Alumni Network Engagement

Last year, a university was struggling with their alumni events. Average attendance: 15 people Donor conversion: Near zero Staff morale: Rock bottom Their events team tried something different: • Instead of planning FOR alumni, they started planning WITH them • Created small committees of 3-4 graduates for each event • Let these committees choose themes, venues, and activities • Asked them to personally invite friends Results after 6 months: → Average attendance jumped to 85 → 35% of attendees made their first gift → Committee members upgraded their own giving by 3x → Staff now had a reliable volunteer pool But here's what nobody talks about: The biggest impact wasn't in the numbers. It was watching alumni transform from passive attendees into passionate advocates who said things like: "This is the first time I've felt truly connected to my alma mater since graduating." The lesson? When you give people ownership, they don't just participate. They invest. What's been your experience with volunteer committees? Have you seen similar transformations?

As we ease into fall, the annual efforts to raise money from college and university alums kick into full gear. Many who have been to college – myself included - believe that the act of making a financial contribution to our alma maters is an essential and meaningful way to give back to the institutions that have given us so much in terms of work and life opportunity. But as vital as alumni giving is, it’s just one of the ways that alums can support their university and its mission - and perhaps not even the most important. Just as meaningful is the act of directly engaging with students in ways that open doors to opportunity and encourage their academic and professional success. That means serving as mentors during students’ time on campus and as crucial connectors to internships and jobs. For college students, ‘social capital’ can be as important to academic success and career opportunities as skills and knowledge. But many first-generation students, students of color, and those from low-income families often lack the social ties, made and cultivated through family and friends, that more privileged students routinely tap into to start and advance careers. College alumni can help fill the gap. And numerous institutions have stepped forward with innovative ways to encourage just that, offering their alums an opportunity to not only contribute to the institutions’ bottom line, but to directly contribute to student success. It’s more than just giving back to the school. It’s paying it forward to the next group of students who will go on to do good work and lead good lives because of their college experience. You can read about just a few of the colleges and universities that have developed these types of programs to tap the real power of their alums in my latest Forbes column here: Bates College Illinois Institute of Technology Agnes Scott College Colby College American University Fairfield University University of Colorado https://lnkd.in/gjcVetp5

One of the most underutilized assets in India’s technology and R&D ecosystem is the alumni network of top colleges. While the education system in India may not always provide the most cutting-edge training, the rigorous selection processes of institutions like the IITs, IIMs, NITs, and top universities consistently filter out some of the best minds in the country. These students later migrate to the US, Europe, Japan, and other hubs of innovation, where they contribute significantly to world-class technologies, research, and enterprises. A large proportion of these alumni come from humble middle-class or rural backgrounds. Their early professional years are naturally focused on improving the financial status of their families, buying homes, supporting parents, affording good education for their children, and establishing financial stability. By the time they cross 10–15 years of experience, many achieve these personal milestones. At this stage, a growing number of them begin to seek a higher purpose, like contributing back to their alma mater, supporting schools and universities, mentoring young talent, or even making a broader contribution to the nation. Unfortunately, in India, the alumni bonding networks of even the best colleges do not scale effectively. Reasons include: 1. Weak institutional support and lack of a binding force from alma maters. 2. Bureaucratic hurdles and poor coordination mechanisms. 3. High inertia among alumni who remain disconnected due to geography or career pressures. In contrast, American and European universities have created extremely powerful alumni ecosystems. These networks not only contribute financially to their institutions but also actively mentor, invest in, and incubate startups. They act as career accelerators, open up global industry linkages, and serve as force multipliers for research and product development. There are inspiring examples in India too. During the COVID-19 crisis, the IIT Kanpur alumni network united to ensure that a ventilator project initiated by one of their alumni was executed seamlessly. Their efforts led to the development of a Make in India ventilator, proving that alumni-driven collaboration can directly impact critical national needs. The Alumni network of many IITs and IIMs are doing wonderful role in building investor pool or mentoring juniors. However, if structured well, such alumni forces could also be tapped for product development & manufacturing ecosystems (automobiles, electronics, defense, robotics), collaborative R&D projects with global best practices, mentorship programs for startups and young engineers. This can help India a lot.

