Getting Noticed to Get Ahead in Your Career

Getting Noticed to Get Ahead in Your CareerGetting Noticed to Get Ahead in Your CareerCoordinator. Assistant. Associate. (Contractor). These are the words in job titles that career-driven professionals use as fuel to get them to the next stepping-stone. Tenacity and passion will take you places, but will they get you ahead in your career by themselves? What are some practical things that could help bring those strivings to fruition?Become the Master of the MundaneIt can be difficult to handle the monotonous elements of your job. When you first get into an entry-level role, you typically start off with the fundamentals listed on the description of the role to which you applied. It looks something like thisJob Responsibilities IncludeSchedule coordination between multiple departmentsSupporting such-and-such team with processing invoicesUpdating the bi-weekly newsletterAnother task youre not that excited aboutAnother task you dont find much value inWhile youre excited to dive into the n itty-gritty, its essential to lay out a broad and sturdy foundation. This ensures success and establishes credibility. If supervisors and managers see that you can execute your basic tasks flawlessly, theyll take note and start to trust you with more.Practical Application Be extremely organized from your desk being spotless, keeping to-do lists, and papers being neatly filed, to libraries of well-organized e-folders, e-mail templates, and Excel checklists. Labeling and color coordinating are highly recommended Organization and detail orientation is the key to mastering the mundane.Bite off precisely what you can chewOnce youve mastered the mundane, youll have a more accurate gauge of your bandwidth. What you dont want to do is go overboard on this next tip. It might be the death of your career.As you become an expert at what you do, it will inevitably start taking less time to get those things done. This will free up a bit of time to take on additional projects or tasks.Practical Ap plication If youre a Production Coordinator with dreams of being a full-fledged Director of Production, you might first reach out to an Associate Producer and ask if they simply need help with any of their tasks.Talk to your manager. Let them know what interests you. Ask if there are opportunities to offer any support on those projects. This will lead to a slow dispensation of tasks outside of the original scope of your responsibilities. View these tasks as opportunities to showcase your capabilities.Be careful not to bite off more than you can chewIt might look impressive that an entry-level employee is proactive, but if a manager or associate chooses to trust you with something new, and youre not quite ready for it, this can backfire. The best managers will have realistic expectations of you, but its best to take on only what you know you can handle.On the other side of that coin, you dont want to sell yourself short. Never lack the confidence to challenge yourself. Spend enough t ime on the mundane so you have that certainty.At this point, you may choose to stay content with your basic job responsibilities. Some people are truly happy in that place and essentially become the Yoda of their position. Usually, people love working with them because theyve devoted their time to establishing their credibility. But if youre eager to advance in your career, read on.Present ideas and make them happenMastering your day-to-day activities and volunteering for other projects will help you get noticed. The thing that gets you ahead in your career is leading a project of your own. As you spend time with a company, you learn their processes, become familiar with their culture, and establish that oh-so-important credibility.With all this intel and support, you should be well equipped to present something new. Present a solution to an ongoing problem, a creative idea, an innovative asset, or a new process.Practical Application Youve noticed there are consistent issues in a pr ocess and you think you have a solution. Share it. Help it get implemented. For example, youre an HR Assistant and you notice that morale seems low. You think it might be because of stress. Suddenly, you have this great idea to host an onsite seminar on relaxation or to book a calming yoga class.Dont just shareCome with a plan and offer to spearhead it. Chances are, management might think your idea is great but they dont have their own bandwidth to make it happen. YOU do.Get noticed and get ahead in your careerDo your job well, then take on more. If you want to get ahead in your career, then come up with an idea and run with it The hardest part is working through this with patience. The road is often long and hard, but tenacity and passion will carry you through.

