The child of parents who both served in the U.S. Navy, much of Mikayla McGhee’s early life was spent moving from military base to military base.

McGhee, 30, spent most of her time living abroad in Japan, which she says led her to realize she wanted to build a life for herself outside the United States.

“I was always working towards freedom, so I never knew exactly what I was going to do, but I knew I wanted the freedom to be able to live wherever I wanted to and travel whenever I wanted to,” McGhee tells CNBC Make It.

“Once you’ve experienced growing up abroad and you’re exposed to that, you continue to search for it. So moving back to the States after living in Japan, I always knew I wanted to live outside of the U.S. I just didn’t know how.”

In 2020, McGhee was living in Atlanta, Georgia, and went to visit her parents in Bahrain, where her dad was stationed at the time. The country is located in the Persian Gulf and is home to the Naval Support Activity, Bahrain, a U.S. military base.

McGhee stayed in the country for three months and says she fell in love with it. As soon as she got back to Atlanta, she started planning a permanent move to Bahrain.

“The culture shock was that, actually, things were better, not worse. Don’t just believe what you’re told or what you see in the media because it’s nothing like that at all,” she says.

“It’s so calm. It’s so peaceful. There was never a time where I didn’t feel like I fit in or I was standing out as an expat. Every culture shock was a positive one.”

In December 2022, McGhee moved to Bahrain and lived in her parents’ three-bedroom home for six months before moving out on her own.

After leaving her parents’ house, McGhee lived in a two-bedroom apartment in a luxury high-rise building. She lived there for over a year.

Now, McGhee lives near the capital of Bahrain, Manama, in a three-bedroom, four-and-a-half-bathroom home with a pool and one-car garage that rents for $2,200 USD a month.

The house also has a laundry room and is fully fenced in. The cost of monthly rent includes what McGhee calls a “watchman,” or someone who comes by the house to clean the pool and take care of the landscaping.

As a licensed realtor in Bahrain, McGhee conducted the housing search on her own and says she chose this one because of its proximity to the city center.

She says she and her partner split expenses, though he pays the majority, while most of her money goes to savings and to the trips the couple take together. The couple signed a one-year lease last year and plan to renew another one-year lease this year too.

McGhee works remotely as a senior performance marketing manager at an IT company, and has a dedicated space to work from home. She earns $140,000 a year, according to documents reviewed by CNBC Make It.

Since McGhee earns her salary in USD, she still pays U.S. taxes. McGhee also uses the health insurance offered by her company, which allows her access to Bahrain’s health-care system.

When McGhee has free time during the day, she says she likes to work out, shop for groceries and create content. She shares a lot of her life in Bahrain on TikTok to her more than 65,000 followers.

“It is my duty to make sure that Americans know how great this country is,” McGhee says.

Although McGhee isn’t sure if she will stay in Bahrain long-term, she says she knows she wants to buy property around the country as a real estate investment and have a permanent place for herself there, too.

“My life is 10 times better here. My happiness has skyrocketed. Even the weather alone has increased my mood,” she says.

“I will always want to have something that I can come back to, that I could call my home. Bahrain felt like home from the day I got here, so in order for me to leave, another place would need to do the same.”

Want to get ahead at work with AI? Sign up for CNBC’s new online course, Beyond the Basics: How to Use AI to Supercharge Your Work. Learn advanced AI skills like building custom GPTs and using AI agents to boost your productivity today.

One-on-ones are the most valuable time you have with your boss. Yet most people treat them like throwaway meetings. They fail to prepare and rush through them, rattling off a few tasks they’ve completed and calling it a day.

I’ve spent almost 15 years coaching leaders at companies like Google, Amazon, and Apple. In my book, “Managing Up: How to Get What You Need From the People in Charge,” I talk about how the people who get promoted fastest don’t treat one-on-ones as a status report. The highest performers use this time to connect their work to business impact and to uncover stretch projects they wouldn’t hear about otherwise. 

Leaders promote people who don’t need to be managed and who’ve proven they’re already operating at a more senior level. Here are five phrases to use in your one-on-ones that will change how your boss sees you and the opportunities that come your way. 