Your best, former employees... Where are they now? In a revealing client conversation yesterday, a critical yet often-missed opportunity surfaced—not just how to keep your employees, but how to turn their farewells into potential future hellos. 🌟 Concept: Treasured Alumni (not Heartbreakers to Banish) Leading organizations aren’t just focusing on retention; they are proactively re-engaging with those once-great team members they were sad to see go. These former employees are viewed as "treasured alumni"—even potential future employees who could one day return, or else become clients, or champion the brand in ongoing, powerful ways. Some people will leave no matter what you do to keep them. Truth. And, ultimately, that's okay. Ages and stages, seasons, new opportunities, and all that. It's just life. The real question is, what are you doing to turn these departures into future opportunities? The alumni strategy is compelling. Here's how you implement it: > Celebrate their exit with gratitude for their contributions. > Follow their career paths and applaud their successes, privately and publicly on LI. > Have the infrastructure (be it through marketing, HR, sales) in place to invite them back when new opportunities arise, or when you could use their voice or influence. Take action! Consider reaching out to a former standout employee today. A simple reconnect--one coffee catch up--could lead to unforeseen opportunities. How are you keeping the bond strong with your organization’s alumni? Share your strategies and experiences in the comments. --- If we haven't met, I'm Jonathan. I help leaders make change, take decisions, and do good in the world. Stay curious out there.

Alumni: The Soul of Every Institution Having worked closely with colleges for years, I’ve realized one thing—we’re still not doing enough when it comes to alumni engagement. Too often, alumni are remembered only during annual meets or when there’s a need. But the truth is, a college’s greatest ambassadors are not its buildings or brochures—it's its people, especially its alumni. Big universities understand this deeply. I still remember the slogan: “Once a Ramaiahan, always a Ramaiahan.” And another powerful one: “Each one can mentor one.” These aren’t just lines—they’re philosophies. When lived, they create a culture where alumni become guides, mentors, and partners in progress. What can colleges do differently? Here’s a blueprint of best practices that institutions can adopt to build meaningful and lasting alumni bonds: Create Structured Mentorship Programs Alumni can serve as buddies to new students—helping them navigate fears, overcome self-doubt, prepare for interviews, and understand corporate life or higher studies. Let one mentor impact one life. Recognize Alumni Uniquely & Publicly Like Alliance University’s Global Alumni Awards, every college should celebrate alumni for: Academic/Professional Achievements Social Impact Contributions to the Alma Mater Young Entrepreneurship & Innovation Arts & Culture Global Representation Legacy (multi-generational alumni families) Stay Connected, Always Regular newsletters, spotlight features, video interviews, alumni-student mixers—not just once a year but quarterly. Invite Alumni to Participate in Campus Life Guest lectures, curriculum feedback panels, startup pitch judging, admissions mentoring, bring them back in. Offer Alumni Lifelong Value Access to learning resources, certifications, networking circles, wellness programs, or even career transition support. Enable Alumni to Contribute Meaningfully Not just through donations—but with time, wisdom, and connections. Crowdsource ideas for institutional growth. What’s in it for the college? Authentic branding. Elevated student experience. Higher placement quality. Stronger admissions. Global presence. What’s in it for the alumni? Belonging. Respect. Purpose. A chance to give back and stay proud. Let’s not just call them on Alumni Day. Let’s celebrate them every day. Because when we nurture alumni relationships, we don’t just grow a college—we grow a legacy. #AlumniMatters #AlmaMaterForever #StrongerTogether #CollegePride #LifelongConnection #HigherEducation #CampusToCareer #UniversityLife #StudentMentorship #AlumniEngagement #EachOneMentorOne #LeadershipInEducation #MentorTheNextGen #FutureReadyStudents #EmpowerThroughExperience #AlumniAwards #RecognizeAndRespect #ProudAlumni

