations, with students increasingly seeking bite-sized, on-demand learning rather than long, sequential programs. To meet this shift, institutions must invest in flexible delivery models that prioritize accessibility and engagement. Such models include offering short, skills-focused courses that allow learners to apply knowledge immediately, expanding hybrid and self-paced options to accommodate diverse learning styles, and leveraging AI-driven personalized learning experiences that adapt to individual student needs.
Rethinking employer partnerships
Many workforce programs struggle to scale due to weak employer partnerships, despite the growing need for industry-aligned training. Small- and medium-sized businesses, which employ most of the workforce, often lack dedicated training resources, creating a valuable opportunity for universities to bridge the gap. By forming collaborative training consortia that unite multiple employers within a single industry, institutions can expand their impact, enhance program scalability and ensure workforce training aligns with real-world demands.
Rethinking Higher Education’s Role in Economic Mobility
The traditional narrative of higher education has been centered on preparing students for their first job, but today’s economy demands that education be a lifelong companion, not just a one-time event.
To meet this demand, institutions must do the following:
- Embrace a learner-first mindset, offering flexible, personalized education that meets students where they are
- Invest in workforce-aligned programs, focusing on skills that directly impact career advancement
- Strengthen partnerships with employers and industry groups, ensuring training programs lead to real job opportunities
- Expand access to underrepresented communities, ensuring equity in lifelong learning opportunities
The future of education isn’t just about keeping students enrolled; it’s about helping learners thrive across every stage of their careers. Universities that successfully pivot to a lifelong learning model will not only secure their own sustainability but also play a transformative role in shaping the workforce of tomorrow.
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