June 2014
7-night Rhine Getaway & Christmas Markets
WHAT’S 4 7
Inside
LETTER FROM THE EDITOR WHY WOMEN LEAVE THEIR JOBS What can businesses do to keep them?
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MEAN GIRLS AT WORK How to stay professional when things get personal.
11 HOW TO NEGOTIATE NON-SALARY BENEFITS Get some tips on being your own advocate.
December 7-15, 2015
Visit all the highlights of the legendary Rhine in just 8 days. In Germany, see the many charming castles commanding the riverbanks as you sail by, and tour both Marksburg Castle and the ruins of Heidelberg Castle. Admire Cologne, the jewel of the Rhine, with its awe-inspiring Dom, and experience the lush landscape of the Black Forest region. Also, the Magic of European Christmas: Your cruise will include the Christmas Markets.
DAY 1 DEPART USA DAY 2 AMSTERDAM DAY 3 KINDERDIJK DAY 4 COLOGNE DAY 5 KOBLENZ & RÜDESHEIM DAY 6 HEIDELBERG & SPEYER DAY 7 STRASBOURG DAY 8 BREISACH DAY 9 BASEL PRICES STARTING AT
$1730.50*
*-plus airfare and airport/port transfers
13 WARM WEATHER + CONVERTIBLES = FUN! Area women share their love of driving with the top down.
17 CHUBBY CHILDREN The root of the problem and what you can do to prevent it.
19 “MOMMY, MY TUMMY HURTS” Is it just a stomach ache or something that needs immediate care?
22 WOMEN TO WATCH New hires and promotions.
22 ACHIEVEMENTS & APPLAUSE Awards and accomplishments.
23 MEET AND GREET Regional networking events and meetings.
5 COVER STORY Hard work and determination have gotten Marilyn Bowers to where she is today. Although she had successfully started her own business, Bowers went back to school and earned a bachelor’s degree and continued on to earn a master’s degree. She had her eyes on a goal and steadfastly worked to reach that objective.
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Woman BUSINESS
EDITOR’S
Note
career
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lifestyle
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wellness
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connections
June 2014 Vol. 11 - No. 6
PRESIDENT AND PUBLISHER
I
DONNA K. ANDERSON
EDITORIAL
am lucky – I love my job. I’ve learned a lot about car shopping, make sure you check out their convertibles! my professional self over the years: I work better Many of us have a difficult time with weight control. alone but need the interaction of other people; I Thinking back, did you have trouble in your youth? To need to know that I’ve done a good job, but I combat this growing problem, as a parent we have to set a don’t like public acclamations; monetary compensation is good example not only in what we’re serving for meals and significant, but also important is knowing that I am a snacks, but also in when and how often we exercise. valued associate. Leading by good example is key. Learn There are a lot of factors that go into how you can help your kids fight this why some people stay (or leave) a problem that is leading to a dramatic particular company. Those that love their increase in the number of children with job are more willing to deal with the “push Type 2 diabetes. factors” and the “pull factors” that could It’s very disconcerting when our Remember: Jobs are accompany that position. Don’t know what children are sick. Learn how to distinguish “push and pull factors” are? Learn more between just the common tummy ache owned by the company, about them inside and why they affect and a more serious illness. Is it time for a women more often than men. home remedy, a call to your family you own your career! A “push factor” in making a person physician, or a run to the immediate care decide to take a position with another or hospital? ~ Earl Nightingale company can be benefits. But are monetary Enjoy the time off you have earned benefits the only type of allowance that can and take daycation, staycation, or a be negotiated for? Find out what other vacation, wherever you wallet and feet lead non-salary benefits could be just as you. It’s all about relaxation. beneficial and how to be your own selfadvocate. The wind in your hair, the sun on your face, and an awesome view – that’s the feeling of riding in a convertible. Christianne Rupp We talked to four women about why they love their Vice President and Managing Editor convertibles. Work hard; play hard. The next time you go
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Vice President and Managing Editor CHRISTIANNE RUPP Editor MEGAN JOYCE Contributing Writers CATHERINE CROWLEY LYNDA HUDZICK KATHY ELSTER SANDRA GORDON ROXI HEWERTSON KELLY JAMES-ENGER ROCHELLE A. SHENK CAROLINE TURNER
ART DEPARTMENT Production Coordinator JANYS CUFFE Production Artist RENEE MCWILLIAMS
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BusinessWoman is published monthly by On-Line Publishers, Inc., 3912 Abel Drive, Columbia, PA 17512, 717.285.1350. Copyright On-Line Publishers, Inc. 2014. All rights reserved. Reproduction or use without permission of editorial or graphic content in any manner is strictly prohibited. Views expressed in opinion stories, contributions, articles and letters are not necessarily the views of the Publisher. The appearance of advertisements for products or services does not constitute an endorsement of the particular product or service. Although every effort is made to ensure factual information, BusinessWoman cannot be held responsible for errors in contributors’ material, nor does the editorial material necessarily reflect the opinions of the publisher. On-Line Publishers, Inc. reserves the right to revise or reject any and all advertising. Subscription information: $14 per year for home delivery of 12 monthly issues. Subscribe online at www.BusinessWomanPA.com or call 717.285.1350. Member Of:
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COVER
CAREER
Story A WellThoughtOut Plan
is Essential By LYNDA HUDZICK
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hen Marilyn L. Bowers, diversity liaison for Quandel Construction, Inc., was 10 years old, her parents divorced, leaving her mother to face some challenging times as a single parent. “Like most families with one parent, I was a witness early on to the fact that it takes hard work, perseverance, determination, and faith in God, along with support from family, to make it in life,” she said. And now, looking back, she can see it was those lessons that gave her such a strong foundation and helped her to write her own success story. “My mother worked what we thought were ‘odd jobs,’ but now I categorize her efforts as an entrepreneur,” Bowers said. “She cleaned office buildings on weekends and evenings … and at the same time worked in our home as a stateapproved daycare provider … Even when it was not popular to own your own business, my mother managed to provide for our necessities by doing so.”
Marilyn L. Bowers, diversity liaison for Quandel Construction, Inc. in Harrisburg.