8 tips for when you fear age bias in the workplace

8 tips for when you fear age bias in the workplace8 tips for when you fear age bias in the workplaceI see a trend in the American workforce and as a coach struggle with how to make sense of it. This week alone one of my clients was terminated, one was put on a 90-day Perfassonance Improvement Plan that is likely to end in termination, and another had his compensation decreased by $100,000. I find it no accident that the ages of behauptung three people respectfully are 56, 57 and 61.In many ways, ur culture does not value the seasoned wisdom of decades of experience or appreciate the dedication of years of service. Companies see that they can replace aging employees with younger people they can pay less. Its as if they feel younger energy will bring more innovation and greater results at a lower cost. They feel the aging employees mindset is outdated and that they cant keep up with technology. That is just plain and simply - Age Bias - and short-sighted.Employees see this coming. Or ganizations send people they have stereotyped subliminal messages of disapproval that lower their confidence and depletes their self-esteem, creating doubt in their worth. When someone carries this uncertainty in themselves their perceived under-performance usually becomes a self -fulfilling prophecy. When the end finally comes they are completely demoralized.Companies forget that people in this age range taught themselves how to use a computer and every other form of technology and did not grow up with technology integrated into everything they learned. So when it comes to adaptability the aging worker has the market cornered. They have a work ethic eclipsed by no one and carry the least amount of entitlement of anyone in the workforce.They dont need any, let alone continual, feedback (for which companies are spending a fortune to implement internal coaching and other programs) to inspire their dedication to get the job done and they are loyal to a fault. Theyve lived through the c ycles of economics, industries, and markets and can anticipate from experience. They arent afraid to pick up the phone and cold call someone in a way that results in new business. They can carry on a meaningful conversation with someone naturally because its how they built their portfolios before text messages and sound bites became the modus operandi.So why dont we harness the strengths of these seasoned professionals? Because we think they are not productive? As leaders, we havent spent time identifying how to modify their roles so these Jedis can mentor on how to connect, lead, sell, strategize. Instead, we just make cuts or spend fortunes on consultants, many who are good but more often steal ur watches and tell us what time it is.Lets leverage the talents of these mavens as advisors, trainers, and leaders. Lets not put them out to pasture. Other cultures dont do this for a reason. Its stupid and has no honor. Keep in mind EVERYONE will age. And then what will happen to YOU?If y ou are in this age group here is some advice to position yourself to be invaluable1. Make koranvers you are working on things that are Measurable, Not Easily Transferable, New and Different, and Hold a High Learning Curve.This includes relationship building, specific expertise, soft skills, leadership, strategic ability. If you arent, do so. If that means leaving the company or transferring to a different role - consider it before they can replace you with someone younger at half the cost.2. Make sure you work for a company that LIVES the values that hand on the wall.Define YOUR values. What is important to you? Do your values align with those of the company?3. Find time to mentor others.Share your expertise. Counsel people. Have an open door. Be the person no one wants to see let go.4. When interviewing and get told, Youre overqualified have a response ready.Ive spent my career with the pressures of corporate America. At this point, I am excited to find a role where I can put my e xpertise to work to actually accomplish something without the extrinsic noise.5. Know your transferable skills and apply for roles outside your comfort zone.Consider new industries, roles, a smaller organization. Watch my free training Three Ways To Move to the Next Level in Your Career to learn how to define your transferable skills at here.Watch this and know all the things you are qualified to do that you hadnt realized.6. Define your strengths and be able to speak to how you have leveraged them for success.Ask your friends and colleagues to define your strengths. Go online and take free strengths assessments. Build your self-awareness so you can be in a role that aligns with your talents.7. Write down three people over the age of 55 who you admire.Then list what you observe about them that draws you to them. What do you want to develop in yourself?8. Separate your lifelong career accomplishments from the instance at hand.Nothing negates all that you have done. Make a list of all that you are grateful for. No one can take that away from you.As leaders lets not stereotype. Arent our employees failures ultimately our failures as their leader? Embrace the expertise and wisdom of each employee individually so that you may place them in roles where they can feel fulfilled and benefit the company. Align their values with that of the organizations. Make sure they are in the right seat on the bus. Set them up with measurable goals so their value speaks for itself. Support them with productivity tools and professional development tailored to their individual needs. They will pay for themselves. They are good listeners, detail-oriented, punctual, dedicated, confident, focused, attentive and have advanced critical-thinking skills.As individuals lets remain open to learning new things, taking risks and opening our perspective on how to put our talents to good use. Seek out new opportunities to diversify skills.The bus is bigger than you think. There is room for everyon e. Lets make room so top talent seeks our team as the best place to work because of our culture.

