Why I charge $590 for my Teacher Transition Program

Last week, a LinkedIn post from a teacher (new to the platform) criticized former teachers turned coaches for charging teachers money for their programs. I didn’t respond to the post, but it got me thinking that I’ve never really explained why I price Classroom to Boardroom the way I do.

Classroom to Boardroom is a course I built in the Fall of 2020. As the founder of educators 2 educators, I’ve created a network of 38,000 teachers through our online, virtual professional development. So naturally, a segment of those educators has approached me to help them leave the profession of teaching. I couldn’t possibly coach all of these teachers 1:1, so I built Classroom to Boardroom.

Classroom to Boardroom has two components: a self-paced course and a monthly group coaching call. The system takes educators step by step through the transition: the reality of working in ed-tech and how businesses are structured and run.

Next, I take my students on a deep dive into the roles of marketing, sales, customer success, professional development, and learning design. Finally, I spend hours with our students in our monthly coaching calls answering questions and looking at resumes. We also invite special guests speakers from various education companies.

So why do I charge $590 for this course?

Quality over Quantity

I don’t want 2,000 people in my course at one time.

I could charge $99 so that everyone could afford the course and participate in Classroom to Boardroom.

However, if I made that choice, Classroom to Boardroom would become an assembly line. I’d have thousands of teachers enroll to take the course, and I’d never truly get to know them.

And they most likely would not land quality roles in ed-tech because they would have a very surface-level relationship with the course and me.

By pricing the program where I do, educators have to make a thoughtful investment in themselves and be serious about the transition. Then, they will do the work.

What does that mean?

They actually complete the course.

They attend the group coaching calls.

They engage with me on LinkedIn.

They are invested.

When they do this work, and I get to know them;

I can confidently refer them to the companies that reach out to me with exciting roles to fill.

I can give them honest (and sometimes hard to hear) feedback that propels them forward.

My reputation for a person who gets results stays intact.

Bottom line, I don’t want to run a teacher transition factory line. Instead, I want to run a meaningful program that helps invested members land a high-quality role at their favorite company.

Are you interested in joining Classroom to Boardroom? Learn more at classroomtoboardroom.net.