This story is part of CNBC Make It’s Six-Figure Side Hustle series, where people with lucrative side hustles break down the routines and habits they’ve used to make money on top of their full-time jobs. Got a story to tell? Let us know! Email us at AskMakeIt@cnbc.com.

Becky Powell spends 10 hours per week, on average, making digital worksheets for her fellow educators to purchase.

The 41-year-old kindergarten teacher in Beaverton, Oregon, brought in $125,500 doing that last year, according to documents reviewed by CNBC Make It. She posts her worksheet booklets — designed to help teach literacy to young students — to her online store on Teachers Pay Teachers, an Etsy-style marketplace.

Powell’s store, Sight Word Activities, currently features 427 different listings, ranging from free downloads to a $30 bundle of 20 booklets. When she first launched the side hustle in 2015, she earned enough to pay her monthly car insurance bill — roughly $60 — in a matter of weeks, she says. After three months, the extra income covered her and her husband’s monthly student loan payments.

Her classroom was her research lab, and her knack for teaching children to sight-read helped her fill a niche on the website, she says. She ramps up work on her side hustle each summer, so she can keep a more flexible schedule during the school year.

You don’t have to spend any money to get started, Powell notes: Teachers Pay Teachers has both free and paid tiers for sellers. “Basic sellers” keep 55% of their sales, while “premium sellers” pay $59.95 per year to keep 80% of their sales.

Powell pays that subscription fee, as does her husband Jerome — a full-time computer engineer who manages another Teachers Pay Teachers store, called Editable Activities. His store brought in an additional $51,800 last year, and his search engine optimization expertise helped Powell get her store off the ground, she says.

Here, Powell discusses what you need to start a worksheet side hustle, why her side hustle has succeeded so far and how her confidence as a first-time entrepreneur has helped her grow as a person.

CNBC Make It: Do you think your side hustle is replicable?

Powell: Yeah, I think so — especially if you have a combination of passion and knowing the [education] market. You need those things to identify gaps [in learning] and build your intuition.

What do you mean by that? How do you build that intuition?

It’s one thing to have a career in [a specific] market. It’s another to really know it, so you have to research it. You’ve got to find consumers for that market and interview them, so that you know it so innately and so intimately that you can see the holes.

Once you marry all those things, you won’t make something that might work, or could work, or should work. You know it will work.

You started a business without any entrepreneurial experience. Did running a successful side hustle help you build confidence in or out of the classroom?

I majored in education, so I’ve never had a business or sales mindset at all. It’s not my realm. Jerome helped me understand SEO, marketing and how to step into your consumers’ shoes. That’s why it’s been such an amazing balance.

But I had to overcome the “What do I do know? I’m not in business” mentality. I now see my confidence coming through in my ability and willingness to teach others.

I have helped eight friends and coworkers open their own stores on Teachers Pay Teachers. I never charge them, and never would — I get a thrill when those I mentor experience their own success.

A lot of people have side gigs, but few bring in six figures per year. What do you think is the key to your success?

My husband always told me, “The riches are found in niches.” Find that one area you can do really well with and hone in on it.

For me, it wasn’t just [how to get kids to learn] sight words. It was thinking about hands-on activities and readily available tools that would engage them. I really drilled, drilled, drilled down the ideas, getting more specific, until I hit gold at the very bottom.

So, it’s not just a niche. It’s finding your niche within a niche.

This interview has been edited for length and clarity.

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Sometimes, 24 hours just doesn’t feel like enough. Between work, commutes, and a growing to-do list, it’s easy to get through an entire weekday without really connecting with your partner. But staying close doesn’t require extra time — just intention.

As a psychologist who studies couples (and as a husband), I’ve seen firsthand how small daily rituals can help people feel more connected, especially when life is busy. Even better news: Intimacy isn’t something that has to wait until the weekend.

Here’s what people in the happiest relationship do during the weekdays — that most neglect.

Most mornings are rushed and chaotic: alarms, deadlines, and the hurry to get out the door. That means the only real moment spent together is waking up in the same bed, and maybe a distracted kiss before they go their separate ways.

But happy couples find small ways to start the day together, even if it’s just for five or 10 minutes. That might mean setting the alarm a little earlier to cuddle before getting out of bed, making the bed together while chatting about your dreams, or sitting side-by-side for your morning coffee — even in silence.

The point isn’t how you do it, but that you actually do it. The best couples remind each other: “Regardless of how cruddy the day ahead might be, we’ve still got each other.”

You don’t need long, drawn-out conversations during the workday to stay connected. A funny meme, a little anecdote about your daily office drama, or a quick “thinking of you” message can be enough to strengthen emotional intimacy.

The happiest couples check in — not to talk logistics, but to remind each other they’re top of mind. It takes just a few seconds (during a lunch break, coffee run, or even a quick bathroom trip) to check in with their other half.

