Be flexible. Today's students come with challenges but they also come with experience from those challenges. Do not look at these students as AT-Risk. Look at them as a diverse perspective to add to the classroom. 

Some fields like Nursing know how to take on that mentorship role from student all the way to the job. We should learn from Healthcare. 

I like the definition of retention being equal to "Perceived" Value/ Cost. 

Retention = Perceived Value/Cost. Perception is a big component of value. 

The greater the understanding of a course and a potential career in a topic, the greater chance the prospective students have of completing the course and being successful. 

Prepare to listen. Detach yourself from the problem so you can help the individual sort out the issues on their own. Offer guidance, not answers.

This confirms seomthing Daniel Pink said which is that people need Autonomy, Mastery, and Purpose to be motivated. This section focused on the erosion of that purpose within the individual.

Be proactive with retention. Just like we maintain maintenance records on our equipment to ensure it is operating well and won't break down, we need to be just as aware of employee maintainence. 

Student retnetion is a team effort and we need to know our guidlines and how we can assist students when they encounter problems that require our aid. This in turn helps with retention. 

I have learned that there are two types of attrition. I honestly did not know that academic boredom was a unnecessary attrition or even a attrition at all. I also found the "creating a carnival atmosphere does not improve student commitment to the school" to be a key item to remember. The environment is one thing but to have staff be part of that environment and be in sync really allows the students to see what the school is all about. 

I Also really liked the part about what improved retention looks like  for the entirety of the school. 

to monitor my own feelings and communications because they effect the students greatly