Bowers graduated from Harrisburg High School, William Penn Vocational Technical School, majoring in business, in 1988. “I learned administrative skills well enough to earn a clerk-typist internship during my senior year with the Department of Agriculture,” she recalls. “So I attended school half days, worked co-op afternoons, and
evenings and weekends I worked as a cashier in a grocery store. My brothers and I worked to help our mother and to also provide for the extras we wanted.” Bowers was grateful to learn the value in hard work early, which “proved vital when I found myself in a similar position as a divorced single parent, raising my son and daughter,”
she said. “My children were small and my responsibilities were big and seemed endless. I needed to be available for my children but also make a living. With the cost of daycare, I knew the one way to accomplish that was to start my own business.” Bowers enrolled in beauty school, earning a nail-technician license, and began working in a salon. In 1996, she
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successfully opened her own salon, with her mother eventually joining the business. “Although the salon business was good and sustained a living for me and my family … I still wanted to do more.” She began searching for other opportunities. “One of my clients told me about a possible position at the Harrisburg Housing Authority (HHA) in procurement and modernization. She recommended me … and I began working there full time but kept my salon doors open working part time evenings and weekends,” Bowers said. The hours were long, but Bowers had a goal, a career change, in mind. Working at the HHA proved to be a great decision because it was there she received her introduction to the construction industry. However, Bowers realized that if she wanted to advance her career, she needed a college education. With the support of her children, she enrolled at Elizabethtown College as a nontraditional student in February of 2008 with a major in corporate communications. “I attended classes evenings and weekends, three semesters a year, and completed my bachelor’s degree and graduated on May 19, 2012, five days before my son graduated high school.” During the process of earning her degree, Bowers learned something about herself. She wanted to acquire a professional position with more community interaction. “Knowing this, I decided to continue my education at Penn State University in their master’s in education training and development program,” she said. “I was sure I could
both positively affect my community through either corporate or community training and mentor protégé opportunities to help improve the success of Minority Business Enterprise (MBE), Women Business Enterprise (WBE), and Disadvantaged Business Enterprise (DBE) contractors during bidding processes.” In June of 2013, a collaborative effort took place between Quandel Construction Inc., along with two of their subsidiaries within the Harrisburg area, Pyramid Construction, Inc. and Performance Construction Services, Inc., as well as Reynolds Construction, Inc., also of Harrisburg. They realized they needed someone to lead their corporate diversity efforts and Bowers saw the opportunity to utilize what she was currently learning in her classes and also her 13 years of construction experience. She pursued this golden opportunity and now proudly holds the position of diversity liaison. “I am responsible for leading the effort in enhancing our outreach to MBE/WBE/DBE contractors in the midstate area with the goal to increase their position in participating in construction projects,” Bowers said. So not only does she meet personally with contractors to gain a thorough understanding of their skills and trade capacity, she also helps them assess how they can find greater success in the bidding processes. “I assist, help mediate, and act as liaison between the companies I represent and the subcontractors,” she said. Working with other community leaders, she also plays a key role in planning, developing, and
2000 Linglestown Road Suite 204 Harrisburg, PA 17110
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Office: 717.671.9011 Fax: 717.671.6998
implementing training and development for MBE/WBE/DBE construction contractors, in part by offering a program called “Construction 101,” sponsored by Quandel, Pyramid, and Reynolds Construction companies, along with PinnacleHealth, the African-American Chamber, the city of Harrisburg, and Penn State University. The goal of “Construction 101” is to enhance contracting opportunities for small and disadvantaged and minority-owned businesses in the Greater Harrisburg Area and members of interest in the local community. “It is aimed to share industry best practices in an effort to move small business into sustainability and to shrink the disparity among DBEs in attaining wealth in the field of construction,” she said. Bowers also credits her co-workers with being a strong source of support and vital information. “They have been and continue to be supportive in the efforts of our
company to grow and sustain diverse business practices,” she said. “Their wealth of knowledge of construction was paramount to producing a successful training and development program.” A 2013 recipient of the YWCA Tribute to Women of Excellence Award, Bowers feels a strong sense of responsibility to give back to her community. She is also proud of the fact that Quandel enthusiastically supports many charitable organizations, such as The American Heart Association, Susan G. Komen Breast Cancer Walk, AfricanAmerican Chamber of Harrisburg, The American Cancer Society, and many others. Bowers encourages women to “never give up on your dreams. Visualize yourself reaching your goal, act out the scenario in your mind … do one thing toward obtaining your goal each day. A well-thought-out plan is essential when defining your path,” she said.
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By CAROLINE TURNER
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hen I left the Csuite, it surprised people. I was “at the top of my game.” My kids were out of college so the hard part of juggling family and work was over. But I lacked the passion it took to keep it up. I couldn’t name a cause of my decision to leave. It just felt like it was time to move on. Then I began to notice how much company I had as a former successful woman executive. On the board of an organization (Women’s Vision Foundation) dedicated to supporting corporate women, I was one of several former C-level women. We knew we needed board members currently operating at that level. Many times, we’d bring on such a woman—only to have her decide to leave her job. I began to reflect on what really caused me to leave a great job. I began studying the statistics—and what the experts said on this issue. I dug into the business case for engaging and retaining women—why this is not just a problem for women but a problem for business. I learned that inclusive cultures have higher productivity and profitability. I learned that companies with gender diversity in leadership have higher returns. So, in the interest of both women and their employers, I wanted to understand why women leave and how businesses can keep them. That women leave their jobs at a higher rate than men is confirmed by data from the Bureau of Labor and by private research. While women’s role in the family is a significant factor in the attrition rate of women, equally
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If a woman doesn’t really like her job, she may be less willing or able to juggle work and family responsibilities.
