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What Are ‘New-Collar’ Jobs?

BusinessCareerEducation

Cropped shot of a group of business colleagues meeting in the boardroom

By Jess Scherman

In the past, American jobs have generally been classified into one of two categories: white collar and blue collar. The former typically includes jobs performed in an office setting by highly skilled and formally trained professionals, while the latter generally refers to labor jobs that often require professionals to work with their hands.

Today’s workforce, however, is chock-full of job opportunities that don’t necessarily require a bachelor’s degree but do call for a highly specialized skill set. It was in response to this widening need that Ginni Rometty, president and CEO of IBM, coined the term “new-collar” jobs.

As national focus on this developing sector of the workforce increases, we’re digging into the definition of new-collar jobs to uncover how they can impact entire industries.

Join us as we explore our findings and look into several examples of new-collar jobs you might come across in today’s labor force.

What are New-Collar Jobs?

Rometty has defined her coined phrase as including jobs that may not require a traditional college degree. In doing so, she hopes to help entire industries acknowledge a shift that needs to occur amidst hiring managers to look beyond the four-year degree and focus instead on a candidate’s relevant skills—particularly when obtained through valuable hands-on experience.

That being said, there’s no set-in-stone definition of the term or master list of jobs that fit the bill. Generally speaking, new-collar jobs are defined as skilled positions that don’t require a bachelor’s degree and often require some degree of technological know-how.

7 New-Collar Jobs to Consider

Many new-collar jobs can be found in the fields of healthcare and technology, and many of these positions offer respectable compensation levels. They’re also among some of the most in-demand jobs in today’s market.

Whether you’re looking to enter the workforce for the first time, you’re hoping to transition back to the workplace after taking some time off or you’ve been eager to change your career path, there are plenty of promising opportunities with new-collar jobs. Consider the following examples.

1 Pharmacy technician

Professionals who pursue a career as a pharmacy technician are able to enjoy the numerous benefits of working in the medical field without having to spend a handful of years immersed in formal medical training. So what do they do? In simple terms, pharmacy technicians work under the supervision of a pharmacist to prepare medications for customers.

Typical duties include measuring, mixing, counting, labeling and recording dosages of medications from prescription orders in addition to some basic clerical work like obtaining patient information, data entry and filing.

2 Cyber security analyst

With an increasing amount of valuable data being stored online, it should come as no surprise that information security has become a hiring focal point for many organizations—in fact, the Bureau of Labor Statistics projects employment of information security analysts to grow 28 percent by 2026.* Cyber security is one area of new-collar expertise that is so in-demand that Congress has actually considered passing a bill that would grant tax credits to employers who pay for workers to receive specialized training in it—though that bill still has a ways to go before becoming law.

Political wrangling aside, working as a cyber security analyst requires a wealth of hands-on experience with common security technologies and a working knowledge of networking services, protocols and design principles. These tech pros are responsible for designing and developing security architectures and frameworks within dynamic and adaptive online environments.

3 Physical therapist assistant

As a physical therapist assistant, you would team up with physical therapists to help patients regain their full range of motion after an injury or when an illness provides temporary setbacks. This is an ideal career path for those who want to get out from behind a desk and be able to directly observe the ways your work can impact the lives of others.

Physical therapist assistants spend a lot of time working one-on-one with patients, observing their progress and showing them new stretches and exercises to help get them functioning at their peak levels. In addition to working to help patients regain typical range of motion, these medical professionals can contribute to the design of a patient’s treatment plan and provide any necessary education to patients and their families.

4 Web developer

As you may have assumed, web developers specialize in building websites, but their duties span much further that. These tech pros are tasked with analyzing user needs to ensure the right content, graphics and underlying structure is used to both meet the goals of the user and the goals of the website owner.

Typical duties of a web developer include using authoring or scripting languages to build websites; writing, designing and editing web page content, or delegating others to do so; identifying and correcting problems uncovered by user testing and converting written, graphic, audio and video components to compatible web formats.

5 Medical assistant

Professionals in patient care, medical assistants can work in a wide range of settings, from large hospitals to ambulatory care. They work under the direction of a supervising physician as they perform various administrative and clinical tasks. Administrative duties include updating patient records, scheduling appointments and navigating billing and insurance.

The clinical aspects of the medical assistant job include assisting the physician in taking and recording patients’ vital signs, explaining procedures to patients and their loved ones, administering medications, drawing blood, sterilizing equipment and conducting a variety of tests in the lab.

6 Radiologic technologist

With millions of baby boomers reaching retirement age and additionally needing more medical care, it’s no surprise technical medical support roles are in-demand. One of the key components to medical care, diagnostic imaging, is performed in part by radiologic technologists—a career that fits the “new-collar” label very well. Radiologic technologists are healthcare professionals who use specialized equipment to create X-ray images or mammograms that help doctors diagnose ailments and determine treatment options.

