Business Woman August 2018

August 2018

Female leadership discover your wine crush in PA’s wineries and vineyards

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Inside

WHAT’S

Experience. Compassion. Results A Majority Woman-Owned Law Firm

•Family Law

•Employment Law

•Estate Planning/Elder Law

•Business Law

•Bankruptcy Law

•Agricultural & Farm Law

4 LETTER FROM THE EDITOR 7 Gen z at work

What millennial bosses need to know.

9 Female leadership

Refocusing the gender and leadership conversation.

11 Cultural differences

Recognizing and navigating them in the workplace.

13 wineries and vineyards

Discover your Pennsylvania wine crush.

16 leasing vs. buying a car

635 N. 12th Street, Suite 101 Lemoyne, PA 17043

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Which is better for families?

18 No more excuses

Break down the barriers to exercise.

20 gerd

A burning digestive disorder.

22 women to watch

New hires and promotions.

23 meet and greet

Regional networking events and meetings.

August 2018

LEASING VS. BUYING A CAR DISCOVER YOUR WINE CRUSH IN PA’S WINERIES AND VINEYARDS

5 cover story Lee Cadwallader, president of Select Collision Group, stands inside one of the bay areas where cars are repaired after a collision. Now in her 20th year in the automotive repair industry, read how she went from working in the pharmaceutical world to now owning four vehicle-repair facilities.

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Editor’S

Note

August 2018 Vol. 15 - No. 8

PRESIDENT AND PUBLISHER

Donna K. Anderson

EDITORIAL

“

hope you have found time to relax and make Did you know that Pennsylvania is No. 5 in the some happy memories this summer. country for the amount of grapes grown and is seventh For those of you who have kids, they’ll be in wine production and the number of wineries? heading back to school soon. You’ll be adhering to Pretty tasty, right? Discover a few local wineries and stricter schedules so you can what’s putting them on the map squeeze in after-school activities, — including, for some, on one homework, and time with family, of the 12-plus wine trail maps in and still get to bed on time Pennsylvania.

“Sharing knowledge is one thing so they’re fresh for school the Do you ever get “indigestion”? that anyone, man or woman, can next day. Throughout each day, If it’s a burning sensation up children are interacting with in your esophagus, it could be offer others without expense or many different personalities GERD—gastroesophageal reflux and cultures and, in most cases, pretense. I have always believed that disease—and, left untreated, learning how to get along. it can lead to more serious knowledge hoarded did no good to consequences. Find out what can Like them, we work with different personalities, genders, GERD and treatments for others and that education is the one cause cultures, and generations. For a relief. more harmonious environment, There are always more topics thing no one can take from us.” we need to learn how to work addressed inside and, of course, ~ Winona Cross through our differences for a you can learn about the career more positive outcome. We have moves and achievements of included several articles on those your colleagues. Make sure to topics that make for interesting congratulate them. reading and should give you some good direction.

Another article you don’t want to miss is on female leadership. It can be a hard row to hoe for women to have just the right amount of female qualities and masculine qualities. It’s a balancing act on which men aren’t really judged. And who are our harshest critics? Yes. Other Christianne Rupp women.

Vice President and Managing Editor

”

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CAREER

COVER

A Happy Accident

I

By LYNDA HUDZICK

t could be considered fitting that Lee Cadwallader, president of Select Collision Group, got into the auto industry accidentally, as the business’s focus is helping people easily navigate the repair and insurance process after they’ve been in an accident.

Yet, just as those satisfied customers whose testimonies are featured on the company website indicate, even an accident can have a happy ending. And that’s exactly how Cadwallader feels about her career: an accidental start has turned out to have a very happy ending.

Cadwallader grew up in Harrisburg and is a graduate of Susquehanna High School. She went to Central Penn College, where she studied to become a medical assistant, and spent the first part of her career in medicine, working for a large pharmaceutical company.