I recently attended the Alumni Leadership Program by Vaave, and it was a timely reminder that alumni relations today are no longer about just reunions —they are about building long-term, outcome-driven relationships. Key Takeaways & Learnings: 🔹 Alumni engagement is a journey, not an event The BEHA framework (Build → Engage → Help → Ask) reinforces that sustainable alumni support comes only after trust and value creation from institute. 🔹 Different alumni need different engagement strategies Understanding alumni personas across life stages helps institutions design relevant programs instead of one-size-fits-all communication. 🔹 Strong databases drive strong communities The Alumni Flywheel approach showed how structured data, champions, and storytelling can continuously grow alumni participation. 🔹 Technology & AI are force multipliers AI can help identify potential mentors, recruiters, donors, and leaders — making alumni engagement more focused and outcome-driven. 🔹 Mentorship and placements are the biggest value creators Well-designed alumni-led mentoring programs can directly impact student employability and career readiness. 🔹 Fundraising works best when purpose is clear Alumni contribute more willingly when they see transparent goals, defined impact, and meaningful recognition. 🔹 Leadership presence matters Active involvement from alumni committee members and institutional leaders sets the tone for participation and trust. As a member of the Alumni Committee at St. Francis Institute Of Management and Research this learning was especially relevant. Vaave My Alumni App provides us with a powerful foundation to: Reconnect alumni across batches and geographies Identify and nurture alumni champions Build meaningful alumni–student mentoring programs Alumni Hiring & Job support Kudos to Paresh Masade and the Vaave team for curating a program that combines vision, data, technology, and community-building so effectively. Looking forward to applying these learnings to help build a more engaged, impactful, and future-ready alumni community at St. Francis Institute of Management. To all alumni of St. Francis Institute of Management & Research, Borivali (W) & Smt Indira Gandhi College Of Engineering — this is a great time to reconnect with your alma mater. Just Scan attached QR code & Logged in. Whether you can contribute as a mentor, recruiter, speaker, guide, or simply by sharing your journey, your involvement can make a real difference in shaping the next generations. Let’s work together to build a strong, engaged, and future-ready alumni community. Feel free to comment here or reach out if you’d like to be part of this journey. #AlumniEngagement #AlumniLeadership #Vaave #almamater #CommunityBuilding #InstitutionalDevelopment #AlumniRelations #LeadershipLearning NAVIKA PEDNEKAR Shalini Sinha

To my amazing LinkedIn Late Night Wisdom Army, Thank you, from the bottom of my heart, for your beautiful messages, your concern, and your kind words. They truly mean the world to me. Now that I'm back, I'd love to share something that's been on my mind lately... ❤️ Millions of professionals are sitting in offices right now, holding degrees that are quietly depreciating in value. They got the degree. They put in the hours. They climbed the ladder. They did everything right. And yet, here we are. Executives are actively planning for a world where nearly half of all current workforce skills become irrelevant in the next two to three years. AI is not coming for the uneducated. It is coming for the experienced. For the mid-career professional. For the person who thought their degree was a finish line, but guess what, It was not a finish line. It was a starting point with an expiry date nobody mentioned. "We call them the forgotten alumni" We obsess over curriculum reform for the next generation. We introduce AI literacy programs for students who have not even declared a major yet. But the professional who graduated ten years ago, who is now watching their industry shift beneath their feet? We hand them a alumni newsletter and ask them to donate to the endowment fund. That is not good enough anymore. A degree can no longer be a one-time transaction that ends with a handshake on a stage. It needs to become a lifelong subscription to relevance. And universities are the only institutions with the infrastructure, the credibility, and the data to make that happen. Here is what that actually looks like: Alumni Upskilling Sprints. Not a two-year master's degree that costs a fortune and takes years to design. Short, aggressive, four-to-six-week virtual sprints built in direct partnership with industry leaders. When AI disrupts the finance sector, a university should have a sprint ready for its finance alumni within the month. Speed is the point. Career Resilience Audits. Just as we take our cars in for maintenance, alumni should be able to return to their alma mater for a skills audit. Universities have the industry data. They should offer personalized assessments that identify an alumnus's specific vulnerabilities and map out the exact micro-credentials needed to close the gap. Cross-Generational Cohorts. The best learning happens between people, not in front of screens. Pair recent graduates who are fluent in emerging technology with mid-career alumni who are fluent in leadership, nuance, and how industries actually work. Let them teach each other what no curriculum currently covers. It is a symbiotic exchange of the exact skills both groups are missing. let me know honestly, If your alma mater called you tomorrow and offered a free four-week skills sprint tailored to your industry — would you take it? "be honest 😁" And more importantly: why hasn't anyone offered that yet? #Hendlatenightwisdom #LifelongLearning #FutureOfWork #AI #CareerResilience