Open by walking through what you’ve accomplished since your last meeting and why it matters. This lets you highlight wins and prevents the conversation from getting derailed by whatever is top of mind for your boss. What you share here is often passed up the chain, making it easier to gain visibility with decision-makers.

Try this: Skip vague status updates and link your work to business outcomes. Instead of “We’re reaching out to new clients,” say, “We contacted eight prospects last week and have three demos scheduled, keeping us on track for our Q2 goal.” 

Even a 30-minute one-on-one can double as a focused problem-solving session. This phrase positions you as a partner to your manager, not just someone who takes orders. It shows you’re thinking critically about challenges and taking initiative to solve them, which is the kind of behavior that gets people promoted. 

Try this: Don’t bring a problem without sharing what you’ve already tried or the options you’re weighing. Instead of, “I have no idea how to handle this team conflict,” say, “There’s been some miscommunication with the marketing team. I’ve tried [X] and I’m considering [Y] next, but I’d love your take before I move forward.” 

Most people only talk about their own work in one-on-ones. Turn the tables and ask what’s happening at your boss’s level and above. This gives you insight into priorities, pressures, and changes that could affect your work before they trickle down and surprise you. When you engage in a thoughtful conversation about strategy and the things leaders care most about, you set yourself apart from peers. 

Try this: Ask what your boss has coming up or what initiatives are on the horizon, then offer to assist. You could say, “I know you have a lot on your plate. Are there projects where it’d be helpful to have me step in to lighten the load?” Or, “I’d be happy to attend that meeting in your place so you can be heads-down on other priorities.” It’s a win-win: You help manage their workload while gaining exposure to growth assignments.

Your promotion isn’t decided at your performance review. It’s decided in the months leading up to it. This phrase is a subtle but powerful way to make it known that you’re interested in — and ready for — additional responsibilities. 

Try this: If your boss mentions a new direction for the company, you might say, “Great to hear we’re expanding. How are we approaching regulatory issues? I’d love to contribute on the compliance side.” Or use it after positive feedback: “Thanks, I enjoyed working on the program. I’m looking to take on more work in that area.”

Ending one-on-ones with a noncommittal, “Sounds good, talk next week,” is how things fall through the cracks. You’ll end up frustrated that your manager doesn’t follow through. Instead, close with accountability. Summarize what each of your action items are. 

Try this: If your boss agrees to do something, get specifics. Ask, “Is Wednesday doable?” or, “Can I count on having that by Friday?”

Melody Wilding, LMSW is an executive coach, human behavior professor, and author of ”Managing Up: How to Get What You Need from the People in Charge.” Get her free training, 5 Steps to Speak Like a Senior Leader, here. 

Want to get ahead at work with AI? Sign up for CNBC’s new online course, Beyond the Basics: How to Use AI to Supercharge Your Work. Learn advanced AI skills like building custom GPTs and using AI agents to boost your productivity today. 

Many couples show up to therapy expecting to do “trust exercises” in the office. Some even ask where to find some type of “trust-building retreat.” But that’s not how it works. 

As a psychotherapist and the author of “13 Things Mentally Strong Couples Don’t Do,” I’ve seen countless couples who want to establish deeper trust. Some of them have experienced broken trust, and others want to proactively grow closer.

Regardless, trust isn’t built through dramatic games or one-time events. It’s developed by showing up for each other in small but meaningful ways over and over again. And weekends are a prime opportunity to engage in activities that build deeper bonds.

Here’s what I see mentally strong couples do on the weekends to create rock-solid trust.

Healthy independence is one of the best ways to build trust. When you pursue your own interests — maybe you go for a solo run or your partner grabs coffee with a friend — you’re showing mutual trust. You both feel secure enough in your relationship to let each other grow individually.

Having space to recharge helps prevent resentment and boredom. You’re saying, “I trust you to be your own person, and I know you’ll come back.” When you reunite, you have more energy to share with your partner. 