Building a Better Warmer for Newborns

Building a Better Warmer for Newborns Building a Better Warmer for Newborns Building a Better Warmer for Newborns Every year, about 4 million babies die in their first four weeks of life, mainly from complications of preterm birth, infection, and asphyxia, researchers say. But a team with Design that Matters believes they can prevent more than a quarter of those deaths by creating a better newborn warmer. Their Otter newborn warmer is designed to cost much less and consume less energy than the currently available warmers. It is also easy to operate, clean, and sterilize and difficult to get wrong, its designers say. The heating assembly for the Otter newborn warmer was re-engineered to make it less costly to manufacture. Image: Design That Matters Otter is a warming bassinet for newborns in developing countries that are born prematurely, too low in weight, or both. The prototype, completed last summer, is durable, is easy to wash, and features an easy-to-read and easy-to-use numerical interface. The numbers were a design change suggested by hospital staff in Hanoi, Vietnam, during a field test and fact-finding mission. DtM is the organization behind the Firefly phototherapy device that treats newborns with jaundice, and their Otter warmer is designed to mimic some of Fireflys easy-to-use interface. The user interface mirrors the design language of the Firefly phototherapy device. The elements of each interface panel are similarly aligned, which makes the user interaction with both devices more intuitive, DtM writes. Otters heating assembly is now made from a translucent polymer film. Reviewers of Otters early design recommended that change over the previous version, as DtM explains: The original prototype used nichrome wire embedded in a CNC-milled channel in the base of the polycarbonate bassinet. Manufacturing research suggested this would be a prohibitively expensive fabrication process with a high part rejection rate. The heater assembly accounted for $50 out of Otters $180 bill of materials. Our new alternative, the PTF heater, is similar to the heater wires you might see embedded in your rear windshield as a defroster. It is manufactured in a single step used for generic flexible circuits, and would allow us to more easily incorporate thermal sensors and other components. The PTF assembly would be applied to the bottom of the Otter as a semi-transparent sticker. Our current cost-estimate for the new PTF heater assembly is roughly $20more than a 50 percent cost reduction. More for You: Read the latest about technology and society from ASME.org DtM outlined the deficiencies in newborn warmers that are available now. These options also amount to the competitive landscape their Otter warmer is up against. One alternative to KMC is an incubator, a convective warming device that provides warm and humid air that is regulated by measuring the newborns skin temperature with a disposable stick-on probe. Another alternative is a radiant warmer, which provides heating through infrared radiation that is also regulated by skin temperature probe measurements. Unfortunately, neither of these devices is well suited to the context of a low-resource hospital: both are complex, expensive to maintain and difficult to keep clean. Newborns are particularly vulnerable to hospital-acquired infections. One Boston NICU technician estimated that it takes 45 minutes to properly sterilize an incubator between patients. Few rural hospitals in developing countries have the resources to follow this protocol. In addition, few can afford to maintain a sufficient number of incubators, so it is not uncommon to find two or more newborns sharing a single device. The Otter protoype resulted from a collaboration with medical and engineering experts in Vietnam and a partnership between DtM, the device manufacturer MTTS, and the non-governmental organization Day One Health. The partners plan to accelerate the development of improved low-cost infant medical devices for low-resource countries, DtM writes. After creating their prototype, DtM and partners plan to test it further inAfrica. Then they plan another manufacturing review with MTTS in Vietnam (the first review recommended the change in the warming mechanism) and also with manufacturing vendors in China. Rob Goodier is managing editor at Engineering for Change. For more articles on global development visit www.engineeringforchange.org For Further Discussion

