API-580 study help - Risk Based Inspection Professional Updated: 2023

• Employees who pursue professional development in their careers tend to have higher productivity and job satisfaction.
• Employers should create opportunities for formal and informal professional development.
• Some professional development programs include “lunch and learns,” internal mentorships, company or industry expert speakers and online programs.
• This article is for small business owners, HR managers and team leaders who want professional development ideas to help employees learn and grow.

It’s mutually beneficial for employees and employers when team members commit to growing their skills, broadening their knowledge and taking advantage of learning opportunities both inside and outside of the workplace. As an employer, encouraging professional development cannot only help you fill skills gaps in your workplace, but also support and elevate your employees to help get them where they want to go in their careers. That support translates to a happier workplace with more loyal employees, so it’s in every employer’s interest to encourage professional development whenever possible. 

This guide will help you better understand the concept of professional development, the benefits of creating a culture of ongoing development and how to implement career development plans in your workplace.

What is professional development?

Professional development is the ongoing process of improving one’s skills and knowledge to better perform in their existing role or to attain the skills needed to perform at a high level in a new role. It is a critical part of advancing one’s career and contributing more to a workplace as well as boosting morale, productivity and satisfaction. 

According to Steve Hawter, vice president of learning and development at The Learning Experience, professional development “controls an employee’s readiness for contributing to a company in new ways, whether the company adopts a new strategy, expands or needs change.”

To keep up with the rapid pace of change in the business world, employees must be encouraged and supported to seek refresher courses and accept new challenges. This doesn’t necessarily mean formal classroom instruction ― it could also mean on-the-job training for a new skill or role. As long as employees are engaged in continual learning and evolution, professional development is happening.

“It is less important to learn a Topic or skill than to be able to adapt to new and evolving workplace challenges,” said Nanette Miner, Ed.D., owner of The Training Doctor. “It is important not to remain a dinosaur in your industry to keep your job and remain valuable.”

Training vs. professional development

It’s important not to confuse training and professional development when working to implement a culture of ongoing growth in your workplace. Training is specific and related to an employee’s current role, whereas professional development is more holistic and helps support an employee’s ability to adapt to ever-changing situations at work. 

“Training fills in a gap, but development looks to the future and growth of the company and employee,” Hawter said.

Most companies provide training to new hires ― after all, it’s essential to help them perform their role effectively. Training is based on the needs of the organization at the time, so it is easy for most employers to prioritize training from the start. 

But many fail to offer professional development opportunities, which enable employees to think beyond their role into the future of both the organization and their own career. Professional development may seem far less immediate and pressing than training, but it is just as important.

In a healthy company, elements of training and professional development will both be present. Each should start from day one, according to Miner. 

“For company longevity, there should be a clear career path,” she said. “My overarching belief is that more money has to be invested in self-management, ethics, communication (written and verbal) and leadership skills.”

How can you encourage employee professional development?

As team members, your employees can work both individually and together to reach a common goal. The personal growth of each employee contributes to the success of the entire business.

According to Adrian Ridner, CEO and co-founder of Study.com, the acknowledgment of an employee’s talents and successes in fulfilling their job responsibilities builds their confidence, which increases employee retention and morale.

An Akumina study showed that millennials and Generation Z favor changing jobs frequently. Empowering employees, especially younger workers susceptible to job hopping, to succeed in their current roles and ultimately move up could reduce this turnover.

There are numerous ways for employees to pursue professional development. Follow these steps to find the program ― or combination of programs ― that works best for your team.

1. Consult employees about their developmental needs.

Addressing skill gaps among employees is essential for business owners and managers. You and your team managers or human resources representatives should meet with your employees regularly to discuss each one’s job performance and areas where professional development would benefit them and the company. The conversation should include suggestions for improvement, showing the employees that the company cares about them and their future.

Additionally, bouncing professional development ideas around the office empowers employees to play an important role in the program while encouraging personal and professional growth.

“Creating a culture of learning in the workplace is a shared responsibility,” Ridner said. He added that employees should feel free to suggest academic or professional development programs.

2. Form partnerships with other companies and industry speakers.

Businesses should consider forming partnerships or providing access to workplace education, such as online lessons and in-house training sessions, Ridner said. You could also turn to online industry offerings or connect with experts in your field.

3. Use technology to your advantage.

It’s crucial for employees to keep pace with societal and technological developments. Since rapid technology advancements impact most industries, professionals armed with diverse skills and abilities offer more flexibility and value to employers than those whose learning has stagnated.