7 Computer user support specialist

We live in a digital world—practically every business and organization relies on a host of computers, networks and devices to keep things running smoothly. While most people do a good job of using this technology for their specific jobs, things get a bit dicey when the technology they use isn’t working as intended. That’s where computer user support specialists come in.

Computer user support specialists, often called help desk specialists, are the tech professionals who work directly with users to ensure their devices are working properly. They troubleshoot issues, install and remove hardware and software and perform regular maintenance to keep computer networks up and running.

Could a New-Collar Job be Your Dream Career?

New-collar jobs present a bevy of new opportunities for American workers of all ages who don’t have four-year college degrees. If you’re looking for your chance to enter into a new field, these careers may be an excellent starting point to consider.

Source: rasmussen.edu/student-experience/college-life/new-collar-jobs/

About Rasmussen College

Rasmussen College is a regionally accredited private college that is dedicated to changing lives and the communities it serves through high-demand and flexible educational programs. Since 1900, the College has been committed to academic innovation and empowering students to pursue a college degree. Rasmussen College offers certificate and diploma programs through associate’s, bachelor’s and master’s degrees in seven schools of study including business, health sciences, nursing, technology, design, education and justice studies.

$3.5 Million in Grants to Support Veteran Small Business Owners

BusinessFinance

Slightly upward curved hundred us dollar bills lying on the us flag

The U.S. Small Business Administration (SBA) announced $3.5 million in grant awards to support outreach organizations focused on veteran small businesses. The grants provide critical funding to create new Veterans Business Outreach Centers (VBOCs) in Alaska, California, Colorado, Iowa, Nebraska, Nevada and South Carolina, strengthening training and counseling services for aspiring and existing veteran and military spouse small business owners. In the U.S., there are nearly two million veteran-owned small businesses, employing over five million people and generating over $1.3 trillion in annual revenue.

“Our service members have protected our nation with selfless honor and sacrifice, and the Biden-Harris Administration is committed to supporting them with resources and opportunities as they pursue their American dreams of business ownership,” said U.S. Small Business Administrator Isabella Casillas Guzman. “With this expansion of our veteran-focused network of small business centers, we can help more transitioning service members, veterans, National Guard and Reserve members, and military spouses start and grow their businesses and advance our economy.”

VBOCs are responsible for conducting Boots to Business classes for transitioning members and their spouses, aiding in putting together business plans, they provide mentorship and resources, and so on. These centers are available in nearly every state.

“VBOCs are a one-stop shop for business training, counseling and resource partner referrals to transitioning service members, veterans, National Guard and Reserve members, and military spouses interested in starting or growing a small business,” said Timothy Green, acting associate administrator for the Office of Veterans Business Development. “The new centers will provide additional resources to increase support and access for nearly two million veteran-owned small businesses. The expanded locations aim to enhance the veteran small business owner experience with more opportunities for training and less appointment wait times.”

Organizations receiving grants from the SBA have demonstrated a commitment to addressing challenges that veteran-owned small businesses face and helping them succeed through the Department of Defense’s Transition Assistance Program. The VBOC program has expanded from 22 to 28 locations, fully servicing all 50 states, the District of Columbia, Puerto Rico, the U.S. Virgin Islands, Guam and American Samoa. Grants will support a range of services, including:

Business planning: Provides veterans with training and counseling on accounting, financial planning and management.
Accessing capital: Helps veterans understand the multitude of sources of capital available to them, as well as helps them access financing, loans and grants.
Marketing and outreach: Provides marketing and outreach services to promote veteran-owned businesses in their communities and beyond.
Transitioning: Provides Boots to Business instruction to help active-duty service members transition out of the military.

Grant recipients and the areas impacted:

Seattle Economic Development Fund- Business Impact Northwest: Seattle, Washington. Covering area: Alaska.
University of Texas Arlington College of Business: Arlington, Texas. Covering area: Nevada.
Carmel Veterans Service Center: Colorado Springs, Colorado. Covering area: Colorado.
Nebraska Enterprise Fund: Oakland, Nebraska. Covering area: Nebraska and Iowa.
The Citadel: Charleston, South Carolina. Covering area: South Carolina.
Long Beach City College: Long Beach, California. Covering area: California’s LA County, San Bernardino County, Ventura County, Orange County, Santa Barbara County and Riverside County.

For more information on these and other local VBOCs, visit sba.gov/vboc.

Source: U.S. Small Business Administration

5 Growing Careers in Mental Health

CareerTransitioning

An army soldier standing with his wife, speaking to a doctor.

The National Institute of Mental Health estimates that more than 1 in 5 U.S. adults live with a mental illness. Among adolescents and people of color, the prevalence of mental disorders can be even higher. Along with a growing awareness of the importance of mental health and the need for treatment, the demand for workers who can help is increasing.

If you’re interested in a career supporting mental health, you may want to consider these five occupations that the U.S. Bureau of Labor Statistics projects will grow much faster than average over the 2021–31 decade.

