No one knows how many career changes the average worker makes, though according to the Bureau of Labor Statistics, as of 2010 the typical American worker stayed with one employer for 4.4 years. The recent economic downturn, however, may have made career change more common. A variety of situations can prompt an adjustment in your career—relocation, the desire for more responsibility or greater work-life balance, job dissatisfaction, not fitting in with the workplace culture, or feeling like you’re at a dead end—but massive downsizings and layoffs have forced many to reconsider their current positions at work.

In 2006, Jackson moved from West Bloomfield, Michigan, to Atlanta to become owner and operator of PRstore Buckhead. The franchise specialized in providing public relations, advertising, and marketing-related services and materials to small and medium-sized businesses, allowing Jackson to capitalize on his operational and marketing expertise. “In the first few years the business did extremely well,” he says. “I had up to 350 clients and revenues reached nearly $400,000.” But by 2009, the effects of the recession had hit Jackson’s client base. “Unfortunately, the economic crisis forced me to shut the store down. A lot of my clients ended up closing or could no longer afford to do marketing and advertising.”

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Once again, Jackson needed to design a new occupational path. But this time he rekindled a latent passion and talent that had served him throughout his professional life. “I always had the ability to write well, and I was good at copywriting.”

Not one to let moss grow under his ideas, earlier this year Jackson wrote and self-published a memoir titled Witness ($25.95), which details his personal challenges and accomplishments, such as his rise from poverty and his professional successes. He is currently the managing director and editor for a new publication, Gospel Tribune Atlanta.

Making a smooth career transition requires thought and planning. “People should ask themselves how far they are willing to go,” says Peter Handal, president and CEO of Dale Carnegie Training, a performance-based training company in Hauppauge, New York. Remember that a career change takes time, so concentrate on finding one that fits well with your passion, interests, and lifestyle. You should also prepare yourself financially, because moving to a different industry may mean a cut in pay. “If you’re going to be living off of less, then you need to make that transition in your lifestyle as well,” says Marlon Cousin, managing partner of The Marquin Group, a boutique executive search firm.

Once you’re ready to make the transition, here’s how to ensure that it’s smooth:

Do a self-assessment. It’s difficult to make a successful transition without a full assessment of your talent, soft skills as well as hard. (Soft skills include work ethic and communication, teamwork, and problem-solving skills.) A skills assessment is all-important to developing your professional profile. “Oftentimes, it’s those things that you don’t give a lot of credence to that are strengths,” says Jackson. “If someone had said to me that I would be spending my time writing, I would have said, ‘No way.’”

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An easy way to begin your assessment, suggests Handal, is to write down the answers to questions such as ‘What do I like to do?’ ‘Do I like working with numbers?’ ‘Do I like working with people?’ ‘What am I good at?’ ‘What’s my knowledge base?’ Your list should include items that are private and personal, such as a love for performance, entertaining guests, or baking. Jackson suggests that your self-assessment also include talents that colleagues and friends have observed. “Once you develop your list, ask yourself, ‘What’s the potential for me to pursue this? What are the job opportunities in these areas?’”

In addition to your personal interests, Cousin recommends identifying things you would like to have but can be flexible about, including salary, location, type of work environment, and type of position.

Identify potential careers. Follow your self-assessment with research. Explore occupations that are closely aligned with your interests and goals. “Make a list of all the skill sets you think are required to be successful in that industry,” says Jackson. If possible, schedule meetings with those who are now working in your desired industry, and identify niche conferences and industry events. Attending these will also help you develop your network in a particular area. Also, consider signing up with Vocation Vacations, a company that connects professionals with areas of interest. Clients “test-drive” a career or entrepreneurial opportunity.

Match your transferable skills. From your self-assessment, identify your skills and compare them to those that are required in the industries and occupations you researched. Some will most likely be transferable. In areas where you’re lacking a specific skill, you can acquire classroom or on-the-job training. You may want to look into certification, which could give you a hiring edge. Consider taking classes at a community college, trade school, or online. Depending on your field of interest, a part-time or temporary post may present a smoother introduction to a new career.