“With the advent of technology and online learning, it’s easier and more inexpensive than ever to foster a culture of learning in the workplace,” Ridner said.

4. Create an internal mentorship program.

According to Ridner, employers should arrange brainstorming groups or mentorship programs to help staffers connect with one another. For example, Study.com organizes 24-hour “Rockethons,” during which the company forms small teams to discuss ideas, create prototypes, Strengthen tools and more. [Related article: How to Find a Mentor]

5. Start an ongoing lunch-and-learn program.

Get an expert speaker or knowledgeable team member to teach your employees in an informal lunch setting. The expert can present to the team and then employees can engage in a creative discussion with the expert, gaining front-row knowledge on a specific topic. This is a great monthly event that can help educate employees without taking up too much of their time. Many companies pay for lunch for the employees to eat while listening to the speakers, which gives staff an incentive to come and an even more positive association with the sessions.

6. Encourage active participation.

While some staffers welcome professional development opportunities, others might be reluctant. As an employer, you should encourage educational pursuits in and out of the workplace. You could also organize initiatives to stimulate new ideas.

Benefits of professional development programs

Many employers shy away from professional development programs, thinking they are unnecessary. However, there are several ways these programs can benefit not just your employees, but also your business.

Employee knowledge and advancement

Beyond the benefits of supplemental training for one’s job, professional development enhances an employee’s value and ensures they remain relevant in their career field, said Steve Smith, founder and CEO of GrowthSource Coaching. Professional development can also involve an employee becoming certified in a field complementary to their current position.

Development certification is one way for staffers to demonstrate they can perform bigger and better things, upping their value to their employers and the workforce in general.

“Becoming irrelevant is the fastest way to lose your job or, if [you own] a company, have your business decline,” Smith said.

Employee job satisfaction

According to Smith, many people pursue professional development to bolster their confidence in what they do at work, “which is a noble reason to continue to develop yourself.” This confidence can translate into higher overall job satisfaction, which in turn increases employee performance, productivity and morale.

Employee retention

Businesses that do not offer career-building educational opportunities for their staff tend to see greater employee turnover than those that do provide those resources. Miner said that disinterest correlates to “why companies are finding hiring and retention so hard. They are not investing in professional development and employees leave.”

Interesting, challenging and career-enhancing education is becoming an employee “expectation,” said Hawter. Companies that don’t invest in a culture that prioritizes educational training programs for their staff run the risk of losing them to employers that do.

Foundations of a strong professional development program

The key to a successful professional development program is motivating employees to engage with it and take charge of their own growth. Even the most impressive professional development program is destined to fail if a participant does not “buy into” the initiative, said Hawter. 

Every successful professional development program should have two characteristics. First, it must offer continual development. Second, it must allow employees to determine the pace and direction of their educational path. 

Consider the following characteristics as well if you’re aiming to create an effective development program for your team.

Continued microlearning opportunities

According to Hawter, “microlearning” is a big buzzword in the learning and development universe. Microlearning means an educational opportunity that focuses on small concepts.

One example of this niche learning is teaching a staffer how to connect with the mobile generation. 

In particular, that knowledge is all the more important since an ever-increasing number of millennials and Gen Zers work remotely. Because the modern workforce comprises three or four generations, a one-size-fits-all approach to employee enrichment is simply outdated, Hawter said.

Formal and informal learning opportunities

The availability of both formal and informal professional development opportunities is imperative in today’s modern workforce. Webinars and podcasts are examples of informal learning that deliver the participant total control over when they seek assistance. That is partly why informal professional development programs are more impactful when combined with formal offerings.

The best professional development programs are overseen by professional organizations, such as Dale Carnegie Training, because those workshops “focus on leadership,” said Smith. “Those programs are designed to teach new things but also provide game plans to help [companies] implement professional development in the workplace.”

Program follow-ups

Even companies that start with the best of intentions might stop fully supporting learning and development efforts over the long term, Smith said. Regular follow-ups are necessary to ensure employees are using everything they have learned to Strengthen their performance.

Hawter urges companies not to minimize the importance of employee development, largely because “PD ensures employees know of the company’s investment in them and demonstrates the company’s real concern” for their welfare.

Professional development helps everybody

Professional development is a win-win for both employers and employees. Employers get more engaged team members who feel supported and continually develop new skills that can benefit the company, while employees acquire knowledge and abilities that will help them take charge of their own careers and get to where they want to go. It all starts with crafting an effective professional development program and encouraging employees to participate. And with the insight in this guide, you’ll be able to do just that.