Together, they employed about 761,000 workers in 2021—and they are expected to have more than 91,000 openings on average each year through 2031. The education typically required to enter these occupations ranges from a high school diploma to a master’s degree, and they all pay around or more than the $46,310 median for all occupations in 2022.

Substance Abuse, Behavioral Disorder and Mental Health Counselors

Substance abuse, behavioral disorder and mental health counselors advise people on a range of issues, such as those relating to alcoholism, addictions or depression. They provide support, including for prevention, to help clients recover from addiction, modify problem behaviors or improve mental health. They may work with patients individually or in group sessions, helping those struggling with mental health, and may find ways to discuss their addiction or other problems with family and friends.

Projected growth: 22.1%
Average salary: $49,710
Education needed: Bachelor’s degree

Community Health Workers

Community health workers advocate for residents’ needs with health care providers and social service organizations. They implement wellness strategies by collecting data and discussing health concerns with members of specific populations. They typically work closely with health education specialists, but their expertise lies with direct interaction with those needing assistance in the forms of informal counseling, providing basic health services, advocating for individuals and conducting outreach programs.

Projected growth: 15.9% (Average growth is at about 7-8%)
Average salary: $46,190
Education needed: High school diploma

Marriage and Family Therapists

Marriage and family therapists help people manage problems with their family and other relationships. They bring a family-centered perspective to treatment and work with individuals, couples or even whole families to work out any issues they may be having. Marriage and family therapists are also responsible for evaluating family roles and development to understand how clients’ families affect their mental health and address issues, such as low self-esteem, stress, addiction and substance abuse.

Projected growth: 13.9%
Average salary: $56,570
Education needed: Master’s degree

Health Care Social Workers

Health care social workers help clients understand their diagnosis and adjust their lifestyle, housing or health care. They can help people transition from the hospital back into their communities, provide information about home health care services and support groups, and work with doctors to understand the effects that disease and illness have with mental and emotional health. Health care social workers may also receive a specialization in geriatric social work, hospice and palliative care, or medical social work.

Projected growth: 11.1%
Average salary: $60,280
Education needed: Master’s degree

Mental Health and Substance Abuse Social Workers

Mental health and substance abuse social workers help clients with mental illnesses or addictions. They provide information on services, such as support groups and 12-step programs, to help clients cope with their illness and are licensed clinical social workers who may perform some of the same tasks as health care social workers.

Projected growth: 11.1%
Average salary: $51,40
Education needed: Master’s degree

Sources: The Department of Labor, Bureau of Labor Statistics

The Hiring Guide for Small Business Owners

Business

Hiring employees is more than just a job ad and some interview questions. You’ll want to make sure that your future employees are being properly cared for according to federal and state laws. Here’s what you need to know:

Hire and pay employees

Before finding the right person for the job, you’ll need to create a plan for paying employees. Follow these steps to set up payroll:

Get an Employer Identification Number (EIN)
Find out whether you need state or local tax IDs
Decide if you want an independent contractor or an employee
Ensure new employees return a completed W-4 form
Schedule pay periods to coordinate tax withholding for IRS
Create a compensation plan for holiday, vacation and leave
Choose an in-house or external service for administering payroll
Decide who will manage your payroll system
Know which records must stay on file and for how long
Report payroll taxes as needed on a quarterly and annual basis

The IRS maintains the employer’s tax guide, which provides guidance on all federal tax filing requirements that could apply to your small business. Check with your state tax agency for employer filing stipulations.

File taxes with employees or independent contractors

Distinguishing between employees and independent contractors can impact your bottom line, or your total revenue once expenses have been deducted. Your bottom line ultimately impacts how you withhold taxes and helps you stay legally compliant during tax season. Learn the differences before hiring your first employee.

An independent contractor operates under a separate business name from your company and invoices for the work they’ve completed. Independent contractors can sometimes qualify as employees in a legal sense. The Equal Employment Opportunity Commission guide breaks things down so you can make a more informed decision.

If your contractor is discovered to meet the legal definition of employee, you may need to pay back taxes and penalties, provide benefits and reimburse wages stipulated under the Fair Labor Standards Act.

Plan to offer employee benefits

Health care and other benefits play a significant role in hiring and retaining employees. Some employee benefits are required by law, but others are optional. Required employee benefits include:

Social Security taxes: Employers must pay Social Security taxes at the same rate as their employees.
Workers’ Compensation: Required through a commercial carrier, self-insured basis or state workers’ compensation program.
Disability Insurance: Disability pay is required in California, Hawaii, New Jersey, New York, Rhode Island and Puerto Rico.
Leave benefits: Most leave benefits are optional outside those stipulated in the Family and Medical Leave Act (FMLA).
Unemployment insurance: Varies by state, and you may need to register with your state workforce agency.

