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  • 06/23/2016 10:49 AM | Anonymous member (Administrator)

    Patty CiscoOn a scale of 1-3 (3 being the highest) how would you rate your average daily stress level at work?   Consider this, The European Agency for Safety and Health found that 550 million working days are lost every year in the U.S. from stress related time off. That statistic certainly gave me reason to pause and consider the impact that stress has on the management of my time and productivity at work.

    Effects of Work Stress

    Stress could be the root cause of serious health issues. According to stress management expert Deepak Chopra, extended stress has a detrimental effect on physical health because the body enters a "fight or flight" state and neglects other vital basic bodily functions like digestion.

    Stress also negatively impacts the alertness of the mind, and leads to a drowsy, non-productive state when the burst of adrenaline wears off. If you are under constant stress at work, you’re likely to be unhappy and less productive, which in turn affects your ability to manage your time.

    Stress Reduction Means Time Gained

    Everyone could probably benefit from a few simple adjustments at work to reduce stress and improve time management.  Here are a few quick tips I’ve found helpful:

    1.      Stand & stretch often. (I love my standing desk!)

    2.      Take mini walks outside in the fresh air and sunshine (even when it’s cold).

    3.      Don’t forget to drink water (not pop).

    4.      Identify a stress free place at work and use it when you need to decompress.

    5.      Don’t complain at work.  Find a trusted source to vent with outside of work and then let it go-don’t dwell on it.

    6.      Sit up straight and watch your posture. When we sit compacted or hunched over, we feel more stressed and less powerful. 

    7.      Eat frequent healthy mini meals instead of a heavy lunch.

    8.      Laugh a lot!

    9.      Keep what’s most important in your life the priority and keep everything else in perspective.

    10.  Start your day early with meditation or prayer.

    Final Thoughts

    We all have different stress triggers.  Be aware of what yours are at work and develop a plan to manage them and increase your productivity. Not only will you feel better, but I can assure you others will notice the change in your behavior as well!  Probably both at work and home.

    Author Bio

    As founder of Marketing Essentials, Patty’s continual quest and drive for helping businesses grow is her passion. With over 30 years of strategic business management and leadership experience, she is known as a catalyst and understands the challenges CEO’s and Marketing Directors face in executing inbound digital marketing & sales strategies that yield results. No surprise you will find her feeding her hunger for lifelong learning with a good book and latte!

    Patty Cisco, MBA, Principal

    Marketing Essentials

  • 05/25/2016 9:20 AM | Anonymous member (Administrator)


    We’ve all experienced.  That coworker, employee, or vendor  that sucks the life right out of you.  Perhaps their chatty, needy or simply have habits that annoy you, yet what you don’t realize is how much time from your day it takes to manage this person..   So instead we keep our frustration to ourselves or share it on the side with our peers.  Again time wasters!  So what’s the solution?

    Be Bold. Be Honest.

    I really never gave thought to this situation affecting my ability to manage my time, until I read the blog by Caroline Webb, How to Tell a Coworker They're Annoying You.

    Caroline says that it makes sense that whenever we’re working closely with other people, it’s easy for tensions to arise thanks to differences in personal styles and priorities. When they do, we have a choice: should we raise the issue, or keep quiet? Many of us bite our tongue, worrying that speaking up will harm an important relationship.

    But research suggests that letting something simmer can make things worse, for several reasons. When we’re stressed, our brain tends to mount a defensive “fight-flight-or-freeze” response—during which there’s reduced activity in brain areas. And trying to suppress our irritation has been found to make our brain’s defensive response more pronounced rather than less. So chanting “I’m fine” repeatedly is unlikely to get us back onto an even keel.
    Our supposedly hidden emotions are also strangely contagious. Psychologists have found that one person in a negative mood transmits their angst to others nearby within five minutes—even when they aren’t speaking to each other or working together. So your colleague will be subconsciously picking up your disapproving signals, whether you mean for them to read your mind or not.

    The good news is that there is a safe way to raise difficult issues with a colleague, even in awkward hierarchical situations—one that helps to keep both your brains from going on the defensive and that helps you set a positive tone for the conversation. According to Carolyn here’s how it works:

    Step 0: Set a collaborative intention.
    Before the conversation, ask yourself: “What outcome do I really want for my relationship with this person?”
    Early in my career, I had a boss who kept rewriting my work. Sometimes he twisted the syntax so badly that the sentences became difficult to understand, and his micromanagement was making me feel like a sulky teenager. I felt I had to say something. Without pausing to think about my intention for the conversation, my unspoken goal would have been: “make [damn] sure he realizes he’s driving me nuts!” That would have kept my brain firmly in “fight” mode. But five seconds of reflection led me to set a more collegiate goal: “find out why he’s doing what he’s doing, and figure out how to work together more effectively.” If emotions are contagious, that was going to be a much better vibe to radiate.