Tejas Vemparala and Skye Schooley also contributed to this article. Some source interviews were conducted for a previous version of this article.

With the work-from-home era in full swing, I’ve found that I still venture out every few days to do my job from a coffee shop. Something about the change of scenery is helpful and gets me in a working mood. It’s hard to live, work, eat, sleep, clean, study, and relax all in the same space; at some point, when you’re stuck in a single room, those things all kind of start to blend together and it becomes all too easy to check personal messages during study time or tidy up when you should be answering emails.

Sometimes, though, you can’t change the scene. If you live in a shared space and are confined to your bedroom or are in a dorm and the library is closed, you can’t just go somewhere else. Hell, you don’t always have the time or energy to go somewhere else. You can still compartmentalize: by simply changing your clothes.

The benefits of compartmentalizing

The idea of compartmentalizing involves focusing on only one thing at a time, ideally in different settings. The advent of online classes and working from home has been great for so many reasons—but it really killed our ability to associate different locations with specific tasks.

Finding a way to compartmentalize is important, but it can be as easy as doing your job from your kitchen table and your homework from your bedroom. Whatever helps you change the setting just a bit to get your brain into “work” or “study” mode. But again, that’s just not always possible.

How changing your clothes can help you compartmentalize

During the pandemic, career advice sites were full of articles insisting you should still “get dressed” for work hours. Without taking it to an extreme, that’s actually a pretty good idea, even if it seemed offensive at the time to consider putting on real-deal business casual when the world was in pandemonium and there were seemingly more important things to think about. No, you don’t have to put on itchy nylons or stiff pants, but when you stay in your sweats from morning until night, you may find you have a lazier type of day.

The exam Study Expert says that changing your clothes helps mark the transition between different tasks, so if you have to study for something big, consider having a designated outfit in which to do so. I recommend a “study sweatshirt”—really, just use a hoodie from your school. If you put this on at the same time every day and then get to work, your brain will start to associate that outfit change and time period with studying, even if you don’t alter anything else about your setting. Per USA Today, fashion psychologists say that people attach sentimental meanings to their clothing, even without realizing it.

There’s even a science-y term for this phenomenon: enclothed cognition. A study in 2012 involved giving participants a white lab coat, but telling half of them it was a painter’s jacket and the other half it was a doctor’s coat. The people who thought they were in a doctor’s coat had more sustained attention during tasks.

The researchers there found that the symbolic meaning and the experience of wearing the clothing played a role in the participants’ productivity and attention span, so you have to stick with this for it to be helpful. The repetition of putting on your “study sweatshirt” is just as important as designating the sweatshirt in the first place. Don’t wear the study sweatshirt for anything else or at any other time of day. When study time rolls around, that’s when you break it out. In no time, you’ll be as dedicated to your work as those people in the doctors’ coats.

Too little, too late. Or really, still too much and also too late. That's the sentiment among startup founders and indie developers when it comes to Twitter's newly announced API plans meant for startups.

On Thursday, Twitter announced a new paid API subscription tier called Twitter API Pro that the company claims is meant for "startups." 

"Experiment, build, and scale your business with 1M Tweets per month, including our powerful real-time Filtered/Stream and Full Archive Search endpoints," the official Twitter Dev account tweeted when announcing the plan.

The cost of this new supposedly startup-friendly API plan? A whopping $5,000 per month.

Many did not take this new "more affordable" pricing tier news well. 

"I don't know who this plan is for," tweeted one Twitter user.

"Idk what kind of 'startup' you think wants to spend 5x the cost of their entire infrastructure on your overpriced data," tweeted another.

New API plan won't revive what Twitter killed

Developers have been waiting with bated breath for months now, after Elon Musk acquired the company and decided to end free API access and started charging a minimum of $42,000 per month for Enterprise access. The company also unveiled a $100 per month plan at the time, meant for "students" and "hobbyists," but most developers found that tier so limiting that they couldn't run their apps using it.

Twitter first announced the API pricing changes back in February. Then, more than two months ago, the company started shutting off access and forcing the paid subscription plans.

Developers had tried to reason with Twitter, using the platform to explain how this new model will kill the third-party ecosystem. One private Slack group for Twitter app creators quickly grew to nearly 900 members. According to multiple developers in that chat, they had personally reached out to Twitter and tried to negotiate a model that could work for both parties.

Twitter wouldn't budge. The entry point for API access was $42,000.