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Get some experience. Volunteering is a great way to acquire experience and networking contacts, especially if you’re transitioning to the nonprofit sector. You can donate your time as often as your schedule permits.

Identify potential employers. Once you have some experience under your belt, list the top 10 organizations that attract you, advises Cousin. “If you want to be a buyer, for instance, think about the top 10 retail companies that can provide that job.” Once you have identified them, get face time by arranging informational interviews, he adds.

Do a financial assessment. Changing careers could lower your salary by as much as 50% as a new entrant. Carefully assess what it will take to manage your financial obligations and what adjustments you can afford to make to your lifestyle.  BE

When she graduated in December 2009, the former industrial and systems engineering major received no job offers. Still unemployed six months later, Hall, who had rented an apartment her senior year, moved back home with her parents. Since then, Hall has done freelance work as an image consultant and started a business, The Design Hall. Now she maintains a budget and uses accounting software to track her income and expenses.

College graduates leave school with an average of $24,000 in student loan debt and more than $3,000 in credit card debt. Many recent grads fall into the trap of spending more than they earn because they fail to create and follow a budget. Such habits can leave young professionals struggling with debt for years.
These 5 tips can help new graduates transition to the real world:

Create a budget. Whether you prefer to track your budget on paper, with an Excel spreadsheet, or with an online budget planner, find a method that will simplify budgeting for you. List all your expenses and income. Remember, a budget isn’t about what you can or can’t buy; it’s about controlling your money. You can still spend on the items or activities you enjoy, just be sure to budget for them.

Save. Establish an emergency fund. black enterprise recommends saving six to eight months of living expenses to be tapped only in the event of an emergency. Factor your savings into your budget and develop the savings habit, even if it’s only $25 or $50 per month. Also consider moving back home with your parents temporarily if you need time to get your finances in order.

Know your student loan repayment options. Options include standard, extended, income contingent, income-based, and graduated payments. If you’re not earning much, consider the extended program, under which you can pay smaller monthly payments over 25 years (but you’ll pay more in interest). Under the income-based plan, your loan servicer adjusts your monthly payments according to your salary—as long as you can prove you’re experiencing financial hardship. If you’re unemployed and unable to pay your loan, apply for forbearance, which temporarily postpones or reduces your payment (though interest will continue to accrue). Forbearance is granted in intervals of 12 months for up to three years.

Manage your credit. Since 35% of your FICO score is based on your payment history, it’s important to pay all your bills on time. Also, keep your debts low; use less than 10% of your available credit. Remember, 30% of your FICO score reflects the total amount of your indebtedness. Ten percent of your score is based on the mix of credit you have: auto and student loans, credit cards, retail accounts, mortgage loans, etc. But FICO does not recommend opening accounts just to diversify your credit mix. Inquiries stay on your report for two years and can lower your score, so don’t apply for new credit too often. It takes time to establish a credit history. What’s important is responsibly managing the credit you have now. If your debt is unmanageable, contact a nonprofit credit counseling agency, such as the National Foundation for Credit Counseling.

Get insured. Once you have a job, “Review your employee benefits package and take advantage of health, disability, and life insurance,” advises Yoli Marie, author of Financial Fitness for Young Adults (Financial Fitness Media; $17.99). If you have dependents, your employer-provided life insurance (usually equivalent to one year’s salary) can provide for them in the event of your death. Most young college grads don’t need to supplement their employer’s benefits, but if you own your own business or your employer doesn’t provide insurance, visit www.insurance.com to shop for rates.

An executive training program could be the boost you career needs (Image: Thinkstock)

Looking to take your career to the next level? An executive education program could be the answer. These university-based programs are designed to help professionals supplement their current skills, improve their management or leadership abilities, and increase their value to current or future employers.