    Step 1: Ask permission.
    Don’t just launch into your spiel. Say something like: “Our working relationship is important to me, and there’s something on my mind—can I talk to you about it?” If it’s a bad time, you don’t want to choose this moment for your chat; if it’s a good time, you’ve signaled your collaborative intent.

    Step 2: Describe the “true facts.”
    The trick here is to pick one specific incident and describe what I call the “true facts”: the things you know for sure, stripped of emotion, interpretation, or generalization.  For me, that meant not saying things like “Your edits suck” or “You’re not giving me enough space.” These statements are debatable, because the other person can say “That’s not true.” And because they’re so broadly critical, they’re more likely to put your colleague’s brain on the defensive—meaning they won’t be at their most expansive and generous as they respond. Instead, aim for something that feels more like “What I noticed was [fact, fact, fact].” Be as precise and concrete as you can, even if you think there’s a big issue at stake. In my case, I said: “I noticed that in the last presentation, you rewrote the headings on fourteen of the twenty slides. The sentences got longer and less to-the-point.”

    Step 3: Say how the “true facts” made you feel, and why this matters to you.
    Just like the “true facts,” your feelings aren’t disputable, and describing them explains why you’re raising the issue. Research has also found that you lower your stress levels when you carefully label your emotions. So I said: “That made me feel worried that I’m not understanding what you want from me.” Here, it helps not to use aggressive language. I was angry, for sure—but when I asked myself what deeper fear was underneath that anger, I realized it was a genuine worry that I was falling short. It also helps to add a sincere explanation of why this matters to you, to convey that this isn’t about you whining. It doesn’t have to be complicated. I simply said: “And I care about doing a good job.”

    Step 4: Ask for their perspective.
    When we’ve built up our courage to broach a difficult topic, it’s easy to forget that we may not have the whole picture. In fact, we rarely do; we all suffer from a phenomenon known to scientists as “selective attention.” So make sure to ask: “What’s your perspective on this?” Pay real attention to their answer, even if you disagree. The idea is to understand what lies behind their behavior, to give you a better idea of how to solve the problem. In my case, it became clear that my manager’s goal had been to add what he called “more nuance” to my rather black-and-white messages. He wasn’t a skilled writer, so his edits weren’t very effective. But once I understood his aim, I could better see how to meet both his needs and mine.

    Step 5: Do some joint problem solving.
    Finally, decide together how to improve the situation. Try asking them for their thoughts on this first, before building on their suggestions. This isn’t about caving in to hierarchy; it’s because research shows that people feel far more attachment to any idea that they’ve had a hand in shaping. So before I said “okay, here’s what I’ll do differently in the future, and here’s how I’d like to get input from you,” it paid dividends for me to ask: “what can I do to introduce more of the subtlety you’re missing?”

    Closing Thoughts
    It’s amazing when we take a step back and really take an insightful look at our day what things we may find that are time suckers that we never even realized.   With the varying degrees of personalities, responsibilities and simply overall stress in the workplace, it is difficult to manage our feelings when working with others that annoy us.  However taking a proactive approach to managing the relationship not only promotes a positive atmosphere, it also frees up time in your day to focus on the priority things on your list.  I loved Caroline’s advice and put it to good use immediately! Share tips you find helpful to address working with annoying people.

    Resource:
    Caroline Webb is the author of How to Have a Good Day: Harness the Power of Behavioral Science to Transform Your Working Life. She is also CEO of coaching firm Sevenshift, and a Senior Adviser to McKinsey & Company.

    About Our Authors
    As an OEM Sales Service Representative for B. Braun Medical for over 10 years, Kristy Spairana is known for her strong leadership and team building skills among her peers. Her vast knowledge in areas of production and sales service makes her a valuable resource and asset in building and maintaining relationships with clients.  She loves to learn and is completing her Bachelor's Degree in Business Administration. Kristy thrives on personal development and finding new approaches to business management and shares her knowledge with others via her personal blog!
    Kristy L. Spairana , OEM Sales Service Representative
    B.Braun OEM Division 

    As founder of Marketing Essentials, Patty’s continual quest and drive for helping businesses grow is her passion. With over 30 years of strategic business management and leadership experience, she is known as a catalyst and understands the challenges CEO’s and Marketing Directors face in executing inbound digital marketing & sales strategies that yield results. No surprise you will find her feeding her hunger for lifelong learning with a good book and latte!
    Patty Cisco, MBA, Principal
    Marketing Essentials


  • 05/18/2016 1:00 PM | Anonymous member (Administrator)

    A Review of a Recent PWH Webinar - By Enid Oquendo, Seneca MedicalEnid Oquendo

    How to be a great leader without compromising your health, wellness and joy, presented by Dr. Suzie Carmack.

    What does well-being mean to you?

    Think about it, write it down, reflect on it

    Do any of these sound like you?

    I take work home frequently.

