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Last Updated on July 4, 2019

What Is an Apprenticeship (And How Does It Benefit Your Career)?

What Is an Apprenticeship (And How Does It Benefit Your Career)?

A few months after graduating high school, my mother decided to entrust me into the services of a well-known hair stylist in my neighborhood. Her reasoning was that I’d fall in love with the art of making others look beautiful and combine it with whatever career I choose to settle in.

It was the perfect dream; a college-educated journalist with a hair styling side-gig. My pathway to this dream was an apprenticeship program.

In this article, I’ll talk about what an apprenticeship really is and how you can benefit your career from it.

What Is an Apprenticeship?

Apprenticeship is a system that allows you to get paid while you’re trained for the skills needed to succeed in your career.

Call it what you want; skilled-trade, blue-collar jobs, vocational education, or the career path less traveled, apprenticeship can be your ticket to your dream job.

Not only does it allow you to step into the occupation of your dreams, you actually earn a wage while learning on the job, and can decide if it is the right fit for you without investing thousands like you normally would at a traditional college.

Apprenticeships vs Internships

What comes close to apprenticeship is internships but with a difference. While internships are usually set up as a way to practice what you’ve learned in school before you become employed, with apprenticeship, you’re already a worker. You’re getting paid to learn. This means less risk for student loans and other college-related expenses to accumulate only to discover that you have an unclear career path.

Apprenticeships also give you longer term, real on-the-job experiences which are directly tied to what you learn in the classroom. These training are very structured and by the time you are done with your learning, you’re almost guaranteed to be hired on as a full-time worker.

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Internships on the other hand are very short-term and despite the fact that you do walk away with lifelong skills, they do not always lead to job offers.

Some internships are unpaid or might give you a stipend in exchange for you time. Apprenticeships, however, due to their competitive nature, are similar to regular employment. They pay more than internships and some programs attract top candidates with benefit packages including health insurance, paid vacations, paid holidays, and pension plans.

Misconception About Being an Apprentice

It is no secret that apprenticeships are less popular than they used to.

For some occupations, becoming an apprentice was the only way to pass the knowledge and skills down to the next generation as there aren’t many colleges that offer credit courses. Careers in the shipbuilding, carpentry, welding, plumbing, and textile industries all have history dating back to apprenticeship and family traditions.

Today, we are seeing an impressive comeback of these programs and classes but with more sophistication.

Unfortunately there are some barriers to apprenticeship regaining its lost glory as:

It’s a slave-master relationship.

When the word apprentice is uttered, the first image that pops up is that of an unfortunate or reluctant person forced to wash, clean, cook, and run errands just to have his or her master pass on trade skills.

Many apprenticeship programs are registered and monitored to ensure the welfare of apprentices. The fear that you would be taken advantage of is unfounded.

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Labor laws are followed and respected, and like any other workplace, grievances can be filed if your rights have been infringed upon.

Apprentices are uneducated.

There is still a recurring myth that apprentices are sent to “hole in the wall” shops where masters drill all the mechanics of a job into your skull.

Today, apprenticeship programs are legally recognized and have agencies that regulate their operation. Some programs are not only more selective than most Ivy colleges, they are tuition-free and once accepted, graduates can go on to receive associates or bachelors degrees through partnerships with universities.[1]

Apprenticeship programs provide you an alternative pathway to college education and works for most industries. For instance, they prepare you for high-demand occupations in healthcare like being a pharmacy technician, a paramedic, or an emergency medical technician (EMT).

You can’t make a living as a “blue collar” worker.

While it is almost inconceivable that an apprentice would earn the same wage as a physician, most apprentices go on to build financially stable lives.

But the fact that being an apprentice is afterthought in the event of failure is a false stereotype.

Laurent Camera, education reporter for U.S. News writes that:[2]

“According to the U.S. Department of Labor, the average wage for an individual who has completed an apprenticeship is $50,000, which over a lifetime can add up to approximately $300,000 more in wages and benefits compared with their peers.”

This is definitely a far cry from the poverty-stricken stories you hear about apprentices.

How Apprenticeship Can Bring Value to Your Career

So, how does apprenticeship benefit your career? Here you will find the value of it:

1. You get very close to what you REALLY want to do in your chosen field.

Unlike certain internships where you’re sometimes relegated to grunt work and would need to seek permission before you could get close to the interesting parts, you’re fully thrust into your field of work from day one.

With this early involvement, you get the sense of fulfillment faster than you would’ve if you waited 4 years to experience what your career entails.

At the same time, you also have the chance to back out from a career if you discover that you’ve quickly fallen out of love with your chosen field.

For example, remember my brief stint as a beauty apprentice? It didn’t work out. After about 6 months of reporting to a hair salon and learning the intricacies of braiding, I quit.