Here are nine programs to consider from top schools around the country and what each offers:

Columbia University: Tailored to professional expertise and needs

Columbia offers separate programs for each executive level. The Columbia Senior Executive Program includes sessions on leadership and strategy, functional excellence, and global business issues in a four-week curriculum for executives with at least 15 years of managerial experience. The two-week General Management Leadership Program for upper- to senior-level executives with 10 to 15 years of experience will prepare those who are entering or already in the role of general manager by teaching them to maximize resources and enhance their organization’s effectiveness and profitability. Columbia Essentials of Management is for midlevel executives who want to enhance their leadership skills within a two-week program. For executives with limited financial background, there is also a five-day program that includes sessions in accounting and finance. You can receive the Certificate in Business Excellence after finishing 18 program days, from any combination of programs, within four years.

Stanford University: Online and accommodating to your schedule

Consider Stanford’s professional certification program, where you can earn a professional certificate in five areas, such as advanced computer security or sustainable energy conversion and storage. All required courses for a certificate are online and can be completed at your own pace, though some are also held on campus or can be delivered to your work site. Stanford will issue a digital record of completion when you finish the program. If you are employed by a Stanford Center for Professional Development member company (including Ford, Xerox, Verizon, or General Electric), or enroll a group of five or more into the same course, you are eligible to receive a discount.

New York University: Design your own program

Develop your executive skills at the Stern School of Business, choosing courses from three primary open enrollment program areas: finance, management, and marketing and media for general or upper management professionals. Programs range from two to four days. Participants can earn a statement of professional achievement by completing a minimum of four NYU Stern Executive Education open enrollment programs over a two-year period. Your organization can also build a custom program with the business school.

Duke University: Global training and personal assessments

The Fuqua School of Business offers three programs: The Advanced Management Program focuses on the trends of the global business landscape and how to develop the tools to effectively lead in this space. It is designed for senior managers with 15-plus years of experience and is conducted in two sessions of two weeks with a six-week virtual intersession that uses the latest Web technology to allow participants to continue learning as they apply their new skills in the workplace. The one-week Duke Leadership Program assesses your personal leadership style and offers a strategy for developing a supportive work environment by tapping into a variety of fields, including sociology, psychology, and political science. For managers at all levels, Duke offers Dynamic Management, which lasts three days and is designed to help participants respond to unanticipated challenges, build trust and teamwork, and improve communication.

Dartmouth University: Managing change in your organization

Dartmouth’s Tuck Executive Program is three weeks of advanced management development with an emphasis on individual leadership transformation. Eligible to participate are high-caliber managers, usually with 10 to 15 years of management experience who are about to assume significant leadership responsibilities. Tuck also provides other open enrollment options, such as the Strategic Financial Leadership Program, Leading Innovation, and Leadership & Strategic Impact.

Harvard University: On-campus training

Harvard Business School Executive Education offers dozens of open enrollment programs covering topics such as social enterprise, healthcare and science, financial management, business strategy, marketing, leadership and change, and negotiation and managerial decision making. Programs range from a few days to several weeks for midlevel, senior, executive, or board leaders. Participants are expected to live on campus. Certificates are awarded for successful completion. Those who attend the extended-length programs, such as advanced management, general management, and owner/president management, will receive Harvard alumni status and benefits.

Northwestern University: Tailored around your professional needs

The Kellogg School of Management has short, non-degree executive education programs that take place from one to five days and focus on a single topic. General management programs vary in length and cover multiple topics. Each participant receives a certificate upon completion and can opt to participate in the Executive Scholars Program, which requires taking four approved executive programs. Track options include financial management, marketing and sales management, leadership and management, or technology and operations. Participants have five years to earn certification.