    I can ask for help but only if the situation is serious.

    In relationships, it is easier for me to give than to receive.

    It is important to put people at ease.

    I often feel used up at the end of the day.

    When I say no, I feel guilty.

    I am uncomfortable when others do not see me as being strong and self-sufficient.

    Work dominates much of my life.

    When does doing good for others, stop being good for you?

    ·        How do we balance our own well-being with the well-being of our team?

    ·        When does our drive to perform well as a leader become a health risk- - or even a disparity?

    ·        Can taking care of our well-being become an issue of safety and concern- for our own well-being and our organization?

    Its time to think about our well-being.  Lets put it into perspective

    Well-Being Summary- WB is conceptualized differently by each individual, making it hard to define and evaluate.  There is tension between what is good for us (longevity) and what feels good (quality of life).  Subjective (self) and Objective (other) evaluation of well-being matters. 

    Compassion Fatigue 101:  We have all been here before and may still be here.not knowing that Caring too much can hurt.  When caregivers focus on others without practicing self-care, destructive behaviors can surface.  Apathy, isolation, bottled up emotions and substance abuse head a long list of symptoms associated with the secondary traumatic stress disorder now labeled: Compassion Fatigue.                                                              

    How does this happen?

    We humans are happy when we help others.

    (Social support = Well-being)

    You are happy when you fulfill your meaning and purpose in your work as a healer. 

    (Meaning and Purpose = Well-being)

    Positive reinforcement from the world (which values high performance at all costs)

     = Super-charged Outflow

    OUTFLOW MUST BE BALANCED WITH INFLOW-UNLESS YOU ARE A SUPER-HERO

    Dr. Carmacks Ultimatum - the 3 Ss:  

    Self-Care Daily, Social Support Weekly, Services Monthly

    Self-Care Daily- means to mobilize and move, eat well, sleep, digital detox, mindfulness (Gratitude), non-work endeavors.  Social Support Weekly: spend time with friends and family, buddy system, peer support.  Services Monthly:  work on your relationships, mind and body, legal, financial, medical, career

    Lets Get Started!  YOUR WELL-BEING ULTIMATUM

    Create a Step 1 through 10 Step-process- This is your New Business Plan- Write the following steps down, be the author of your life-

    Step 1- Vision Statement for your life and well-being.
    Step 2- Mission Statement
    Step 3- SWOT Analysis
    Step 4- OWB-SWAT Analysis
    Step 5- SWB Stakeholder Analysis
    Step 6- Annual Goals
    Step 7- Monthly Goals
    Step 8- Weekly Practices
    Step 9- Daily Practices
    Step 10- The Well-Being Ultimatum Contract.   

    Now lets get to work!

    Reflection- Dr. Carmacks webinar opens the door to what I often call for a soul searching activity.  I knew I had some difficulties balancing my well-being, but I didnt know how deep I was into the hole.  So, I started to work on my 10- Steps Ultimatum Plan, created a plan to get the balance right, to get centered.  That includes posting the plan in my kitchen to remind myself every day that I have a plan now.  Factor in all that is important in my life to continue moving towards my career goal.  My biggest learning was the importance on working through all that has an impact to help reach my highest potential.  Without having a healthy well-being life, I would only be getting deeper into the hole.  Just a matter of time!  So, lets climb up, design the plan, and lets get to work!

    Stay in touch with Dr. Suzie Carmack,   PhD, MFA, MEd, ERYT, PMA -CPT Dr. Suzie Carmack

    Amazon, Twitter, Facebook.

    Email: letsgetcentered@gmail.com


  • 05/10/2016 2:54 PM | Anonymous member (Administrator)


    Kristy L. Spairana“Don’t say you don’t have enough time. You have exactly the same number of hours per day that were given to Helen Keller, Pasteur, Michaelangelo, Mother Teresa, Leonardo da Vinci, Thomas Jefferson, and Albert Einstein.” ― H. Jackson Brown Jr.

    If you’re like me, every day you are faced with a long list of tasks to do.  Perhaps you created your task list, or maybe the list was assigned to you. Your list of tasks is so long that it’s overwhelming. You can never completely wipe out your list because it continues to grow every day.  Sound familiar?Patty Cisco

    Zen Habits to Simplify!

    Perhaps it’s time for a bit of spring cleaning on your list.  By simplifying your list down to the barest of essentials, you can eliminate the need for complex planning systems. Sounds heavenly. Let’s get started with a few of my favorite
    Zen Habits:


    Big Rocks (Only I call them my ugly frogs). During your weekly review, figure out the most important tasks that you’d like to accomplish over the next week. Those are your Big Rocks (or ugly frogs). Now place them on your schedule, first thing in the day, on different days of the upcoming week. Make those the most important tasks each day, and do them first — don’t let them be pushed back to the end of the day.