What Your Reaction to Going on Vacation Says About Your Career Path

What Your Reaction to Going on Vacation Says About Your Career Path What Your Reaction to Going on Vacation Says About Your Career Path Whenever I take time off from work, whether it’s just a day or a week, I always have varying reactions to leaving. Not just an emotion toward the reason for leaving- happy because I get to spend two weeks in Asia, or fear because I have to go to the dentist (who isn’t afraid of the dentist)- but also a gut feeling about parting from my job. Sometimes I worry that I’ll miss something important while I’m gone, sometimes I don’t think about my work at all, and sometimes I worry that no one will even notice I’m gone. What I’ve learned is that how you feel going into vacation says a lot about you- not just how prepared you are to take off for a few days, but also how you feel about your current career path. Let’s take a look at a few of the signs: If You’re Way Too Excited to Leave… You’ve been checking the clock every 10 minutes, and when the time comes you leap out of your chair, practically throwing your laptop across the room. When you leave the office, you log out of email and don’t even think about checking it once while you’re gone. Maybe you just can’t wait to meet your friends in Florida or are finally taking that trip to Europe you’ve planned for a year. Or maybe… You Don’t Take Enough Time for Yourself If you’re leaping to the occasion, it’s possible this is the first time you’ve taken a break in a very long while. But vacation days aren’t meant to be your only outlet for some RR. And a lot of people only get allotted a set amount of days each year- meaning two weeks off has to satisfy someone for about 351 days’ worth of work. So don’t wait until that one long holiday weekend to wind down. Make sure to give yourself little breaks throughout the day and the week, whether it’s an hour each day for lunch or an email answering curfew after 6 PM on Thursdays. If you’re constantly taking time away from your daily office routine, vacation won’t feel like a necessity- but an added bonus. It’s Not the Right Job for You The less obvious, more complicated alternative is that you really don’t like your job. Now, getting excited for one vacation doesn’t mean you should immediately quit and try again. But if every time you go on vacation you’re practically begging to get out, and every time it ends you’re devastated to return to work, that’s a pretty clear sign that you’re not happy with what you’re doing. Vacations are great, don’t get me wrong. But they’re temporary, and a life that consists of you only looking forward to days off isn’t a life worth living. It’s unlikely that your job will consistently bring you as much joy as a trip you’ve planned for months, but it’s way more permanent- so make it something you can look forward to each day. If Work Is All You Think About When You Leave… You’re texting your boss in the cab on the way to the airport, or you missed your train out because you had to submit just one more report. Chances are: You Didn’t Prepare Beforehand Many people plan out their vacations weeks in advance- your time away from work should be planned just the same. Make a list for yourself of what needs to get done before you leave and actually do everything on that list. Be aware of what you’ll be missing and who you need to contact to let them know you won’t be in the office. Create an email away message. The more you prepare, the easier it’ll be to drop everything and go. You’re Working Too Hard But, let’s say you did all of that. Everything’s taken care of and all you have to do is relax, but you can’t. You’re likely working yourself too hard- you have done such a good job at your job that you don’t know how to not do it. In this case, you probably really need the break, so take it! Log out and tune out, and I promise you, nothing will implode while you’re gone. If You’re Excited to Leave, But Still Miss the Work… For those of you who have been looking forward to your vacation all week but are sad to go when the time comes, you probably feel one, or both, of two things: You Like Consistency It’s possible it’s not the job you miss, but the stability of going into work every day that’s making you a bit weary. You’re probably overly organized and addicted to calendars- which means a vacation away from all that terrifies you. So, think of your vacation as an experiment: Now that you’re not on anyone’s schedule but your own, what do you want to do with your time? This is your chance to figure out how you see your life outside of your job. You Love Your Job Simple as that: Missing work could just mean you love the project you’re creating, the people in your office, or the company you work for. You like going away, but you truly care about your job just as much. Overall, this means you’re doing alright (OK, more than alright)- but even happy employees need some time off, so make sure you’re not thinking about work the whole time. While most of us probably like to take vacations, we all react differently to leaving work for them. So, take note of how you’re feeling going into your next day (or days) off and try to figure out what that means for your current position and what you want to do next. Even if next is a long ways off. Photo of person going on vacation courtesy of Tetra Images/Getty Images.

2018 Internal Audit Compensation Executive Report

2018 Internal Audit Compensation Executive Report 2018 Internal Audit Compensation Executive Report It’s an exciting time to work in internal audit. Many companies in North America are looking to their internal audit team to serve as a strategic partner to the business. That’s giving auditors more opportunities to explore new areas and grow professionally. But as demand continues to rise for highly skilled and versatile auditors, many employers are struggling to secure the talent they need to support this critical business function.   The shortage of skilled talent available for hire is one factor. In the United States, for example, the unemployment rate for accountants and auditors, including internal auditors, has been trending well below the national unemployment rate, according to recent figures from the Bureau of Labor Statistics (BLS). The BLS also projects that employment of accountants and auditors will grow 10 percent through 2026. That’s faster than the average for all occupations.   Another trend creating staffing challenges for internal audit leaders is the need to manage a multigenerational team effectively. Four age demographics are represented in today’s workforce - baby boomers and Generations X, Y and Z. Each group has their own approach to work and communication preferences, as well as different expectations about the leadership style of their managers.   For these and other reasons, discussed in the 2018 Internal Audit Compensation Executive Report from and The Institute of Internal Auditors’ Audit Executive Center, recruiting and retaining highly skilled auditors isn’t easy for today’s businesses. This special report, authored by senior executive director Paul McDonald, explains how businesses can help increase their odds of being seen as an employer of choice for in-demand internal audit professionals. Topics covered include:   The must-have ‘magnets’ for attracting top talent: Candidates for internal audit positions will weigh many factors when considering job opportunities, of course. But you can be sure competitive compensation will be top among them. Find out what other offerings could help tip the scales in your firm’s favor during the hiring process. Best practices for managing a multigenerational team: From hosting team-building events to setting the right example, there are several ways for internal audit leaders to build a cohesive, multigenerational team and connect better with all staff members on a one-to-one basis. Some of these strategies can also raise the profile of the internal audit function in your organization, which can help with internal recruiting efforts. Learn more Download your free copy of the 2018 Internal Audit Compensation Executive Report today for more insight on the trends having an impact on internal audit compensation levels, and more details on best practices that can help your business build and maintain a high-performing internal audit function.