University of Virginia: Work-life balance

The Executive Program at the Darden School of Business caters to managers and executives who have 12 or more years of managerial experience. Open enrollment programs include advanced management, leadership and change, marketing and sales, strategic growth, and financial excellence. The certificate programs, which include the certificate in management and the certificate in leadership, allow for multiple areas of study. There is a wellness aspect of the program that focuses on lifestyle changes to improve physical, mental, and emotional health. Enrollees have the opportunity to meet one-on-one with a trained health professional to discuss their progress. Executives can participate in early morning physical activities, such as walking and jogging, other cardiovascular workouts, strength training, and flexibility instruction.

University of Michigan: Leadership development and training

For senior executives with 15-plus years of management experience, vice presidents, directors, or division-level executives, the monthlong Ross Executive Program provides an opportunity to sharpen leadership and decision-making skills. The executive program focuses on five key areas: corporate strategy; financial analysis and economics; strategic marketing planning and management; leadership, change, and innovation; and talent management. There are open programs in business acumen, leadership, and human resources. If you choose, you can complete a certificate program in management development, leadership development, human resources, or create your own. And you have up to eight years to earn certification.

Photo by Scott Council

For three years, Bola Oyeyipo-Ajumobi has participated in her company’s flexible spending account program to purchase contact lens solution, a blood pressure machine, allergy medicine, and cough medicine for her 3-year-old and 6-month-old children. She typically contributes between $500 and $1,000 a year, and has saved an estimated $200 each year that she’s participated. But as of Jan.1, a new provision under the Affordable Care Act prevents employees from getting reimbursed for purchases of over-the-counter medications without a prescription.

“It will be a hassle, because when my child has a cold, I just want to pick up something quickly,” says Oyeyipo-Ajumobi, 34. As a result of the new rules, she reduced her contribution to $250 and stocked up on cold medicine. The new stipulation also applies to employees who hold health savings accounts, health reimbursement arrangements, and Archer medical savings accounts.

FSA participation benefits employees because the money they contribute to their plans isn’t taxed as income. These accounts helped to offset the 30% rise in yearly out-of-pocket health costs Americans paid between 2001 and 2006, according to HealthReform.gov.

The Affordable Care Act will soon be effecting another change: capping the amount that can be deposited into FSAs at $2,500 per employee, down from the current $5,000. But this change doesn’t go into effect until 2013.

For now, here’s what you should be aware of:

• Over-the-counter drugs that now require a prescription for participants to be reimbursed include allergy and sinus medications, pain relievers, and nutritional supplements.

• Non-prescription items still eligible for reimbursement include birth control products, reading eyeglasses, and diabetic supplies like insulin. Fortunately for Oyeyipo-Ajumobi, contact lens solution is still an eligible item. For a full list, go to IRS.gov and search for Publication 502, Medical and Dental Expenses. You can also still use your FSA to pay co-payments and co-insurance deductibles.

• You’ll need to keep a copy of your prescription along with your receipts when you submit your claim for reimbursement, says Sara Taylor, a benefits consultant at Aon Hewitt, a human resources consulting firm.

• If your FSA plan provides a debit card, as of Jan. 1 you cannot use it to buy over-the-counter drugs. Your card can still be used to purchase medical care items, such as bandages, that are not medicine or drugs.

• According to the IRS, 2010 FSA participants can be reimbursed for eligible purchases made through March 15 if their employer allows a grace period. The only exception is that over-the-counter medications must have a prescription if they were purchased on or after Jan. 1. If you purchased the medication before Jan. 1 and have not submitted your claim for reimbursement, you can do so up to March 15.

• Plan ahead and think about the pharmaceuticals you’d usually buy. “When you see your doctor, discuss the need for prescriptions rather than calling six weeks later for a prescription for aspirin,” says Dr. Michael Bihari, a health insurance guide at About.com.

• If you purchase ineligible items using another type of health savings account, like an HSA or Archer MSA, those medical expenses will be included in your gross income and be subjected to an additional tax of 20%.

