Physical Therapy Attitude Check: Do you own or do you work?

Physical Therapists tend to go to their daily jobs as workers. And, yet, there is all this complaint about being undervalued, under appreciated, being at the bottom of the totem pole, etc.  Ironically, this attitude is actually the root of the problem.

If you "work for," you will always care less.

If you "take ownership," then you will always care more. And, we need people to care more.

5 Ways to Make $6-Figures as a Physical Therapist

Making $100,000 or more is and has been a big benchmark for years now as the "You've made it moment." Being that the median income in the United States is currently about $52k circa late 2015, making twice as much as "the middle" definitely has a nice shine to it.

However, one begs the question: Can a Physical Therapist make Six Figures a Year? After all, it was reported that the average PT makes about $80 annually...

My answer: YES!

Today's post is all about .........!

5 Ways to Make 6 Figures as a Physical Therapist

It starts with attitude!

MAIN POINT:
PTs will never make 6-figures if they keep regarding their job, position, career, or profession as a 9-5 gig. Physicians, surgeons, attorneys, and accountants who make their 6-figures work 50, 60, 70, sometimes 80, or 90 hours a week. The earning potential is there! PTs need to reach out and grab it, own it, and grow it out.

Take Away Talking Points:

1. Home health should easily be at $100-$110k per year of either total or just direct paid compensation. In fact, I've heard as high as $250k but that was with a PT grinding out 60+ hours a week... probably more.
2. Location based facilities such as SNFs or government facilities can pay minimum of $45/hr. It isn't a stretch for them to pay $48/hr to get you to 6-figures. Many can easily afford $50/hr and I know of a local one in the boonies of San Diego that is $60/hr!
3. Travel, Registry, and Staffing Agencies contract with companies for human resources to be available at a moment's (or short time's) notice. About 10 years ago, new grad PTs were making $90k a year with these contracts. Add the sign on bonus of $10k+ a year, and you've made it.
4. Supplementing your income with any of the 3 above by shortening your 40 hours or simply adding to it is a great strategy.
5. Making a director level management position is a sure way to make it to $100k. However, make sure companies don't low ball you during the initial offer.

The Truth About Millennial Careers

Welcome to another honest conversation. Today's topic: Careers. It used to be the case that people graduated high school, chose either college or work, then progressed their careers in a linear fashion. However, this just isn't applicable to the millennial age. In fact, it is more likely that not only do people change jobs and companies in due frequency compared to prior generations -- it is even more common now for people to change their career path (and industry of profession) several times throughout their working years.

To this, there is some real benefit to it. One of my favorite Forbes articles covered this little known fact that Employees Who Stay In Companies Longer Than Two Years Get Paid 50% Less. I can tell you this, I've experienced this personally and it is absolutely true. I've been paid better and better each time I moved on from a job.

As I've mentioned in other blog posts, this isn't me advocated that millennials start quitting on a whim. There needs to be a strategic approach to that move.

Rather, the truth about millennial careers is that careers are no longer about longevity and stability. Rather, it is about a multi-dimensional balance and sense of value in the work we do, in the compensation we are given, and in the opportunities available to us throughout the journey, which includes not only promotions but lateralism and lifestyle flexibility.

The truth is this: Millennials, as the highest credentialed and lowest paid generation in 21st century, will walk a career path that resembles a road trip which is more about the journey than the destination. The old school thought of destination obsessed career strategies will only leave millennials discouraged, frustrated, and dejected. Agility, flexibility, and mobility will replace longevity, stability, and linearism. It is through this manner of approach that millennials will experience success in their careers and in their lives.

New Blog Header, Updates, Etc.

Hello everyone!

This blog has under gone several header titles as best fits the season of the life cycle to which it resides. I've actually noticed that depending on the type of blog, most blog based websites tend to have a 1-2 year life cycle where things need a little mixing up and changing around.

Well, my blog is no exception. By now, I'm sure you've noticed I've taken a lot of my thoughts and content in a partnership with UpDoc Media, appropriately serving as their Chief Content Officer. As such, I've been using this platform more as a personal, reflective, advisory, mentoring, and expanded outlet for my personal thoughts and philosophies as it pertains to life, academics, career, and business.

It's exciting for me since I had a fairly successful Periscope session (still just getting into it), ran as a Q&A. I'm planning on doing more of this in the future.

What is MOST exciting for me is revitalizing this blog as a place for honest conversations about life. As we continue to forge through the millennial age, we're realizing together that much of what we thought and expected of our futures is unfolding in a much different way. In fact, it is unfold in a fairly dis-congruent fashion to that which we were otherwise told it would.

Now, there are no promises in life. Certainly. However, there just seems to be such a disconnect between the social contract we signed up for and the present state of the social contract to which we are now living in.

So, what can you expect? Well, I'm going to be delving into some areas of concern in our academic system. I'm also going to continue to expand my thoughts on career strategies, the good, the bad, the ugly, and the opportunities for change. I'm going to talk a lot about relationships. THIS is exciting me. I think, as a culture, we're all obsessed with relationships... so it's going to be a lot of fun ;)

Yes, of course, I'll talk business. I ALWAYS talk business. But, what I really want to utilize this outlet for is fostering some honest thoughts and conversations about how things are, how things should be, and how we can get there together.

Many of you have already reached out privately via email, Twitter DMs, and other private channels. Awesome. Though, it seems a hashtag was needed... some were carved out for me... another I made for myself just because... sometimes, you need honest conversations during an open break time where people can just talk, as people.

So, I'll be talking to you, soon!

Take care,

-Ben

PS. Here are some hashtags which I've been mentioned on:

#btwbf (this one I use personally, it stands for Break Time with Ben Fung)

#drbenfung

#teambenfung

#BizFungShui (primarily in association with UpDoc Media)

2015 New Grad Physical Therapy Job Market Outlook

It's called a "Compensation Package."

Say it with me: C-O-M-P-E-N-S-A-T-I-O-N  P-A-C-K-A-G-E.

It's everything. It's your pay grade/rate, your benefits, your perks (fringe benefits), the mentorship program, the CEU reimbursement, the tuition assistance program, the opportunity, the upward mobility, the brand name association, the exposure... everything. It's the whole kit-and-caboodle when it comes to making a judgment call on accepting, rejecting, or counter-offering a job.

But, what's normal? How do I figure out where my baseline is? Well, today you're in luck! Thanks to a #DPTstudent conversation on Facebook, I'm going to share a mid-2015 baseline for the New Grad Physical Therapy Job Market.

Here is..........!!!

The 2015 New Grad Physical Therapy Job Market Outlook

Ahh... fake out! First, there's a LOT I can speak on this topic. In fact, I could probably give a weekend seminar on this. That said, I come at this topic from the perspective of a strategic consultant as well as a former rehab director. To this, I'll highlight the interesting numbers in the top 3 categories of interest. Then, I'll close out by talking about the 6 dimensions of compensation. Enjoy!

1. The Pay

For every business model, there exists a cost of business and acceptable profit margins which they can operate within to hire employees. Those employees must live within the means of their own cost of living and acceptable work-life-balance. Essentially, employees can not cost a business more than they can pay out, and, employees themselves must be willing to work in the conditions given. Thus yields a healthy economic ecosystem.

