Defying the Debt: Secrets of a Student Loan Consultant

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Ever since he was a kid, John Smith knew that his calling was in medicine. But while Smith didn’t have to struggle with the ubiquitous “What am I going to do with the rest of my life?” question, the newly minted M.D. has struggled to pay off his high-interest-rate student loans.

The problem? Although Smith never missed a payment on his student loans, he was frequently unable to make the entire monthly minimum payment. And whenever he asked his lender to consider renegotiating that amount, the answer was no — and the lender eventually turned his account over to a collections agency that began making threatening calls to his dad, who’d co-signed the loans.

If his student loans had been issued by the federal government, Smith would have had the option to make affordable, income-based payments until he finished his training and his salary increased. Unfortunately, his loans were issued by private lenders, and they rarely agree to reduced payments — even temporarily.

Heather Jarvis knows these stories all too well. The North Carolina–based attorney and student-loan consultant has spent the last ten years advocating for — and educating — student borrowers. And given that interest rates on federal Stafford loans doubled to 6.8% on July 1, 2013, there’s likely be a lot more advocating and educating in her future. creative.reconstruction sat down with Jarvis to learn more about student loan consultants — a profession that, not surprisingly, is in high demand.

CREATIVE.RECONSTRUCTION: What exactly is a student loan consultant?

HEATHER JARVIS: As many of us know, the earlier that students and families start to think about how to manage college costs, the better, but my focus is to help people figure out how to deal with the student loans they have already accumulated. I do this by, among other things, educating universities, associations and professional advisors about student-loan repayment and forgiveness programs.

Although my focus is on training student loan officers, student loan consultants work one-on-one with borrowers to create customized repayment plans. Their advice and advocacy can be valuable, but I encourage people to carefully evaluate their options before hiring someone. There are an increasing number of businesses that are preying on borrowers’  anxieties and fears by charging them for so-called “special” programs that are actually open to everyone. So be sure to ask questions about a consultant’s education, experience and compensation — as well as investigating their track record with the Better Business Bureau.

How does a student loan consultant differ from a student loan officer who works for a college?

For one, advisors who are independent of a particular university are more likely to point out the importance of considering cost when choosing a school. Also, compared to a student loan consultant, university-employed financial-aid professionals are busy administering the financial-aid programs (including student loans) that people will use to cover their educational expenses, so they’re not typically as focused on helping students or graduates deal with how they’ll repay those loans once they finish school.

Private vs. federal loans: What’s better for the typical borrower?

Definitely federal. Private student loans [those issued by private banks or lending institutions] are typically more expensive and risky for student-loan borrowers because they lack the borrower protections and flexible repayment provisions of federal student loans. And although some borrowers with excellent credit might find private loans with lower interest rates, those rates are often variable and are almost certain to go up over time — sometimes without any cap. Additionally, the most generous debt-relief programs, like income-based repayment and public-service loan forgiveness, are only available to recipients of federal student loans.

Is there ever a point at which you advise people to forgo additional student loans to avoid taking on more debt? 

I don’t look to establish an absolute threshold with my clients, but I do advise them to consider two key things: The first is that many experts caution strongly against borrowing more than you expect to earn in your first year of postgraduate employment. And the second is that borrowing over the limit on federal student-loan programs — up to $57,500 for undergrads and $138,500 for graduate and professional students taking out Perkins and Stafford loans — usually means not just greater debt, but worse debt that lacks the flexible payment provisions and protections of federal student loans.

What percentage of a person’s gross income is a reasonable amount to pay each month toward a student loan? 

HJarvis-headshotIn general, the longer it takes to repay debt, the more the debt will cost over time, so there are distinct advantages to repaying debt fast … if you can. That said, you need a monthly payment amount that you can afford, and determining which repayment strategy is best for your circumstances depends on a lot of different factors, including total debt burden, income and projected future earnings.

Income-based repayment plans can help a lot of people with federal student loans, and they are surprisingly underutilized, in part because they can be tricky to navigate. These “pay-as-you-earn” plans set monthly payments at 10 or 15 percent of someone’s “discretionary income,” which is calculated based on adjusted gross income and family size. They are particularly good options for people who have relatively high debt-to-income ratios, and for people who may benefit from the relief afforded by public-service loan forgiveness, such as borrowers working in government and the nonprofit world.

Are there any instances when deliberately defaulting on a loan can work to a borrower’s benefit?

Not many. Defaulting on federal student loans triggers the government’s significant collection powers: wage garnishment, tax-refund intercepts, social security seizure, and huge penalties and fees.