Allen

Marcus Allen’s original plan was to join the military after college, but he changed his mind when he applied to the Verizon Future Leaders Program, a 10-week summer internship. Since interns can return to the program throughout their college years, he participated for four summers, working in areas such as project management, government contracts, budgeting, and diversity training. After completing his fourth year, Verizon Enhanced Communities, a business unit of Verizon Communications Inc. that provides high-speed Internet and telecommunication services for multifamily residences, hired him as a sales coordinator.

Once he took the job, Allen became eligible for the company’s Leadership Excellence and Development Program, an 18- to 24-month program designed for entry-level employees. Participants, who are required to have received a bachelor’s or master’s within the past two years and maintained a 3.0 grade point average, develop valuable management skills and contacts. Hiring managers recommend candidates; if they meet the criteria, they are entered into the program. “LEAD launches careers here at Verizon,” says Karessa Burris, a manager of organization development who works with the program. “It transitions them from college to work and helps them to be strategic about their career.”

Since LEAD was established in 2003, 440 participants have completed the program, more than half of them people of color; and 37% have been promoted.

In Allen’s class, 14 twenty-somethings handle a curriculum that comprises formal and informal learning activities including assessment tools and as many as 12 online and on-site courses in areas such as leading change, time management, presentation skills, communication, and business etiquette. Moreover, they receive mentoring from their peers and from company leaders. To further increase their knowledge of current trends, the participants meet business leaders and industry experts at quarterly conferences.

Allen says he has noticed how the program has improved his leadership skills. One class, called goals and goal setting, teaches that a well-constructed idea assesses the abilities, time, and resources available. He says he applies this criteria when managing his market research team and negotiating deadlines with salespeople.

“Before, I took more direction from other people instead of asserting myself,” he says. “After taking that class, I realize it’s not just about one person’s goal. It’s about cross-collaborating. There’s the salesperson’s goal and there’s my team’s goal.”

Success is measured by an evaluation survey and qualitative data is collected to examine diversity, promotion rate, and participants’ success with their skill sets. Participants are also measured on a scale of 1 to 5 to see how well they apply learned leadership skills.

Bernard Anderson, Ph.D., former Whitney M. Young Jr. Professor of Management at the Wharton School, considers Verizon’s LEAD program a best practice of human resources management. He says scholarly research studies show that such programs promote better management performance and high-performance workplaces.

“These types of programs are especially important for introducing African Americans to the values, culture, and operating modalities of an organization,” says Anderson, who is also a member of the black enterprise Board of Economists. He adds that there should be more African Americans in corporate leadership programs because there is still a shortage of viable black candidates in the pipeline for senior-level management roles.

Burris says LEAD ensures that a diverse group of entry-level workers are brought in because the program serves as a feeder into other organizations within the company. LEAD participants themselves are required to take diversity training.

“Before LEAD,” Burris says, “we didn’t have one program that provided a comprehensive approach to developing new college hires.

Betts is now working on his bachelor’s degree in culinary arts at the institute in Hyde Park, New York. The Scholar program gives him “years of experience in a short period of time,” he says. During summer and winter breaks, Betts, 21, works as a line cook at JW Marriott and Ritz-Carlton hotels in Orlando, Florida. When Betts graduates from the program in 2011, he will advance into Marriott’s Management Development Program.

Betts is one of 75 million people born after 1980 known as Millennials. Described as a generation that is resilient and optimistic about their futures, Millennials, according to a recent Pew Research Center survey, are on track to become one of the most educated generations of America’s history.

“Millennials are our customer base so who best to understand how to serve our industry than to have their perspective in our company,” says Stacey Veden, director of university relations and recruiting operations for Marriott International Inc. According to Veden, the Management Development Program is nearly 95% Millennials. This year, 120 entry-level managers will graduate from the program.

Millennials’ professional attitudes and work style have been the subject of a variety of studies, including one recently conducted by Mr. Youth L.L.C., a marketing agency based in New York City, and Intrepid, a research and consulting company. The results: They are more inclined to leverage diversity and teamwork, and they value ideas over experience, so they reward performance over seniority.