For Physical Therapy, there are 4 major segments where pay is severely different for operating reasons. They are:

• Outpatient
• New grad PT ranges from $27-35 per hour.
• New grad PTA ranges from $20-25 per hour.
• On a regional level, the suburbs pay the best followed by urban then rural.
• On a principles level, outpatient makes 15-25% less than in SNFs.
• OP makes the lowest revenue per volume, which means scale is severely important. The more capacity and the more patients a business can process in their supply chain, the more money they will make and the more money they are able to pay you.
• Acute Care Hospital
• New grad PT ranges from $30-37 per hour.
• New grad PTA ranges from $22-27 per hour.
• The same regional & principle variations exist.
• As hospitals make a lot of money, it's all about the split for them. Which department gets to keep how much of the pie per patient. This becomes a function of departmental leadership clout as well as the general job market. Most places yield a happy medium because of cost of business vs. cost of living. Eventually, no one wants to / can work at a place which pays too little. This means companies end up contracting out very expensive temp staff. After a while, upper management takes the hint and raises the pay grade.
• Skilled Nursing, Long Term, & Acute Rehab
• New grad PT ranges from $38-45 per hour.
• New grad PTA ranges from $27-33 per hour.
• Again. the same regional & principle variations exist.
• Generally, PTs make $10/hr more than PTAs.
• The wiggle room in negotiation has to do with the CFO's operational budget. They have set a profit margin which they basically promised the owners/shareholders which managers must make. The revenue per labor in SNF is the highest and historically (although this is changing) most stable of all the settings. For this reason, this setting pays the best -- along with the fact that this setting is the least "fun" (perk!) to work in... and more frequently than not, has questionable ethical boundaries. (Wait?! Who said that?!)
• Home Health
• This is the most variable in pay.
• Many companies do not pay by the hour; rather, they pay by the service. In essence, you keep a piece of the pie for the work you do. As such, I'll translate out a full time equivalent which again, is highly variable.
• Example: For a treatment, a PT can earn $60. For an OASIS start of care, they can earn $180. It's not time dependent but completion of service dependent.
• New grad PT ranges from $40-50 per hour or ~$100,000 if productivity is met.
• New grad PTA ranges from $30-40 per hour or ~$80,000 if productivity is met.

2. The Benefits

Health Benefits
Health benefits are typically one of three kinds. A classic HMO, a PPO, or a high deductible PPO with an HRA or FSA account. Typically, working for health systems like a hospital base or medical group based company will yield an HMO. The same types of firms will also offer a PPO which means you pay a lot out of pocket until you reach a magic number.

A lot of companies are going lean and are headed towards the High Deductible Health Plan (HDHP). This is excellent for very healthy individuals with no history (including family) who have a low risk lifestyle. The HRA and FSA accounts also offer some tax benefits but may require more calculation... sometimes this means you end up putting money away you never get back.

Retirement
Most companies offer a 401k while some offer a 403b. Regardless, you don't really get a choice. The retirement plan is the plan and the company has made a contract with their wealth management company to provide options in a very specific way. The key is when these plan kick in and how much of it is matched. Companies that tend to pay less tend to match more; it's not uncommon for companies that pay poorly to match 5-8%. In contrast, firms that pay handsomely match none the first year, 1% the 2nd year, 2% the 3rd year, and finally 3% the 4th year of your loyalty to the company. Worth it? Meh... it's free money, right?

Adjunct Insurance

To me, this isn't really important to the new grad. Honestly, there are better options via life insurance agents. In any case, the same deal occurs here. The plan is the plan; you can't really change it or negotiate for it. For the most part, this is just a way for any given firm to be more competitive compared to the next in hopes of retaining or attracting the best talent. This is also a way for a company to protect itself from too much work comp and/or litigious complications. "Hey, we offered... you got disabled on your own." #ClassyOfThem

CEU Reimbursement & Tuition Programs
Some companies will offer unlimited CEUs while others only give a percentage of a couple hundred to a couple thousand dollars worth until you reach a certain level of seniority. Again, the same idea for retirement funds run here -- the better they pay, the less likely they will pay for your education. On the level, most corporations will give you $1000 as a good baseline. $2000 if they don't pay you all that well. If they run percentages, you get 50% of each bill reimbursed the 1st year of loyalty, 75% the 2nd, and finally 100% of all CEU costs the 3rd and going forward.

BEWARE!
Many companies require you work one or two FULL CALENDAR months before benefits kick in. Be VERY clear about this because you may work on the first Monday of a month. However, because that date is say... March the 2nd... you will not get benefits until MAY!!! So, be crystal clear about when benefits kick in and WHY.

3. The Opportunity 

So, this is where I'm going to talk about balance. Every compensation package has 6 dimensions:

• Pay
• Benefits
• Fringe (aka "Perks)
• Balance (work-life-balance)
• Culture
• And, Opportunity

They are coupled in triplets; Pay, Benefits, Fringe (vs) Balance, Culture, and Opportunity. As such, there is an overall value of compensation any business can give. And, in healthcare, particularly in PT, there is certainly a limit. After all, unless creative billing or strained operations is involved... outpatient PTs all have 8 hrs to bill a max of 32 units, right? So... there exists a maximum revenue per labor unless you start taking advantage of the 8 minute rule (another talk for another time).

As such, the higher the pay, the lower the benefits and fringe. The higher the benefits, the lower the pay and fringe. The same exists for balance, culture, and opportunity. For a new grad, opportunity is very important.

The opportunity for new grad who wish to climb the administrative ladder need to pay attention to culture and balance upon interviewing/hiring in. Poor balance leads to stressed out employees and a sad culture (ie. low moral, back stabbing, grumpy people). This environment leads to lots of turn over, and therefore, the opportunity to move up and get that promotion. HOWEVER, you're not immune after the fact. You'll likely burn out just as quickly as your former boss just did. Nevertheless, it is something of interest in getting that early promotion so you can transfer laterally to a more favorable situation.


So...........! My fingers are tired. I hope that answered some questions for you students who have coursework to answer for. I also hope this helps those of you in the process of looking for a job or on the edge of graduation, taking the boards, etc.

As always, if you have ANY questions... I'm only a Tweet or Email away (too tired to link).


So, until next time, I remain yours in service!
-Ben

If you want to learn more about the hiring, applying, interviewing process... here are some links:

• 5 Tips for Salary Negotiations
• 5 Resume Tips for Healthcare
• Approaching Student Debt
• New Grad Career Strategies (a classic read!)

Higher Education: Lowering Costs & Improving Compensation

@ASheldDPT @APTAnext You *better* believe I have thoughts on this! #DPTstudent

— Ben Fung (@DrBenFung) June 8, 2015

It's an age old problem: You must spend money to make money. In this case, it is spending money on education to make money after graduation.

The above conversation on Twitter lead to some immediate thoughts and then some pensive action. Given, I'm not a formal educator. I'm not a professor. I'm not a credentialed teacher. However, I do teach... a lot. I do so through this blog (and others), my VLOG, as a consultant, as a clinician, as a mentor, and certainly, I have had formal training in the educational process.

All that said, the solutions I recommend come from a perspective of business. They do not fully nor remotely take into consideration the litany of regulations required for academic accreditation nor anything else in the spirit of the like.

Lowering Costs & Improving Compensation

First, I think we need to be honest with ourselves regarding what higher education is, has been, and should become. Education was the original one-up in the working world, an experience where students could gather true life and career skills to become more valuable in the workplace for hire. However, as schooling evolved, the experience became far more theoretical and academic rather than applicable and practical. Moreover, there became this lattice work of degrees to which students need to climb in order to get to the next higher rung for hopefully better compensation in the workplace.