These small notes may seem insignificant, but they’re powerful mood-boosters — and a simple way to make your partner feel seen. Not only does this nurture your sense of intimacy in the midst of a hectic day, but it’ll also bless you with a little hit of midday motivation: a reminder of the person waiting for you at home. 

Stress from the workday has a sneaky way of bleeding into time with your partner, whether it’s through email-checking or a snappy tone.

That’s why the happiest couples take a few minutes to unwind alone after the workday ends. Whether it’s a solo walk, a quick workout, or just zoning out with a snack and your favorite TV show, this “me time” helps clear the mental clutter so you can show up more present and patient for your partner.

It might sound counterintuitive, but sometimes the best way to reconnect is to recharge separately first.

Evenings can be dominated by separate routines — one partner cleans up while the other scrolls on their phone, or both crash on opposite ends of the couch.

But the happiest couples intentionally carve out one shared moment every day. No distractions, no multitasking. Maybe it’s sitting down to dinner together, playing a quick game, or watching your favorite trivia show while shouting answers at the screen. Even five minutes of undivided attention can go a long way.

What it looks like doesn’t matter. It only needs to be shared, and fiercely protected. No kids, no chores, no notifications allowed.

These nightly “audits” aren’t meant to solve problems, but they do help you stay emotionally aligned and prevent little issues from becoming bigger ones. It’s just a matter of simple questions and even simpler answers: “How are you, really?” or “Are we okay?”

Some nights, it might be statement-based: all the thank yous, sorries, or little thoughts you may not have had the time to share during the day.

Quick, nightly audits ensure that nothing goes unsaid throughout the week, only to spill out on the weekends. Most importantly, they’re the best way to tend to your connection, without exhausting yourselves in the process.

Mark Travers, PhD, is a psychologist who specializes in relationships. He holds degrees from Cornell University and the University of Colorado Boulder. He is the lead psychologist at Awake Therapy, a telehealth company that provides online psychotherapy, counseling, and coaching. He is also the curator of the popular mental health and wellness website, Therapytips.org.

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There’s a sharp divide between what Gen Z values and what hiring managers are actually looking for.

My team at Becoming You Labs recently conducted a study using our values-assessment tool, The Values Bridge, which ranks 16 values using 100 behavioral questions. Since May, over 77,000 people have taken it. We then cross-referenced the study with a national survey of 2,100 hiring managers across industries like tech, consulting, banking, and professional services. (Read more about our research here.)

The disconnect was clear — and pretty stark: Gen Z’s top three values are self-care, authentic self-expression, and helping people. The people hiring them, on the other hand, are looking for employees who value achievement, learning, and hard work. When you cross-reference the two studies, only 2% of Gen Z shares their bosses’ priorities.

In response to the findings, one CEO said: “This explains exactly why we can’t hire.” A hospital executive put it more bluntly: “We are now hiring two or three new docs to replace a retiring one. They tell us we should not be expecting them to work hard because life as a cardiologist isn’t what it used to be.”

One head of HR summed all the comments up with the line: “This is crazy. And confirming.”

Gen Z’s response? Starkly different. One recent grad on TikTok: “Why would we want to live by Boomer values when their values ruined the world?” Another added: “Old people hate young people because our lives prove theirs were wasted. I’m not going to wish I worked more on my deathbed.”

The intensity of the debate didn’t shock me. I’ve watched this clash build for years — in classrooms and in boardrooms. Companies are frustrated. Young people are frustrated. And looming over it all? AI, threatening to replace the few entry-level jobs Gen Z already struggles to land.

Given this context, what’s an “unemployable” (as one WSJ headline put it) Gen Zer supposed to do? Nobody wants to suppress their values, and that’s understandable. But most people can’t go without work. Is there a way forward for the 98% of Gen Zers who put self-care, authenticity, and altruism above company success and career propulsion?

Here’s my advice for the vast majority of Gen Zers stuck in what probably feels like a very untenable place.

When I teach my class “Becoming You” at NYU Stern School of Business, I don’t let students self-report when it comes to their desire for wealth. The reason is simple: People rarely tell the truth about their relationship with money — to themselves and others — because there’s thought to be a faint stink off of wanting to be rich.

But you cannot make any sustainable career decisions without getting very honest about the number in your head. That is, the amount of money you want and need to feel, “That’s enough.” It could be “one good vacation a year,” as a student once put it, it could be as another admitted, “one private helicopter per kid.”

My research shows that 42% of Gen Z has affluence in their top five values, 35% consider it a moderate value, and 23% have it in their bottom five values.