“My neighbor owned the first [collision] shop we purchased. He was usually out golfing in his backyard … One day, walking my dogs, I made a joke telling him I wanted to do what he did.”

It turned out her neighbor was selling his business at the time, and Cadwallader saw an opportunity to change careers, moving in the same direction her neighbor was retiring from.

She and her husband decided to check out the shop and, as she said, found the business was actually “very much like the healthcare industry my husband and I were in.”

They decided to take a chance on this new endeavor and purchased the first facility.

“I started marketing to agents as I did physicians in the past, as well as giving the facility a makeover and [making it] more female friendly,” Cadwallader said.

In the first three years of business, they purchased three facilities, adding their fourth in 2015.

Cadwallader feels fortunate to have a strong staff with excellent customer service and communication

skills on whom she can rely in each of their four facilities. She does travel to all of the facilities during the week, just checking in with the staff and helping out wherever there is a need.

“I believe our staff goes above and beyond to be helpful to our customers,” she said. “It shows by the thank-yous that come in the form of food or flowers, as well as the customer surveys we send out.”

Developing a trusting relationship with a customer is vital when that

customer has been involved in an accident. Dealing with damage to your vehicle after an accident can be a very unsettling and challenging situation, but Cadwallader takes great pleasure in helping her customers through those difficult times.

“What I love the most is to see the look of relief on someone’s face who is struggling with the process or had an accident for the first time, knowing that we are going to walk with them through the whole

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process,� she said.

This year marks her 20th in the industry, and although Cadwallader said that when she was just starting out there were very few women involved, “it has grown with more women coming into the industry,� she said. In the beginning, she recalls “there was talk as to whether I would make it. We just continued to do our job well and to learn and grow.�

Building a good relationship with not only her clients, but also within her community is important to Cadwallader and the Select Collision Group staff.

One particular example she shared was when “we worked with Recycled Rides to help give a car to a single mother of three who was in a domestic violence situation,� she said. “We worked with the National Auto Body Council to repair and give a car to this woman so that she would have a vehicle to get to her job as well as take care of her children.�

She and her staff are actively

“�

What I love the most is to see the look of relief on someone’s face who is struggling with the process or had an accident for the first time, knowing that we are going to walk with them through the whole process.

involved with CBS 21 and their distracted driving campaign. “We also give to all the schools in the area for their different driving programs,� Cadwallader said.

Additionally, each of the four locations, which include two in Mechanicsburg, one in Hershey, and one in Hanover, supports a charity based in their local community, and donations from Select Collision Group have also been made to

organizations supporting the military and animals.

Currently, Cadwallader and her team are working on achieving the I-CAR Gold ClassÂŽ status as well as OEM certifications for all of the facilities.

The Gold ClassÂŽ recognition is the highest role-relevant training achievement recognized by the collision repair industry. Once a business has achieved this status, it

must maintain the designation by continuing to develop the knowledge and skills required to keep up with newer models and technology. Only about 20 percent of repair shops meet the Gold Class standard.

OEM (original equipment manufacturer) certification programs generally require onsite training at the manufacturing property or training with the tools that the manufacturer uses.

An OEM-certified shop means they will not only use OEM parts to make repairs to your car, but they will also use the same tools as the manufacturer and in the correct way, ensuring that your vehicle is repaired to the manufacturer’s standards As far as what the future holds for Cadwallader and Select Collision Group, growth is definitely the goal. “If we find other collision centers that are a good fit, we will be expanding as well as learning in this ever-changing environment of cars,� she said.

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CAREER

Gen Z and Conflict at Work: What Millennial Bosses Need to Know

By SHERRIE HAYNIE

G

eneration Z, born sometime between the later 1990s and the mid-2000s, will soon enter the workforce. Like previous generations, they’ll bring many of the expectations they’ve grown up with into the workplace, and employers should be ready for a shift from the previous generation of Millennials.