Traditional frameworks of education have always been in the classroom setting. A teacher with the knowledge would dispense their life's work (not always in books), understanding, and wisdom in exchange for money. That cost would hopefully translate into a valuable combination of a degree (piece of paper) and real life skill sets to which an employer would be willing to hire for better rate of compensation -- or -- that the person could go out and earn money for themselves as their own business person (entrepreneur).

So where are we now? Well... if we're truly honest with ourselves. Higher education has certain ironies that are perpetuating unnecessary costs.

• The Classroom: Why not switch to mobile teaching? Why not switch to virtual classrooms? The overall costs saved for all the parties involved here are tremendous when done correctly. Given, most online programs actually cost a pretty penny. However, it is done so in the face of the marketplace -- the value exchange is the convenience of doing things online.
• The Redundancies: I find it quite ironic that each higher education program actually creates for itself redundancies in prerequisites through undergraduate studies. In many international systems of education, one doesn't have to take undergraduate courses then take the same courses in graduate school. It is all streamlined. If you got into medical school, you did so practically straight out of high school. I think it'd be a lot more affordable if schools started to allow for a la carte style prerequisites (inclusive of the undergraduate degree itself) that should a student realize they wish to pursue graduate studies, they could streamline in rather than double their efforts. An example for myself, I've taken statistics 4 times now!
• The Theoreticals: Its also saddening to me that higher education is becoming increasingly theoretical. Of course, this is all done under the name of "foundations" and "general education." Yet, when I showed my chemistry course work to an internationally trained pharmacist years ago, her response was "that isn't chemistry, that's theory!" Expanding on her point, she challenged any student taking undergraduate or even graduate chemistry studies to create for themselves a common OTC drug. They couldn't.

So! Decrease cost by become more mobile, more virtual, accepting prerequisites and using the internal testing process as a measure of if a student is worth it or not. After all, if performance is ultimately the judge, why not let it reign supreme? If a student is doing well, OBVIOUSLY, their credits are good as were their course work. However, if they are doing poorly, I don't care if they got their degree from Harvard with a 4.0. They are STILL failing. Besides, the acceptance in larger volumes in early prerequisites (bar the hands on stuff) allows for a decrease in cost due to scale. It also allows for the expense to students to be lowered as well. It also allows for the right performers rather than the right prerequisites to dictate who wins and who loses.

I would offer this in all cases: Decreasing the cost of higher education is hard. It also, is perhaps, less important than improving compensation for our new graduates.

How To Improve Compensation?

Well, to answer that... it's VLOG time!

5 Tips for Surviving BIG Life Events

Be it a wedding, new born.. boards... interview, or, whatever... big life events have a funny way of making us drink too much coffee, sleep 3 hours a night, overdose on adrenaline, and crash.

This post is inspired by the Therapy Insiders podcast "7 Days Until" -- and, so!

Here are....!

5 Tips for Surviving BIG Life Events

1. Don't over prepare.

2. Remember to have fun.

3. Everyone hits rock bottom.

4. Remind yourself!

5. Feeling unprepared is normal.

5 Clinical Turn Off Convos

We've ALL been there before. Someone is talking in the background and you're beginning to register what is actually going on. Sadly, it had to be you... it had to be you that was closest to this situation that was about to unfold. You are ALREADY beginning to feel uncomfortable. The topic isn't any good. The conversation is getting worse...

Here are....!

5 Clinical Turn-Off Convos

1. The *insert degree here* debate. Be it DPT, DNP, DO, DC, MD, PharmD, PsyD, OD, DDS, whatever.... bleh. Even pharmacists at Ralph's have their name tag as Dr. So and So. We're all highly trained, educated, and ready to contribute. So... let's contribute together!

2. The *insert care extender here* debate. PTA, COTA, PA, NP, LVN, RNA, CNA... etc.

3. The *insert profession* Bashing Session, The only reason this occurs? INSECURITY!

4. Inpatient vs. Outpatient conversation... and don't forget... *whatever it is you forgot*

5. The Clinical Model's Debate. Sadly, this is highly philosophical and rarely is the actual conversation rooted in science, evidence, or even logic at its best. It's a battle of ideologies rather than of common sense.

5 Most Annoying Clinical Personalities

Hi Everyone!

Welcome to Episode 4 - one of my FUN vlog episodes - on the topic of the worst and most annoying clinical personalities we "get" to... Sorry, sorry. "Have the privilege of" work with. This is the last of the first four episodes where I binge filmed... that is until my son woke up from his nap. Speaking of whom, Nathan will be joining us for.......!

The 5 Most Annoying Clinical Personalities

They are!

1. The Holier Than Thou

2. The Always Skeptic, Always Right

3. The Mystic

4. The Kumbaya-er

5. The Complicated Problems Person 

Honorable mentions:

-Mr. Experience

-Mrs. Degree

-Uncle Credentials 

-and, the Queen Bee

PS! Don't forget about these outtakes!

The MBA: Now that it's done...

Just in case you're new to this blog, for the last three years, I've dedicated my life to juggling family, finances, and finishing a Master's of Business Administration with a concentration in Marketing at the University of Michigan, Dearborn campus. The program was 100% online with strong focal points in international business, supply chain operations, digital business, marketing and communications, and remote collaborative models. After all, it was online, right? Made sense; so I went for it!

Well, during this time I changed many jobs, several health insurances, bit my nails at my dwindling bank account, had our baby boy... but, most importantly, I had the support of my endearing, adoring, and perfectly awesome wife. Add that, with the support of family and friends (you included!), I finally graduated with honors this past Sunday, April 26th, 2015.

But, how did I come to this? Who get's a DPT and turns around to head in the direction of business? What were my motivations? What were my take away experiences? And, what are my goals?

PS. I've got a few questions on why my face was all reddish/beat-up, especially that mark on my right eye. "That's normal! LOL...". No. Actually, that was from a Brazilian Jiu-Jitsu training session earlier in the day. =P

The MBA: Now that it's done...

LOL! So... I (kinda) lied, in that I decided to take out the script. It was just easier to do it this way.

To sum it up, I learned anything from the MBA, I learned that knowledge isn't precisely equal to power. And, while the MBA taught me much knowledge; more interestingly it taught me HOW TO USE IT. That was the greatest challenge in the program was when marketing and strategy professors jumped in on threads to discuss with us, not only the finer details, but some of the out-of-the-box applications one could derive -- truly mind blowing stuff.

I learned a lot of skill sets surrounding numbers, business models, optimization frameworks, and strategic planning... but, all in all, I learned also that the practice of business requires a steady , organized, and intentional discipline in continually becoming better than you were yesterday.

So, what am I going to do now? Well, despite how fun it is serving as a consultant, it's a tough living getting paid case by case -- especially as a single practitioner versus an established firm. You know the saying, "feast or famine." And, when it comes to supporting a family, it can be tough doing it this way. My wife and son deserve more. So, I've been perusing opportunities as well as sifting through the very regular head hunting calls. It's actually crazy how much more frequently I've been head hunted since posting my MBA credential.

Well... I think that's it! Thanks for watching and for sharing in my thoughts and life. I'm looking forward to your feedback as I'm organically figure out this world of Vlogging.

By popular demand, me... and, me.

Whoa! Anyone seeing double?! #solvePT #CSM2013 @sharphealthcare @sharpcareers pic.twitter.com/F7wcbMQN

— Ben Fung (@DrBenFung) January 22, 2013

I'm Ben Fung. And, until next time, I remain yours in service. Take care!