    Eliminate.
    Take a few minutes to review your task and project lists, and see how much you can simplify them. Make it a challenge. See if you can cut it in half! If you’ve got 50 items, cut it down to 25. Then try to cut it even further a few days later. How do you eliminate tasks? Sometimes a task gets old and isn’t necessary anymore. Cross those out. Sometimes a task can be delegated. Do that, and cross it out.

    Know what’s essential. How do you know what’s essential? By knowing what your main goal is, and other goals if necessary. You really should focus on one goal at a time, but if you want to do 2 or 3, that’s OK too. Just don’t do 10 goals or anything. Those goals should be your essential projects. Any smaller tasks are essential if they help you accomplish those goals, and not essential if they’re not related.

    Simplify your commitments. How many projects are you committed to? How many extracurricular stuff do you do? You can’t do it all. You need to learn to say no, and value your time. And if you’ve already said yes, it’s still possible to say no. Just be honest with people and tell them that you have a high number of urgent projects to complete and cannot commit to this any longer. Slowly, you can eliminate your commitments to a very small number — only have those commitments in your life that really give you joy and value.

    Simplify your information stream.
    Review your RSS feeds and email subscriptions as well as the number of non-essentials emails you feel you need to respond to. Evaluate where and how you receive your information; newspaper, television or magazine. Simplify the inputs into your life, and you can simplify the outputs.

    Closing Thoughts
    If we take a step back and evaluate what our schedules look like over the course of a month or maybe even a week, we’ll find our lives are full of excess. When we can identify that excess and remove it, we become more and more in touch with what is significant and what deserves our time. Give Zen Habits a try!

    About Our Authors

    As an OEM Sales Service Representative for B. Braun Medical for over 10 years, Kristy Spairana is known for her strong leadership and team building skills among her peers. Her vast knowledge in areas of production and sales service makes her a valuable resource and asset in building and maintaining relationships with clients.  She loves to learn and is completing her Bachelor's Degree in Business Administration. Kristy thrives on personal development and finding new approaches to business management and shares her knowledge with others via her personal blog!
    Kristy L. Spairana , OEM Sales Service Representative
    B.Braun OEM Division 

    As founder of Marketing Essentials, Patty’s continual quest and drive for helping businesses grow is her passion. With over 30 years of strategic business management and leadership experience, she is known as a catalyst and understands the challenges CEO’s and Marketing Directors face in executing inbound digital marketing & sales strategies that yield results. No surprise you will find her feeding her hunger for lifelong learning with a good book and latte!
    Patty Cisco, MBA, Principal
    Marketing Essentials

  • 04/29/2016 3:48 PM | Anonymous member (Administrator)

    Patty Cisco“I don’t have enough time in my day!  Where does my time go?”

    Recently PWH members participated in an online survey to help the blog committee identify areas members were challenged with at work in order to determine blog content that they would find beneficial. Time management was the number 1 challenge!

    To assist our members in addressing this area, over the course of the next few weeks, you will be receiving a quick time management tip every Tuesday-Tuesday Time Tips! 

    No Time?  Join the Club.Kristy Spairana

    Everyone has the same 24 hours in their day.  The question becomes how are you using those hours?

    According to the Bureau of Labor Statistics, Americans spend an average 7.6 hours per day working and 2.5 hours per day doing household activities.

    On top of this, if you have children under 6 years of age, the average American spends an additional 2 hours on childcare.

    This means that over half of your day is gone, with over 12 hours a day devoted to working, household and caring activities. Then there is the time for sleeping (an average of 8.6 hours) and eating.

    No wonder that you feel pressured by time, with never enough time to do things that you want to do.

    In addition, according to Dr. Donald E. Wetmore, 80% of employees do not want to go to work on Monday morning. By Friday, the rate only drops to 60%.  Definitely an indication that time management is important to ensure you want to get up and go to work and enjoy what you do.

    Thus time management is really about how you “self-manage” your time, and how you use the time available to you in the most effective way.  Effective use of your time now only increases your quality of life, but also elevates your level of professionalism with peers, bosses and other influential leaders.

    First Step to Time Recovery

    When I coach my employees, many of them are not aware of some of their time management issues. This is especially true of new employees whether it’s their first job or they are new to the job, or if they are in a transitional role, in a downsize situation or working with a rapidly growing company. They just know that they are very busy and stressed, and wonder how they will get through the day, let alone the week.

    Does this sound familiar? 

    If so, then the first step is to identify where your time is going.

    To use an analogy, think of a time that you saved your money for that pair of shoes or family trip. What did you do?

    In most cases you probably budgeted your money. You probably examined your spending patterns looking for ways to save more.

    Well a time inventory (audit or assessment) works the same way. By keeping an objective track of your time you are collecting your own time management statistics.

    I find that when my employees do this, they we are able to identify their current time wasters and areas of their life which could be more effectively employed and own the responsibility of defining the changes they need to make and be held accountable for them.