Partners who respect each other’s “me time” are more likely to thrive together over the long haul.

Weekends can get busy, fast. That’s why couples who prioritize rituals — small, predictable things they can look forward to — tend to have stronger bonds. They provide stability and a sense of belonging.

A ritual doesn’t have to be fancy. Maybe it’s Saturday coffee on the porch, a Sunday evening walk, or a regular brunch at your favorite spot. Even a 15-minute morning crossword could help you stay connected. 

The key is consistency. Each time you show up, you remind each other: “We can count on this. We can count on each other.” Trust is built as you show over and over again that the relationship is a priority for you.

It can be hard to be honest and open, even with the person you love most. So often, we hide the tough stuff because we don’t want other people to worry or judge us. But mental strength in relationships means sharing your inner world, and making it safe for your partner to do the same.

Talking about uncomfortable feelings — stress over work, disappointment after an argument, or embarrassment after failure — builds real intimacy. Sharing the more pleasant emotions, like excitement and hope, means you’re trusting your partner won’t crush your good spirits.

Saying, “I trust you with my feelings,” often leads to, “I trust you with my dreams and hopes.” Vulnerability is risky, but with a trusting partner, it can help you grow stronger as individuals and as a couple.

There’s a big difference between being near each other and truly connecting. Quality time matters, even if it takes effort to carve it out. 

Mentally strong couples plan for it, even on busy weekends. Maybe it means having a tech-free meal, taking a walk in the park, or even working on a home improvement project. What matters is prioritizing and giving each other your undivided attention.

Over time, it’s easy to take even the best partners for granted. But mentally strong couples make a point to notice and voice the things they value about each other. 

Appreciation fuels goodwill and reminds both partners that their efforts are seen. It might sound like, “Thank you for refilling my coffee cup,” or, “I’m proud of how you handled that conversation.”

In my practice, I’ve watched couples transform their dynamic just by making gratitude a regular habit. When people feel valued, they want to give even more to the relationship. Little compliments and words of thanks build a sense of security that’s key to lasting trust.

Amy Morin is a psychotherapist, clinical social worker, and host of the Mentally Stronger podcast. She is the author of several books including ”13 Things Mentally Strong People Don’t Do.″ Her TEDx talk “The Secret of Becoming Mentally Strong” is one of the most viewed talks of all time. Follow her on Instagram and LinkedIn.

Want to get ahead at work with AI? Sign up for CNBC’s new online course, Beyond the Basics: How to Use AI to Supercharge Your Work. Learn advanced AI skills like building custom GPTs and using AI agents to boost your productivity today.

The experience of looking for work today is so soul-crushing that even the experts feel for job seekers.

“Applying online, if I’m being really honest, has to be one of the most degrading and depressing things people do,” recruiting expert J.T. O’Donnell tells CNBC Make It. She says she’s “never seen it this bad” in her 30 years in the hiring space.

Not only have employers pulled back on hiring and muddied the landscape with ghost jobs, but the positions they do advertise receive hundreds of applicants within hours thanks to AI-generated submissions and auto-apply options.

Given all that, O’Donnell says the old ways of looking for jobs on the internet aren’t going to cut it. “If I was looking for a job in 2026 I would honestly stop applying online,” she says.

Instead, she says the best way to get a job in 2026 will be to get recruited into one. That means thoughtfully boosting your online presence and making strategic connections to get on recruiters’ radars.

O’Donnell says her job-application strategy would go something like this: First, create a list and follow the 20 or 40 companies you want to work for on social channels like Glassdoor and LinkedIn, she says.

Pay attention to what they’re posting about, and begin commenting on those topics thoughtfully. As O’Donnell sees it, “all of these recruiters that are on those platforms, the way you’re going to show up in the recruiting results is by engaging with their company’s content.”

New research backs O’Donnell’s thinking: The share of people being recruited into roles is climbing, with the proportion of recruiter-sourced candidates increasing 72% since 2023 to nearly 15% last year, per Glassdoor data.