5 Tips For Choosing A School

I found this topic request to be a little bit ironic, because, most of the time we don't get to "choose" the school we get into. However, we do get a choice as to which schools we apply for, and hence, the programs to which we give our futures to. After giving it some thought, I realized, there's actually a lot to think about. The school market is much like the job market; firms (schools, and believe you me, it is a business, though the professors/educators themselves are likely to be more authentic than that) are looking for strong candidates to sustain themselves while applicants are hoping to get the best bang per buck.

Therefore, after some careful thought, I felt that these five tips serves to build a strong foundation to which you can make a strategic choice in dedicating the next 4-8 years of your lives.

Here are........!!!

5 Tips For Choosing A School

Just so we're all together here: In the fly of the moment, I decided to record this as a vlog as well. So, here is the vlog and I'll keep the transcriptish-written-content below for your perusal. Enjoy!

1. What's their network?

A school is a brand experience. When you go to a school and get a degree, or even apply for internships from, what you are saying is that you bring the brand promise of that school's brand image to whatever you're trying to sell yourself to. Big names like Harvard, Yale, Johns Hopkins, USC, Stanford, Michigan, NYU, etc. These names have very strong brand equities, and by extension, you as a student there, get to benefit from that image. This is the beginning aspects of a school's network.

As the network expands, you need to discern what their affiliations are, what are the available internships, rotations, and extra curricular opportunities. Who attends their job fairs? How active are the alumni?  

What are their networks? (Affiliations, internships, rotations, opportunities, job fairs, etc)

2. What's their brand equity?

Since I mentioned it in Tip #1, I'll reiterate that the brand equity of any given school is most definitely important. HOWEVER, it is only important if the brand is well known. Basically, no one really cares as an employer or receiving clinical affiliation site unless your school is well known and/or top tier. Does this means that the school's brand is all you should consider? NO! It means that if this is the last step of schooling you're going to have, make sure that its a good one - AND - make sure that if the name isn't well known, that their Tip#1 NETWORKS give access to brand experiences that are.

"What's in a name?" A LOT!

3. Where is it?
Location. Location. Location. Location is a big deal, no matter what we're talking about. Such is the case because of housing costs, safety, lifestyle, geopolitical-cultural considerations, etc. It's ALWAYS important to consider the location of the school. How close or far it is to home, friends, and extended family can very well play a crucial role in your support system while away at school.

4. What is the cost?

Debt is a big deal; student debt follows you forever. Now, while I don't believe in only considering the academic experience as a pure dollar for dollar ROI calculation, one would be a fool not to think on the earning potential AFTER school given the costs of completing it. If one were to go into $200k of debt and only be able to make $50k/year, paying that off in 30 years would you'd also ANOTHER $200k in interest! So yeah... what's the real cost?

5. Who is teaching you?

The professors at any school can be a big deal when it comes to the outgoing value of your education. After all, it's part of the brand. If one of your professors, even just one is renown in their field and you get to brag that they were your professor... that's a fun and powerful thing during a job interview. Also, the general venerability of the professors at any given institution also lends to the perceived quality of education. Sadly, the most famous of professors rarely make the best instructors; however, they offer you their brand by extension. Yet, the less well known professors tend to be quite accomplished and can be amazing teachers to which you'll not only learn a lot, you'll learn how to apply that knowledge and sharpen your mind for any future task that comes your way. In any and all cases, consider who will be teaching you.

5 Tips For Finding A Mentor

Finding a good mentor (or even several) gives you invaluable advantages in your journey towards establishing, developing, and growing a career. I can certainly attribute some very critical circumstances to which I relied upon a mentor's words of wisdom to choose the best paths which lead me to where I am today. There, I present to you....

5 Tips For Finding A Mentor

1. Personality
When finding a mentor, make sure they have a good personality. After all, you'll be interacting with this person for quite some time in the coming future. They need to be personable, compatible, and respectable in your eye. They'll likely have many encouraging things to say to you, and, if they're a good one, they'll have some chastising and constructive criticism as well.

2. Keeps you in check
Speaking of which, one of the most important things a mentor can do for you is to prune and sharpen your dreams. Much like a diamond cutter makes the rough that much more valuable with each strike, your mentor must carefully and purposely prune you into the gem from behind the rough. This can include reining you back in when your head is way beyond the clouds -- like, in outer space. They also know how to smack you out of your depressio-doldrums as well. In essence, they keep your outlook balanced and keep you honest with yourself.

3. Attentive and accessible
A good mentor needs to be quickly accessible and very attentive to the many things you won't be saying. They can read between the lines, through your poker face, and into your heart-of-heart-of-intentions... even the ones YOU don't even know you have. They are quick to respond to your questions and can do so with compassion as well as understanding. After all, they were once where you were.

4. Willing to check up on you

Sometimes, mentees forget to check in with their mentors. A good mentor will remember you; recall that its been a couple months of radio silence. For whatever reason, I've found that this is commonly the time when mentees need their mentors most. As such, if you see a prospective mentor who has a habit of checking in on people, remembering them even after months if not years past, you've found a good one.

5. Willing give you the ugly, ugly truth.

When it's all said and done, you're moving onto the next phase of life, your mentor needs to be willing to give you the ugly, ugly truth. Stage by stage in our lives, we tend to see things with a certain lense of naivety. However, with this innocence exists the wonderful thing of hope. However, hope must be tempered with reality as carbon is tempered with iron to make steel. When hopes and realities align, great things happen. Sometimes, the ugly truth is what is required to harden the steel, create a definitive edge, and purpose an instrument to a great cause.

This last one certainly happened to me; my mentor promoted me outside of his very organization with his sharing of the ugly, ugly truth. You know what? I'm better for it, and, it's a testament to his mentorship that he was willing to lose me for my own betterment.


So I ask you, have you found someone?

Do they have all these qualities? Well... Ask them out! ..... As a mentor, of course ;)

(I know you were thinking it.)


That's it for now. Until next time!
-Ben

5 Tips For Finding "Clinch" Rotations

Up&Coming blogs include: 5 tips for.. -Choosing a school -Finding clinch rotations -Finding a mentor Keep your eyes peeled! cc #DPTstudent
— Ben Fung DPT/MBA(c) (@DrBenFung) April 8, 2015

@DrBenFung I took "clinch" to mean "really awesome." So there's that.
— Rachel Jermann, SPT (@RJGotAGoni) April 8, 2015

So.....! Clinch means really awesome??? You kids and your new words... #FeelingOld. Alright! Let it never be said I don't rise to random and rather serendipitous challenges!

Here are.........!!!!

5 Tips For Finding a "Clinch" Rotation

1. Network Early, Network Often.

I can't say it enough, "It's not what you know, it's who you know." I said so as lately as this post and probably all the posts in the career paths label. Yet, what I mean by network is that I encourage you to seek out those who may be able to offer you a favorable introduction to a highly competitive clinical rotation. Think on it: a rotation at NYU Medical, Harvard, Stanford, UCLA, Michigan, Johns Hopkins... just to name a few. It'd be pretty cool, huh? Therefore, it is best to make contact with people early, establish a relationship with them, become likable to them, turn up the charm, and make the connection both relatable and regular. How, you ask? It can be as simple as cold calling a facility. Call up that world class hospital you've been thinking about, ask for the PT department, request to be forwarded to the PT student coordinator.