3 Resume Fails That Dump You Into The Black Hole

3 Resume Fails That Dump You Into The Black Hole 3 Resume Fails That Dump You Into The Black Hole INBOX: “I have literally applied for 650 jobs by this point, and I’m just not clear on what I’m missing, but I know that it’s not leading me to getting very many calls back.” That 650 number doesn’t make anybody happy. When you’re seeing jobs, reading the descriptions, and knowing full well you can do the jobs with your eyes closed, then what’s the problem? Let’s go over 3 key points that can cause you to get sucked into the ATS machine and spit out into the black hole of the Internet, never to be seen again. Resume Fail #1: You’re Not A Match In your mind when you read the job, you think to yourself of course you can do it. You dust off a resume and hit send. But wait. There’s a difference between what you know you can do and what the piece of paper actually says you have done successfully. For example, an ad for a Sales Representative may require the applicant to present the following points: ? An in-depth technical knowledge of contact center functionality including ACD/CTI/IVR/Omnichannel/Reporting. ? Selling the value of moving from a Capex to an Opex model. This includes a general understanding of ROI’s as it relates to Opex consumption. ? An ability to present to both technical and business audiences, including executives up to the C-Suite level ? A professional demeanor and experience talking to Fortune 1000-type customers ? Collaboration and team-oriented skills are a must, including cross-organization. What’s important here is to not only match the language of the ad, but to match the right language. If your background is in technology sales, but not necessarily contact center solutions, you could tell yourself, “Well, I could easily do that.” However, the employer is looking for some indication that you’ve actually done that â€" we know this is supremely important to the employer because it’s the very first qualification on the list. Too often candidates fail to make sure they match by reflecting less-important language from the ad on the resume. It’s easy enough to say you have, “a professional demeanor and experience talking to Fortune 1000-type customers.” However, dropping in those keyword phrases can have you come up short. Resume Fail #2: You Have No Brand Your resume needs to be more than the sum of your different professional experiences. If all you do is list one job after the next from 10, 20, or 30 years, that amounts to a {boring} history lesson. Instead of stringing all that together, think about your brand. A good question to ask yourself is, “What can I come into the organization and do that will make a difference for them?” Derive the answer from your professional history, and dovetail that with the primary functions the employer is outlining in the ad. Using our same example, your resume could begin with the following brand: “Top-ranked sales specialist who drives multi-millions annually in new revenue for contact center, ACD, CTI, and IVR solutions.” A powerful opening statement like that sets the scene for the full story you have coming up throughout the resume. Resume Fail #3: Your Story Is Twisted Twists and turns are the enemies on your resume. The goal is to craft a marketing piece. What marketing does is showcase something in the best light, highlighting all the advantages, so the intended audience will buy in. Your resume as marketing piece needs to present a smooth, straight story, not one marred by twists, turns, gaps, and unnecessary explanations. Dispense with the reasons why you left every employer. “Company closed, “laid off,” “sought better opportunity,” are speed bumps written into a failing resume that slow down, distract, and annoy. Make no apologies for why each job came to an end â€" everyone has had several jobs that have come to an end for one reason or another; that’s simply a function of advancing through your career. Check these points on your resume and make the necessary upgrades. Then, by all means, do not blast things out to the next 650 opportunities. Test the market. But strike a balance between making improvements and getting stymied in analysis paralysis. Submit the new version of the resume for the next 20 opportunities. At that point, re-evaluate your results. If you need further recalibration, do so. Discard what doesn’t seem to be working, and build on top of the solid blocks. You can get multiple offers in a reasonable amount of time, without applying for hundreds of roles all over the Internet. Once the resume is where it needs to be, they make sure to connect with a relevant human being every time. I walk you through exactly how to do that in our free job search training, “How to Land Your Ideal Job in 8 Weeks or Less!” You’ll find out precisely what to say, what not to say, and how to psychologically trigger a response from the recruiter or decision maker. Join us for the free presentation today.