Another way to get on recruiters’ radars is to create your own posts on platforms like LinkedIn and connect with people at your dream companies and engage thoughtfully with their posts.

“What’s working right now on social is having dialogs about your work, the industry, the skill sets,” O’Donnell says, “and that’s building a connection that then can lead to you messaging them and saying, ‘I’ve really liked what you’re saying on social. We seem to have similar views. Can we connect?’”

“This is the new networking,” she says.

O’Donnell says she’s seen this work firsthand.

She says she worked with one client, a project manager, to create a bucket list of companies he wanted to work for and began what they called “the documentation streak.”

Every day, he’d check LinkedIn to see if any of the companies had a new post where he could add his perspective based on his experience, skillsets and industry knowledge. Then, he’d write a post on his LinkedIn profile, tag the company where appropriate and reach out to other company employees to connect where it made sense.

“He did this every day,” O’Donnell says. “On the 17th day, a recruiter from one of the companies on his bucket list called him with a job that was not publicly posted.”

O’Donnell says she’s found that five types of content formats do well on LinkedIn in particular:

1. Industry observations: What’s going on in the news of your field?
2. Hot takes: Do you have a contrarian view of what’s happening in your industry?
3. Then vs. now: How has your work changed over time, say, in the last five years?
4. Listicles: Can you break down your thoughts, your process or your learnings on a subject in few key takeaways?
5. Storytelling: Talk a bit about yourself as an employee. For example, can you answer a behavioral question often asked in job interviews, like how you problem-solved a difficult situation at work?

“You are literally creating a space where recruiters can find you and contact you, and that’s how you start getting interviews in this market,” O’Donnell says. “This will be the new way you get jobs.”

Want to get ahead at work with AI? Sign up for CNBC’s new online course, Beyond the Basics: How to Use AI to Supercharge Your Work. Learn advanced AI skills like building custom GPTs and using AI agents to boost your productivity today.

Fully remote jobs aren’t as easy to come by as they might’ve been during the pandemic remote work boom. But they’re still out there.

Recent data from FlexJobs, a jobs site for remote roles, shows the fields where these fully remote jobs are growing fastest.

“Workers want to work remotely,” Toni Frana, career expert manager, tells CNBC Make It. Companies “know that it makes sense to offer work flexibility like remote work to help them attract and retain talent.”

In FlexJobs’ Remote Work Index, 85% of professionals called remote work the biggest factor that would make them apply to a job, ahead of competitive pay and benefits.

Analyzing more than 60 career categories, FlexJobs compared the total number of 100% remote job postings between Jan. 1, 2025, and Dec. 31, 2025 to identify the 15 fastest-growing fields for fully remote jobs. FlexJobs defines a “fully remote job” as a professional-level role allowing someone to perform their job responsibilities entirely from home. Each field showed at least 19% growth in fully remote job postings in 2025.

FlexJobs’ report notes the list “excludes long-time leaders in the remote space,” like IT, customer service and project management roles in order to highlight emerging fields where remote work is quickly growing.

“There are remote opportunities but the competition for each of those remote roles is pretty high,” says Frana. To boost their chances, workers applying for these positions should focus on learning in-demand skills for these roles and demonstrating their impact in prior roles on their resumes and in interviews. Particularly for remote roles, candidates also want to show they can “work really effectively as independently as possible with less manager oversight,” Frana says.

Here are the 15 fields seeing the quickest growth in fully remote work, according to FlexJobs’ report:

1. Engineering Jobs
2. Administrative Jobs
3. Sales Jobs
4. Client Services Jobs
5. Banking Jobs
6. Social Media Jobs
7. Mental Health Jobs
8. Insurance Jobs
9. Operations Jobs
10. Nursing Jobs
11. Legal Jobs
12. Account Management Jobs
13. Education & Training Jobs
14. Communications Jobs
15. HR & Recruiting Jobs

Want to get ahead at work with AI? Sign up for CNBC’s new online course, Beyond the Basics: How to Use AI to Supercharge Your Work. Learn advanced AI skills like building custom GPTs and using AI agents to boost your productivity today.