Optional employee benefits

Your small businesses can offer a complete range of optional benefits to help attract and retain employees. Even if a benefit you offer is optional, it might still have to comply with certain laws if you choose to offer it.

Businesses that offer group health plans must comply with federal laws. You can read more about those laws in the Department of Labor’s advisory guide.

Employees can expand coverage through the Affordable Care Act and some may qualify for benefits via the Consolidated Omnibus Budget Reconciliation Act (COBRA). Businesses must extend the option of COBRA benefits to employees who are terminated or laid off. For more information and resources to help small businesses make decisions about health insurance coverage, visit HealthCare.gov.

Retirement plans are a very popular employee benefit. Consider offering an employer-sponsored plan like a 401k or a pension plan. The federal government offers a wide range of resources to aid small business owners in choosing their retirement plan and pension.

Employee incentive programs

Employee incentive programs can boost morale and create more draw for open positions. Common incentives include stock options, flex time, wellness programs, corporate memberships and company events.

If your budget allows, you may want to consider investing in benefits administration software to make your accounting process easier and more efficient. Detailing these benefits in the employee handbook helps your staff make decisions, and they can use it as a reference for workplace requirements.

Follow federal and state labor laws

Protect workers’ rights and your business by adhering to labor laws, which means you must ensure that business practices align with industry regulations.

This includes learning applicable laws for hiring veterans, foreign workers, household employees, child labor and people with disabilities, among others groups. You must also comply when terminating an employee, laying off workers or downsizing the company.

Consult the Department of Labor’s federal and state law resources for more information.

Source: Small Business Administration

NVBDC Conference Elevates Businesses

BusinessEvents

Another year is in the books for the annual NVBDC Reserving Veteran Business Connections Conference, a collaborative effort held in partnership with the prestigious Federal Reserve Bank of Chicago and the Federal Reserve Bank of Atlanta.

The Reserving Veteran Business Connections event is designed to foster connections and opportunities for veteran business owners and showcase networking and collaboration’s power in driving economic growth and diversity for NVBDC-certified service-disabled and veteran-owned businesses.

Attendees had the opportunity to connect, learn and propel their veteran-owned business to new heights by engaging with the Federal Reserve Bank of Chicago, the Federal Reserve Bank of Atlanta, the state of Michigan’s Michigan Economic Development Corporation (MEDC), the Small Business Association (SBA), Toyota, Rocket Companies, Kohler, Flagstar Bank, Comerica Bank, Tenneco, Stellantis, DTE, Freddie Mac, Cornerstone Consulting Organization LLC (CCO), Consumers Energy and Dell.

The 1:1 matchmaking sessions were the event’s highlight. They enabled veteran business owners to interact with supplier diversity professionals and transition from relationship building to contracts with NVBDC corporate members.

From Left to right: Chris Sim, Keith King, Leonie Teichman

From Left to right: Mark Hands, Genevieve Hayes, Keith King

From Left to right: Mark Hands, Dr. Fred McKinney, Keith King

From Left to right: Mark Hands, Sheila Harton Montgomery, Teresa LeFevre, Keith King, Cameron Boli

From Left to right : Leonie Teichman, Keith King, Mark Hands, Dr. Fred McKinney, John Taylor, Annette Stevenson

From Left to right: Mark Hands, Dr. Fred McKinney, John Taylor

Conference attendees heard from a renowned economist, academic leader and advocate, Dr. Fred McKinney, who presented on Revitalizing Supplier Diversity Opportunities and Challenges. Moreover, attendees also had the opportunity to hear from supplier diversity professionals who provided insights into procurement opportunities, financing strategies and best practices for business growth.

The seventh annual NVBDC-Federal Reserve Matchmaking Conference leaves a trail of educated, inspired and motivated veteran entrepreneurs armed with insights, connections and strategies to elevate their businesses to new heights.

We invite you to register for our upcoming National Veteran Business Matchmaking Conference to be held live in Louisville, Kentucky, on November 8-9, 2023, by visiting NVBDC.ORG/EVENTS.

Photo credit: NVBDC Staff

How the DoD is Teaming Up with Small Businesses

Business

By C. Todd Lopez

The Defense Department’s Office of Small Business Programs has several efforts underway to make it easier for the U.S. small business community to become more involved in providing goods, services, technology and research to support our nation’s defense.

At the Professional Services Council in Arlington, Virginia, Farooq A. Mitha, the director of the Office of Small Business Programs, spoke to representatives of small businesses about his office’s most recent efforts, including the department’s newly released Small Business Strategy.

About 96% of the department’s Procurement Technical Assistance Centers have been rebranded as APEX Accelerators in the past few months. Those APEX Accelerators have an enhanced mission of helping existing and new businesses strengthen the defense industrial base by accelerating innovation, fostering ingenuity and establishing resilient and diverse supply chains.

“We’re going to be doing a lot of market research using these entities,” Mitha said. “We’re going to connect them closer to our other prime contractors that are looking for subcontractors to be part of their supply chains.”