Once you know where affluence ranks for you, you can make more thoughtful choices about whether to nudge yourself toward the 2% or not. After all, even with self-care as a top value, if wealth is close behind, something has to give. On the other hand, if wealth ranks No. 10 or even No. 16, a whole different world of work enters your realm of possibilities.

If you do not want to suppress your values, your best strategy is to find a company that supports the ones you already have.

Keep your eyes open for the published lists of businesses that are said to support employee well-being, authenticity, and giving back. Just know that these companies are often magnets for job-seekers. If you end up applying to one, make sure to level up with an excellent cover letter and top-notch resume.

Then there’s entrepreneurship. As a two-time founder myself, I know how grueling it can be. But if you have the right idea, with market fit and the stamina to match, creating your own workplace culture is the surest way to be able to live by your values.

I rarely suggest people try to change their values. It’s like changing your personality; it usually doesn’t stick. But if landing a job is an urgent priority, and affluence is a long-range one, you may choose to suppress your desire for wellbeing, balance, and authentic self-expression for a period of time and embrace achievement and workcentrism.

In other words, make like the Boomers and say hello to delayed gratification.

My word of warning, however, is if you follow this strategy, don’t dabble and don’t relitigate your decision daily. Instead, commit. And commit for long enough to see results. I recommend a full decade. Overnight success is a myth, even for those in the 2%.

How much you live by your values is one of the most personal, consequential choices you’ll ever make. That choice can shape your income, your sense of purpose, and the arc of your career. Approach it not with panic or resignation, but with the wisdom of your years — both the ones you’ve already lived and the many still ahead.

Suzy Welch is an award-winning NYU Stern School of Business professor, acclaimed researcher, popular podcaster and three-time NYT best-selling author, most recently with ”Becoming You: A Proven Method for Crafting Your Authentic Life and Career.” A graduate of Harvard University and Harvard Business School, Dr. Welch is a frequent guest of the Today Show and an op-ed contributor to the Wall Street Journal. She serves on the boards of public and private companies, and is the Director of the NYU | Stern Initiative on Purpose and Flourishing.

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As parents, it’s our job to give our kids the tools they need to face struggle without breaking.

I’ve studied over 200 parent-child relationships, and I’m a mother myself. My goal has always been to teach kids how to process hard feelings and move forward. Mentally strong kids know how to regulate their emotions, trust themselves, and rebound after setbacks. And that kind of strength is built at home, in the everyday moments between parent and child.

Here are seven things to avoid if you want to raise mentally strong kids.

Kids build resilience by learning that can get through tough situations. When you rush to fix every problem, you rob your child of resilience. Let them wrestle with discomfort while staying present as their safe base.

What to do: Clinical psychologist Dr. Lisa Damour says kids who regularly face age-appropriate challenges build stronger emotional regulation over time.

If your child forgets their homework, let them face the natural consequence instead of driving it to school for them. Then talk afterward about what they learned and how they can plan differently next time.

It’s okay to lose your temper sometimes. But parents who raise mentally strong kids don’t pretend like something didn’t happen — or blame the child for “making” them react.

Mental strength happens when you move through problems without destroying trust.

What to do: If you snapped at them, say: “I was stressed and took it out on you. I’m sorry.” Your child will learn that mistakes don’t end relationships, and that taking responsibility is strength.

This models what experts call “rupture and repair,” a foundational concept in connection and emotional intelligence.

Shutting down big feelings like anger or sadness teaches kids to fear their own emotions. Strength comes from knowing that hard feelings are manageable.

This is also where kids practice social resilience. If they know anger or sadness won’t destroy your bond, they’re more prepared to face rejection or conflict with peers.

What to do: When your child is upset, avoid saying, “You’re fine.” Instead say: “I know that really hurt. I’m here with you.” Your calm presence teaches them emotions aren’t emergencies.

A child who only feels valuable when they succeed will crumble under pressure. Mentally strong kids know their worth doesn’t depend on grades or trophies.

What to do: Studies show that perfectionism is rising in kids, which is linked to anxiety and burnout in adolescence.

After a poor grade, avoid saying, “You’re smarter than this.” Instead, say: “I’m proud of the effort you put in. Your grade doesn’t define you.”

Authoritarian parenting looks strong but breeds weakness. When kids never get a voice, they learn to either collapse or rebel. True strength grows when they’re invited into decisions, learning that their voice matters.

This is also how kids develop autonomy: They practice independence while staying connected to your guidance.

What to do: Research shows that giving kids a sense of control builds motivation and reduces power struggles. Let your child choose between two chores or help decide what’s for dinner. Small choices build confidence.

Some parents unknowingly expect kids to regulate their stress by comforting them. This emotional role reversal is damaging.

What to do: Instead of saying, “You’re making me sad,” try: “I’m feeling overwhelmed. I need a moment to calm down.” It’s not your child’s job to manage your nervous system.