So, many were left with a choice: somehow pay at least $42,000 per month to Twitter or close up shop. Very few third-party Twitter-based platforms were making enough money to even afford that pricing, so many indie developers and founders were forced to choose the latter.

"Twitter announced its PRO API plan," tweeted founder Maxime Dupré, who had to severely alter his Twitter-based app after the API changes. "Too bad they killed 99% of the Twitter apps before announcing it."

Others shared similar experiences in the replies to @TwitterDev.

"Too late…we’ve already canceled our twitter services," replied one user to Twitter's new API announcement.

One indie developer, Tony Dinh was in the midst of successfully growing his Twitter app, BlackMagic.so, when Twitter changed the API terms. Even though he was making tens of thousands of dollars per month from subscriptions, he would have still been operating at a loss under the $42,000 per month API plan. So, he sold his app earlier this month.

"Already sold @blackmagic_so ?," tweeted Dinh upon hearing the news about the API Pro plan. "Well, at least I did what I thought was the most responsible thing I could do at the time as a business owner ????"

So, while there's likely a sliver of app creators who will benefit from this new $5,000 per month plan, most are still left in the lurch. Those who could've made it work had to reconfigure their plans and moved on months ago. Others are still priced out. 

"The only people this helps are the apps who can now safely downgrade from $42k/m," tweeted Dan Rowden, a developer who had to completely alter the direction of his Twitter analytics startup. "Still no plans that indie makers or brand new tools can use. This doesn't help the ecosystem."

Twitter API model a mess at every price point

Twitter's new exorbitantly-priced API model has caused quite a few headaches for the company as well as its former clients. 

A new report from The Independent found that researchers who once paid for an academic tier of API pricing, which no longer exists, are being told to pay up for the new $42,000 tier or delete the data they had received from when they were a paying subscriber. Twitter was even forcing the fee upon public service and public safety accounts like the National Weather Service and the MTA, before the blowback forced them to reverse course on charging for those specific use cases. Even bigger companies like Microsoft, Intercom, and WordPress' parent company Automattic decided to pass on Twitter's new pricing structure for API access and removed Twitter integrations from its platforms.

At this stage, Twitter has to do more than just find the sweet spot in pricing for all the various types of users of its API. It will need to rebuild trust with developers, so that they don't waste precious time and resources on building for a platform that's going to just turn on them again. And based on how many of these indie developers and founders feel, it may be too late for Twitter to do so.

Ahead of this year’s Global Accessibility Awareness Day, San Jose-based Adobe on Wednesday revealed the all-new Adobe PDF Accessibility Auto-Tag API. In a press release, the company said the tool is powered by its artificial intelligence and machine learning framework, Sensei.

The company claims the Auto-Tag API “can help organizations save hours, days, or even weeks of time and millions of dollars—all while improving legal compliance and providing better employee and customer experiences.” They noted the historical precedent, saying the process for making PDFs accessible has conventionally been an arduous one requiring lots of time and training. “Early adopters of Adobe’s new API are now automating 70–100% of the process and cutting the amount of time required to make each file fully accessible by up to 100%. The new API’s impact is especially powerful when it comes to complex documents,” Adobe wrote of the tool’s benefits. “For example, before using the new Adobe API, a global financial firm spent more than 9 hours to make each individual presentation slide deck accessible. With Adobe’s new API, the firm has automated 70–80% of that process.”

“From complex legal agreements and contracts to mortgage documents and school permission slips—making digital documents accessible to as many people as possible is both the right thing to do as well as a legal and business imperative for companies that want to compete globally,” Todd Gerber, vice president of product marketing for Adobe Document Cloud, said in a statement included in the company’s press release. “With Adobe’s decade of experience responsibly developing and deploying AI, we’re excited to introduce new AI-powered features that can help organizations scale access and understanding for everyone.”

According to Adobe, the Auto-Tag API works by leveraging the aforementioned Sensei technology to “automate and scale the process of tagging PDF content structures.” As the company explains, the Auto-Tag API “‘tags,’ or identifies, structures including headings, paragraphs, lists and tables—indicating the correct memorizing order for assistive technologies like screen readers.” The software enables people who are blind or have low vision, for instance, to more easily access digital documents. Moreover, for developers, they are able to “quickly apply the API to large backlogs of existing PDFs, saving time and budget while also helping their companies comply with the latest accessibility regulations.”