The APEX Accelerators will also do more training with small businesses on issues related to cybersecurity and foreign ownership, control or influence that might affect their ability to work with the federal government. Efforts are also underway to reinvigorate the Rapid Innovation Fund (RIF), which hasn’t been funded since 2019. That program was designed to help small businesses get their technology from the prototype stage to the production stage—a period when many companies fail, commonly called “the valley of death.”

“We’ve gone four years without money into this program,” Mitha noted. “That is a big, big problem at a time when we’re spending more dollars doing prototyping. We need to support more companies to go into production and transition their technologies.”

The RIF will support streamlining entry points into the defense marketplace for small companies and enable better long-term planning for small business programs. Recently, Mitha advocated for the permanency of the Mentor Protégé Program (MPP)—a pilot for over 30 years. This led to Congress making MPP permanent in the Fiscal Year 2023 National Defense Authorization Act.

Additionally, two new programs have been implemented under Mitha’s leadership: The Small Business Integration Group and a new credential with the Defense Acquisition University (DAU).

The Small Business Integration Group, under Mitha’s leadership, will include services, the defense agency, the Office of the Secretary of Defense, the industrial base and small business stakeholders. This group will work together to form a stronger industry and communicate the needs amongst departments in a more organized fashion.

The DAU will also offer a new credential that will help anyone in the acquisition workforce earn their small business credential. Mitha says of the program, “We’ve now established common courses, curriculum and training for all these professionals. But we’ve made it a credential, not a career field. So, what that means is that anybody in the acquisition workforce can get the small business credential.”

Mitha said he expects more instructors and capacity will be needed to help the thousands of acquisition professionals across the department who may want to get the small business credential.

For more information on how the Office of Small Business Programs and the Department of Defense can help your business ventures, visit va.gov/osdbu.

Source: Department of Defense

Mental Health Support on the Job: Reasonable Accommodations

Career

When you think of work accommodations for someone with a disability, you may immediately think of people with physical disabilities, such as those with mobility issues, hearing impairments or blindness. But did you know there are many possible accommodations for employees who have a mental illness?

What is a reasonable accommodation?
A reasonable accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. Equal opportunity allows a person to attain the same level of performance or to enjoy equal benefits and privileges of employment.

Examples can include:

A flexible schedule
An accommodation might include a request to work a specific time shift. For example, if you’re more mentally alert and sharp during the day, you can ask to be scheduled for a day shift instead of a night shift. Another area of flexibility can include the timing of your commute to work. If driving or using public transportation during heavy daytime traffic causes anxiety or even panic attacks, you can inquire about going in for a nighttime shift when the roads are less busy. You may also be able to request that breaks during your shift be adjusted. After working for a while, you may find that one long break works better for you than several short ones.

Communication preferences
If you have problems understanding when your supervisor gives you instructions, it’s a good idea to share what communication style works best for you. If you retain written instructions better than verbal ones, ask your boss to give instructions by email or on paper. This could make a big difference in your everyday tasks. Or, if you are in a meeting, but the presenter often speaks very quickly, have a conversation with your supervisor and ask if you can record meetings. This allows you to listen later at your own pace and take notes.

A private workspace
Working in a noisy, open area can make it hard to concentrate. If you’re unable to focus on your work, ask about a quiet workspace. There might be a conference room that’s not in use or a quiet corner to work in. Ask if there is an available office for you to work in that will create a calm environment. If you already have an office, but there’s an “open door” policy and noise in the hallway, ask if you can close your door. You could also ask for permission to wear noise-canceling headphones.

A job coach
A job coach can be with you at work to help you learn the job’s responsibilities, explore other helpful accommodations and reduce anxiety. This person can closely monitor your progress and assist along the way as you learn tasks and start doing projects with co-workers. A job coach can join you at meetings to ensure you understand the main points and complete any work you’re assigned. This one-on-one help at work can positively impact your job performance and confidence. As with any accommodation, your employer will review the approval for a job coach on a case-by-case basis.

Source: Ticket to Work

Employers Need Veterans in the Workforce

Career

Veterans may find it challenging to move from a military career to the civilian workforce, but don’t despair! Our country’s employers and civilian workforce need veterans now, more than ever. The unique skill set, discipline and knowledge of military veterans are highly valued by employers in a wide range of industries.

Ask any entrepreneur, business owner, hiring manager or talent acquisition professional about the top characteristics they seek in candidates when recruiting for key positions in their organization, and you’ll find some variation of the following:

1. LEADERSHIP AND TEAMWORK

Among military veterans’ most significant assets are their exceptional leadership and teamwork skills. If you’ve spent more than a year in any military branch, you’ve likely had direct experience (however small) leading, as well as following, and seen firsthand the power of high-performing teams. Candidates who possess the ability to effectively work on a team are highly valued by employers because they promote collaboration, productivity and a positive work environment. Veterans usually honed their leadership skills in high-stress situations where they were responsible for managing teams and rendering key decisions under challenging circumstances.