Children raised to glorify productivity grow into burned-out adults. Show them that strength includes knowing when to pause, recharge, and value themselves beyond constant output.

When you demonstrate rest, you’re teaching body awareness: how to recognize stress signals and respond before burnout.

What to do: Say, “I’m going to rest for 20 minutes. Taking care of myself helps me feel better.”

Mental strength is all about helping kids face hard things, feel their feelings, take ownership, and rest — while knowing they’re deeply loved for who they are.

Reem Raouda is a leading voice in conscious parenting and the creator of FOUNDATIONS, a step-by-step guide that helps parents heal and become emotionally safe. She is widely recognized for her expertise in children’s emotional safety and for redefining what it means to raise emotionally healthy kids. Connect with her on Instagram.

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Most of us have to work, but life is far too short to have so much of it dominated by unhappiness or discontent. So I believe that everyone needs — and deserves — to be happy at work. 

I’m the CEO of an executive search firm, where we’ve interviewed more than 30,000 candidates. And as the author of “Work How You Are Wired: 12 Data-Driven Steps to Finding a Job You Love,” I surveyed about 7,000 people about their careers. Over the years, I’ve studied what makes people successful and happy — or struggling and miserable — at work. 

Here are the six keys to happiness at work:

Knowing your supervisor has your best interests in mind and having a good relationship with them can make an otherwise not-so-great job downright tolerable. 

A good boss knows you and your particular wiring, like whether you prefer to receive praise in public or privately in an email. Don’t make them guess what skills you’d like to develop or what management style works best for you. Instead, try to share the information they’ll need about you to support you. 

This will do one of two things: help a good boss become a great boss or let you know that your boss isn’t the right fit for you. 

When you’re not on the clock 24/7 and you feel like your time is actually your own, you’re much more likely to be happy during the time you are at work. 

But work-life balance looks different for different types of people. Are you the type to check work emails in between innings at your kid’s little league game in case something comes up (so it doesn’t worry you later)? Or do you shut your laptop at the end of the work day and let whatever happens be a tomorrow problem? 

Neither is right or wrong, but you’ll be happiest in a job that respects your style.

If your basic needs aren’t met in the form of a fair, living wage, you’re not going to be happy even if many other happy-at-work boxes are checked. 

You don’t need to be wired a certain way for this one. Everyone deserves to be paid what their work is worth. Doing your job because you love it is great, but you’ll burn out fast if you’re stressed financially. 

It can be a gamble in this economy, but smart employers know it generally costs more to replace you than to keep you. Ask for a raise if you think it’s fair. 

Being treated like a responsible adult who is capable of doing their work without micromanagement is a humane and respectful approach employers can take to make employees happier. 

The pandemic taught us that most people will do their best at work, even when they’re sitting at the dining room table. 

Ask for more autonomy and flexibility if you’re not getting enough. If your employer says no, it might be time to look for a similar position elsewhere that gives you a bit more credit. 

Having the chance to advance makes a person feel like they’ve got a future at their job, which makes them more content and confident.

Your boss might not be thinking about ways to grow your career. It’s up to you. Think about skills that could help you in your current role and the ones you want in the future, and find professional development opportunities to match. Many companies have budgets for these things — like tuition reimbursement benefits — so be sure to take advantage of that. 

Having a sense of purpose and believing in your work is a key component to workplace happiness. In fact, research says that it’s the most important workplace happiness factor.

We don’t all have to be out there on the front lines, teaching kindergarteners, running an emergency department, or fighting for the underprivileged in a nonprofit. Meaningful work looks different for everyone. As long as you believe what you’re doing is making some kind of difference, you’ll be happier. 

If you can’t see it right off the bat, I suggest zooming out a little bit. Find out how your role contributes to your company’s success and how that makes a positive impact on the world. If that doesn’t help, you might want to work toward finding a company or cause you believe in. 

And in the meantime, do your best to find meaningful “work” outside of work. Raising good humans, volunteering, and being a kind person can bring meaning to your life even if your work can’t right now.  

William Vanderbloemen is the author of ”Be The Unicorn: 12 Data Driven Habits That Separate the Best Leaders From the Rest″ and ”Work How You Are Wired: 12 Data-Driven Steps to Finding a Job You Love.” He is the founder and CEO of Vanderbloemen Search Group. Follow him on LinkedIn.

Want to be your own boss? Sign up for Smarter by CNBC Make It’s new online course, How To Start A Business: For First-Time Founders. Find step-by-step guidance for launching your first business, from testing your idea to growing your revenue. 

Taken and adapted from ”Work How You Are Wired″ by William Vanderbloemen. Copyright © 2025 William Vanderbloemen. Used by permission of HarperCollins Leadership, an imprint of HarperCollins Focus, LLC.