important is the general job dissatisfaction that women express. Two research groups, Catalyst and the Center for Work-Life Policy, have studied the question of why women leave their jobs. Both separate the causes into “pull factors”—things that draw women away from a job—and “push factors”—negative aspects of the work environment that make them want to leave. The 2010 report “Off-Ramps and on-Ramps Revisited” shows that the largest percentage of women who take “off-ramps” (detours from their career) cite childcare as the reason; the second-largest percentage cite eldercare. We know that women as a group continue to handle more family responsibilities than their male partners. Caring for young children (or parents) and climbing the corporate ladder at the same time is a tough juggling act. So family responsibilities are a very real and important cause of attrition among women. But focusing only on this issue won’t solve the problem. First, this cause is exaggerated. Both men and women use the phrase “want to spend more time with the family” as a politically acceptable reason to leave a position. It does not burn bridges. They may not say what the real reason is! Second, family responsibilities often become a cause of a decision to leave only when there are other factors. The Off-Ramps study notes that the reasons anyone leaves a job often involve a mix of pull factors and push factors. BusinessWomanPA.com
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Why We Women Leave Our Jobs— What Business Can Do to Keep Us
CAREER
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If a woman doesn’t really like her job, she may be less willing or able to juggle work and family responsibilities. If she is fully engaged in her work, the juggling act may be worthwhile. Employers can increase retention of women (and men) by designing flexible and alternative work schedules and assuring that they are not stigmatized. What will have the greatest impact on retention of women is to assure that women are engaged. After family care, according to the Off-Ramps study, the largest cause cited by women who “offramped” is lack of enjoyment or satisfaction with their jobs. This category covers a host of conditions but includes lack of full “engagement.” Low engagement (which drives low retention, productivity, and profitability) may be an independent cause or may tip the scales against a woman juggling family responsibilities. Engaged employees feel a sense of belonging, inclusion, and community. They like their jobs. Women are more likely to feel engaged in a culture where they: have full access to formal and informal networks and feel valued for their way of achieving results. Obstacles to both can involve what I call the “comfort principle” and “unconscious images” of how leadership looks and acts. The comfort principle can bar women from inclusion in social activities, good projects, and mentoring relationships. The comfort principle is the natural tendency to spend time with (and mentor and give work to) those most like ourselves. Bringing this tendency and its impact to conscious awareness can lead to greater access for women. Women may not feel valued if performance criteria are influenced by unconscious images of certain ways of doing things. Our culture naturally identifies leadership and excellence with masculine approaches. Awareness of the differences in masculine vs. feminine approaches to work, and
appreciation for feminine ways of accomplishing results, can result in women feeling more valued. The Off-Ramps study says that the factor next in line as a cause of women’s departure from a job is feeling “stalled.” People are naturally more engaged if they feel they can succeed and are supported in succeeding. People who feel “stalled” are likely to disengage— and move on. Both the comfort principle and unconscious preferences can influence whether a woman feels she can succeed. The comfort principle can interfere with access to critical assignments that build experience, confidence, and exposure. Unconscious preferences for masculine ways of getting results can have a negative impact on performance evaluations and therefore opportunities for promotion. The good news is that we know why women leave. And we know the compelling business case for increasing retention of women. The bad news is that the fixes aren’t easy. Reducing push factors involves changing organizational culture. It is hard enough to implement practices and procedures to assure that the comfort principle and unconscious preferences aren’t negatively impacting women. But the fix also involves changing individual attitudes and “mindsets.” Changing deeply held and unconscious beliefs is harder than changing practices and procedures. But that’s what is required to engage and retain women—and capture the payoff of gender diversity in leadership. • Caroline Turner, former attorney and executive, is the principal of DifferenceWORKS, LLC., which helps businesses understand, appreciate, and leverage difference. She is an expert in gender and generational differences and author of Difference Works: Improving Inclusion, Productivity and Profitability through Inclusion. www.differenceworks.com
Mea n Gi r ls at Wo rk – CAREER
How to Stay Professional When Things Get Personal
By KATHERINE CROWLEY and KATHI ELSTER
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s workplace relationship experts, the idea of Mean Girls at Work came out from a new reality—women comprise almost 50 percent of the workforce. This growing demographic shift requires a new skill set for navigating their professional relationships with other women. Now, more than ever, a young professional female is likely to report to a woman, work beside women, and manage women. Most woman-to-woman relationships at work are pleasurable. When a woman-towoman relationship is good, they can accomplish a lot together. Women are designed to bond with each other – to tend and befriend as a means of survival. But sometimes, the bonding goes awry. One woman may feel competitive with another woman and behave in a way that seems “mean” to her colleague. This is where we offer a 5-step process for handling any situation in which a woman finds herself locked in a power struggle with another woman at work. We call our process “Don’t Go There” because the most important thing that a woman must resist doing to another woman is to counterattack. Most women do not realize how often we counterattack. Below is a way to notice the temptation of counterattacking and how to trade in what we want to do for something much more professional and high road. Here is the “Don’t Go There” process.
What She Does – We describe what the “mean girl” does—how she attacks you. This could include a coworker cutting you out of an important email chain, humiliating you in front of your colleagues, ignoring your input at a meeting, or failing to give you important information. How You Feel – Because most women are communicators and need to acknowledge their emotions, we outline the natural, emotional reactions a woman would have in response to the mean girl’s behavior. She might feel angry,
embarrassed, humiliated, envious, or even sad. Don’t Go There – This is probably the most difficult step because it’s so tempting to counterattack when we feel attacked by another woman. It can happen in one second. For example, a coworker might ignore you when you ask her a question and your impulse might be to react by saying something snarky like, “Well, I guess I’m not important!” Then you storm off in a huff. The coworker may have been preoccupied or perhaps she did not hear you. But guess what? Now you are in a fight with her. To avoid this kind of power struggle we say—Don’t Go There! Go Here – This is where you need to take actions to transform a workplace interaction from personal to professional. For example, if you hear a woman
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We believe that the ability to successfully navigate personal attacks by taking the high road is the best way for women to support each other’s success while building stronger professional alliances.
