Andy 0:05
Welcome to the HigherEdJobs Podcast, Ask the Expert edition. I’m Andy Hibel, the chief operating officer and one of the co-founders of HigherEdJobs.

Kelly 0:14
And I’m Kelly Cherwin, the director of editorial strategy. Today, we’re happy to welcome back Dr. Yi Hao and Dr. Mallory Neil, who have previously discussed professional development with our audience through written pieces and on an earlier podcast. We’re excited to have them back today to talk through a listener-submitted question.

The question is: I’d love to attend a professional conference that closely aligns with my goals, but my institution does not currently have the budget. How can I make a strong case to my supervisor that attending would be a valuable professional development opportunity? What are your thoughts?

Yi 0:48
Thank you, Kelly and Andy, for having us back. We’re really excited to be here again.

In thinking about today’s question, we identified a few possible scenarios. One is that the answer is a hard no, which may be out of your control. In that case, we will share some alternatives you may be able to pursue. Another possibility is that there is a lack of communication or understanding about why attending this conference matters. A third option is that the answer may be yes in the future, when priorities and resources are more aligned.

We want to talk about these strategies through three lenses: what you can do as an individual to advocate for yourself, how environmental and contextual factors play a role, and what arguments may resonate at the unit or institutional level.

Starting at the individual level, this is really about self-advocacy. We encourage a mindset shift beyond simply wanting to attend a conference. Instead, consider how your participation could benefit your unit by bringing back knowledge, ideas, or connections.

If the unit does not currently have a budget, your goal may be to help make this a future line item. One strategy is to give your supervisor time and information to consider your request. Creating a one-page summary can be helpful, especially if this is a conference others in your unit do not typically attend. That summary might include the purpose of the conference, your goals for attending, and how those goals align with your role and the unit’s priorities.

Another factor is how you will participate in the conference. Units are often more willing to support attendance if you are presenting, volunteering, or serving on a committee. In both Mallory’s experience and mine, committee work connected to conferences often happens year-round, not just during the event itself, and can still be professionally fulfilling even if you do not attend every year.

Networking is often a key goal, and that matters at the individual level.

Mallory 4:32
In addition to self-advocacy, it’s important to consider environmental and budgetary circumstances, as well as the logistics of attending a conference.

When preparing a proposal, it helps to show that you are being budget conscious. One approach is to present multiple versions of what attendance could look like at different cost levels. Option A might be the full conference experience. Option B might involve attending fewer days or reducing expenses. Option C might be a bare-bones option that still provides access to key content.

There may also be external funding opportunities. Conferences sometimes offer grants or scholarships, and it helps to show that you are actively applying for them. Some conferences also offer virtual options, which may provide meaningful content even if they lack the same level of engagement as in-person attendance.

Another option is to look for regional conferences that are closer to your location and may not require air travel. Staying with friends instead of booking a hotel can also reduce costs.

Finally, consider whether you can combine conference travel with other work. For example, if your role includes employer or alumni engagement, you may be able to schedule meetings before or after the conference. That allows you to build relationships and demonstrate added value to your unit.

Kelly 8:05
I love both of your perspectives. I especially appreciate the emphasis on answering the “why.” You can’t simply say you want to attend a conference. Supervisors want to understand how it connects to your work and how it benefits the department or institution.

I also appreciate the focus on being mindful of financial realities. Breaking down different cost options and showing flexibility helps demonstrate that this is not just about personal preference, but about being thoughtful and responsible.

Andy 9:06
One thing I’ve learned from hosting the podcast is that if you speak last, you end up addressing the elephants in the room. I agree with everything that’s been said, and I think this is a thoughtful approach.

From the employee side, supervisors may wonder why this request is coming up now. Is it a traditional conference? Is it something new? Is the employee preparing for a job search? These questions can surface, whether spoken or not.

From the supervisor’s perspective, this request reflects how willing the institution is to invest in professional development. It is both an investment in the employee and in retention.

Another major challenge, especially post-COVID, is that professional development budgets are harder to justify when similar content can be delivered online. Virtual conferences are an option, and Mallory’s suggestion of presenting multiple options, including virtual ones, is strong.

I’ll also be blunt. Sometimes this becomes a do-it-yourself investment. If the cost is relatively low and local, it may still be worth investing in yourself, especially given how valuable networking can be. Regional conferences can be particularly effective.

I also recommend looking ahead. Track where national and regional conferences will be held in future years. Block the dates early and plan ahead.

Yi 12:53
Andy, you actually anticipated our next points. From a management perspective, endorsing professional development is increasingly important for retention. Many professionals now ask about conference support during interviews.

For managers, it may help to rotate conference attendance among team members to promote equity and transparency, especially when budgets are limited. Encouraging employees to attend conferences and then share what they learn through brown-bag sessions or lunch-and-learns can also extend the value across the unit.

Andy 14:38
Understanding how all of this aligns with your career path is important. While conferences provide value to institutions, they are also deeply valuable to individuals as professionals.

Yi 14:38
Sharing information after conferences and encouraging follow-up actions within the unit helps demonstrate the broader value of attendance.

Kelly 14:52
You read my mind. Although this question focuses on current employees, professional development can also be part of job negotiations. If conferences are important to you, ask about them at the appropriate time. From the employer side, including professional development support in job descriptions signals investment in employees.

I’m glad we were able to discuss both sides of the table. Thank you to the listener who submitted this question, and thank you, Mallory and Yi, for joining us again.

Mallory 15:36
Thank you.

Yi 15:36
Thank you for having us.

Mallory 15:37
We enjoyed it.

Andy 15:38
Thank you to whoever submitted this thoughtful question. If you have a question for our experts, please email podcast@HigherEdJobs.com
or send us a direct message on X at @HigherEdCareers. Thank you for listening, and we look forward to talking again soon.