This group, however, has its share of challenges. Wells, 30, CEO of Buzz Marketing Group, who started her company at age 16, says the sense of entitlement that Millennials exhibit can be performance prohibitive. “Their idea of paying their dues is different from their parents,” she explains. “They have grown up in a very instant world, so how do you tell them that a job they want in six or seven months is a job they have to wait usually six or seven years to get?”

At work they seem only committed to what drives and interests them. According to the Pew Research Center, which surveyed 2,020 older adults and Millennials in January on their political and social values, lifestyle, digital technology and social media habits, they are far more likely than older workers to say they will switch careers or change employers. In the survey, 66% said it is “likely” they will switch careers sometime in their work life, compared with 55% of Generation Xers (ages 30–45 in this survey) and 31% of baby boomers (ages 46–64). Additionally, nearly 60% of employed Millennials say they have already switched careers at least once.

“Younger adults see their job path as one that is likely to involve change,” says Paul Taylor, executive vice president of the Pew Research Center. “This seems more natural to them and they are just reflecting the world around them.”

Marriott International Inc.’s Scholar Program helped Eldridge Betts pursue his dreams.

In 2008, Eldridge Betts realized he didn’t have enough money to continue studying for his associates degree in culinary arts. So he applied for Marriott International Inc.’s Scholar Program, which the hospitality chain launched in 2007 to increase and diversify its talent pipeline. Through the program, scholarship recipients can receive as much as $9,000 annually toward tuition assistance for up to four years, as well as internship and mentorship opportunities.

Having been accepted into the Scholar Program, Betts is now a student at The Culinary Institute of America in Hyde Park, New York, and aspires to own his own restaurant one day. During summer and winter breaks, Betts, 21, works as a line cook at JW Marriott and Ritz-Carlton hotels in Orlando, Florida. His responsibilities include cooking and prepping food for as many as 5,000 people per event.

Betts is one of 75 million people born after 1980 known as Millennials. And though his career appears to be advancing well, statistics suggest that many of his professional peers, ages 18 to 29, may not be as fortunate. Full-time employment for this group has dropped from 50% in 2006 to 41% in 2010, but the economic outlook for this group is encouraging. Described as a generation that is resilient and optimistic about their futures, Millennials–according to a recent Pew Research Center survey that surveyed 2,020 older adults and Millennials in January on their political and social values, lifestyle, digital technology, and social media habits–are on track to become one of the most educated generations in America’s history.

The professional attitudes and work style of Millennials has been the subject of a variety of studies, including one recently conducted by Mr. Youth, L.L.C., a marketing agency based in New York City, and Intrepid, a research and consulting company. Mr. Youth and Intrepid drew several conclusions about how this group functions in the workplace. They are more inclined to leverage diversity and teamwork, value ideas over experience, and reward performance over seniority.

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Buzz Marketing Group CEO Tina Wells

According to the study, in marketing strategies, Millennials tend to focus on connecting with consumers and communities in authentic and meaningful ways, such as inviting consumers to participate in a product’s creation.

Aside from work style, use of technology may be the biggest differentiating factor between Millenials and older workers. “Technology, for Millennials, is a way to innovate,” says Tina Wells, the 30-year-old CEO of Buzz Marketing Group, a youth marketing agency. This generation grew up with technology and can easily adapt to the pace at which new operations are introduced. “It creates a different dynamic, for instance, when your boss can’t work an iPad and the Millennial can.”

This group, however, has its share of challenges. Wells, who started her company at age 16, says the sense of entitlement that Millennials exhibit can be performance prohibitive. “Their idea of paying dues is different from their parents,” she explains. “They have grown up in a very instant world, so how do you tell them that a job they want in six or seven months is a job they have to wait usually six or seven years to get?”

At work they seem only committed to what drives and interests them. According to the Pew survey, they are far more likely than older workers to say they will switch careers or change employers. In the survey, 66% said it is “likely” they will switch careers at some point in their work life, compared with 55% of Generation Xers (ages 30-45 in this survey) and 31% of Baby Boomers (ages 46-64). Additionally, nearly 60% of employed Millennials say they have already switched careers at least once.