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gossiping about you, it’s best to first take some time to cool off so that you don’t confront her in the heat of the moment. Next, you should approach her in private and say, “I overheard you talking about me yesterday. In the future, if you have a problem with my behavior, I’d prefer that you communicate it directly to me.” Going Forward – Here is where we want you to have some insight into the makeup of the offending woman (or mean girl), along with a long-term strategy. For example, if you are dealing with a woman who puts you down publicly, we’d say that going forward you can consider her need to shoot you down as a compliment of sorts. You threaten her, which means that she sees you as someone with talent and promise. At the same time, the best way to keep your career moving forward is to defuse her jealousy by focusing on her accomplishments and letting her know how much you admire her. Our “Don’t Go There” process may at times feel like we are letting the offending woman off the hook. But as the old saying goes, “You don’t want to fight fire with fire.” Our goal is to help women defuse and disengage from power struggles with other women. We believe that the ability to successfully navigate personal attacks by taking the high road is the best way for women to support each other’s success while building stronger professional alliances. We also know that it takes practice to fully adopt this method into your work life. We recommend that you take small steps at first. Notice the dynamics, watch before you react, and most importantly, do not take the behavior of others personally. • Katherine Crowley is Harvard-trained psychotherapist and Kathi Elster is a management consultant and executive coach. They are the co-authors of Mean Girls at Work – How to Stay Professional When Things Get Personal. Their firm, K Squared Enterprises, is dedicated to helping clients manage interpersonal relationships in the workplace. www.ksquaredenterprises.com
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CAREER
How to Negotiate
Non-Salary
Benefits
By ROXI HEWERTSON
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hink about it this way—do you lose anything by advocating and negotiating for the benefits you need and deserve? If the answer is no, then you’ll be exactly where you are now except you will know a lot more about whether or not you should stay on or move on. In being your own advocate, you will need to reframe your thinking. This is as much about the job as it is about you. You are not going to be negotiating benefits for yourself that will detract from your productivity or results— quite the opposite, right? Then focus on the business value your employer will receive by providing you the benefits you seek. Often times, non-salary benefits are easier to negotiate because of the way budgets are developed. Salary lines are fraught with rules and controls in many cases, but discretionary funds often are far more accessible. The first thing to determine is what you want or need in non-salary benefits and why. Is it a title, recognition, time off, flex-time, flexplace, a parking space, education, a bigger office, childcare, family leave, more vacation time, more authority, etc.? You need to be explicit about the “what” and the “why,” and perhaps even work out the “how.” Always, always, speak to results— behavioral and business. When you reframe for your requests this way, you can be far more objective, detached even, and then develop your conversation as if you were making the case for someone else—only this time the someone is you. For example, The What: “I want to
get my MBA and I need my employer to pay for it.” The Why: “To be more skilled in my current job and free up my boss so she can have more time to lead the division, and for me to be qualified for higher-paying jobs in my division that I can’t apply for now.” The How: “I will need flex time to go to classes or work shorter days, or …” Here are five tips to help you self-advocate without pain—because your story will be clear, clean, and compelling. Know yourself. Assuming you are an outstanding performer, you are as much or more in the driver’s seat as your boss when you are negotiating. You are a resource your boss and organization wants to keep happy and to retain. Don’t come into this conversation with your hat in your hand, hoping for “permission” to be granted. You are a highly valued member of the team, so act that way—confident, but not arrogant. Another part of knowing yourself is being clear about what you are and are not willing to do for the non-salary benefits you are seeking. Are the hours longer, is there travel, do you have to manage others? All of these factors will impact your life. Make sure you have considered what your values are and what matters to you most, then go forward and negotiate for what you want and need.
Know your stuff. Make sure your work is adding value to your company/organization and be prepared to prove it with business and people results. You need data. Ask for feedback about what you are doing well and what you can do better from your boss, peers, customers, and, if you have them, direct reports. Know the true cost of the non-salary benefit you are asking for, and as much
as possible, articulate the return on investment (ROI) for your employer—qualitative (e.g., a happier you who will stay) and quantitative (e.g., will be able to take on projects like XYZ, saving your boss eight hours per week). Know your boss. Make sure you know how your boss needs to hear things. Does she like just
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the facts, conceptual framework, objectivity, right to the point, lots of ideas? What’s the best way to ask your boss about anything? If you don’t know, find out. How you ask is as important as what you ask for. Pay attention to timing. Don’t have this conversation in the midst of a crisis, on Friday afternoon, or just before you or your boss go on vacation. Have it when you are prepared, she has a heads up (bosses don’t like surprises) that you’d like to discuss changes/new expectations/results in your role with her/him. Make it your only agenda item and keep the conversation clear, clean, and objective. Remember, it helps to imagine you are advocating for someone else—who deserves what you are negotiating for. Know your system. Make sure you know your organization’s culture and to whom you need to go to negotiate your desired non-salary benefits. If useful, talk to your HR people to learn what is possible within your system. I didn’t say what’s “normal,” because you don’t have to negotiate for normal things—just possible things. You may even break new ground. So don’t let the “rules” and “we’ve never done that before” people hold you back when what you want makes sense. Know your options. Make sure you are aware of your
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own and your job’s value in the marketplace. Review websites such as Salary.com, Glassdoor.com, and Internet job sites. You now have more data—and it’s objective. That may give you more negotiating opportunities for both salary and non-salary benefits. When you follow these five suggestions, and when you are clear about the personal and professional returns on investment, you are far more likely to get what you want and need. The act of negotiating for yourself also sends a powerful message all by itself. It tells others you are pro-active about your own development, the value you add to your employer, and that you have carefully thought out a win/win plan. All of these are positive indicators of high-potential employees, those who don’t hang around waiting for someone else to hand them an opportunity. And high-potential people know they need to negotiate their careers and advocate for the things they need to grow them. • Leadership authority Roxana (Roxi) Hewertson helps both emerging and expert managers, executives, and owners boost quantifiable job performance in various mission-critical facets of business. Through AskRoxi.com, Roxi—“the Dear Abby of Leadership”—imparts invaluable free advice to managers and leaders at all levels to help them solve problems, become more effective, and realize a higher measure of business and career success.
Rochelle A. Shenk in her conversation-starting 2000 Mustang— electric green with white interior and white roof.
By ROCHELLE A. SHENK not do well in the snow, having another vehicle is a boon, especially in severe winters like this last one. Driving with the top down makes the drive to and from appointments so much more enjoyable. In the spring, the fragrance of flowers in bloom is so much more inviting, and even on a cool night (with the heater on for warmth), the stars are so bright. The car’s color is also pretty eyecatching—electric green with white interior and white roof—and over the years I’ve had both men and women comment on the striking color combination; sometimes it’s at a traffic light or other times at the gas station. There are a number of convertibles on the market, and they range from two-seater roadsters to actual fourpassenger vehicles. (The Mustang is officially a four-passenger vehicle, and, although it’s possible to fit four adults, I can say from experience that it’s a bit cozy.)