The leadership structure among both the conventional and the Special Operations communities teaches discipline, accountability and a strong feeling of duty. These characteristics enable members to take the initiative, inspire
and motivate others, and coordinate efforts to achieve key objectives. Additionally, veterans tend to be excellent communicators who can give directions clearly, distribute tasks effectively and interact with coworkers through active listening.

Veterans who can blend into a civilian workforce by shedding the hard-edged, command-and-control style of communication (i.e., “do so because I said so”) may help businesses looking for strong leaders who can inspire and guide their teams to success because these traits are highly valued in any professional setting.

2. RESILIENCY AND ADAPTABILITY

These skills are critical in the military environment and are highly transferable to the workforce in the civilian sector. Most employers are aware that veterans have handled a wide range of situations, frequently in challenging and constantly changing settings. Through this exposure, they develop the abilities needed to handle uncertainty, accept change and remain composed in stressful situations.

Most veterans are accustomed to integrating themselves into new environments, cultures and technology developments. Thanks to their strong work ethic and quick learning curve, they succeed in challenging job conditions. People who make an effort to fit into their company’s culture and take the initiative to learn new tasks and skills are rewarded by competent employers.

Because of their resilience, veterans may also persevere in the face of business adversity, bounce back from setbacks and maintain a positive view even under tough situations. These qualities make them valuable assets in any industry where resiliency and adaptability are prerequisites.

3. PROBLEM-SOLVING AND ANALYTICAL SKILLS

Employers place a high value on employees and team members who can think critically and solve problems. Because of their experience, education and training, veterans usually possess exceptional analytical and problem-solving skills, as well as the ability to quickly analyze hazards, establish effective strategies and make decisions based on limited information. Veterans excel at scenario analysis, risk assessment and solution formulation, making them stand out in the civilian workforce. Their knowledge of recognizing and lowering risks, executing well-thought-out plans and adapting strategies (when necessary) has given them a unique perspective.

Employers go to great lengths to recruit team members who can effectively identify issues, provide solutions, enhance processes and assist in the growth and success of the company. Businesses strongly value the special skill set that veterans who are transitioning from the military to the civilian economy possess. Because of their aptitude for leadership and teamwork, flexibility and resilience, as well as their capacity for problem-solving and analytical thinking, they are highly sought after in most industries.

Savvy employers recognize the benefits of integrating veterans’ experiences into their workforces and are conscious of the unique abilities that veterans possess. To maximize chances of securing a career in the civilian workforce, veterans should focus on exhibiting these qualities when looking for employment. I encourage veterans to find ways to explain situations and circumstances in which they have demonstrated flexibility, emphasized their problem-solving abilities and highlighted their leadership duties. During the initial military-to-civilian workforce transition (and throughout their civilian career), vets should search for networks of support and resources that are appropriate for their needs, including career counseling services, networking events and mentorship programs.

By recognizing and making use of their skills, military veterans can successfully transition into the civilian workforce. If you’re a civilian business owner or employer seeking resilient, highperforming, goal-oriented, problem-solving leaders and team members, I urge you to consider hiring a veteran.

If you’re a veteran, it’s time to lean into your spirit of service and help these employers grow their teams and organizations.

Now, go do something significant today!

Larry Broughton is a former U.S. Army Green Beret, bestselling author, award-winning entrepreneur, keynote speaker and leadership business mentor.

TheLarryBroughton.com

Back to School Discounts for Military Families

Education

back to school supplies shown in a collage

A new school year is about to begin, but for military service members, veterans and their families, it doesn’t mean it has to be overly expensive. Check out these savings that you can use whether you’re a veteran going back to school or prepping your child for the first day of the school year.

Operation Homefront

Through this nonprofit organization, Operation Homefront hosts in-person events where children of military families can receive free backpacks, clothing and school supplies. To qualify for these events, you must create an account with Operation Homefront. Giveaway locations are available on their website, and the events have taken place every year for over a decade.

Tutoring

If you need homework assistance or tutoring this year, there are some great inexpensive options you can explore:

com: Military service members and their dependent family members are eligible for free tutoring and homework help through tutor.com. They provide assistance for all grades from kindergarten through college, and the Department of Defense and the Coast Guard Mutual Assistance fund their services.
com: Interactive online test prep for SAT/ACT/LSAT exams. Military families are eligible to pay anywhere between $20-$100 as opposed to the regular prices of $350-$1,000.
Rosetta Stone: Rosetta Stone is known for its language learning programs, but they also have a homeschool program that can aid teaching for homeschool families. Military personnel receive 10% off of their services.
Scholastic: Free printable exercises in writing, reading, math and science for children of all ages.
CrashCourse: An online YouTube channel offering free educational videos in almost every subject. Videos are available for elementary to college-level students and are not exclusive to veterans.