“Younger adults see their job path as one that is likely to involve change,”says Paul Taylor, executive vice president of the Pew Research Center. “This seems more natural to them and they are just reflecting the world around them.”

Make a difference in the healthcare field as a physical therapist

For the next eight years, the healthcare industry will be the largest supplier of employment opportunities. But Meredith Harris knew healthcare would be the best place to develop a fulfilling career long before recent projections.

Originally planning to embark on a career in pediatrics, Harris, then 16, applied for and got a summer job at Children’s Hospital in Boston as a nurse’s aid. As she observed her surroundings, she caught wind of a new career route she didn’t know much about but was intrigued by: physical therapy.

Physical therapists (PTs) treat individuals, from newborns to the elderly, who have illnesses or injuries that limit their ability to move and function efficiently in their daily lives.  Common functional problems that PTs provide care for include back and neck injuries; sprains, strains and fractures; and work- and sports-related injuries.  They also care for burn and stroke victims, amputees, and those with medical conditions, such as arthritis, multiple sclerosis, cerebral palsy, diabetes, and obesity.

According to the Bureau of Labor Statistics, the demand for physical therapists is expected to grow by 30% between 2008 and 2018 – a much faster than average rate. As of 2008 there were 185,500 licensed physical therapists in the U.S. That number is expected to spike to 241,700. Demand will be driven by the increasing elderly population, who are vulnerable to chronic and debilitating conditions, and Baby Boomers who are increasingly suffering heart attacks and strokes, increasing the demand for cardiac and physical rehabilitation. Trauma victims and newborns with birth defects will also require the attention of physical therapists.

Harris reflects on her career as one that has enabled her to “thrive in several areas.” She has focused half of her 43-year career on working with children who have cerebral palsy. And in the 1980s, as the Bronx, New York, became an epicenter for HIV- and AIDS-related cases, Harris dedicated herself to working with young children who were diagnosed with the disease, since they would be faced with various types of neurological and cardiac problems.

In the second half of her career, Harris has been working with elderly people prone to falling. She has collaborated with the National Institutes of Health in reviewing proposals for rehabilitation research, is currently an associate professor of physical therapy at Northeastern University, and recently accepted a traditional Fulbright Scholar Award. Next year, Harris will be in South Africa for six to 10 months, working with colleagues at the Nelson Mandela Metropolitan University to conduct research on the impact of exercise on people with HIV/AIDS.

“Physical therapy can be such a powerful profession,” says Harris, who adds that people who are generally interested in working with people, can be team players, and are skilled listeners would be a fitting candidate in the field. “It’s important to be sensitive to what people need. You get to use all those years of training and education, [and utilize] problem solving skills to make a significant change in the way someone moves.”

At a Glance:

Salary: The median annual income for PTs is between $60,000 and $86,000.

Education and advancement: PTs must have a master’s degree, at minimum, but a majority of them have doctorates in physical therapy. An undergraduate degree is required for a PT accredited master’s program. It is crucial to have volunteer experience in physical therapy before applying to a program. Harris suggests shadowing a physical therapist in your area.

PTs will also need to pass the National Physical Therapy Examination, as well as a state exam. You can also consider becoming a physical therapist assistant, which only requires an associate’s degree.

To find an accredited program, check out the American Physical Therapy Association’s Student Resources.

The Jones family during happier times. And (inset) Jennifer smiles through the difficulties of cancer treatments. (Photo by Ryan Smith)

Jennifer Jones Austin thought she just had a stomach virus. The married mother of two and senior vice president of community investment for the United Way of New York City attributed her sickness to her busy schedule. But as Jennifer became weak and suffered blurry vision, vomiting, and temperatures as high as 103.5 degrees over nearly five days, she and her husband, Shawn, knew her illness was more serious.