In fact, 10 years from now we may well find a landscape of Millennial managers and executives just as perplexed by their Gen Z employees as older generations have been with them. While Millennials may be on the brink of ruling the corporate roost, Gen Z employees will bring challenges they may not expect.

By understanding what’s shaped these generations and how their experiences play out through the way they handle conflict, organizations can avoid surprises when younger employees challenge the status quo.

Gen Z vs. Millennials In 1991, William Strauss and Neil Howe published Generations, which outlined their theory for how the formative experiences of generations shape lifelong values.

The model also shows how generational archetypes tend to repeat themselves — so we might get a preview of the types of values future generations will hold by looking to the past.

Millennials were raised largely by Baby Boomer parents who grew up in the relative prosperity, openness, and anything-is-possible environment of the mid-20th century.

By the time Boomers encountered

the political upheavals of Watergate and the oil crisis in the 1970s, their view of America as strong and capable of expressing the “American dream” was already well established.

They passed this perspective on to their Millennial children, who as workers are noted for their demand for self-actualizing experiences rather than just a paycheck.

Gen Z, on the other hand, was raised by Generation X parents, who may be the least likely to believe the American dream is what it’s cracked up to be. Perhaps even more formatively, Gen Z grew up during the Great Recession, when jobs were scarce and the future looked bleak.

As an article in Inc. outlines,

this somewhat more hard-boiled history has shaped Gen Z into a more competitive breed than Millennials.

From the perspective of the StraussHowe model, Gen Z may have more in common with the Silent Generation that as children weathered the Great Depression and World War II. A Model for Understanding Five Conflict Styles Conflict is a force in all human relationships and has a particularly significant influence in the workplace, where we spend much of our time and productive effort.

To understand how generational background might play out in workplace conflict, we

need a framework for understanding conflict.

In the 1970s Ken Thomas and Ralph Kilmann developed a model for understanding conflict where five conflict styles fall along the intersecting spectrums of assertiveness and cooperativeness, offering a typology for ways of addressing conflict situations.

Competing: At the pinnacle of assertiveness and uncooperativeness, the goal is to win, satisfying your own concerns at another’s expense.

When standing up for one’s own rights or defending a correct position, or when quick, decisive action on an important issue is

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vital, Competing works well.

Collaborating: In this assertive and cooperative mode, the goal is a win–win solution, where you try to satisfy your own and the other person’s needs. This style is most effective when mobilizing a group for long-term change, or when you must merge diverse perspectives to achieve commitment on the parts of all involved.

Avoiding: This uncooperative and unassertive mode doesn’t sound very useful at face value but can be appropriate when the goal is to delay. This style is effectively used when you need to preserve time and energy, when you need time to prepare or cool off, or when the situation is unimportant or not worth the cost or time to resolve it.

Accommodating: Cooperative and unassertive, the goal of this mode is to yield and satisfy the other person’s or the group’s concern at the expense of yours. It can be highly effective for relationship preservation and goodwill building, or when you primarily need to show empathy — or simply when you’ve realized that you are wrong.

     

Compromising: This mode sits in the middle of all of the others and has the goal of finding a middle ground and moderately satisfying both parties. If the situation is somewhat important, but ethics, values, and integrity aren’t at stake, and there appears to be mutual willingness to strike a bargain and move more quickly than true collaboration requires, compromising may be effective.

   

Generations Expressed in Conflict Earlier we discussed how Gen Z is likely to be more competitive overall than Millennials. Indeed, the Inc. article (www.inc.com/ r y a n-j e n k i n s /ge ne r at ion- z -v s millennials-the-8-differences-you-. html) mentioned earlier describes an experiment done offering the chance to arrange one’s own workspace.

Millennials arranged desks into a circle, while Gen Z isolated their

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desks from one another. This preference for a healthy competition with peers may translate into a preference for the Competing conflict style.

Of course, whether the expression of this preference turns out to be healthy or not depends on the situation.