School Supplies

Many stores offer discounted rates for all of your school supplies needs. Many of these offers may require a valid military and/or student ID in person or virtually through ID.me.

com: Discounts for military service members with a free “Club O” account. Discounts can apply to backpacks, basic school supplies and dorm room essentials. You can also receive free shipping and reward perks.
Apple: Military veterans and immediate family members can receive 10% off on iMac, iPad, MacBooks, iPhones, Apple TV, Apple Watches and Apple Music products. Apple also offers a general discount to students of about 5%, which can be applied to iMacs, iPads and MacBooks.
Microsoft: Military members and their families get a 30% off discount for Microsoft Office when they buy through their local exchange center. The package includes all of the basic Microsoft programs, including Excel and PowerPoint, OneDrive and Skype.
Michaels: 15% off the entire purchase, including discounted items.
Office Depot and Office Max: 20% off qualifying purchases.

Clothing

If you’re looking for great deals on back-to-school clothes and shoes, several stores offer military discounts all year round. ID verification may be required. Military personnel can receive discounts on items at:

Adidas: 30% off online purchases
Carhartt: 10% off
Champion: 10% off
Eyemart Express: 20% off
Foot Locker: 15% off
Levi’s: 15% off online purchases
Lululemon: 15% off
Nike: 10% off
Old Navy: 10% off
Quicksilver and Roxy: 15% off
Under Armour: 20% off
Zappos: 10% off

Other stores may also offer military discounts upon request. You can also save on back-to-school shopping through “tax-free weekends”—a weekend-long event where certain states exempt tax rates near the beginning of the school year.

Other Ways to Save

The deals listed above are just a handful of the discounts available for military families. Remember, you can always ask retailers if they offer a military discount, utilize the price matching program at your local Exchange, and visit your local VA or on-base resources for any additional needs you may have.

Sources: College Recon, MyMilitaryBenefits, MilitaryDiscounts.shop, Dept. of VA

Your Next Mission (Critical)

BusinessCareer

man holding laptop in data center setting

By Carrie Goetz

Many veterans may not be exposed to the mission critical industry—aka—the data center industry. Veterans serving on the IT side will undoubtedly understand the concept of a data center. For those that didn’t serve in the technology sectors, don’t think this industry is not for you. As a brief explanation, the mission critical industry is responsible for constructing, operating and maintaining data centers. By way of explanation, every known digitally documented thing “lives” in at least one data center. Every bit, every byte, every conversation and even transitory data will have some stint in a data center.

According to Arizton, the global data center market is set to reach 288.3 billion by 2027, up from 215.8 billion in 2021. Plainly put, the industry is not going away. The depth and breadth of jobs within the industry are vast. While some veterans will have directly transferable skills, other skills map well to skills needed to fill the over 300,000 open jobs requiring people over the next couple of years. The industry is a bit of an enigma for those without an IT background. At a recent Heroes in Transition event in San Diego, the overall theme was to show transitioning Soldiers some of the industry’s opportunities and the purpose surrounding the industry.

As we discuss the industry, let’s tie this back to the “every known digitally documented thing” statement above. That one sentence discusses the need for diversity within the industry. If everyone’s data is in them, shouldn’t everyone be represented in the industry that supports that data? The need for TRUE diversity is vital. We haven’t reached gender parity (not even close). We aren’t in every country on the planet. We don’t represent everyone yet. But we do have jobs for every background, skill level and education level. In fact, the majority of the positions within the industry are learned on the job. Veterans are in great demand.

Site Selection

Building a data center starts with site selection. Telecommunications, power and latency are the prime considerations for the site. Not that these necessarily need to be in place, but the ability to get them to the site is critical. Envision a piece of land somewhere. Everything you can imagine that needs to be at a home site is required here, at a much grander scale. Site selection involves real estate, logistics and liaising with telecommunications carriers, power companies, municipalities and the state or country. These jobs exist with all data centers, and many cities with large data center allies have their own liaisons, too.

Construction and Build

Careers in construction and building design are private commercial versions relatable to anyone in construction from the military. Jobs range from engineering and drafting to hands-on trades. In fact, we owe the trades everything! If it weren’t for the trades, nothing would be built. There are many construction firms out there that specialize in mission critical buildings. Some are design-build, and some are just construction. Some larger colocation (colo) data center builders that lease space have in-house construction arms. While others rely solely on contractors. Regardless, the building, power, cooling, telecommunications, generation, electricians, plumbers, masons, carpenters and heavy machine operators are just a few of the skills in demand for construction.

It’s Built, Now What?

Once constructed, the building becomes an ecosystem supporting information technology and systems within the space. Every single thing that gets installed must be maintained within the ecosystem. The information technology systems also must be installed, maintained and at some point, replaced. Many jobs in operations lend well to skills obtained in the service. Operations personnel must think fast on their feet and react calmly to find a solution. And while you may be thinking, “I don’t understand the ecosystem,” there are books to help and certifications that will fill in your skills gap. In fact, many college-trained individuals get the exact same certifications to learn to support the data center.