Theresa Burick, M.D., FACP, of Mechanicsburg’s Burick Center for Health and Wellness, has owned four convertibles since 2005. Her current ride is a 2014 Mercedes-Benz E350 Cabriolet in Mars red. As her everyday car, it gets driven to work, taking the kids to school, and everything inbetween. She wanted a four-seat convertible so that she could use it in her daily life. She’s always had Mercedes convertibles. “They’re reliable, and the safety is appealing since I have two young children that I drive to school and around town. I really enjoy cruising at the beach with the top down and my family in the car, playing Jimmy Buffet on my radio,” she explains. As to the appeal of a convertible, as a physician she spends the majority of the time working within her office and uses the drive home to unwind. “When I leave work at the end of the day, when I am able, I put the top
down and love being able to enjoy the fresh air, sun, and feeling in touch with nature. When I need to leave the office for work, such as a house call, putting the top down makes getting to my destination a real pleasure!” Burick says. She adds that a convertible is part of her personal prescription for good health. She points out that exposure to natural light can help a person’s emotional well-being and energy. “The sun is a natural source of vitamin D. Vitamin D deficiency has become a medical issue in many individuals. Also, a convertible automatically stimulates a person’s desire to take a deep breath and enjoy the fresh air … deep breathing has been shown to have numerous health benefits, both physical and emotional,” she advises. Connie West, a Lititz-area stylist, loves her convertible—a 2013 Volvo C-70 with a red interior. A convertible driver for 25 years, she says that she’s
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arm weather not only means outdoor fun like picnics, the pool, ballgames and the beach, but it’s also the perfect time to experience the fun of driving a convertible. And many convertible owners, including me, would be reluctant to give up their “top-down” rides. I have owned mostly Ford Mustangs since I turned 16, but had always wanted a convertible—even as a child playing with Matchbox cars with her brother, I had “dibs” on the convertible. In the real world, my first convertible was a pre-owned calypso green 1992 Mustang 5.0-liter (V-8 engine) with white interior and white roof that was purchased in 1997. I went the pre-owned route to make sure that I really liked convertibles. My current convertible is a 2000 Mustang, purchased new. Since Mustangs are rear-wheel drive and do
LIFESTYLE
Theresa Burick, M.D., FACP, of Mechanicsburg. Her current ride is a 2014 Mercedes-Benz E350 Cabriolet in Mars red.
Connie West and her standard poodles (Chanel and Venus) are often seen cruising Lititz in her 2013 Volvo C-70 with red interior.
not a car buff and doesn’t know a lot about cars but had wanted a convertible for a long time. “Convertibles look so fun and carefree. A friend told me that if I wanted a convertible, I should get one. One of my clients worked at a Saab dealership and said that she had the perfect car for me,” West recalls. She leased the Saab for three years and was hooked on convertibles. “That was an awesome car, and it
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was good in the snow,” she says. After the lease was up, she tried a Jaguar X2, which had a sporty profile and was all-wheel drive, but it wasn’t a convertible. “I found that I missed the convertible, so my next car was a Jaguar convertible,” she says. A client who worked at a Volvo dealership suggested that she test drive the C70, a coupe with a retractable hardtop.
~ June 2014 | BUSINESSWoman
“It’s less noisy than a traditional convertible and doesn’t have any blindspots. Volvo is known for its safety features, and it’s wellbuilt. It’s also front-wheel drive and does well in the snow,” West explained. “People like to ride with me; it’s a five-passenger car so there’s plenty of room. Whenever people see me driving with the top down, they smile. Even on a cold day when I have the heater and the heated seats on, it’s great.”
Not only do people enjoy convertible rides, but West often takes her two standard bred poodles along for the ride. She’s often seen cruising through the Lititz area with the top down and Venus, the black poodle who West says is a “diva,” in the passenger seat and Chanel, a white poodle, in the back—both wearing goggles and, like all good passengers, seatbelts. “They love to ride with the top down. They’re like my children since I
LIFESTYLE
Linda Wenzler of Lititz enjoys being able to look at the stars in her 2004 BMW Z4 (a roadster).
don’t have any at home,” she said with a smile. Lititz resident Linda Wenzler also enjoys her convertible. Today she drives a 2004 BMW Z4 (a roadster), but her first convertible was more than 20 years ago—a ’70s-era Fiat Spider, and before she purchased the Z4, she had a Chrysler Sebring that she thought her husband might like to drive.
“I like small cars in general, and I like convertibles—they’re fun and cute. I really enjoy looking at the stars at night,” she says. Wenzler is the manager of Village Quilts at Kitchen Kettle Village in Intercourse, and her daily commute involves mostly back roads. “The Z4 is sporty and handles well. It’s great on the back roads and makes my drive to and from work
more fun,” she says. Even though it’s been a number of years since she owned the Fiat, she still has fond memories of it. “I had the top down as much as I could. It was a manual top (the Z4 has an electric roof) and the car was pretty small, so if it rained, I could just reach back and quickly put the top up. It’s a car that makes you smile and people smile at you. One day I was driving
down South Prince Street in Lancaster and had mylar balloons for a birthday party tied to the handle for the roof and the roof was down—it was really fun and festive,” she recalls. Wenzler urges other drivers to try a convertible. “There are so many options in convertibles; you have to decide what fits your personality and your needs,” she advises.
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By KELLY JAMES-ENGER
The Roots of the Problem There are a number of causes of the rise in pediatric obesity in this country, says pediatric endocrinologist Frank Diamond, M.D., of the University of South Florida College of Medicine in Tampa, Fla. “We know that there is a genetic predisposition to excessive weight gain and we’re learning every day about new biochemistry that controls the way the body manages its weight maintenance, but the population
changes have occurred over a period of about 25 years, and genes don’t change that fast,” says Diamond. “What appears to be happening is changes in lifestyle superimposed on a population with genetic susceptibility.” Those changes in lifestyle include children exercising less while they spend more time engaged in sedentary activities, and an increase in both overall caloric intake and high-fat, high-carbohydrate foods. This adds up to a startling percentage of overweight kids—and that number continues to increase, says Diamond. There are a number of factors causing kids to eat more and use fewer
calories, says registered dietitian Sheah Rarback, a spokesperson for the American Dietetic Association. “Portion sizes have grown tremendously over the past few decades. Restaurants serve and drivethroughs serve huge portions,” says Rarback. And as more parents rely on eating out to feed their families, children consume more restaurant food. That translates into more calories and more high-fat meals. Kids who are alone after school may turn to soda, candy, and chips as snacks. “The foods are there without any parental guidance of what to eat and
“”
The bottom line to combat this growing problem is that parents need to set a healthy example for their children to learn from.
how much to eat, so this also makes for extra calories,” says Rarback. Complicating matters is that today’s kids aren’t as active as children used to be, either. Children who live in dangerous neighborhoods may be encouraged to stay inside, and most kids no longer walk to school—they’re driven or take the bus. And don’t forget the television. The more television a child watches, the more likely he is to be overweight. The popularity of computer and video games also encourages sedentary activities over more active ones. “What has become a major source of entertainment for children are video games and computer games and they are very sedentary,” says Rarback. Sure, some Wii games like Dance, Dance Revolution and Wii Fit encourage kids to get off the couch, but the majority of computer and video games require little more involvement than one’s thumbs. It appears that in addition to a child’s environment, some children may have genetic propensities toward obesity. Research shows that low birth-weight babies have a higher
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WELLNESS
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oday’s kids are larger —well, fatter—than they’ve ever been before. The recent statistics are scary. According to the Centers for Disease Control, every three or four kids out of 10 are overweight or obese. Yet many parents think that an overweight child simply has some “baby fat” that he or she will outgrow, or downplay its significance. But overweight kids are also at higher risk for a variety of medical problems that may continue on into adulthood.
