A conversation with CT Turner, President and CEO of GED Testing Service and Pearson Accelerated Pathways.
Learning is a lifelong avocation, no matter what field you’re in. But in business and management the more you learn, the more you can put your skills to competitive advantage.
Recently I spoke to CT Turner, President and CEO of GED Testing Service and Pearson Accelerated Pathways, about one form of learning that’s gaining steam. Innovative graduate certificate programs empower learning and professional development, but at employees’ own speed and on their own terms. Here’s our discussion on Pearson / Accelerated Pathways’ mini-MBA — and how forward-thinking employers are getting on board with this as an impact-filled benefit.
Meghan M. Biro: CT, great to talk to you. Let’s talk about the mini-MBA. First off, what is it? It’s got a great name and I’m already intrigued.
CT Turner: The mini-MBA is a 4-course ‘taster’ menu for a professional who already has a bachelor’s or master’s degree (in a different field). It focuses on equipping learners with the critical skills and knowledge to address global management challenges. Courses include topics from Technology to Finance and Marketing, allowing learners to get a feel for the areas of business administration that are of most interest to them. When a learner completes their courses, they earn a mini-MBA certificate. This will look great on a resume and gives learners the option to continue on to complete a full master’s degree if that’s the path they’re looking for
MMB: I’m thinking of how little time we all have and how much we’re all trying to get done. I’m also thinking of how we’re all trying to educate ourselves and stay on top of knowledge, really all the time. Being an employee, being engaged, curious, ambitious — all of that leads to the need for professional learning. Are you seeing that in your own research?
CT: Yes — Pearson just published a report on how learners are getting lost in transition. There are inefficient career transitions and major learning gaps which is costing the US economy $1.1 trillion per year. Earners are being taken out of their role because they don’t have the right skills, or technology has taken over their role:To upskill and reskill 170 million plus workers routinely and at scale – we must reinforce that learning never stops. People have to learn to learn – AI is changing roles rapidly and is also changing how we learn – we teach our learners to adapt and keep up, not just to check off a credential.
MMB: I’m asking this one on behalf of our TalentCulture audience, who represent the hardest-working people out there. It’s always a challenge to balance work and growing skills and knowledge, let alone attaining required degrees. What are the benefits of completing a mini-MBA instead of a full graduate program?
CT: There are actually four main benefits: time savings, cost savings, structured learning, and no entrance exams! The mini-MBA provides the opportunity to engage in graduate level coursework over just a few months. The learner can gain core business knowledge quickly and apply it almost immediately in their professional life, at a fraction of the cost of a full MBA which can cost thousands of dollars at some institutions. The courses help professionals enhance their experience no matter what their line of work is. Plus, the only criteria for entrance into the program is a bachelor’s degree
MMB: From the perspective of an employee who’s hungry for information and doesn’t necessarily want to commit to a full program, what can the mini-MBA do for them?
CT: That’s the beauty of it. A person who is working and has limited time for school can use the mini-MBA to upskill for their current jobs, or their next job, without committing years to the accomplishment.
MMB: Let’s focus on the classes available. What courses would professional learners find in a mini-MBA/ program?
CT: There are many options for mini-MBAs among universities, but one program our learners have really enjoyed is the program from Waldorf University. The courses that learners take through Waldorf include:
- Management Information Systems
- Advanced Marketing
- Economics for Managers
- Corporate Finance
They are part of the core courses required in a full MBA program and count toward a master’s degree if a learner decides they want to pursue that.
MMB: Say someone completes the mini-MBA and then has that Eureka moment where they realize they really do want to pursue a full MBA. How can they apply the mini-MBA towards a full degree?
CT: It’s very easy: the learner would work directly with their institution to transfer their coursework into a master’s program via earned admissions. As long as they did well (got at least a C in every one of the mini-MBA courses), they will typically have automatic acceptance into the MBA program. No entrance exams, or letters of recommendation required.
MMB: Let’s shift to the HR and employer side of things. I’ve been seeing education continuing to trend as more than a nice-to-have when it comes to what employees really want from their employers. How can employers use these kinds of educational programs to attract and engage their employees? And how do employers work with Pearson to offer education? Give us a picture of what that looks like.
CT: Ultimately, people want to advance and so, unless they feel like there are career ladders or career pathways, both within a company and within the sector, then they will leave. Education and upskilling are an important means of enhancing employees’ career opportunities. Pearson works with major employers who understand that offering an education benefit not only attracts new employees, it helps retain them too.
Research with our employers has shown some impressive results when they offer tuition assistance for their employees, including $2.29 ROI for every dollar spent on tuition benefits. As far as retention, turnover reduced by 80 percent for enrolled employees versus those not engaged in education programs. And 82 percent of education program participants become more effective in their roles.
If you’re interested in implementing a tuition benefit program and/or access to GED, bachelor’s degree programs and/or Master’s programs, you can contact us at https://upskillpathway.ged.com/
MMB: Are you seeing a correlation between ongoing education and professional outcomes — promotions, salary increases?
CT: According to 2024 data from the Bureau of Labor statistics, and according to our experience with employers, your opportunities to earn more and have a lower rate of unemployment are directly related to your level of education. Our employers want to employ people who are life-long learners who are versatile and willing to upskill. Education also helps at times of uncertainty in your career to give you additional confidence to pursue your next opportunity. LinkedIn recently reported that up to 65% of the skills required for jobs will change by 2030 — that’s not long from now.
MMB: So this isn’t just a boost for business and management. It’s clearly applicable to a number of HR-related tracks. Besides the mini-MBA, what other graduate certificate programs are available to HR professionals?
CT: Additional graduate certificate programs that we can help learners access include:
- Healthcare Management
- Human Resources Management
- Instructional Design and Technology
- Leadership
- Marketing
- Project Management
- Public Administration Leadership
- Social-Emotional Learning
MMB: That’s a pretty solid list. So there are a lot of opportunities here for people who want to further their education, and the strategic value of it for forward-thinking employers is pretty clear. My last question, then: How can people find out more?
CT: If you’re interested in education for yourself, contact us at: https://www.pearsonaccelerated.com/lp/talentculture/
And If you’re interested in learning more about programs for your staff, please contact us at https://upskillpathway.ged.com/
About CT Turner: CT Turner is President of GED Testing Service and Accelerated Pathways and VP at Pearson Enterprise Learning and Skills, previously serving as VP of Global Operations and Assessment Services. His unwavering commitment to equitable economic opportunities for those underserved by the education and workforce systems has made him a national leader on the future of work, career pathways and the role of technology in upskilling and learning.
Throughout his career, CT has collaborated with policymakers, officials, employers, and educators on workforce and learning issues. He has provided testimony and insights to state legislatures, congressional staff, has consulted international ministries of education, and worked with media such as the Chicago Tribune, Washington Post, Wall Street Journal, Los Angeles Times, NBC News, and NPR.
Post Views: 671