I soon discovered that I didn’t love my job and not only saved myself from exorbitant fees at a 2-year beauty college, I saved my employer some precious time in the process.

So, how do you get REALLY close to apprenticeship opportunities?

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  • Visit community and technical colleges. The best move is to visit your state technical colleges. Most times, these institutions have partnerships with local employers who systematically feed graduates into their workforce through a structured training.
  • Visit your local library. Another equally good move is to visit your local library and ask to speak with a job specialist. Libraries have always been underrated but is a goldmine for opportunities in career development.
  • Search for apprenticeship opportunities online. We’re no longer dealing with “hole in the wall” shops. Most employers have taken their apprenticeship programs online and will publicly provide contact information should you wish to speak with a live person.

2. Employers crave loyalty and dedication. Apprenticeship programs highlight these qualities in you.

Being an apprentice builds character in ways ordinary jobs or internships cannot. It takes anywhere from 2 to 5 years to successfully graduate from a decent apprenticeship program. That’s a lot of time dedicated to honing your craft, gaining highly specialized skills, and building your career from entry-level to middle class income without job-hopping.

While the nature of apprenticeships itself dissuades job-hopping due to the lengthy period, it takes commitment, patience and perseverance to stick with a 4-year apprenticeship program to receive professional certifications.

This allow companies to look inside the organization for top-performing employees who can be trained for leadership and managerial roles or promoted in times of growth and expansion.

3. You can bridge the “skills gap” in the economy.

Most employers bemoan the lack of qualified candidates in the labor market due to factors such as weak educational programs, lackluster internship experiences, and poor job fit.

Other times, it’s due to a shortage of highly-skilled workers and a surplus of low-skilled workers. Upskilling with apprenticeship can solve this problem.

We are already seeing reports of a likely shortage of approximately 40 million high- skilled workers and 45 million medium-skill workers by 2020.[3] By focusing on specific skill-set, employers have exactly what they want at the right time and how they want it.

If you are currently employed and would love to gain additional certifications, ask your employer if there are work-and-learn programs that can help you bridge this gap. Most companies are willing invest in employees’ professional development if there is ambition and commitment displayed from the employee.

The Bottom Line

You are just be one step away from the career of your dreams. There are apprenticeship programs out there looking for enthusiastic workers, and you might be the perfect fit.

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Featured photo credit: Jonathan Weiss via unsplash.com

Reference

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Margaret Olatunbosun

Creative coach who teaches high-achievers how to thrive at the intersection of creativity, passion, and profit.

How to Use Visual Learning to Work More Effectively 15 Best Interview Questions to Ask Employees During an Interview How to Sharpen Your Transferable Skills For a Swift Career Switch What Is an Apprenticeship (And How Does It Benefit Your Career)? 13 Ways Living with Purpose Make Your Life Happier and More Fulfilling

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Last Updated on November 20, 2019

How to Measure a Goal? (With Examples of Measurable Goals)

How to Measure a Goal? (With Examples of Measurable Goals)

Everyone sets goals. Whether they are daily goals like completing a project, personal aspirations like traveling the world, or even workplace targets, setting a goal isn’t enough to get you over the line unfortunately. This is why only eight percent of people achieve their goals.[1]

So how do the high achievers do it?

By setting measurable goals, keep track of them and progress towards these goals.

To help you out, I’ve put together a simple guide on measuring goals. I’ll show you a SMART framework you can use to create measurable goals, and how you can track its progress.

To begin, let me introduce you to the SMART acronym.

What Is a Measurable SMART Goal?

SMART stands for Specific, Measureable, Achievable, Relevant, and Time-Bound. They help set clear intentions, this way, you can continue staying on course.

When you’re writing a SMART Goal, you need to work through each of the terms in the acronym to ensure it’s realistic and achievable.

It’ll help you set specific and challenging goals that eliminate and vagueness and guesswork. It’ll also have a clear deadline so you know when you need to complete it by.

Here’s what SMART stand for:

Specific

Your goals need to be specific. Without specificity, your goal will feel much harder to complete and stick to.

They should also have a specific outcome. Without the outcome, it will be hard to focus and stay on task with your goals.

I can’t stress this enough. In fact, two researchers Edwin Locke and Gary Latham, found that when people set specific yet challenging goals, it led to increased performance 90 percent of the time.[2]

Here’s an example of a specific goal:

Increase sales by 10% in 90 days. 

Measurable

You need to be able to measure these goals.

Examining a key metric and quantifying your goals will help track your progress. It will also identify the mark at which you’ve completed your task.

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Measurable can mean many different things, but generally speaking, you want to be able to objectively measure success with a goal.