You won’t hear this from your lender, but I can imagine scenarios in which it makes sense to stop paying a private student loan. If a person simply can’t pay every bill that’s due, it makes sense to first cover basic needs like housing, food and utilities. With the exception of the special treatment that private student loans enjoy in bankruptcy proceedings—in 2005, the bankruptcy restrictions that were conferred upon federal student loans were expanded to cover private ones, as well — these loans aren’t much different than other unsecured consumer debt.

Is it ever worth it to take on a big amount of student debt today for the promise of higher earnings tomorrow?

Debt is not to be taken lightly — it has significant and lasting consequences. However, education is highly valuable and arguably more important than ever — people with post-secondary degrees continue to have lower rates of unemployment and higher earnings over time. Of course, for many Americans, higher education is impossible without taking on debt, so I encourage clients to carefully consider what they can afford, borrow only what’s necessary, and look at federal loans first.

Do you believe the student lending industry is broken — and, if so, can it be fixed?

We have a debt-based system of access to higher education, and I’m concerned that students and families are assuming unmanageable student loan burdens that make it hard to save for retirement, qualify for a mortgage or start a new business.

So I’d like to see an increased emphasis on improving affordable educational alternatives (such as innovations that leverage technology, like Massive Open Online Courses or MOOCs), a simplification of federal student-aid programs, and better accountability in the student loan “servicing” provided by companies that handle billing and are usually prone to error. Although I’m encouraged to see increased interest in these policy issues among elected leaders, I haven’t started holding my breath yet. But over time, and with continued commitment, I believe that meaningful reform is possible.

Are there any resources, strategies and tools that you’d recommend to borrowers who are deep in student loan debt?

There is nearly always something that can be done to fix a federal student-loan problem, but the system is overly complicated — and the details matter.

Everyone should start by getting a clear inventory of their loans. For federal student loans, you can check out the National Student Loan Data System. And for private loans, you can consult AnnualCreditReport.com.

Other great resources to explore include  StudentAid.ed.gov and StudentLoans.gov, which are both managed by the U.S. Department of Education and provide descriptions of the various federal-loan repayment plans, as well as offer calculator tools to help estimate future payments. And StudentLoanBorrowerAssistance.org, managed by the National Consumer Law Center, is especially useful for borrowers facing financial distress, student-loan default or collections issues.

In your experience, are college-bound students today any more aware of the perils of taking out student loans?

Yes, I find that students and families tend to be more committed to evaluating their options for financing higher education. But it remains the case that student loans are excessively convoluted — even the most sophisticated students and graduates struggle to navigate the system. So increased awareness of the perils doesn’t necessarily mean an increased ability to avoid the perils.


This article was originally published on Learnvest.com and Forbes.com in July 2013.

 

Motivating a Team of One: 10 Questions for a Career Coach

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It’s no secret that it’s still a pretty tough job market out there—both for people who are completely without work and those who have jobs but certainly not the dream careers that they desire.

For some perspective, according to the latest unemployment data, some 11.8 million people are out of work in the U.S. And although there are no real stats to measure these folks, there are likely millions more who have gigs that they’d very much like to leave. Yes, that kind of tough.

Fortunately, there are a growing number of professionals out there who can help make your search a bit easier—people like Donna Sweidan, a certified career coach with over 15 years of experience in the field and the founder of careerfolk.com.

Creative.reconstruction sat down with Sweidan to uncover the art and science of career counseling—as well as to better understand how a career coach can help prep you to compete against those millions of fellow job-seekers.

CREATIVE.RECONSTRUCTION: First off, what exactly is career coaching?

DSWEIDEN: In my work, I approach it as a discipline comprised of two similar but distinct tracks: coaching and counseling. The goal is to support people in making informed decisions about their career development and trajectory, as well as offer various tools that they can use—résumés, cover letters, LinkedIn profiles—to meet those goals.

Although not all career coaches have clinical training, as I do, definitions of the field—and the work—may still vary among more conventionally trained coaches. In general, “coaching” tends to be a solution-oriented approach, which involves working with clients to see what concrete steps they can take to achieve career objectives. “Counseling,” however, is more process driven—you look at whether there are any behavioral, emotional or psychological issues that could be impeding a person’s desired career ambitions.

But the core virtue of career coaching is to help people assess their professional situations with a greater degree of honesty, curiosity, empathy and compassion.

What are the most common misconceptions about career coaching?

My top three? That a well-done résumé is all you need to conduct an effective job search—and that career coaches will actually find you a job. There’s also the popular notion that you only have to attend a single career-coaching session … and your job challenges will be resolved. It actually takes about eight to 10 hours of counseling for the typical client to begin internalizing the key benefits of coaching.

What can the average person expect to get from working with a career coach?

By and large, clients can reasonably expect to gain career confidence, insight, encouragement and inspiration. They should also feel as if the coaching relationship grants them some permission to relax a bit. The job search can create a fair amount of anxiety, fear and vulnerability in people, and I often work with clients to unwrap those emotions so they can better understand how these factors may be keeping them stuck in their careers.