The article also points out that Gen Z are more hardened digital natives than Millennials, who were old enough to experience the fledgling years of the internet and the digital transformation.

As a result, Gen Z will be less likely to rely on the Compromising style when it comes to the tools they need to be successful. They’ll demand constant connectivity and feel less empowered at work if they have to compromise technology needs.

Finally, in further contrast to conceivably more optimistic Millennials, Gen Z may take a darker view of privacy on the internet and social media. As noted

by Inc., Gen Z gravitated more toward Snapchat than members of other generations for the deliberate transience of its content.

Consequently, Gen Z will more often favor the Avoiding style when it comes to privacy. Growing up in an era where trust has been violated with data breaches will impact willingness to share information.

Conflict style: It’s Not a Trap!

Fortunately, the underlying message of Thomas and Kilmann’s work is to make us aware that while these responses to conflict are often automatic, we can take control over them.

By recognizing that personal histories, including those shared by whole generations, can influence our automatic responses to conflict situations, managers and employees alike can develop better conflicthandling skills.

• Sherrie Haynie is director of U.S. Professional Services for CPP Inc. and oversees strategies to manage the design, delivery, and operations of consultancy engagements and practitioner development. www.cpp.com

CAREER

Refocusing the Gender and Leadership Conversation

By THUY SINDELL

T

he lack of females in leadership is well acknowledged and well documented, yet the conversation is stuck. Here’s why the issue isn’t moving forward and what employers and leaders can do about it:

Individuals Can Change the System The current conversation on gender in leadership focuses on problems, not solutions. Professionals, thought leaders, and employers all discuss the bias in the system and the unrealistic expectations placed on female leaders.

Because here’s a simple truth: Women have to do and overcome more to get leadership positions, and once they attain them, women have to do more to be as effective — it’s not fair.

We are expected to be more balanced than men. For instance, in Skyline Group’s most recent leadership mindset study, we continued to find the trend that it’s OK for men to accept “good enough” as part of their mindset for performance, while women are expected to balance both perfectionism in work product with things being “good enough.”

But focusing on the injustice won’t fix anything; the system won’t change overnight. Individuals can influence the system and change

the opinions of others. Change has to start on the individual level.

Professionals, despite gender, need to focus on their own skills and interactions and be more aware of their biases to be more effective and work toward change.

Leadership Development is Failing Women Here’s the part where men and women would typically get the same old advice — to be better leaders, women need to take charge and be more assertive and masculine, while men should be softer and more accepting.

But the issue is more complicated — leadership development is failing women.

Men in leadership positions have been trained to adopt the effective qualities of female leaders: communication, collaboration, empathy, and positive reinforcement.

Yet, women aren’t encouraged to add the effective leadership traits of men to their skill set. Why? Because while they would then be more balanced and effective, they wouldn’t be well liked.

This is the effectiveness vs. likability problem. Women in leadership positions can typically be seen as well liked or highly effective, but not both.

When women do adopt male behavior to be more effective

leaders, they are seen as less competent.

Research studies conducted by our company, Skyline Group International, Inc., found a significantly lower perception of effectiveness when women express the masculine behavior in 57 percent of the 28 leadership competencies studied.

In comparison, men were perceived significantly poorer when utilizing the feminine approach in just 39 percent of competencies.

What’s more, female peers may be the most critical of women who adopt masculine traits. For 43 percent of the competencies where women express the masculine version of the trait, only women rated other women as less effective.

Leadership development fails women because it takes an all-or-

nothing approach, but the key is balance.

It’s Not about Male and Female — It’s about Balance While leadership traits are typically associated with men or women, the reality is that leadership exists on a spectrum.

For every leadership skill, there is a masculine and feminine way of doing it. According to our research, both men and women agreed there is a significant and recognizable gender continuum on 27 of the 28 competencies included in the study.