The Power of Treating Ex-staff as Alumni In many organizations, the employee journey is seen as a straight-line hire, perform, exit. But truly great organizations understand that careers are rarely linear, and relationships should never be. They recognize that when employees leave, they don’t cease to be part of the story they simply become alumni. A compelling example is Ibem Idika and his long-standing relationship with SystemSpecs. After leaving the company, Ibem spent 16 years building experience, perspective, and value across different roles. Yet the relationship with SystemSpecs was never truly severed. There was no bitterness, no burned bridges, only mutual respect and a shared history. Years later, that relationship came full circle. Ibem was rehired by SystemSpecs, not as a returning employee picking up where he left off, but as a seasoned professional bringing enriched capabilities back into the organization. That kind of return is not accidental it is the outcome of intentional relationship management. What made this possible? First, the organization treated the exit as a transition, not a termination. The tone of departure matters. When employees leave with dignity and appreciation, they carry the brand with them into the marketplace. Over time, they become informal ambassadors, advocates, and sometimes even clients or partners. Second, there was a long memory of goodwill. Organizations that maintain a positive alumni network whether formally or informally create a reservoir of trust. They understand that today’s employee could be tomorrow’s collaborator, customer, or leader returning with deeper expertise. Third, the door remained open. Great relationship managers, whether in HR, leadership, or business, understand that closing doors is short-sighted. Keeping them open, however, creates optionality. In Ibem’s case, that open door translated into a strategic rehire that benefited both the individual and the organization. This is the essence of alumni thinking: seeing talent not as a transaction, but as a long-term relationship. Former employees sit across negotiation tables, influence buying decisions, refer business opportunities, and shape market perception. How they were treated when they left often determines how they engage when they return whether as clients, partners, or employees. Organizations that embrace this mindset are more likely to attract boomerang hires, unlock repeat business, and strengthen their employer brand. They institutionalize alumni engagement, celebrate former employees’ achievements, and stay connected in meaningful ways. The story of Ibem Idika and SystemSpecs is more than a feel-good narrative it is a strategic lesson. It reminds us that the true measure of an organization is not just how it hires or manages people, but how it lets them go and how it keeps the relationship alive long after they’ve left. Because in the end, the strongest organizations don’t just build teams, they build lifelong networks.