In an interview with me conducted by email earlier this week, Rob Haverty explained there are an estimated three trillion PDFs floating around the world—a sobering 90% of which are largely inaccessible to disabled people. Haverty, who works as a senior product manager for accessibility at Adobe, told me the company believes its API will work wonders in “[helping] deliver everyone the ability to make PDFs more accessible.” He reiterated the classical methods for making accessible PDFs are tedious and time-consuming, adding Auto-Tag helps people save “hours, days, or even weeks of time and millions of dollars creating accessible PDFs, while helping Strengthen legal compliance.”

Haverty said disabled people need accessible PDF documents.

“Our conversations with the disability community have told us that, for years, they’ve felt like they are often excluded from participating in our digital economy because of the lack of accessible products, services, and content,” he said. “We created the digital document category with PDF and have worked to ensure that accessibility is part of the open standard’s DNA for nearly 30 years. The new API is another example of how we are elevating PDF accessibility [for everyone] through community collaboration.”

The Auto-Tag API is yet one more example of AI reshaping the world.

“AI is taking what used to be a manual, time-consuming process and replaces it with automation, enabling companies to make PDFs accessible at scale and helping individuals with disabilities more easily navigate PDFs,” Haverty said of AI’s application here. “The API is powered by our AI and machine learning framework, Adobe Sensei, automating and scaling the process of tagging PDF content structures including headings, paragraphs, lists and tables, as well as indicating the correct memorizing order for assistive technologies like screen readers.”

Aside from the Auto-Tag API, Adobe announced two other accessibility features. The first, called the PDF Accessibility Checker, will be available in Acrobat via API. Adobe says the software was built to “enable organizations to quickly and easily evaluate the accessibility of existing PDFs at scale.” The second new feature, Auto-Tag in Acrobat Reader, will, Adobe says, “give existing Reader customers a more accessible viewing experience right within the application at no additional cost, and without the need for separate plug-ins or downloads.”

PDF Accessibility Checker and Auto-Tag in Acrobat will ship “this fall.”

The size of the global market for professional services automation software was anticipated to be US$ 12,038.66 million in 2023 and is predicted to increase to US$ 35,754.17 million by 2033. Over the analysis period, a CAGR of 11.5% is predicted for this market.

The demand for process automation is increasing as firms digitise and automate more of their activities. Throughout the projected period, rising demand for automation services and a drop in overall costs are anticipated to propel PSA software market expansion. By doing this, professional service businesses will experience an increase in operational productivity in terms of income.

The demand for scalable and adaptable professional services is likely to increase, as is the desire for sophisticated mobility services among consultants. Additionally, this software promotes market expansion by raising profit margins, automating a variety of time-consuming operations, and facilitating effective communication among internal stakeholders.

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Teams may collaborate and complete tasks and projects more effectively with the help of a centralised platform that PSA solutions provide them access to. Professional services automation solutions deliver teams the chance to monitor resources, project status, and expenses all in one location, in addition to keeping stakeholders informed and facilitating prompt decision-making.

Key Takeaways from Market Study

• The professional services automation software market is expected to record a CAGR of 11.5% over the forecast period.
• It is estimated that the professional services automation software market in North America may remain strong during the forecast period.
• The technology segment acquired a significant market share, valued at US$ 5,018.22 million during the forecast period.
• On-premise PSA software deployments are expected to account for a significant share of the market in 2023, representing around 51%.
• It is expected that the market in India may demonstrate a considerable level of growth by 2033.

Competitive Landscape:

The growth potential of the professional services automation software market is likely to be supported by irreplaceable value propositions in product offerings. A moderately fragmented market is served by several local companies. Companies use a variety of strategies to gain market share, including investments, partnerships, acquisitions, and mergers. Companies also strive to Strengthen their products and keep them competitive.

Several prominent companies dominate this market, including Autotask Corporation, BMC Software, Inc., ConnectWise, Inc., Deltek, Inc., FinancialForce.com, Kimble Apps, Microsoft Corporation, NetSuite OpenAir, Inc., Oracle Corporation, Planview, and others.

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Recent Developments:

• Singapore-based FinTech Global Direct has launched a blockchain platform to address global B2B transaction challenges, which typically take six days to complete. Features include ticketing for tour operators, rewards management, and alternate currency payment gateways.
• In March 2022, ProductDossier Solutions announced that several companies had implemented TouchBase, its software for professional services automation. The companies are Tiger Analytics, Aujas Cyber Security, Hical Technologies, and Tata Communications.
• In February 2020, Clarizen, a software company focused on enterprise collaborative work management, became a McAfee CASB Connect Partner via self-service API connectors for McAfee® MVISION Cloud.