Do this a year in advance since most likely, all the spots this year are already filled and start networking. You could also leverage social media and make contact that way. There's always your friendly PT Pub Night. Oh, yes! CSM is always a welcome way to make an approach, establish contact, and hope to continue the connection in a meaningful way until the rotation is settled. All those booths with people waiting to be talked to? Yup! That's your in. Oh, one last networking opportunity is via alumni. For this, many times networking is through social media or just serendipity. In any case, CIs from the same program typically love to take on students from their alma mater -- it's a great opportunity to pass the torch and gossip about the professors... I mean, speak... only.... professionally..... always.

2. Don't Be Afraid To Move

Some of the best clinical experiences are far, far away.

Yes, I know... it is expensive. Yes, I know... it can be annoying to move. And, yes... I know, it's just an overall pain. But, guess what? It is temporary. Quite short term, in fact. And, being that some of the best rotations require just a bit more umph in mobility, it's likely that only the local students will take interest. This is a good thing since many times, CIs will get bored of the same students from the same program... they just may want a little mix-it-up and that's where you can come in. But really, the REAL reason not to be afraid to move is that when you come out with your DPT, you will want to be able to put on your resume that you did a 12 week rotation at NYU Medical's Cardiac Rehab program. NOT, that you landed a super convenient rotation close to home that no one knows about. Besides, you BETTER believe you'll get a job in any acute care hospital after that world famous rotation (more on this in tip #4).

3. Seek Out Teaching Facilities

Be it clinics, hospitals, university affiliates...etc. such facilities tend to offer students the most well rounded and comprehensive learning experiences for any given clinical rotation. Hospitals as such, usually offer students to observe surgery and will have them rotate through the breadth of the campus. Another advantage of seeking out teaching facilities is that the CI population is quite likely to have a natural way of teaching with a passion for grooming up and coming students. It truly comes across with a quality difference when rotating in a for-profit-SNF experience versus an outpatient "sports medicine" wing attached to a teaching university's medical campus. Trust me, it's worth looking into.

4. Seek Out Big Names and Big Brands

The true competitive advantage that any given clinical rotation offers isn't the experience per se. Certainly, if your CI is an OCS, SCS, FAAOMPT, and 20 other credentials, is a great communicator, savvy mentor, amazing clinician, and is also an empowering teacher.... Then, yup, you stuck gold! But, the likelihood of this being the case on the draw isn't so high. Surely, if you network early, you can up your chances. BUT! If you were to rotate at one of the larger brands as mentioned above, it becomes no question as to the quality of your training (be it the case or not). The bottom line for many hiring managers is this: "Can I trust this person?" When you are able to state that you rotated at one of the nation's largest and most venerable medical campuses, it becomes much to your favor in the job market as the strength of the brand you rotated with now becomes attached to that of your own.

5. Get To Know Your People
DCE...ACCE...CCCE...CIs???? What ARE those? Well, this link will tell you and so will I. The DCE/ACCE is typically the same person who arranges and matches available rotations to the students in the DPT programs. The CCCE is the site coordinator who receives the students from DPT programs to which the CI (clinical instructor) will supervise every move the student will hence make. Getting to know your DCE is of paramount importance; because, if they like you well enough, they may very well labor to set you up with a choice rotation. Now, don't squander this. Don't choose some conveniently located rotation close to home; choose something that will challenge you and will up your overall value as a future job market applicant.


Sooooooo..... That's it! Those are my tips for finding a "clinch" rotation. Haha, it was definitely a lot of fun spinning this post together. Please keep the ideas coming; requests are always warmly welcome.

Until Next Time!
-Ben

PS. Click here to see the original post "5 Tips For Finding a Clinical Internships." 

5 Tips For Finding Clinical Internships

While different than another coming post with the title of finding "clinch" rotations, this post circulates on finding rotations when the competition is tough, versus the other post which is finding the most choice rotation you can get your hands on. This post will circulate on what to look out for, what opportunities to capitalize on, and, which rotations you may wish to avoid. Certainly, there will be some overlap in content since the topic at hand is so similar. Yet, in any and all cases, I hope you find this post valuable and helpful in your journey.

Here are............!!

5 Tips For Finding Clinical Internships

1. Big name, big brand, big resume builder.

Look lets face it, we're in a consumer's society where branding matters. When you rotate with a place of national if not international acclaim, you then will be blessed with that affiliation. There is also a big advantage in seeking these venues out. They are BIG with lots of rooms and armies of clinicians where the likelihood of you landing a clinical internship will be quite high. The brand value added, a definite plus ;)

2. The setting is important.
Clinical exposure is a big deal and makes you more marketable as a prospective employee. Try not to double up on the same setting, but rather, spread out your breadth of exposure. This is also helpful in simply landing ANY setting since there are many opportunities out there typically untapped for student rotations. You just have to ask, have your DPT program's DCE help facilitate, and the likelihood of getting a rotation just went up!

3. Favor rotations where people are able to teach.
Private practice is great; however, it can be tight operations with a high pressure on productivity. The same goes for SNFs and for profit home health. As such, teaching and learning in such settings tends to be rushed and sometimes even haphazard. When compared to big organizations that love to teach, it becomes night and day. Lots of larger organizations tend to not be on the cutting edge, at it were. However, it won't really matter as what you need most out of these rotations is: (A) to have one, and, (B) to have quality exposure to a healthcare industry setting.

4. Reach out via social media.
It's happened before and it will happen again! Social media has been a great way to bridge opportunities for both clinicians, affiliation sites, and students alike. I've been a part of such dynamics in the past and it is actually quite rewarding to use something like Twitter to connect people together for the benefit of a deserving and learned student. It's good stuff.

5. Consider areas where no one else is going.
Similar to the words of Tip #2, sometimes choosing a setting where no one is going is a good way to get a rotation. Going in the opposite direction to where everyone else is going allows you a bit more freedom. The trade off is that you may have to physically move to the rotation locale or you may have to settle for a less than favorable setting. But hey, when comparing being held back due to lack of a rotation versus having one.... having one is better than none.


It's actually a rare thing for DPT students to be held back because of unavailable rotations. What IS common, however, is that students are biting their nails... waiting for that rotation to finally get pushed through the proper channels. Personally, I hate living on that nervous ledge. I rather have things better planned out. So while this post circulated around the situations of IF you were struggling in finding a rotation... the follow up post will be centered on how to secure a choice rotation.

Stay tuned!!

UPDATED: Here's the follow up! 5 Tips for Finding "Clinch" Rotations.

5 Things I Wish I Knew BEFORE School

A most common and fun question to answer when I get interviewed goes something along the lines of this: "What do you wish you knew before......" Dedicated to all you wonderful people who were willing to interview me for one reason or another... and, continuing on this running theme of student and career oriented posts...

HERE ARE............!!!

5 Things I Wish I Knew BEFORE School

1. Earn your stripes, earn them early.

This is relevant to high school, college, graduate school,.. basically anything during and surrounding emerging adulthood. We've all heard that phrase, "Start 'em early!" In many ways, I agree... within reason of course. I tell many people that I mentor as a life coach (of sorts), "Make your claim to fame, and, move on." What I mean by this, is that earlier you start in pursuit of an ideal, the quicker you are likely to achieve it and/or something else truly significant along the way.

We've finally emerged into a point in humanity where schooling only means so much. As it stood earlier in the 20th century, schooling actually gave competitive and functional advantages to those who earned degrees. However, the world is now saturated with graduates at all levels. Information is no longer useful; ability is. Therefore, start on something. Pursue with the intent of perfection.

It is like what my Brazilian Jiu Jitsu instructor likes to remind me of: The next belt promotion isn't the goal, BLACK BELT is the goal. In life, there are no shortcuts and there are no breaks. The only way to get better in life is to do it; school no longer offers the shortcuts we wished and hoped were still available. The earlier to earn your stripes, the higher up you will be in the areas of life you aim to be.