    The saying that "You can't fix an issue until you have identified a problem" is also true of time management. A time management inventory eliminates the "trial and error" approach to time management and gives you the time management facts on your own

    Understand Your Time Challenges

    Below are two time audits or assessments you can take to identify your time challenges. I have found both approaches to be very beneficial.

    • a.        Simple Time Audit- A time audit can help you find places where you are putting in too much effort for the results returned. It can also help pinpoint pockets of time you can use to put to other uses, such as making your long-term goals come to fruition. By doing a time audit we can boost our productivity. It’s a way we can improve our time management skills, and make sure that we are using our time for the things we want to spend it on.  Learn how to conduct your time audit here.

    • b.       Time Management Style Assessment-This is super cool and quick, only 12 questions online. The Time Management Style Assessment (TMSA), by Kevin Kruse, will give you a thorough analysis of your current time management behaviors. The two primary factors driving time mastery are being clear on your priorities, and using the mechanics of planning (based on the groundbreaking 1994 research of Dr. Therese Hoff Macan). Understanding your current level of competence in these two domains will enable you to identify areas for improvement and further productivity gains. Take the free online quiz here.

     

    Closing Thoughts

    Time is a precious resource, so it is worth checking up on our spending now and again.  Do you know exactly where your time goes?  Often, time management is a case of redistributing our time. After all, we know that we’ll get 24 hours a day, every day; no more, no less. Some people tend to somehow be able to do a lot more with that same amount of time. Don’t miss the next Tuesday Time Management Tip.

    We’d love to hear your secrets for managing time-please share!

  • 04/18/2016 9:37 PM | Anonymous member (Administrator)

    Susan Kaiser We can all relate. You’re in a business meeting, and it starts to get awkward. Maybe you’re not quite sure how to take a comment someone made. Maybe a co-worker’s non-verbals are sending a negative message. Or maybe a person is too loud, constantly interrupting the conversation.

    According to the webinar, “Communicating for Results; from Conflict to Cooperation with Marilyn Sherman, there are four styles of communication, and if you can understand these styles, it will help you become a better communicator while making better decisions about how to respond in difficult situations. Here are a few items Marilyn shared during the webinar about communication styles:

    AGGRESSIVE people are typically loud, reactive, defensive and competitive. They like to “one up” you. They make sure their experience and know-how are projected to prove themselves. Deep down inside, however, they come from a place of insecurity. And, they keep you at a distance, so you don’t see their insecurity. If you can understand why a person is aggressive, it will help you understand the best way to approach them.

    PASSIVE people are quiet. They are followers. They tend to be very conscientious and feel responsible if something doesn’t go well. They can also be described as weak… or even a doormat on the extreme side. And they are indecisive, waiting for the other person to make the first move. They are also viewed as just nice people, giving up their time and space for a colleague in need… a good trait. Taken to the extreme, however, that trait becomes negative. This type of person will not be seen as a leader if they can’t speak up and give an honest opinion, and they will stop being seen as a resource. As Marilyn stated, “If you are nice all the time, people will take advantage of you. You are only a victim once then you are a volunteer.” These types of people need to stand up to others who take advantage of their good will, work on their positives and have confidence.

    PASSIVE AGGRESSIVE – There are two types of passive aggressive people. The first type has the intention of good will toward others. And, they don’t know how to say “no.”  They overextend themselves because they are not confident in staying within their boundaries. The second type has NO intention of good will. They are seen as manipulative, having their own agenda. When they speak to you, their words may sound insulting. How would you respond to someone you believe is insulting you? Marilyn suggests a simple statement and a question – “That sounded like an insult. Was that your intent?” Be prepared to stand up for yourself when you call out a person like this. They will probably put it back on you as if it were your fault – “Is everything at home alright?” “Are you OK?” Simply respond, “Well, we weren’t talking about me; we were talking about what YOU said.” With this approach, you are setting a boundary for yourself.

    ASSERTIVE – Marilyn points out that when you communicate assertively, there is no reason to raise your voice, or get in someone’s physical space. You just need to genuinely come from a place of respect. To be assertive during difficult situations, she suggests you take a breath to remain clear and to respond appropriately. If you say something that is hurtful, you can’t take it back no matter how much you apologize. Another important tip is to use “I” statements. Take ownership. This is how “I” feel… this is what “I” need. Slow down and deepen your voice.  Watch a person’s non-verbals – eye rolling… crossing their arms. And don’t say, “Whoa, what’s wrong with you?!” They get defensive. Instead, use these simple words – “Help me understand.” “Help me understand what’s going on,” then let them speak. Don’t fill in with excess verbiage. If you feel you may lose control, recognize your warning signals and heed them. If you find yourself in a high potential anxiety situation, use an exit line – “Let’s finish this later.” “This conversation is important, and I’d like to get closure on it, but I need 5 minutes”. Exit and regroup.  