A recent client of mine couldn’t break the pattern of just submitting resumes to online job postings—even though little came of it. After some prodding, she revealed that, because her parents both had bold personalities, it was her tendency to hold back. She struggled with being assertive, she was reluctant to ask for help and she was scared of rejection. I had to encourage her to develop the confidence that’s essential for networking—the piece of the job search that she was avoiding.

There are also a number of assessments that career coaches can use to help clients, such as personality tests, interest inventories, accomplishment exercises that identify what people are most proud of and job-description analyses that can pinpoint the kind of work and workplaces that are the best fit for someone.

I also use what I call “360s,” which involves getting constructive feedback from family and friends. I often ask clients to circulate a list of questions to colleagues and loved ones, and then I have the replies sent directly to me, so I can compile a report for the client to review—and hopefully contemplate.

At what point in a person’s professional life is career coaching likely to be most useful?

While I believe that career coaching can be helpful at every point of someone’s professional path, I would say that good career coaching in the early years of college or immediately post-college can put individuals on more solid footing—not just with a well-crafted résumé and a suitable career path, but also with a mindset that helps them understand that the career path of today is not as direct as it might have been in previous generations.

Are there certain career frustrations that you hear most often from clients?

donna_bigIt should come as no surprise that I hear, “I hate my job, but I don’t know what else I can do!” But what might be a bit surprising to some is that I also tend to hear things along the lines of “I have no idea what I can do with these skills,” and “I need help pinpointing what exactly I want to do—and how to get there.”

Job-search anxiety is also something that I frequently encounter. And, as of late, an ever-increasing number of clients express frustration with using social media, especially LinkedIn, as an aid in their career goals.

Take a recent client of mine—a former stay-at-home mom who was motivated to return to work, but was reluctant to use social media in her job search because she doubted its usefulness. After a few sessions of showing her how a community of like-minded people used such networks to get their message out, she came around to the idea. Within a year of working together, she landed a coveted job as a national outreach director—and she attributes it largely to her social network.

Organizational culture or employee attitude—which bears more on a person’s sense of job satisfaction?

In my opinion, organizational culture is the greater factor. Zappos, LinkedIn and Google are all organizations that are proactive in fostering a positive, relaxed, non-hierarchical and generally enjoyable work environment. These companies encourage employees to do things beyond the work, whether it’s active volunteering, getting coaching or simply creating better work-life balance. All of these factors are bound to improve a person’s sense of work satisfaction, provided that they are in the right job to begin with.

Be honest: Who’s your dream client?

Someone who is open to new ideas, willing to step out of his or her comfort zone and motivated to embark on the work that makes up the job-search-and-career-change process. What’s more, a good client allows the coach to be a partner in that process. It’s actually essential because there are so many tricky steps along the way, whether it’s the tough job market or a very lengthy career change. So clients should reach out for as much help as possible—from the coach and from everyone else in their personal or professional networks—in order to succeed.

At what point might the usefulness of career coaching diminish?

There are certain factors that can impede the utility of the career-coaching process from the outset, like unchecked anxiety, depression, low self-confidence, fear or general resistance to change. I will often ask, “Do you think that you may be depressed?” And the person will acknowledge it—often for the first time. I had one client whose spouse didn’t even recognize the severity of his depression! I recommended that he seek medical attention, and within about a month, he was truly motivated to focus on his career.

Aside from those things, if and when—for whatever reason—clients are no longer doing the work required to conduct a thorough job search or make the desired change, the utility of career coaching will also decrease.

I have a client who’s currently in this situation. He knows what he wants to do, but for some reason, he’s sabotaging the process by not heeding my advice to revamp his résumé and network effectively. He applied to what he considered to be his ideal job, but because he failed to follow up and network, the opportunity disappeared.

What brings you the most satisfaction as a coach?

Nothing compares to having clients gradually recognize that there’s hope in their situation, particularly after having started the process feeling lost and hopeless. I’ve seen people go from feeling completely disenchanted with their career or job prospects—even apathetic and unmotivated to change their circumstances—to feeling freshly inspired and motivated to move forward with new ideas.

If you could identify a “Golden Rule” of career satisfaction, what would it be?

If you are doing something you really, truly enjoy, it shouldn’t feel like work at all. Ideally, you should feel a sense of alignment between your work and your values.  It’s only in that space of overlap—which may or may not relate to your sense of purpose in the world—that a genuine sense of career gratification or fulfillment becomes possible. If you want a job that brings fulfillment, then aligning your work with your values is essential. If you already derive fulfillment from work, then your work is probably already an extension of your values.


This article was originally published on Learnvest.com and Forbes.com in July 2013.