Listening, for example, is seen as an inherent skill to women. But both men and women in leadership positions listen; they just do it in different ways. Men tend to listen

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for clarity. They try to understand what the speaker is saying. On the other hand, women tend to listen for emotional context. They try to understand what the speaker is feeling. See the difference?

But one expression isn’t necessarily better than the other. Our survey participants rated more than 70 percent of leadership competencies, both masculine and feminine expressions, as equally effective.

When leadership development blindly urges women to be more masculine or men to be more feminine, it’s doing them a disservice, because no matter their gender, all leaders need to focus on becoming more balanced.

The perception of leadership effectiveness depends on context.

Leaders need to adapt their behaviors based on their audience, their approach, and their gender, simultaneously. This requires leaders to develop and use both the masculine and feminine expressions of a competency, depending on what is needed, instead of relying on one default set of behaviors.

Employees Need Support Leaders won’t automatically become more balanced; they need the right development and training.

Start by reviewing how leaders are treated in the organization. Are female leaders supported? Are both men and women leaders rewarded for balance and effectiveness? Do leadership-development programs encourage women to learn and use masculine expressions of leadership qualities?

Employers need to train all leaders to take a more balanced approach, and leaders need to focus on improving their skills. To impact real change in the workplace and develop more effective leaders, the conversation needs to refocus on what can be done.

• Thuy Sindell, Ph.D., is the president of Skyline Group’s Coaching Division, the leading provider of scalable leadership solutions. She is also an executive coach and author of Hidden Strengths: Unleashing the Crucial Leadership Skills You Already Have. www.skylineg.com

CAREER

Recognizing and Navigating Cultural Differences in the Workplace

A

By K. LEIGH WISOTZKEY

sk people who love their jobs what makes it so great, and many will say it is the people. Whether we have to interact with them or simply share office space, the people we work with absolutely make or break the workplace experience.

It’s easy to get along with people who share the same interests, values, beliefs, and communication styles, but there will always be times when differences get in the way of a harmonious workplace. Cultural differences, especially, can make it challenging to stay focused and productive at work.

Keep in mind that cultural differences are not limited to race and ethnicity. Culture can include religion, disability, gender, education, age, military experience — and the list goes on.

Understanding these cultural differences is often key to avoiding problems that can come from misinterpretation.

And because of the sensitive nature of many dimensions of diversity, it’s important that employees understand that they are asked to tolerate and respect differences, regardless of whether or not they accept or agree.

What Cultural Differences Look Like Outward appearance can be an obvious clue to cultural differences, but it’s often behaviors that represent more of a difference and can easily be misinterpreted.

For example, a person who never participates in activities around co-worker birthdays may be perceived as unsociable or unfriendly. But what if the real reason is that their religion doesn’t

acknowledge or celebrate birthdays?

Another example is a workplace with a mix of ethnically diverse men and women. Picture a meeting where they come together and the women at the table are not speaking up.

“In this scenario, the women may be viewed as indifferent, uninterested, or not engaged,” says Dr. Lonie Haynes, vice president of diversity and inclusion at Highmark Health.

“However, in many cultures around the world, it can be a norm or expectation for men to speak up and be assertive, while it is the cultural norm or expectation for women to be more demure and acquiescent. While they may be seen as not engaged in this setting, it can really be a matter of culture,” he explains.

“Even politics are cultural,” says Mariah L. Yancey, labor relations analyst with the Pennsylvania Department of Human Services, who is regularly involved with addressing employee grievances and disciplinary proceedings.

“In our current political environment, a casual employee

conversation debating the nature of a presidential remark can cause disruptions and affect people’s ability to concentrate on their jobs.

It’s a cultural difference, and even though the person initiating the conversation claims First Amendment rights, we must preserve and protect the workplace,” she explains.

Another cultural difference, which often stirs up unconscious bias, involves technology use.

Think about the last time you saw someone looking at their smartphone at work. Did you assume it was work related or did you think they were wasting time?