    Marilyn ShermanFor more information about Marilyn and her communication workshop offerings, visit her website at www.marilynsherman.com.


  • 04/07/2016 10:33 AM | Anonymous member (Administrator)

    As some of us know, LinkedIn can be a valuable tool to use for networking,Kristy Spairana prospecting, recruiting, and much more. Katie Felton is a Marketing Strategist who was willing to share her knowledge with us about LinkedIn and also provide 7 days of LinkedIn training to those who participated in the webinar. Have you taken a look at your profile lately? Is it up to date? Take a look below for some tips from Katie on maximizing your profile.

     

    1)      Optimize Your Profile

    a.       Before you start trying to build your network or reach out to prospects, you should make sure your profile represents a professional sales image.

                                                                   i.      Upload a professional photo

                                                                 ii.      Write a descriptive headline

                                                               iii.      Update your summary

                                                                iv.      Personalize your public profile URL

                                                                 v.      Get recommendations

                                                                vi.      Share files, presentations, and video

                                                              vii.      Customize your website links

    2)      Leverage Recommendations

    a.       Recommendations aren’t just noticed on your profile, they are noticed on the person’s profile who is giving the recommendation – that’s double your exposure! This could benefit your current customers as well as new customers.

    3)      Advanced Search

    a.       Utilize the advanced search option to find the right leads to connect with using the tips below:

                                                                   i.      Click the word Advanced on the right side of the blue search box.

                                                                 ii.      In the criteria boxes, enter the keywords, job titles, company names, geographic areas, etc. that your target person would use on his/her profile to describe himself/herself.

                                                               iii.      Review the search results, and look for people you’d like to meet. Then check to see who in your network knows these individuals.

                                                                iv.      Click the words Save Search on the top right of this list of search results.

                                                                 v.      Assign a name to this target list, and choose how often you want LinkedIn to notify you of new results.

    Katie Felton4)      Leveraging Groups

    a.       Joining groups expands your networks and give you the ability to reach out and connect with potential prospects.

    b.       Consider joining two types of groups – prospects and peers.

    5)      Network Updates

    a.       On your newsfeed, you are able to see what your connections are posting. It is a good idea to browse this often to see what resources are being shared. This is a great way to engage with customers or prospects. Don’t be afraid to post an update yourself or share one of your prospect’s updates. Make sure to connect with them directly by using @ before their name!

    6)      Daily LinkedIn Checklist

    a.       Katie has a recommended list to follow each day and suggests to make it a consistent practice to get the best results. You can find that Daily LinkedIn Checklist

    7)      LinkedIn Mobile App

    a.       If you don’t have the LinkedIn mobile app yet, download it today! It is an excellent way to quickly accept or reject invitations, respond to messages on the fly, and download connections to your address book.

     

    Now get on LinkedIn and start utilizing these tips to better not only your network, but also those who plan on working with you!


  • 03/18/2016 10:47 AM | Anonymous member (Administrator)

    Enid OquendoHow a "Millennial" Entered a Booming and Challenging Industry and Reached the Next Step of her Promising Career with Great Success, by Enid Oquendo

    ~An Inspiring Interview with Rebecca Gecan, Recipient of the 2016 John Sasen Memorial Scholarship Award~


    MILLENIALS- Collaborators, team builders, technology wizards, tolerant of difference, adaptable, highly optimistic, recognition.  In a time when many are wondering how to best “work” with millennials (a topic of discussion at the recent HIDA EXEC Conference), members of PWH have been successfully working and partnering with Millennial Rebecca (Becca) Gecan on various levels. This year’s recipient of the John Sasen Memorial Scholarship Award shared her insights about career growth, her PWH experience, and path of success.

    THE DAY ARRIVED when Becca asked herself some tough questions, the kind of questions we all try to avoid every time we get that feeling of “what’s next.”  Becca wanted to make sure she was in the career space she was meant to be.  She took advantage of all opportunities, tools and risks during her time with BOVIE.  And, she succeeded!  During the “what’s next” discovery phase, she learned Rebecca Gecanabout the feeling of a “comfort zone.” Sound familiar?  Becca validated that while grateful and thankful for her “comfort zone,” she was also ready for the next challenge… next set of learnings.  In fact, she also believed that she was exactly where she was supposed to be for the first ten years of her promising career.  Looking back, she would not change it for anything.  Now, it was the right time to take the next step. And while there were some struggles around her decision to progress on a personal and professional level, she also felt empowered, energized, ready to tackle new goals, and most importantly, Becca was eager to continue the path of success!  Did I mention she is a millennial?

    ~“BUSINESS IS BUSINESS, but when you have been with the same company for ten years –

    It is personal.”