The Health Risks Multiply Overweight kids are more likely to have certain health problems than normal-weight kids. One of the biggest risks is Type 2 diabetes, where your body doesn’t make enough insulin or can’t use it properly. “We’re in the midst of a very dramatic increase in type II diabetes in children and that’s been attributed
WELLNESS
chance of becoming overweight kids, and heredity may also play a role. If you have an obese parent, you’re more likely to be obese as a child. Researchers believe there may also be a combination of gene defects that may make people susceptible to obesity, but they haven’t yet determined what that combination of genes may be.
to the increasing body weight in children,” says Diamond. “Clearly, increased body fat makes you more resistant to insulin and puts you at greater risk for type II diabetes, particularly if you’ve got an underlying genetic susceptibility.” Being overweight also increases blood pressure, which increases the risk of cardiovascular disease. There are orthopedic risks as well— overweight kids are more likely to have problems with their hips and orthopedic disorders like bowing of the tibia and femur bones. These children can also develop sleep apnea, which causes changes in their breathing pattern in the night and they don’t sleep well, which makes them more tired during the day. Many girls who become overweight develop polycystic ovary syndrome, which is a condition where the ovaries produce too much of the male hormone testosterone. Obese children also have higher levels of cholesterol and more than half of them have at least one risk factor for cardiovascular disease. In addition to the health risks, many overweight kids face may face teasing from their classmates and suffer from poor self-esteem or body image. Finally, if you’re an overweight kid, you’re also more likely to be an overweight adult. If you’ve already got high blood pressure or upper-limit blood pressure when you’re 12, you’re more likely to have hypertension as an adult, and most cardiovascular disease probably does start in childhood. What Parents Can Do There are ways to help your children stay fit or lose weight if they need to. First, parents should avoid presuming that the problem is solely their child’s. “Parents have to say that this is an issue that’s affecting the health of our family,” says Rarback. “They shouldn’t point the finger at the child and say, ‘You’re overweight and you have a problem.’ It’s a family thing.” If you want your child to eat healthier, you must have healthier choices available, so clear your home
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of high-fat, high-calorie junk foods, and offer more nutritious options instead. “When kids come home from school, they’re hungry and they’re going to snack on the first thing they see,” says Rarback. Have pre-bagged snacks for your children to eat like baby carrots with dip or a miniyogurt with cereal. Also, make it a habit to eat dinner together as a family so your children can start modeling appropriate eating behavior. That means teaching kids appropriate portion sizes, and encouraging them to eat more vegetables and fruits while cutting back on empty calories. Also, make sure that you don’t use food as a reward or punishment—or as a distraction. “Food shouldn’t be used to change the mood, cheer a child up, or keep him quiet,” says Rarback. “Think of the message you’re sending.” Helping your child become more active takes more than telling a child to go outside and play. “Become an active family,” says Rarback. “Exercise is good for you, no matter what you weigh. Model an active lifestyle. Encourage children to get outside after school and exercise,” says Diamond. Preventing weight problems before they begin reduces your child’s risk of becoming overweight. Parents should weigh their kids regularly and talk to their pediatrician about what a healthy weight for their children is. Children at the 85th percentile or higher of average weight for their age are considered overweight; children at the 95th percentile or higher are considered obese. The bottom line to combat this growing problem is that parents need to set a healthy example for their children to learn from. “A number of studies confirm that when the parents become involved in activity with their children and follow the same meal plan as the children, weight control is much more successful,” says Diamond. “The parents can’t expect the kids to limit what they eat if the parents themselves are sitting on the couch with a big bag of chips. You have to set an example for your kids.”
By SANDRA GORDON
“M
Vomiting + diarrhea + mild fever What it could be: gastroenteritis, often called the stomach flu, is one of the most common stomach ailments in children 6 to 24 months old. Gastroenteritis in young children is often caused by rotavirus, which is easy to catch from other kids. According to the U.S. Centers for Disease Control and Prevention, four out of five kids will become infected with rotavirus by age 5; the virus typically lasts from three to five days. In children over 5, an intense bout of gastroenteritis, particularly in the winter months, could be caused by a different group of bugs called caliciviruses. In this case, the vomiting
and diarrhea are usually shortlived. Symptoms tend to last 24 to 48 hours. Gastroenteritis can also come from bacteria, parasites, or mild food poisoning, in which case other family members may also become ill. Fast-action plan: If your child does have a bout of vomiting, it is best to avoid drinking and eating for a few hours after the vomiting has stopped, then slowly resume fluids and foods. Start out with a teaspoonful of milk or juice every few minutes for about an hour and, if that stays down, your child can eat whatever he finds appealing (in small quantities, of course). If your child has repeated bouts of vomiting or diarrhea and can’t keep fluids down, try an over-the-counter electrolyte-replacement solution such as Pedialyte, which can help stave off dehydration. A dehydrated child may lose too many electrolytes (salts in body fluids that help regulate the nervous system) and have a seizure. Call your doctor if fluids don’t stay down, your child has diarrhea for 12 hours, or he shows signs of dehydration: dry tongue or lips, scant urination, or a sunken fontanel (the soft spot on the top of your baby’s head). Persistent vomiting after nursing or bottle-feeding What it could be: pyloric stenosis, a thickening of valve muscle between the stomach and the small intestine. The valve, normally the width of a quarter, becomes the width of a pencil—too small for stomach contents to pass through.