2. Work hard. Grind harder. Fight even harder. Win.

I've said it soooo many times before: As a corollary to "It's not what you know, it's who you know"... I remind those I mentor, "It's not what you do, it's HOW you do it."

The only way to get better at something is drilling it, practicing it, perfecting it, and dedicating your life's energy toward it. If you work harder than those around you; if you're at the grind with more effort that those around you; if you put out that much more than those competing against you in the fight... You. Will. Win.

Work ethic is the fuel of success. The rest, is made of wise choices, fortuitous circumstances, and catching the ball when it comes. 

3. Earn everything, because you deserve nothing.

One of the things that truly irks me about an emerging cultural element in our society is entitlement. UGH! Even writing that word out makes me a little ill.

This kind of has its own relations to my first thing I wish I knew "Earn your stripes." So often, especially among youngsters, there's this attitude that so long as I do something, I deserve it. NOT THE CASE IN LIFE. What is the case in life is that you must EARN IT. A degree, a certificate, a participation trophy... none of those things makes one deserving of ANYTHING. It is the earning, the achieving, the laboring, and the suffering endured that truly makes someone deserving of anything at all... and even then, they didn't deserve it... they EARNED it.

Once you graduate, you've only earned your degree; you must earn everything else.

4. Knowing is second to the ability to apply it.

So much of our educational system is based on knowing. So little has to do with applying. I remember this hilarious discussion with a pharmacist years ago when I was learning undergraduate chemistry. Immediately, she rattled off all these useful chemical interactions and how you could do certain things to make one drug into another. When she found out I was learning numbers in chemistry, she just about lost it: "That's not chemistry! That's theory."

What I really wish I knew before school was that anything I learned NEEDED applicational platforms otherwise, the knowledge was no more valuable than the words on the page that I gleaned it from.

5. Relationships are everything.

There is far too much emphasis on all the other aspects of life when it comes to schooling. You take a look around, and no matter the level of education (save perhaps graduate business programs), no one ever stresses the importance of networking relationships.

When you finally hope to put your schooling to economic use (ie getting a job), no one will care what you know. The truth is, EVERYONE knows what you know because everyone went to school. However, just like I mentioned above: "It's not what you know, it's WHO you know."

This old adage reigns true today, perhaps even more so than our recent past. So, I can only stress to you (as I mentioned on my Resume Tips post), make sure you connect with people early on in your learning so that when you need to truly cash in on those connections, they are there for you and willingly so!

By the way, I find it in no curiosity on these statements:

• It's not what you know, it's who you know.
• It's not what you do, its how you do it.

That the words "WHO" and "HOW" are but a difference of arrangement.

That's all folks. Until Next Time!

5 Tips For Salary Negotiations

I've been noticing a lot more talk about salaries and compensation packages on social media as of late. After getting involved in a small conversation myself, it inspired me to write up a blog post on exactly this topic. Note, some of this perspective may be off by just a few years since my days as a rehab director. Nevertheless, the concepts and business constructs remain valid.

I hope you enjoy yet another student and career oriented post...!!!

5 Tips For Salary Negotiations

1. Start with a strong point of reference.

This may seem almost silly to advise; but, you'd be surprised how many times I was approached (unsolicited, mind you), with someone looking for a job saying "Oh yeah... here I am and I'll work for THIS amount." That amount, being something like 20-25% above my highest paid staff (not to mention even more than that, my own).

Doing your own market research on what competitive compensation packages are for your region is the first action of respect when you're approaching the table for negotiations. While you can certainly use websites like Glassdoor (which is actually fairly accurate), asking around for primary sources is the best. Nevertheless, anything is helpful -- just get an idea where the median compensation is per dollar and then extrapolate the totality of possible compensation packages. Check out this Cyber PT guest post for more info, and, this post on related interview tips in the same vein.

All this to say, be very mindful about the range your dollar signs can go. Most hiring managers, regardless of their titles, are typically paid only 5% above the average pay grade. There's a lot of red tape, unwanted overtime, and headaches that come with that 5%; RESPECT THAT FACT as you approach the table.

2. Know the business structure.

Knowing the business structure is an exercise in deciphering a department and/or firm's supply chain. This is really important to understand because while Tip #1 lets you know a good base of reference for negotiating a number, Tip #2 tells you the actual wiggle room you have while negotiating. While some places can't give you anything above what they initially offer (via company policy), some places just won't. It's not always up to the hiring manager.

Therefore, there exists several key factors to consider; the area, the location, and WHY they need to hire. Also, if and when (because you should) tour the facility to which you are a prospective candidate, take a peek and ask around as to what the turnover has been like. This will give you a huge clue as to why they are hiring and what the wiggle room per dollar actually is.

A department filled with senior staff; veterans of the department for 10+ years are very expensive to retain. They've received 10 years worths of merits and successive raises; it is likely they will want to hire you to lower their cost per minute. If the department is basically all new staff, what you are likely looking at is a shuffling period for the department or company; there is definitely wiggle room in this case.

Also, take a look at what the temp staffing is like. They need to fill a position, that's why you are there; however, they also need to have that position in the supply chain currently manned otherwise they are losing out on precious revenue and botching their customer service. So, take a look at how expensive the local registry (outside agency staffing) is, how much per diem they may be using, and whatever travel staff might be present. These are huge hints as to what they are spending to keep the department floating.

The middle point between how high you can ask for versus how much money they are wasting on temp staff represent the wiggle room between what they can offer and what you can ask for.

3. Consider the entire compensation package.

Some hiring managers may look at you like you're crazy when you want more money. These managers typically represent organizations that just don't find compensation in cash as the "big" part of pay; they compensate you on benefits. Now, don't take that kind of reaction personally. THEY know that their company gives them amazing benefits. To them, the benefits far outweighs the pay cut in cash. But, you don't know that about their company... not yet, at least.

This is where I tell you to fully evaluate any compensation package before you negotiate. This is also where I tell you that typically, unless you have mad connections or hackabilities, it is unlikely you'll have full access to the details of any given compensation package to where you can make counter offers right off the bat.

Take the offer home. Ask for a day or two to consider it, nothing more. You don't want to be wasting their time, nor yours. Examine the compensation package carefully. ALWAYS consider the entire compensation package; retirement accounts, pensions, matched contributions, health benefits, PTO, con ed dollars, mentoring, fringe benefits, work-life-balance, opportunity for upward mobility, etc.

I've mentioned in the past that some packages take from your direct dollars so they can have some present value of their own to grow the company. In exchange, their contribution matching towards retirement accounts is something truly insane. I've seen companies basically help you accrue upwards of $10k plus a year in retirement funds for the pay cut. So, just make sure you understand the details.

If this is your first job out of school, it's no time to be picky. Most of you already know my stance on what to do as a new grad. However, if this is your 2nd job or otherwise, it's time to get a little bit choosy and hustle depending on the situation.

4. Value Added, Cost Alleviated.

You're probably thinking, "Alright already! I get it. When do we get to the negotiation part?" Well, any smart negotiation needs to map out all the tools and pathways they have. That is why the first three tips are so important. Without those, you can't possibly utilize Tip #4.

The soul behind negotiating salaries is most basely this:

They are trying to rip you off, and, you are trying to get more of what you're worth.