    PWH, HER SECOND FAMILY- comes into the picture at full speed, a very special family to Becca.  While working for BOVIE, she was also an active member of PWH.  And, with a contagious sense of pride, Becca shared that she owes the strength to be a driver and a risk taker to all the professional women she has known at PWH for the last ten years.  “I couldn’t have taken the next step without their support.” 

    ~“With that kind of support, change doesn’t seem so painful; it’s just the next step.”~

    These are some of the comments about Becca from her PWH peers:

    ·       “I can say that Becca is one of the brightest young ladies I know!”

    ·       “I met her early in her career with BOVIE and watched her professional growth!”

    ·       “She offers insight to PWH members without hesitance.”

    ·       “Becca has inspired me to become a better leader.”

    JOHN SASEN MEMORIAL SCHOLARSHIP- When I asked Becca what it meant to be a John Sasen Memorial Scholarship Award recipient, the conversation took an entirely different shift.  Becca had the opportunity to meet John Sasen in person. “What an honor!” She struggled for a few seconds. It was evident by her tone of voice that he impacted her in a special way. According to Becca, this industry icon will continue to be vivid and relevant in the way she and others have chosen to lead in the industry today.  Words like; engaging, genuine, positive, greatest mentor, a visionary, a legend, were stated when Becca described John Sasen.  I believe she will forever be honored to have received such a prestigious award.  

    ~ “I am honored and humbled. Thank you for the opportunity.” ~

    A NEW CHAPTER- Becca’s creativity and knowledge continue to take her through new paths,   but it is her perseverance, drive, and mantra “follow your dreams” that are clearly embedded in her character.  Because of her passion and vision for continued success in her career path, she took that next step, and recently accepted a new opportunity with KBK Communications as an Account Manager.  

    Whether it’s the personality traits of a millennial, or leadership skills from a combination of hard work merged with the culture of the PWH organization, Becca’s AMAZING STRENGTH AND MAGNIFICENT CHARACTER MAKES HER A SPECIAL PROFESSIONAL WOMAN IN HEALTHCARE.  She is wise beyond her years, and I know she will continue to take a stand as a leader among the PWH Organization to “mentor-up” for all of us as we continue to grow.


  • 03/02/2016 10:07 AM | Anonymous member (Administrator)

    Have you ever sat back and wondered why you joined Professional Women in Healthcare? I know I have. At first, I joined because a co-worker recommended it. She didn’t fully explain the benefits, but I figured, why not?! I am still very early in my career development, so this may just be the opportunity that I need to gain great advice from women who were once where I am now. Once I joined, I realized that although this organization can provide information and be an excellent resource for pretty much anything that a woman would need to succeed, it was very intimidating! It wasn’t until I got to know a colleague, Odra Anderson that I started to become brave and decided to dive in and experience PWH with the blog committee.

    I recently spoke with Scott Quilty, our Corporate Vice President, who brought the idea of PWH to B.Braun as well as Odra Anderson and Jennifer (Jen) O’Reilly, who are actively involved with the organization.

    Why did you want to get B.Braun involved in PWH?

    Scott Quilty: B.Braun is fortunate to have many talented women helping lead this organization in a very promising direction. It is extraordinarily important to identify outlets and networks for all our employees to develop themselves. Through our Human Resources group, we do expend great effort in making workshops and training available to all employees.  Beyond that, there was a special opportunity to introduce a networking community for women in our organization who desire to advance their careers, build their professional knowledge and develop relationships outside the company.  B.Braun's substantial and ongoing support of PWH is a clear indicator of the value placed on its female employees and the desire to support each employee in reaching her full potential.  

    What benefits have you noticed our members taking advantage of?

    Scott: I have certainly seen networking taking place in a very material way. Relationships are being forged across the country that will benefit these individuals for years to come and, in turn, provide for B. Braun Medical. Beyond networking, there have been many education workshops and leadership sessions.  I participated myself in a local chapter meeting, held at Saucon Valley Country Club, featuring news anchor Eve Tannery, who offered her motivational story. There is significant and meaningful B.Braun activity within PWH, which has been gratifying for the organization.  We are fortunate to have a dedicated and energetic group of professional women at B.Braun.

    Why did you join PWH?

    Odra Anderson: I joined because of the benefits it offered. I knew that professional development and networking were important to further my career and PWH offered that and much more!

    Jennifer O’Reilly: I initially joined PWH as a result of a grant B.Braun provided some of the female leaders within our organization. Before that, I did not have any involvement with PWH but saw it as an opportunity to branch out, network, and grow professionally.

    What activities have you participated in? Committees?

    Odra: I was a PA Regional Director for Regional Connections and had the opportunity to organize local events. I also participate in the mentorship program, both as a mentee, and now a mentor.  Currently, I serve on the board and am the Vice Chair of Member/Market Intelligence for the Membership Committee.

    Jen: I have attended some of the PWH webinars and more recently became a member of the Distance Learning Committee. The Professional Development Committee (PDC) identifies topics that interest the membership as well as secure content experts to deliver the material. The PDC then facilitates the E-Learning webinars that are available to the PWH members on a regular basis.