WELLNESS
y tummy hurts,” your 4-year-old complains. Next thing you know, he slaps a hand over his mouth and throws up all over the couch. Vomiting can be a traumatic experience for the child and parent alike. He’s upset and scared, and you have no idea whether this is just a minor stomach bug or something that warrants a call to the doctor. As unpleasant as it is, vomiting does serve a purpose. “It either relieves pressure or gets a toxin out of your system,” says Susan Orenstein, M.D., chief of the pediatric gastroenterology division at Children’s Hospital of Pittsburgh. In some cases, throwing up will make your child feel better instantly. In others, vomiting is just one symptom among several that provide valuable clues to the nature of your child’s illness. Does he have a fever? Diarrhea? Is he dehydrated? This symptom guide to common and not-so-common stomach illnesses will help you distinguish a short-lived tummy virus from something more serious.
Pyloric stenosis is most often diagnosed in firstborn male babies 3 to 8 weeks of age, but it can occur in female infants, too. The child may also experience projectile vomiting. Fast-action plan: If your newborn vomits after every feeding for a day or two, call your pediatrician. Once diagnosed, the condition can be corrected with simple surgery to widen the muscle’s opening. Vomiting + rash What it could be: If your child vomits repeatedly after eating and also has a rash around her mouth, on her
neck, behind her knees, or in the crook of her elbows, she may have an allergy to the formula or the milk she’s drinking, or to other common allergens such as strawberries, chocolate, or peanuts.
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Fast-action plan: Call 911 immediately if your child experiences symptoms such as shortness of breath or swelling of the mouth or throat. An extreme allergic reaction can be fatal if you don’t act fast. (It’s a good idea to keep an antihistamine such as Benadryl on hand; 911 might ask you to administer it.) Otherwise, see your pediatrician. A rash signals inflammation in the gut, which inhibits food absorption and proper weight gain. Overall, such reactions are rare in babies because allergies are related to consistent exposure to food. To minimize the risk of allergy, introduce new foods according to your pediatrician’s recommendations and timetable. Vomiting + blood What it could be: Your child could simply have a stomach bug and a broken blood vessel, or it could be a tissue tear in the stomach from the force of vomiting.
In rarer instances, it might be caused by a bleeding ulcer from bacteria called Heliocobactor pylori, or from being given nonsteroidal antiinflammatory drugs such as aspirin or aspirin-related medication. Fast-action plan: Call your pediatrician immediately anytime your child vomits blood. And don’t give aspirin to children or teenagers. Besides upping the risk of a bleeding ulcer, aspirin increases your child’s potential for developing Reye’s syndrome, a serious brain-swelling disorder. Control fever with a nonaspirin pain reliever such as acetaminophen.
Vomiting can be a frightening experience for a child, especially if it's the first time she remembers doing it. What can you do to comfort her? Stay calm. To ease her fears that she won't make it to the toilet in time, set up a place for her to rest that's closer to the bathroom or put a basin by her bed. When she throws up, rub her back, help her wipe her face and blow her nose afterward, and hold her in your lap. A moderate amount of attention can help her feel in control and give her the emotional anchor she needs to weather a stomach ailment.
Vibrant greenish-yellow vomiting What it could be: The bright-green color means your child is vomiting bile, a liver secretion, which could indicate a gastrointestinal obstruction due to a birth defect, a meconium blockage, or a twisting of the bowel (volvulus). A meconium blockage and volvulus are diagnosed most often in the first month of life, although school-age children can develop volvulus if their bowel is congenitally susceptible to twisting.
WELLNESS
Fast-action plan: Call your doctor or go to the E.R. Surgery is often necessary to correct the problem. Recurrent vomiting with no obvious cause What it could be: cyclic vomiting syndrome, which affects 1 to 2 percent of school-age children. With this brain-gut disorder (often related to
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~ June 2014 | BUSINESSWoman
migraine headaches), children experience an intense period of vomiting that lasts from several hours to several days. Weeks or months then follow in which they’re symptom-free before the cycle starts again. Cyclic vomiting syndrome is not as common as a viral stomach illness, but it’s often mistaken for one. Some kids develop migraine headaches as adults; others simply outgrow the condition. Fast-action plan: If your child has repeated intense vomiting episodes, keep a log, noting how long they last and when they return. If you detect a
pattern, tell your pediatrician. A variety of medications can control, though not cure, cyclic vomiting syndrome. If an episode can’t be stopped, kids are often hospitalized and sedated to ease their suffering. Vomiting + fever + piercing scream (babies) or stiff neck (older kids) What it could be: bacterial meningitis, a potentially serious brain infection. Fortunately, since the development of the Haemophilus influenzae type b (Hib) vaccine, which is one of the well-baby shots, it is not as prevalent as it was 10 to 15 years ago. But it’s still possible for kids to contract it. Besides vomiting, symptoms of meningitis in older children may include headache, stiff neck, and disorientation. Fast-action plan: Call your pediatrician immediately if your baby is vomiting, running a fever, and irritable or inactive, or if your older child is vomiting and complains of a stiff neck or seem dizzy and confused.
WELLNESS
Vomiting + severe abdominal pain What it could be: Your child may have appendicitis, an inflammation of the small, finger-shaped organ attached to the large intestine. It is most common in children over age 10. The pain generally starts around the belly button and is usually not too severe at the beginning, but hours later it will migrate to the lower right side of her abdomen and intensify as the infected appendix swells. If the appendix ruptures, your child may feel better because the painful pressure is gone. Six to eight hours after the rupture, however, she’ll feel ill again as toxins spread throughout the abdominal cavity. If you suspect a rupture, you should get medical attention immediately. An untreated rupture appendix could be fatal. Fast-action plan: Call your doctor if your child is vomiting for several hours and complains of stomach pain, especially around the belly button or on the lower-right side of her abdomen. If she is diagnosed with appendicitis, her appendix will need to be removed immediately.
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Watch
WOMEN TO
Jennifer Andren has been promoted to media director for The Partnership of Packer, Oesterling & Smith (PPO&S). She will oversee media planning, buying, and management of all agency clients.
Cathy Bollinger has joined the York County Community
Carlyn R. Butz has joined Mid Penn
Foundation as managing director of embracing aging. Bollinger comes to the foundation with many years’ experience in strategic planning, implementing programs, developing marketing strategies, and cultivating community relationships.
Bank as credit officer. She has 10 years of financial services experience. Butz is a member of United Way of the Capital Region’s Bridges Society and Women’s Leadership Network.
Brianna Duncan of Palmyra has been promoted to cash management operations manager for Metro Bank. She has more than 10 years of banking experience. In Duncan’s previous role with the bank, she was a cash management implementation and sales associate.