Fitness Trainer - Career Information

Fitness Trainer - Career Information Fitness Trainer - Career Information A fitness trainer leads people in exercise and related activities. He or she works with individuals or groups, providing both instruction and motivation. A fitness trainer may specialize in aerobics, weight lifting, yoga or another activity. Quick Facts About Fitness Trainers In 2014, they earned a  median salary  of  $34,980 annually or $16.82 per hour.  Approximately 267,000 people worked in this occupation as of 2012.Most people employed in this field work in fitness and recreation centers, gyms, exercise studios, country clubs, resorts, and universities.The  job outlook  is good. Employment is expected to grow as fast as the average for all occupations through 2024. Roles and Responsibilities Customize training programs for individuals and groupsMotivate clientsMonitor clients progress and offer feedback when neededDemonstrate proper use of equipment and techniquesMaintain clients safetySell services and products to potential and existing customersStock and maintain suppliesHandle member complaintsAdminister emergency first aidProvide advice about nutritionEnforce facilities rules and regulations How to Get Started in This Career To be a fitness trainer, you must first be physically fit. You must serve as a role model for your clients. You are only required to have a high school diploma to work as a fitness trainer but many employers prefer to hire college graduates who have majored in a fitness or health-related field. This is especially true if you want to become a personal trainer who will work  one-on-one with clients. Many employers require CPR, first aid, and AED  certification or, at least, training. Whether you want to work as a personal trainer or instruct students in group classes, it is a good idea to get professional certification. It indicates that you have the skills needed to work in this occupation. Many, but not all employers require this credential, but you will be a more competitive job candidate if you have it. You should take great care in choosing the organization from which to get your certification.   What Soft Skills Do You Need to Succeed in This Career? In addition to your education and certification, you need certain soft skills, or personal qualities, to succeed as a fitness trainer. These are the most important ones: Customer Service Skills:  One of your goals as a fitness trainer is to understand your clients needs and satisfy them.Instructing Skills: You will be responsible for making sure your customers know how to exercise and use equipment correctly. You will do this by carefully explaining and demonstrating proper techniques.Ability to Motivate Others: Many people exercise, not because they love to, but because they need to. Your ability to motivate them will help make the experience more enjoyable.Active Listening Skills: Being tuned into what clients are telling you will help you understand and fulfill their needs. Verbal Communication Skills: The ability to clearly convey  information and instructions to your customers is crucial. The Downside of Life as a Fitness Trainer Since people go to the gym before and after work and on the weekends, your schedule will include late evenings and weekends.Expect to travel from job to job. You will probably work in multiple gyms and even in peoples homes.You will have to exercise even when you dont feel like it since leading by example is an integral part of a fitness trainers job. What Will Employers Expect From You? Here are some requirements for actual job announcements listed on Indeed.com: Must be an engaging personal trainer in a practical, hands-on environmentAble to safely and confidently fitness train clientsYou take excellent care of your body from the inside outProfessional appearance and demeanorAble to get clients in the door Is This Occupation a Good Fit for You? Holland Code: SRE (Social, Realistic, Enterprising)MBTI Personality  Types: ESFJ, ESTP, ESFP, ISFP  (Tieger, Paul D., Barron, Barbara, and Tieger, Kelly. (2014)  Do What You Are. NY: Hatchette Book Group.) Related Occupations Description Median Annual Wage (2014) Required Education/Training Recreation Worker Leads activities in a recreation facility $22,620 HS diploma and on-the-job training Esthetician Treats skin on clients faces and bodies and teaches them how to use products at home $29,050 2-year state-approved esthetician program Residential Advisor Organizes activities and enforces policies in residential facilities like college dorms and group homes $24,340 Bachelors degree Athletic Coach Teaches athletes the fundamentals of a sport $30,640 Bachelors degree SourcesBureau of Labor Statistics, US Department of Labor,  Occupational Outlook Handbook, 2016-17  (visited December 21, 2015).Employment and Training Administration, US Department of Labor,  O*NET Online  (visited December 21, 2015).