Whether it’s via analytical data, performance measures, or direct revenue, ensure your goal is quantifiable.

Achievable

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal, so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Relevant

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Timely

This is one of my favorite parts of SMART goals….setting the deadline.

The timeframe will create a sense of urgency. It functions as a healthy tension that will springboard you to action.

Examples of Measurable Goals

Now that we know what a SMART goal is, it’s time to help you make your own SMART goal.

Let’s start with the first step: specificity.

Specific

A specific goal should identify:

  • What’s the project or task at hand?
  • Who’s responsible for the task? If you’re breaking the task down, who is responsible for each section?
  • What steps do you need to do to reach your goal?

Here’s a bad example:I want to have a better job.

This example is poor because it’s not specific enough. Sure, it’s specific to your work, but it doesn’t explain whether you want a promotion, a raise, a career change, etc.

What about your current job do you want to improve? Do you want to change companies? Or are you striving for more work-life balance? What does “better” really mean?

Let’s transform this into a good example.

I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.

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If you’re not too sure what the specific outcome should be, you can use mindmaps to brainstorm all the possible options. Then choose a few or one from the mindmap.

With the example above, to become a better growth marketer, I have to explore different learning options like online courses, blogs, books, or in-person courses before I made a decision.

Measurable

Goals need to be measurable in a way where you can present tangible, concrete evidence. You should be able to identify what you experience when reaching that goal.

Ideally, you should go for a metric or quantity as quantifying goals makes it easier to track.

Here’s a bad example:

I will get a promotion at work for improving quality

Here’s a good example:

I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.

If you’re having difficulty measuring your goals, you can use a goal tracking app. They’re a great way to measure your progress, especially if it’s time-based.

In addition, I love to use the following strategy to keep myself accountable and ensure I’m hitting goals:

Reminder emails.

I schedule emails to myself asking for measurable data on my goals, and even CC others to hold me accountable.

For example, if you work with a team, CC them on your email to keep yourself honest and on-track.

Here are five methods you can use to measure your progress towards the goal:

  1. Keep a record – Have you recorded all your actions?
  2. Assess your numbers/evidence – Are you breaking your commitments?
  3. Create a checklist – Can you simplify your tasks?
  4. Stay on course – Are you moving forward with your plan smoothly?
  5. Rate your progress – Can you do better?

Achievable

When it comes to being able to achieve your goals, you should stick to Pareto’s principle. If you’re not too sure what it is, it’s the 80/20 rule.

Don’t just attack and go for everything at once! Pick things that give you the most results. Then, work on the next objective or goal once you’ve completed your first ones.

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Here’s a bad example:

To get more work-life balance, I will examine all factors of my work and how to trim down the time I spend on them.

Here’s a good example:

This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others. 

Relevant

It’s always important to examine your goal to ensure it’s relevant and realistic to what you’re doing.

This is where the bigger picture comes in.

Here’s a bad example:

I want to be promoted to CMO because I need more responsibility.

In this case, it’ll be unlikely for you to receive a promotion if the purpose and reason behind your goals are not strong.

Here’s a good example:

I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.

The why will help you grind out in moments when you just want to throw in the towel, and also provide more purpose for your goals.

Timely

And…finally we’ve hit the deadline.

Having a due date helps your team set micro goals and milestones towards the goal.

That way, you can plan workload throughout your days, weeks, and months to ensure that your team won’t be racing against the clock.

Let’s start with a bad example:

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I’m going to land a new promotion this summer.

Now, let’s turn this into a great example:

Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

So that’s how you create a measurable goal.

Here’s a summary of the example above in the order of its acronyms.

Overall Goal: I want to transition into a new role with a reputable company.

  • S: I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.
  • M: I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.
  • A: This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others.
  • R: I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.
  • T: Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

But before we finish off, I want to leave you with a note:

If you want to ensure you reach your goals, make sure you’re accountable. Ensure that you will stick by the goal and deliver the results that you want. Because sometimes, the goal might not just be for you. It could be goals for your clients, customers, and even loved ones.

For example:

Here, Housecall Pro promises customers that they grow up to 30% in one year.

By placing that statement on their landing page, they’re keeping themselves and their goals accountable to their customers.

For personal goals, tell your friends and family.

For professional goals, you can tell your peers, colleagues, and even your clients (once you’re ready).

Bottom Line

So to wrap things up, if you want to measure a goal, be SMART about it.

Start with a specific outcome in mind; make sure it’s measurable, achievable, relevant, and timely to your existing schedule.

While 92 percent of people fail to reach their goals, you can be the exception.

Reach your goals by setting targets and objectives together.

More About Goals Setting

Featured photo credit: Green Chameleon via unsplash.com

Reference

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