Sorry, that's the truth of the matter. Where the middle ground is found is when the marginal cost of adding you to the department does not exceed the alleviating any temporary staffing costs and/or lost revenue because of your absence. The more value you add and the more cost you can convince them you'll alleviate, the more wiggle room you have to push the upper bound. Sometimes you can demonstrate how you've already proven your productivity is far greater than par. I've mentioned this in my post about writing resumes. You could also use any formal exposure to whatever additional training to your advantage. Example: Home health companies are always clawing for PTs already trained in OASIS. Competency in various EHR interfaces is also a welcome plus.

Just remember, Value = Benefit / Cost. How much benefit can you bring to this department, company, and/or organization for the cost of compensating you for your time, work, and presence? This is a key element in leveraging and justifying whatever upper bounds you wish to press for.

5. The Counter Offer (aka "Who's turns is it, again?")

Whenever negotiating, it is crucially important to know who's turn it is. Meaning, who has the control of the conversation. Now while in most situations, it is more common that the employer has the locus of control and they'll pass the control to you once they make their offer. Nevertheless, there are plenty of situations (to which I've been a part of) where the prospective candidate is actually in control! Just make sure when you make your move that it is actually your turn to speak. 

Now, you're probably wondering when a prospective candidate actually has the upper hand. Well, it happens when the costs of holding a position unfilled has been deemed unsustainable; basically, when the position has been opened for a long time and the market is just really shallow. Trust, me it has happened many times before and will continue to. You just have to have the right timing to strike that iron while it is hot.

So then, when "they" have the control and it becomes your turn, this is what you do:

• Asking respectfully with words like: perhaps, consider, possibly, etc... Offer what they want , for what they are willing to give.
• Typically, this means productivity.
• However, it can also mean work schedule flexibility (ie weekends, 4x 10 hour days... even a 12 on a weekend to help with supply chain challenges)
• It can also be managerial support; with operations being ever so tight in healthcare, it could very well be that the manager is struggling to contain the angst of their own department. Support from YOU could be a welcome thing. Caution, this could put you at odds with the staff at large. But, it is a negotiation strategy if you really want something.
• IN RETURN, you then have some room to ask for things they are willing to give you. Surely, this could be another dollar an hour (maybe even 2 or 3). Make sure you quantify this; every $1/hr is $2000/year. Convince them you are both worth this and why they would want you to benefit from this.
• Example: If feel this would better reflect the value I can contribute (aka what they want); and, would help financially in my circumstances (as a new grad) to which I can fully dedicate myself to this department and to you (the manager).
• Good managers know that it can cost upwards of $20k in 2-3 months to fully train a new employee. They do NOT want to waste such resources on turnover. The bad managers... well, you wouldn't want to work under them anyway.
• What this does is it locks in their need with their willingness to give. You're able to give them what they want. And, they don't want to lose that. Since you asked so respectfully, they like your attitude. Liking you is the most important part of any hiring process. Therefore, since they like you, they will want to find ways to help you. They rather not that you hire in, find all sorts of random other places to work per diem for better dollars, and then eventually get offered a full time position there.
• So just remember, with the most likeable and respectful approach, offer them what they want for what you've gathered they are willing to give you whether in dollars, in benefits, in scheduling (4x 10s, weekend rotations in/out, whatever), sign on bonuses, extra CEU dollars, etc.

However! If the stars are aligned and it is YOUR turn as it is, this is what you do:

• Asking with even more respect and grace than you would the first situation (as to demonstrate goodwill)...  Offer what they need, for what they are able to give you.
• Now, I underlined need & able because I've had counter offers from people I genuinely liked; but, the offers were so unrealistic and borderline disrespectful that when I bumped the request up to the powers at be, they got shot down with brutality.
• So, as stated in Tip #4, most of the time any hiring department wants value added and costs alleviated. Offer them this. Again, many times this is productivity. Other times, its the cost of poor scheduling conflicts due to seniority. Yet, other times, its unwillingness to see certain types of patients for reasons of familiarity, comfortability, competency, whatever it may be.
• In such a situation, a hiring manager is so pressured to fill both the need of your presence in a position AND the additional value added need being filled, that they are going to do everything they can to convince their own bosses to give you the extra dime and reel you in. I've been there, personally, in such a situation. It's an interesting dynamic and the negotiations can be quite nerve wracking all the way up and down the chain of command. But, the way the hiring manager hustles on your behalf can really make for a wonderful working relationship going forward - it's actually quite touching!
• IN RETURN, you can now ask for more specific increases in the compensation package that you are desiring.
• Make sure that you are very clear and REASONABLE about what you're asking for. Avoid insulting the manager and the other staff by asking for a dollar amount far beyond what is actually fair, be it the pay grade or a sign on bonus.
• Also, be sure that what you ask for is specifically communicated in relation to the need you are willing to offer to fill.
• Example: If a department is wasting all sorts of dollars for weekend per diem staff, offer to work a relatively robust rotation of the weekend (if they don't already have that in play, or, if their rotations are out of control). In such a case, this is cost containment therefore you can ask for a bit of the cost being contained as part of your pay. You could probably seed in something like: "I'm sure you know that as a new grad, finances can be quite challenging. I like this place. I want to work here and I want to work for you. Could we perhaps, consider a rebuffed weekend rotation for me. For this, perhaps the powers at be would be willing to consider giving me 10 hour days so that I can be more of a work horse on the weekend while increasing my compensation by $X/hr. Just remember that "X" amount must be a reasonable recovery of the marginal value added per marginal cost alleviated.

Some Closing Thoughts
Negotiating your salary is always a game. Sometimes you make it; other times you break it. Sometimes what you ask for is a deal breaker. Other times, it a reluctance. Whatever the case, it is always a gamble. Just remember, the job market is still an element of business. It's JUST business -- it is nothing personal so treat it as such. Therefore, make sure you approach it this way. Surely, be likeable and charming, but also be sure to understand that these days, hiring managers are attracted to humble, thankful, and gracious applicants. Whatever you negotiate, it must benefit them as much as it benefits you. If you can convince them of this, they will surely do whatever they can to make the situation mutually profitable.

5 Ways Twitter Changed My Life

As part of my efforts in both advocacy and mentorship, I've found that Twitter has been the most effective social media platform. Now, this is an experience in and for myself -- not to say that other outlets such as Facebook, G+, Linked In, etc. are not better or worse. It's simply that I've found that Twitter works for me. And, we tend to favor things we're good at. In any case, I can't advocate enough that both students and young professionals of all walks and of all industries find their way to Twitter that they may benefit as I have.

Here are...!

5 Ways Twitter Changed My Life

1. Connectivity

Perhaps the biggest benefit I've experienced via Twitter has been connectivity. A broader reach, a stronger platform, and, a more visible personage has been the wonderful results of how Twitter has changed my life. There are many months that I've seen my organic Twitter circles help me reach easily in the millions of unique connectivities in just 7-10s of any given campaign, initiative, or effort of awareness. When Twitter is used naturally (without gimmicky follow-backs and such), it truly becomes a social connection. And, as such, people learn about you, grow to know you with their trust thusly earned. As such, they are willing to lend a helping hand to deserving causes and intents. Twitter has exponentially elevated my connectivity.

2. Community

The Twitter community is something truly interesting. Everyone goes about it their own way; through lists, following apps, hashtags, etc. Nevertheless, people develop a community based on mutual interest, shared values, common goals, and a passion to make better the lives around us. The Twitter community is strong; perhaps stronger than any other social media platform. It is stronger, as I see it, because there are no privacy settings to hide behind. Twitter is largely public. And, it is an outlet for voices; for ideas. A community of ideas can lead to an outbreak of action; it can, it has, and it will continue to. Twitter has grown the community to which I belong.