On Sept. 23, 2009, Jennifer’s diagnosis was in: she had adult acute myeloid leukemia, a type of blood and bone marrow cancer.

“It felt like having all the air sucked out of you,” recalls Shawn, 43, about getting the news. (At press time, Jennifer was hospitalized and unable to comment.) “As the day wore on, it began to sink in and she wondered if she would be around for her kids.”

Jennifer, 41, needed a bone marrow transplant. Her siblings were tested but weren’t a match. The next option was to find one through The National Bone Marrow Donor Program’s (NMDP) Be The Match Registry.

Currently, the registry is made up of more than eight million people. “We assumed it was no big deal to find a match,” says Shawn. But that would be no easy task. African Americans are significantly underrepresented as bone marrow donors. They make up roughly 7% of the registry, compared with 74% whites and 10% Hispanics.

Because tissue types are inherited, patients are most likely to match the tissue type of someone who shares their racial or ethnic heritage. Currently, the likelihood of finding at least one potential match on the registry ranges from 60% for African Americans to 88% for whites. To increase the chances of finding someone with similar markers, more black people need to register. Donating marrow benefits patients with more than 70 diseases, including leukemia, lymphoma, and sickle cell anemia.

Mary Halet, director of recruitment and community development for the NMDP and its registry, believes bone marrow transplantation has not reached the same level of awareness that other health issues have within the black community. Additionally, there is a perception that donating is painful.  However, registering as a donor starts with swabbing cells from the inside of your cheeks. If later confirmed as a match, you will be prepped for donation, which includes taking a physical exam and giving a blood sample. For the actual donation, the patient’s doctor will choose between two methods, based on what’s best for the patient: bone marrow (a surgical procedure performed in a hospital with general or regional anesthesia) or peripheral blood stem cells (an outpatient procedure similar to donating plasma). Short-term side effects may include headache, muscle aches, or fatigue.

In 2009, more than 50,000 potential African American donors joined the national registry, 5,000 more than in 2008, according to the National Bone Marrow Donor Program. And in some states, expectant parents have the option of donating their baby’s umbilical cord blood. (About 7% of cord blood units on the registry identified as black).

Friends, colleagues, and the community rallied around Jennifer, holding more than 200 events across the country that recruited nearly 13,000 people to the registry. Jennifer received a transplant from umbilical cord blood on Feb. 24. Though at press time she was battling post-transplant complications, Shawn says she is expected to make a full recovery.

Click here to register as a marrow donor.

Name: Frank Cooper III
Title:

How does your team brainstorm new techniques to engage consumers?
The traditional approach is to have a research team develop insights, and then a brand manager craft an idea around the brand, and then a creative agency comes in to present ideas—but I think that model is becoming obsolete. The best approach, which I’ve seen at PepsiCo, is to have a multidisciplinary team—people from insights (which leads consumer research efforts and provides insight into consumer behavior), strategy, branding, sales, and creative—that operates throughout the entire process. Our meeting places can range from the boardroom, to someone’s office, a hotel, or outdoor spaces. We will typically bring to the meeting a set of questions to try and dig deep into the ‘whys’ of consumer behavior, cultural trends, and emerging markets.

How does diversity optimize engagement models and marketing programs?
We’ve approached it in three ways: One, we start with a specific demographic—African American, Hispanic, or Asian American—as the core target and have communication focused on that consumer. Two, we see [minorities] as the new American mainstream, so we communicate with them and incorporate their input as we would any other consumer. Three, we’ve used [minority] consumers as influencers to have a broader impact across the marketplace. For example, we have a platform called We Inspire that we started because we believe that women, African American women in particular, can be motivated, energized, and inspired by real stories told by real people who overcome everyday challenges. A microsite was created for We Inspire by Sixth Floor, an African American-owned development agency. We use social media tools and platforms to spread the word and increase interaction.

Brittany Hutson is a frequent contributor to Black Enterprise.