Market Segmentation by Category

By Application Outlook:

• Consulting Firms
• Marketing and Communication Firms
• Technology Companies
• Architecture, and Construction Firms
• Research Firms
• Accounting Firms
• Others

By Deployment Outlook:

By Region Outlook:

• North America
• Latin America
• Europe
• The Middle East and Africa
• East Asia

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Future Market Insights, Inc. (ESOMAR certified, Stevie Award – recipient market research organization and a member of Greater New York Chamber of Commerce) provides in-depth insights into governing factors elevating the demand in the market. It discloses opportunities that will favor the market growth in various segments on the basis of Source, Application, Sales Channel and End Use over the next 10-years.

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To the long list of the benefits of physical activity, researchers have just added one more thing: a greater ability to handle pain.

A accurate study published in the journal PLOS One found that regular exercise is an effective way to reduce or prevent chronic pain without the use of medication.

"The main takeaway is that engaging in habitual physical activity in your leisure time seems to be connected with your pain tolerance — the more active you are, the higher your tolerance is likely to be," Anders Pedersen Årnes, the lead author from the University Hospital of North Norway, told Fox News Digital in an email.

ASTHMA AND ECZEMA COULD INCREASE RISK OF OSTEOARTHRITIS, STUDY FINDS

Researchers analyzed a sample of 10,732 participants from the Tromsø study, Norway’s largest population study. 

The participants completed questionnaires to report their level of physical activity (sedentary, light, moderate or vigorous).

Pain tolerance was measured using the cold pressor test (CPT), which is when people's hands are immersed in ice water between 32 and 41 degrees Fahrenheit to see how long they can endure it. 

The study was repeated twice, seven to eight years apart.

The higher the total activity levels, the greater the person’s pain tolerance.

In evaluating the results, the researchers found that for both rounds, any activity level was better than being sedentary in terms of pain tolerance.

FOR ACUTE LOWER BACK PAIN, THESE ARE THE BEST MEDICATIONS, NEW STUDY FINDS

"Secondly, there were indications that both total amount of physical activity over time, as well as the direction of change in activity level over time, [impacts] how high pain tolerance is," Årnes said.

The higher the total activity levels, the greater the person’s pain tolerance.

"We found large effects for the most active versus the least active participants — close to 60 seconds tolerance on average for the sedentary group versus above 80 seconds tolerance for the most active participants," Årnes said. 

The results were consistent for those who were already experiencing chronic pain, the researchers were surprised to discover.

"Chronic pain did not seem to diminish the effect of physical activity on pain tolerance, which appeared just as strong for those with pain as for those without," Årnes said.

"We expected to see smaller effects for women, but that was not the case here."

Another surprise was that no difference was seen between women and men. 

"We expected to see smaller effects for women, but that was not the case here," the researcher said. 

This was an observational study, Årnes pointed out — researchers were looking at averages for groups of the population in general.

Additionally, because the exercise levels were self-reported, there was the potential for some degree of bias or inaccuracy.

"We would not use these results to predict pain tolerance for small, clinical subpopulations," he said.   

This wasn’t the first research to examine the relationship between exercise and pain tolerance. 

"Increasing your physical activity level could do you a lot of good."

In a 2017 study led by Southeastern Louisiana University, published in the Journal of Sports Science and Medicine, 24 college-age students showed a higher threshold for pain after participating in two sessions of strength training and circuit training.

LIFE-CHANGING COLD THERAPY HELPS PENNSYLVANIA MOM WITH AWFUL BACK PAIN: 'COULD PICK UP MY DAUGHTER' AGAIN

And in 2020, an Australian study published in the journal BMC Musculoskeletal Disorders evaluated nearly 600 participants who suffered from chronic musculoskeletal pain.

Those who did regular aerobic physical activity, including walking or cycling, experienced higher pain thresholds, researchers from Monash University found. 

While additional research is needed, Årnes said the findings from the accurate Norwegian study established that every additional bit of activity could help Strengthen pain tolerance, which has been suggested to protect against chronic pain.

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"You don’t have to perform as a top-tier athlete to enjoy the benefits of it," he added. 

"The most important thing is that you do something — and increasing your physical activity level could do you a lot of good."

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During 2021, nearly 21% of U.S. adults (51.6 million people) experienced chronic pain, according to the Centers for Disease Control and Prevention (CDC).

Beyond higher pain tolerance, regular physical activity has many other benefits. 

Those include weight management, improved heart health, lower risk of cancer, stronger bones and muscles, greater longevity and increased ability to perform daily functions, per the CDC.