    What benefits do you feel PWH provides to its members?

    Odra: Industry related networking is big. By joining PWH, you have access to the leaders in our industry. Mentorship is also a major benefit.

    Jen: PWH offers its members the opportunity to network with other women in the industry and learn from their experiences and leadership styles. There are also many opportunities to contribute to the organization, either through committee work or leadership positions. Members also have access to mentors, live events, and E-Learning so no matter where someone may be in their career or physical location; resources, camaraderie, and education are available.

    Odra added, “Joining PWH has been tremendous for my personal and professional growth. It is an organization that empowers you to be in charge of your journey. You can practice your skills, learn new skills, get guidance from amazing women leaders of our industry and belong to a sisterhood that provides you with an amazing support system.”

    By speaking to women who have experienced the organization from different committees and activities, like Jen and Odra, it has inspired me to become more active and take advantage of all the strong opportunities that it has to offer. Empowering women to be true to themselves and guiding them along their career paths can be an amazing experience. This organization has proven to take on the challenge to invest in the best interest of the women behind it. We need to pass the encouragement and the benefits on to other women by sharing our experiences with PWH.  

    Why did you join PWH and what benefits have you experienced?


    By Kristy Spairana, B. Braun Medical


  • 02/15/2016 3:07 PM | Anonymous member (Administrator)
    Patti Johnson, CEO of PeopleResults and Author, led us last month in a webinar on “How to Make Waves & Lead Change”. The session taught us how we can be more effective in times of change by looking at the traps of perfectionism and conventional wisdom and the actions of those who have mastered starting and leading successful change. Attendees were provided with a mountain of knowledge on the topic, including beneficial tips and tricks from Patti on how we can all start leading change and have a desired impact in our professional and personal lives.

    The webinar was both informative and insightful. Patti shared with us real-life strategies, applications, and tools that everyone can start using right away to make an impact. Among the information presented in the session were the following three main ideas on how to become a wave maker:

    1.    Decide “What is the impact or change that I want to achieve?”
    2.    Dream BIG. Start small.
    3.    Adopt the key questions and behaviors that wave makers rely on.

    The pivotal first step in the becoming a wave maker is to decide on what it is you are trying to achieve in terms of impact and/or change. In deciding on what that will be it is important to dream BIG by looking beyond yourself at the bigger purpose. You should ask yourself the question “Why are we doing this?” and be flexible in your ideas and willingness to try new things. It is important to know that no change happens on its own. It is also important to realize that, when trying to make a change, that it can take multiple attempts to achieve the desired results. Wave makers are persistent, voracious learners who have mastered the ability to collaborate positively with others. It is these main characteristics that help them pave the way through bumps in the road to success. To be a wave maker you need to adopt these characteristics and be flexible in your ability to make changes in your plan along the way to your end goal.

    Wave makers continuously ask themselves three questions in their daily lives. First, these individuals consider what they can control, what they can influence, and how they can put what must happen into action by asking themselves “What can I do?” Second, wave makers continuously think of how things could be different than what they are today by asking themselves “What if?” Lastly, wave makers are willing to jump in and help people do things by asking themselves “How can I help?” We can use these same questions in our daily lives in our quest to drive change.

    – Common Traps of Perfectionism and Conventional Wisdom –

    Patti taught us that we as women are often more cautious and ensure that we have the details on something before moving forward. If things are moving too quickly then there can be a level of ambiguity that many women may be uncomfortable with. Patti recommends getting out of your comfort zone and moving forward without all of the answers in times of fast-paced change. In addition, she noted that asking “why?” has gotten many wave makers past “bumps in the road” on the way to their goals. It’s important to remember the following seven highlights to get past pitfalls when making changes:

    1.    Don’t expect a consensus on your change
    2.    Move ahead without all of the answers (or fall behind)
    3.    Remember to keep all parts of the equation short, fast, and bite-sized
    4.    Find partners to brainstorm ideas with
    5.    Use deadlines
    6.    Have enthusiasm AND ensure that there is substance to your initiative
    7.    Remember that when we care, we share…

    Here are some Tips & Tricks from Patti about leading others to a new way of working when you don’t know where to start.

    If you were unable to make the session, here are some highlights from the Q&A that may help you in your quest to become a wave maker.

    Do you want to hear more from Patti Johnson? Below are helpful links to her book and additional publications that she has contributed to online:

    Make Waves

    Book (Amazon.com)

    How Do You Inspire Confidence from Otheres? Do These 5 Things to Be a Go-To Person

    (Success.com)

    Why Smart Leaders are Buffers and Translators

    (CEO.com)

    5 Points of Wisdom the Wright Brothers Can Offer about Leading Big Change

    (Entrepreneur.com)


    Written by Tamara Taylor, McKesson 


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