Every semester comes with its own rhythm — and sometimes, finding it feels like tuning an instrument that refuses to stay in key. For advisors, this semester’s melody may have sounded a little offbeat: students trying to find their voice, rediscover their writing style, and balance professional growth with everything else on their plates.
How many one-on-one meetings have you had where one section editor blames another for why a story didn’t make it online in time, or how that poorly written article slipped into print?
I’ve seen editorial staff come and go. Some groups stick with tradition and follow every rule to the letter, producing a safe and consistent paper. Others chase the hard-hitting stories — unafraid to dig deeper, ask tough questions, and step on a few toes in the process.
Watching them navigate that process is both rewarding and exhausting. We push them to grow — to write with clarity, to lead with initiative — knowing that the goal is bigger than the next issue. It’s about preparing them to graduate and carry those skills with them into their careers. And that’s the hard part: when they finally get it right, they leave, and we start over.
One unexpected resignation, one senior crossing the stage, and suddenly we’re rebuilding from scratch. Recruiting, retraining, motivating — teaching deadlines and discipline all over again. It’s part of the cycle, but it never gets easier. Even finding solutions to make the transition smoother can feel like its own full-time job.
Yet in all that struggle, there’s a quiet victory. We get to witness transformation — students finding their rhythm, growing into leaders, and learning lessons that will outlast their bylines. As frustrating as turnover can be, it reminds us why we do this: every graduating senior, every departing editor, leaves a legacy that shapes the next team coming in.
That’s the tough stuff — and also the heart of it.
How do you transition your students before they graduate? Do you create mentor–mentee relationships that prepare new leaders to step up?
Does your editorial staff notice leadership potential in reporters — and bring those names to you?