Operations jobs can be chaotic, so if you thrive on chaos, operations could be right up your alley. If you don’t thrive on chaos or have had enough, thousands of jobs in and around the industry support operations without the frenzied pace. Vendor companies need sales, systems engineers, designers and customer service personnel. Human resources, marketing, accounting and logistics are also in demand.

Where’s the Purpose?

The purpose is yours for the taking. Whether you find purpose in helping others or being a guardian within the industry, there are plenty of ways to gain fulfillment. For those in the military that crave working as a team, this entire industry is a team. People here are helpful. This industry is one of the most extensive ongoing apprenticeships ever. People learn from each other. We need diversity to keep groupthink in check and ensure that our platforms are kind, serve all and, most importantly, are safe.

The stark reality is that the internet isn’t completely safe. Our children are not inherently safe on the internet. We simply can’t assume it’s always someone else’s job to foster safety. But then, veterans don’t. Veterans have stepped up and shown character through their service. We need these guardians in our industry, from construction to the cloud and everything in between. If travel is a passion, many of these jobs lead you around the globe. Want to be a homebody? These jobs are everywhere. You probably look at data centers every day and don’t even realize it. Most every company either has one or uses one someone else runs. The cloud is technically a data center that provides services to users.

If you are transitioning or a prior service member, rest assured you are in demand. Training is available. Organizations such as Salute Mission Critical, Overwatch, iMasons and others will help you find your path. I, too, am happy to help and make introductions. Lastly, thank you for your service. We are all in your debt. It’s time to pay it forward, and our industry is working to do just that!

Carrie Goetz is an Amazon best selling author of Jumpstart Your Career in Data Centers and associated educator’s reference with an extensive career in the data center industry. She is published in 69 countries. She is the inaugural AFCOM/ Data Center World Lifetime Achievement Award honoree, 2023 Top 25 Women in Mission Critical and 2023 ICT Woman of the Year recipient.

Leading by Example Means Failing by Example

Career

professional man in suit speaking at podium

By Brent Yeagy
Wabash CEO on Redefining Failure and Embracing Setbacks

Failure. No one likes it; no one wants to experience it, yet, no one is immune from it.

For leaders, admitting failure can be extremely difficult if they’ve bought into the fallacy that leaders should have all the answers, always be right and be infallible in their decision-making.

That kind of leadership is not going to get you very far. As leaders, our visions and dreams of what is possible should be big. We must lay out the strategies and pathways to make them real and actionable. If we are pushing ourselves and our organizations to change for the better, setbacks, obstacles and failures are to be expected.

To quote Henry Ford, “Failure is simply the opportunity to begin again, this time more intelligently.”

We must accept that acting on a vision of purposeful change is a messy place. Instead of having the right answers, leaders should bring optimism to fuel the dream and skepticism to drive the deliberate process of experimentation, or trial and error, that helps us—and others— find the path to success.

I’ve experienced my fair share of failures.

In college, I walked onto the Purdue University football team after turning down an Air Force Academy appointment, only to face a career-ending injury shortly thereafter. I also changed my major four times during my first four semesters and dropped out of school twice. When beginning my job search after college, I submitted dozens of cover letters that went unanswered. During my first interview, the hiring manager told me, “You don’t have the attitude of a leader.”

What I didn’t know at the time was that all these setbacks were setting me on a different path to success. Although each one hurt in the moment, I had the tenacity to keep going and the growth mindset to learn something from each experience.

After dropping out of Purdue for the first time, I joined the U.S. Navy and went on to become a nuclear plant engineering officer. Following my service, I re-enrolled at Purdue, where I received my bachelor’s and master’s degrees. I decided to continue my education at Purdue after getting accepted into a PhD program but later dropped out a second time to pursue an opportunity to serve as a manufacturing leader at Wabash, which led to my current role as president and chief executive officer of the company.

Had I let my failures define me and stop my journey, I would not be in the position I am in today. That’s why we must redefine failure instead of letting it define us. Failing means choosing to take on a challenge outside of your comfort zone and embracing the uncertainty that comes with it.

The best leaders understand that failure is not a reflection of them or their team but simply the result of a process followed, and an idea explored. They seek to understand the types of failure involved and the mechanisms that led to the undesirable outcome for learning purposes.

When we view failure through a lens of discovery and objectivity, we’re able to separate emotion and personal biases from the outcome. And that’s what keeps us grounded in the purpose, vision and optimism that allows for constructive learning.

Whether you’re navigating a personal life change, taking a business risk or leading a team through uncharted territory, it’s important to recognize that failure is a required output of growth. The sooner you’re able to embrace setbacks as an opportunity to improve, the more prepared you will be to lead yourself and others through the uncertainty of failure to achieve success.