Have you ever wondered what those $300 online teacher trainings were like?

Well, I asked someone who both teaches online and also has looked through more than one of these.

What really makes a yoga teacher training “good”? In this episode, we explore the realities of online vs. in-person YTTs, why pacing and feedback matter, and how affordability impacts accessibility in the yoga profession.

Katlyn Greiner and I delve into the myth that higher costs equal higher quality, the role mentorship can play in shaping new teachers, and the financial realities of studios running training sessions. Plus, we unpack the tension between brand cohesion and creativity in the yoga business.

KEY TAKEAWAYS

1. Online vs. in-person training
Asynchronous, low-cost YTTs aren’t inherently “less than.” We need to rethink perceptions of online vs. in-person education.

2. Pacing matters
Dumping all the content at once isn’t effective. Pacing supports integration and embodiment of teachings.

3. Feedback is essential
Integrated feedback—live or asynchronous—is key to learning, relationship-building, and quality in online trainings.

4. Financial accessibility
Low-cost trainings expand access. Eliminating them would reduce opportunities for many aspiring teachers.

5. Mentorship as the missing link
Imagine affordable online YTTs paired with paid local mentorship—a model that supports both new teachers and experienced guides.

6. Rethinking “quality”
High price ≠ high quality. Metrics for strong training should include teaching skill, student engagement, and practical business acumen.

7. Teacher trainings ≠ cash cow
For many studios, YTTs aren’t highly profitable—they’re a labor of love or a way to train new teachers.

8. Creativity vs. brand cohesion
Studios must balance cohesive branding with honoring yoga as a creative practice. Navigating that tension is key to sustainable growth.

RESOURCES

Working In Yoga Website

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Katlyn’s IG

This week I am chatting with yoga trainer, studio owner, and data maven, Gina Ward.

Gina ran some data for yoga studio owners, so she could better inform her yoga teacher trainees what the realities of studio ownership are like.

Wanna know what the data said? Yeah, I did too.

Take a listen find out.

KEY TAKEAWAYS:

1. Studio profitability isn’t guaranteed
Profitability means revenue exceeds expenses—but 20% of yoga studios never reach that point. Only 25% are profitable in year one, while 55% take 1–5 years. Most studio owners earn less than people assume.

2. What studio owners really earn
52% of yoga studio owners make $12–60K per year, often working 40+ hours a week. Only 12% earn more, while 18% make less than $12K. These numbers show two truths: (1) owners aren’t the “big winners” of the yoga industry, and (2) we can’t fix money problems we refuse to discuss.

3. Headcount ≠ success
For membership-based studios, headcount is often a vanity metric. It looks good on paper but doesn’t always reflect real revenue or financial health.

4. Pay for prep time
Gina compensates teachers for reading emails and prep work—a small but powerful shift that values teachers’ time. This should be an industry standard.

5. Rethinking hiring culture
Studios often expect teachers to “fit in” socially before being hired. This mindset undervalues professionalism and holds the industry back. Fair, transparent hiring practices are essential for credibility.

6. Professionalism vs. friendship
In wellness, blurred boundaries between “boss” and “friend” are common. But leaders set the tone: if owners expect professionalism from teachers, they must model it themselves

RESOURCES

Working In Yoga Website

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Gina’s Website

For those of you following the topic of licensure in the yoga space, this is for you.

Should we be a licensed profession?

Should we leave it all up to self-regulation within the industry?

What would that even mean for us?

I ask a literal licensing expert, Kris Maul, and he provides us with all the details.

KEY TAKEAWAYS

Gatekeeping with integrity
Not all gatekeeping is bad. We need clear professional standards to differentiate yoga therapists from yoga teachers offering “therapeutic yoga.” At the same time, licensure must remain accessible to neurodivergent practitioners and those who struggle with standardized testing, as well as those who might need financial access. Professionalization should include equity and inclusivity.

Public protection matters
Licensure creates accountability. Right now, a yoga professional could abuse a client, move towns, and start over with no consequences. If we truly care about student welfare, we must create systems that reflect that responsibility.

Licensure ≠ Insurance
Being able to bill insurance could expand access, but it should be addressed separately from licensure. First, we need clear definitions of our scope of practice and how yoga therapy fits into healthcare systems.

Financial sustainability
Currently, yoga professionals are split between “high-ticket clients only” and “self-sacrifice for service.” Both models are unsustainable. We need a third path that honors our education, ensures fair pay, and expands accessibility without burning us out.

De-centering organizations
Professional growth should center on practitioners, not gatekeeping organizations. Recent leadership choices (like hiring non-yoga professionals to lead major orgs) show how disconnected these bodies are from our lived reality. Just as farmers need farmers to lead co-ops, yoga professionals need leaders who understand our industry firsthand. If orgs don’t reflect that, it’s time to build structures that do.

RESOURCES

Working In Yoga Website

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Kris’s Website