3. Collaborativity

As if it were such a word... the opportunities to collaborate have been never more accessible than via Twitter. The etiquette of many other methods of communication tend to be more stringent, formal, and closed. It is seen as invasive if unanticipated or uninvited solicitations arrive via email, Facebook messaging, etc. Yet, with Twitter... our words and our ideas are open. Thus, such also is our invitations to more closely connect with each other and work with each other. Twitter has given me more opportunities to collaborate than I've ever experienced before.

4. Calling

I've noticed that through my interactions using Twitter, I've found new and expanded purpose... a calling really. It first expressed itself in the realm of exercise and wellness. Then, it came through the promotion of advocacy issues. Finally, it has matured to the realm of student mentorship and business/management consulting. It is easy to have the blinders on too tight; to be too focused on the issues at hand and be blind to all the glorious opportunities available. Twitter allowed me a far broader scope of examination to the areas which I could serve others... the calling to which I could answer. Twitter has the ability to inspire a new calling.

5. Continued Learning

I've heard it said before that Twitter is the world's best community college. I tend to agree! The plethora of new views, novel considerations, radical methods of approach, controversial mindsets, conflicting but constructive interactions... all of which, many times, leads to finding mutual solutions. Such is the benefit of continued learning in the context of Twitter. There have been personages, video channels, blogs, and Tweet chats that I've been exposed to and have taken part of that have completely blown my mind. Such opportunities to learn that I can assure you after 2 bouts of graduate school and 1 bout of undergraduate work that such experiences do not occur in formal education. And, as I've heard so many times from others (to which I've seen as well), such learnings through Twitter are often times far more influential. Twitter has opened my eyes to continued learning in ways never seen through formal didactics.

Some Closing Thoughts

And, so! These are but five ways Twitter has changed my life. Perhaps even 2 or 3 years ago, such a post may have been considered fickle, shallow, even self serving. But truly, Twitter is a unique platform of communication, and of, information exchange. There is an elemental rawness, even nakedness of expression, that makes us interact in a way which perhaps is more real.... than is real.

Certainly there are those who may be considered "trolls." That's what the block function is for. As to the rest of those many wonderful individuals to whom you can connect, commune, collaborate, find a calling with, and continue to learn from... such are the ways Twitter can change your life.

I hope you give it a chance.

Academic Endurance, Term After Term...

I think it is more than fair to say I've done enough school in my life. Having experienced upper education thrice, all different fields and industries, I figured this is a good time to write such a blog as the experiences remain fresh.

And so, I'm proud to share....!

Academic Endurance, Term After Term...

• First 1-3 weeks are always awful...
• And, I mean REALLY awful. This typically occurs because you're getting used to the term, the time in life, any changes, a new professor, and an entirely new topic at hand. The rhythm is all different and feels like you're completely off beat. You'll get through it. Take the first 1 - 3 weeks as a time to smartly gauge how the professor is going to teach, grade, and structure the course. What is going to be important? What isn't? Where can you save time? This will get you a nice big step ahead of the curve. Nevertheless, if you feel life sucks and its still week 3? It's okay. It's about to get a lot better.
• Rent books, don't buy.
• I cannot believe that I spent the better part of 12 years of my life in school not knowing how awesome some of the textbook rental companies are. While I'm not officially endorsing any single one of them, I can tell you that Chegg has been amazing to me, personally. It's way cheaper and we all know that we are all NEVER going to look back into our text books... not the majority of them any way. Also, PDF rentals are nice too, the access allows you to bookmark and word search the content to quickly get to what you need to find.
• Summer terms will always suck.
• Summer terms are typically hyper-accelerated and condensed. You're stressed. People around you are stressed. Your professor is stressed. It's just a lot of stress in a very short amount of time. I wouldn't advise taking more than two courses of full weight in a summer term. More than that can be a little crazy, if not damaging.
• Do your essentials, then run around.
• Some aspects of academia are essentials, others are fluff and busy work. Do the essentials first, then run around and finish off the details. This is really helpful when you have 4 or 5 classes that have nothing to do with each other. This forces you to tack down the tasks (say projects, homeworks, or studying for exams) that you absolutely must do before you deal with some of the less critical pieces of content.
• Work hard/play hard.
• It's therapeutic ;) Is there anything else to be said? :)  Okay, I guess just my quick share. During my DPT student years, I drove from Los Angeles to San Diego and back, every single weekend (2-3 hour drives one way). I would surf on Saturday mornings and spend as much time relaxing with family and friends as I could. I literally did almost no studying during the weekends. I know some people have called me crazy; crazy for driving that much and far all the time and crazy for never studying on the weekend, but hey! I did pretty well!
• Group projects, be selective if you can.
• Groups can make or break you. Doesn't it always feel like you're the hardest working one in the group? And, if you're EVER lucky, the group dynamic feels like everyone's mind is in sync like the Borg? This is likely a psychological effect based on communication preferences. Nevertheless, try (if you are able) to select up the best team members, particularly ones you've worked well with in the past.
• NEVER do more than 1 numbers course at a time... unless you're a numbers person or are studying numbers.
• I had to take accounting and finance together for a summer term in the completion of my MBA. All I have to say is, DON'T DO IT! It was one of the most grueling terms I've ever experienced. Not only was it a summer term, I put two numbers based courses together. It was awful. Now remember, I have an engineering background so numbers are familiar to me -- it's just that I think the human brain can only stand up to so many numbers. Now if you are a concentrating/majoring in numbers, well... you asked for it. Otherwise, if you have the choice. Don't do it!
• Take advantage of vacations.
• As the final piece of advice, I can't stress enough that it is best to take advantage of any breaks in academic calendars. Whether its Spring break, three day weekends, around Christmas or Thanksgiving, summer time... what have you. Make sure you rest and recuperate. Studying is like a job; there is such a thing as burn out. Preempt that by taking staycations, vacations, road trips, or even just as simple as giving yourself a weekend off. Maybe, even a just a well deserved day off...

Some Closing Thoughts

Academia is becoming longer and more intense in all directions. PTs used to be registered, then they got a bachelors, then a masters, now a doctorate. Physicians used to just go to medical school, now they need a bachelors prerequisites, take the MCATs, get the MD, go through post-graduate residency, and for many, fellowship. It's getting crazy. All that said, one must truly have a healthy habit of academic endurance in order to make it that far.

Keep the goal in mind. It helps knowing there's a finishing point and a purpose to it all. Be sure you rest, relax, and play. After all, life isn't all work. Find a balance. Take up a physical hobby such as martial arts, hiking, surfing, running, swimming, what have you. Also, do your best to eat and sleep healthy. I know.... I was there too.... sleeping 3-5 hours a day and eating nothing but ramen, canned foods, and when desperate, cracker (or rice) and ketchup. We've all been there.

Perhaps the best advice I can give... find a mentor. Mentors don't have to be proper, formal, nor official. Just someone you trust and can identify with... someone you can communicate with and even vent to. This person could be family, friend, upperclassmen, a minister, or even someone already in the profession. This person can serve as your guide, sanity check, and linchpin when you think all is lost. It's good to know you don't have to face hard times alone. If you can find a mentor, do it. It's a lesson I wish I learned earlier.

I hope you enjoyed this special, student oriented post!

As always, I remain yours in service,
-Ben

PS. My wife has made me vow against any more schooling.
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I've agreed.