➡️ 𝐀𝐥𝐮𝐦𝐧𝐢 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧 “Education is the most powerful weapon which you can use to change the world.” — Nelson Mandela ✔️ 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐡𝐚𝐬 𝐭𝐡𝐞 𝐩𝐨𝐰𝐞𝐫 𝐭𝐨 𝐬𝐡𝐚𝐩𝐞 𝐚 𝐛𝐞𝐭𝐭𝐞𝐫 𝐰𝐨𝐫𝐥𝐝. ✔️ 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐞𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧 𝐦𝐮𝐬𝐭 𝐞𝐯𝐨𝐥𝐯𝐞. A key part of this evolution is 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐧𝐠 𝐚𝐥𝐮𝐦𝐧𝐢 —working engineers in industry—directly with students and faculty. This approach calls for a new paradigm: 𝐨𝐧𝐞 𝐰𝐡𝐞𝐫𝐞 𝐚𝐥𝐮𝐦𝐧𝐢 𝐩𝐥𝐚𝐲 𝐚𝐧 𝐚𝐜𝐭𝐢𝐯𝐞, 𝐢𝐧𝐭𝐞𝐠𝐫𝐚𝐥 𝐫𝐨𝐥𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐞𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐩𝐫𝐨𝐜𝐞𝐬𝐬, contributing as mentors, lecturers, and advisors alongside traditional academic faculty. 🔵 Alumni support—𝐛𝐞𝐲𝐨𝐧𝐝 𝐟𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧𝐬—is essential to achieving our vision for the future of engineering education. 𝐎𝐮𝐫 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞 To create an effective, organized system that leverages alumni expertise and time to support faculty, staff, and students across all engineering departments. The 𝐝𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭𝐬 𝐫𝐞𝐦𝐚𝐢𝐧 𝐭𝐡𝐞 𝐬𝐭𝐞𝐰𝐚𝐫𝐝𝐬 𝐨𝐟 𝐭𝐡𝐞 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐜𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦, but alumni involvement will be instrumental in making this curriculum more relevant, dynamic, and impactful. 𝐕𝐢𝐬𝐢𝐨𝐧 𝐟𝐨𝐫 𝐀𝐥𝐮𝐦𝐧𝐢 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 The 𝐀𝐥𝐮𝐦𝐧𝐢 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 is designed as a flexible, growing effort that enhances student learning, supports faculty development, and strengthens department-level initiatives through strategic alumni involvement. This initiative aims not only to graduate engineers but to launch leaders who are ready to hit the ground running—𝐞𝐪𝐮𝐢𝐩𝐩𝐞𝐝 𝐰𝐢𝐭𝐡 𝐛𝐨𝐭𝐡 𝐭𝐡𝐞𝐨𝐫𝐞𝐭𝐢𝐜𝐚𝐥 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐚𝐧𝐝 𝐫𝐞𝐚𝐥-𝐰𝐨𝐫𝐥𝐝 𝐢𝐧𝐬𝐢𝐠𝐡𝐭. *️⃣ “A degree alone is no longer enough—students need more than theory. They need practical connections and professional mentorship.” To meet this need, 𝐚𝐜𝐚𝐝𝐞𝐦𝐢𝐜 𝐞𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞 𝐦𝐮𝐬𝐭 𝐛𝐞 𝐛𝐥𝐞𝐧𝐝𝐞𝐝 𝐰𝐢𝐭𝐡 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞-𝐛𝐚𝐬𝐞𝐝 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞—bringing together professors who teach and practitioners who lead. 𝐄𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐎𝐮𝐭𝐜𝐨𝐦𝐞𝐬 🟢 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐀𝐥𝐮𝐦𝐧𝐢 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: By offering meaningful, flexible ways to contribute, we aim to grow a larger, more engaged alumni network. 🟢 𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧𝐬: Alumni will serve as critical links to industry, exposing students to current technologies, practices, and opportunities. 🟢 𝐂𝐚𝐫𝐞𝐞𝐫-𝐑𝐞𝐚𝐝𝐲 𝐆𝐫𝐚𝐝𝐮𝐚𝐭𝐞𝐬: Students will be better prepared for professional success through real-world exposure and practice-based mentorship. Michael Mourot Member, American Society for Engineering Education (ASEE) University of Arkansas College of Engineering Ralph E. Martin Department of Chemical Engineering #AlumniSupport

The most powerful systems aren’t just built overnight. They take time to grow. When we built Extern, I knew our success wouldn't come from what we built, but from what our users would do after going through the program. I'm now seeing the flywheel begin to spin. 🛞 Here's how it works: A student completes two-to-three externships. They land an internship or job. Then they come back – not just to say thanks, but to actively help the next generation. Conversations we've had this year with alumni show a pattern: "Extern changed my trajectory. What can I do to help?" This creates three compounding loops: Knowledge Transfer: Alumni run AMAs in our Slack community, sharing exactly how they turned their externship into a job at Meta, Google, or startups. Current students get tactical advice from someone who was in their shoes months ago. Company Evangelism: Alumni who've entered the workforce bring Extern to their employers. One told me: "I'll do anything to help turn my company into a partner." They don't need convincing since they lived the experience. Opportunity Creation: Alumni are starting to become externship hosts themselves. They remember how hard it was to get that first break, and now create pathways at their companies. The student becomes the mentor. Every alum who returns to host an externship creates opportunities for dozens more students. Those students become alumni who do the same. This is the difference between institutional solutions and network solutions. Institutions deplete while networks compound. 🌐