Heather Via has been promoted to Jonestown Bank & Trust Co.’s bank trainer and contact center manager. Via has been in the banking industry for 14 years, with 12 of those years at JBT. In the community, Via volunteers with Junior Achievement and is a midgetlevel cheerleading coach.
Cindy Weesner has been named associate media director for The Partnership of Packer, Oesterling & Smith (PPO&S). Weesner brings more than two decades of experience and will serve a vital role assisting in media planning and buying activity.
Applause
ACHIEVEMENTS &
Christi Beazley, who works for Carol H. Gilbert Consulting
Shonna Cardello, a founding partner
Lisa B. Fraley, CPA, a staff accountant
and as an independent consultant, has been named the Lancaster Area Express Network of ABWA Woman of the Year. She has served in various positions on the LAEN board, currently as president, as well as being actively involved within her community.
and president of White Rose Settlement Services, has received the Associate Land Title Professional designation from the Pennsylvania Land Title Association. The program honors distinguished title professionals in Pennsylvania.
in the Harrisburg office of SF& Company, CPAs and Business Advisors, recently became a member of the Junior Achievement (JA) Greater Harrisburg Area regional council, a classroom volunteer for JA, and assistant treasurer for the Little Theatre of Mechanicsburg.
Do you have an announcement? Please email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Electronic photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi. Or mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.
is seeking an
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On-Line Publishers, Inc. has an opening for a highly motivated person with a professional attitude to sell print and online advertising as well as niche events. The successful candidate should: • Enjoy building and maintaining your own long-term business relationships.
• Be highly motivated, detail oriented, and able to multitask.
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• Show a willingness to learn and grow in a fast-paced environment.
We offer a competitive compensation plan with a benefits package that includes health insurance and a 401(k) plan. If you have sales experience and are interested in joining our growing sales team, please send your resume and compensation history/requirements to danderson@onlinepub.com. On-Line Publishers, Inc. • 3912 Abel Drive • Columbia, PA 17512 • 717.285.1350 • www.onlinepub.com
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~ April 2014 | BUSINESSWoman
Greet
MEET AND
WOMEN’S NETWORKING GROUPS
American Business Women’s Association (ABWA) Camelot Chapter 6 p.m. 3rd Monday of the month The Radisson Penn Harris Hotel & Convention Center, Camp Hill Tania Srouji, President www.abwacamelot.com Continental Yorktowne Chapter 6 p.m. 4th Tuesday of the month The Roosevelt Tavern 400 W. Philadelphia St., York 717.891.7808 Lancaster Area Express Network 7:15 – 9 a.m. 3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Julie Welles 727.207.8424 julie@sparkmission.com www.LAEN-ABWA.com Lebanon Valley Chapter 6 p.m. 4th Wednesday of the month Marabelle’s Restaurant 1352 Cumberland St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com Penn Square Chapter 11:45 a.m. – 1 p.m. 2nd Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Donna Anderson 717.392.8285 donnatroptan@yahoo.com Women @ Work Express Network 11:30 a.m. – 1:15 p.m. 2nd Thursday of the month Heritage Hotel 500 Centerville Road, Lancaster Virginia Klingensmith vklingensmith@unioncommunitybank.com
Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Cynthia A. Sudor 717.469.7329 casudor@gmail.com www.ewiharrisburg.org Harrisburg Business Women 11:30 a.m. – 1:30 p.m. 2nd Tuesday of the month Best Western Premier Central Hotel & Conference Center 800 E. Park Drive, Harrisburg Cathy Jennings 717.713.7255 info@harrisburgbusinesswomen.org www.harrisburgbusinesswomen.org Insurance Professionals of Lancaster County (IPLC) 5:45 p.m. 3rd Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Krista Reed 717.945.4381 kristathompson101@comcast.net International Association of Administrative Professionals Harrisburg Chapter 5:30 p.m. 3rd Monday of the month Holiday Inn Harrisburg East Lindle Road, Harrisburg Helen E. Wallace, CAP-OM, President Jodi Mattern, CAP, Webmaster jodi4psu@gmail.com www.iaap-harrisburg-pa.org
Hershey Chapter 5:30pm 2nd Tuesday of the Month Hershey Lodge 325 University Drive, Hershey Wendy Snavely, CAP-OM, President Meagan Bair, CAP-OM, President-Elect 717.508.1710 mbair@hersheypa.com www.hershey-iaap.org
Professional Women’s Business Network (PWBN) 8:30 – 10 a.m. 1st Monday of the month Park City Diner 884 Plaza Blvd., Lancaster Maria Quaranta 717.271.1250 mariapwbn@yahoo.com www.pwbn.org
Red Rose Chapter 5:30 p.m. 4th Tuesday of the month Woodcrest Villa 2001 Harrisburg Pike, Lancaster Barbara Tollinger btollinger@normandeau.com www.iaaplancaster.com
Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack 717.609.3781 lisamack.re@gmail.com
White Rose Chapter of York 6 p.m. 3rd Wednesday of the month Normandie Ridge 1700 Normandie Ridge Drive, York Dorothy Keasey 717.792.1410 djkeasey@comcast.net
Women’s Business Center Organization (WBCO) 11:30 a.m. 2nd Tuesday of the month September through April Alumni Hall, York College of PA Mimi Wasti mwasti@ycp.edu
Mechanicsburg Business Women 11:30 a.m. – 1:30 p.m. 3rd Wednesday of the month Rotating location Abeer Srouji Allen info@mechanicsburgbusinesswomen.org www.mechanicsburgbusinesswomen.org Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Joan Nissley, President 717.861.8720 jnissley@pa.gov www.pprs-hbg.org
Women’s Independent Networking Group (WING) Noon 1st and 3rd Wednesday of the month Out Door Country Club 1157 Detwiler Drive, York Lisa Barshinger 717.747.6393 info@wingofyork.com Women’s Network of York 11:30 a.m. 3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Theresa La Cesa tlacesa@aol.com www.wnyork.com
CONNECTIONS
Yellow Breeches Chapter 6 p.m. 4th Wednesday of the month Comfort Suites 10. S. Hanover St., Carlisle Jofa Kauffman jofa@paonline.com
Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to the website for the meeting location Cathy Jennings, President 717.713.7255 info@cpafe.org www.cpafe.org
Do you have an event you would like to post on our online events calendar? It’s easy to do … and it’s free! Just go to BusinessWomanPA.com and click on the “events” link, or email your info to calendar@businesswomanpa.com.
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