Those who have grown up with technology find many productive ways to use it, including taking notes on their smartphones and researching terms and concepts during conversations and meetings, both of which might be perceived as inappropriate or even rude.

Navigating Cultural Differences While people’s reactions to cultural differences have the potential to disrupt the workplace,

being proactive can help navigate and even leverage those differences for positive results.

Going back to how lifetime technology users differ, consider the insight those tech-savvy employees bring to the table and how their ideas might actually move the company forward.

“Our company has been practicing and progressing diversity and inclusion (D&I) in our workplace, formally, for over 20 years, and we continue to leverage foundational practices today, alongside our robust set of programs and strategies,” says Haynes.

“At Highmark Health, we define diversity as our variety of differences and similarities, or dimensions, among people. Inclusion is defined as how we leverage our diversity to create a fair, equitable, healthy, and high-performing culture within the enterprise and our community, creating an environment where all of us are respected, we feel engaged and motivated, and our contributions toward meeting our enterprise and community goals are valued.”

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Not every company is able to launch diversity and inclusion programs that are as robust and structured as those at Highmark Health; however, many solutions can be scaled to fit any workplace, and there are simple and no- or low-cost solutions, as well.

“It is critical, once there is an understanding of what diversity is, that inclusion and expected behaviors are clearly defined and continuously

communicated,” Haynes advises.

“Quick wins would be to include messaging and a brief D&I training in your on-boarding process, have a written or recorded video message from the chief executive, and have resources on best practices available to managers and employees on your employee intranet — and a key foundational concept to start with would be unconscious bias,” he suggests.

Diversity and Inclusion Solutions and Resources • Unconscious bias assessment, implicit association test, and/ or training – Help employees recognize and identify their own social stereotypes about certain groups of people that form outside their own conscious awareness.

• The Harvard Implicit Bias Assessment, “Project Implicit” – https://implicit.harvard.edu/ implicit/ • CEO pledge or communications –

leadership Sign the

CEO pledge or have leadership communicate a diversity and inclusion statement.

• CEO Action for Diversity & Inclusion™ – https://www.ceoaction. com/the-pledge/ • Low-cost, no-cost employee resources – Create a resource document for inclusive practices or implement a resource library on the company’s intranet using resources already available to the public.

Diversity and Inclusion Training Beyond classroom, instructorled sessions, there are a variety of free learning materials and webinars that are great for employees.

Track and measure the effectiveness of learning by including a brief completion survey that employees can submit after they finish a virtual training, video, reference resource, and/or online module.

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• Councils or business resource groups – The groups can represent a variety of dimensions of diversity (e.g., individuals with disabilities, African-Americans, generations, LGBTQ, Hispanic and Latino, Asian, Middle Eastern, Pacific Islander, Asian American, women, and veterans and military). Convene a group of employees and leaders together to charter a formal diversity council or business resource group with clearly defined goals.

• Partnerships – There are community organizations and associations

that are ready and able to be collaborators and partners.

Whatever the dimension of diversity, there are organizations whose mission is to engage and educate. Contact the local chamber of commerce or search online for local organizations and chapters.

Clear messaging from the top down is critical in any workplace. A statement from an executive or leader in the company, communicating the company’s commitment to and value of a diverse and inclusive workplace, helps set expectations of behavior and inclusivity.

Above all, a proactive approach to cultural differences in the workplace helps to prevent situations before they arise.

To learn more about Highmark Health diversity programs, initiatives, and resources, visit w w w.hig h ma rk hea lt h.org / h m k / responsibility/diversity.shtml.

Discover Your Wine Crush in Pa.’s

Wineries and Vineyards

By KIM KLUGH

Lifestyle

W

hether you’re a neophyte when it comes to wine tasting or an enthusiast with a well-honed palate, Pennsylvania wine country provides enough variety to keep everyone in high spirits.

Even if wine descriptors such as crisp, fruit-forward, complex, or velvety don’t just roll off your tongue, a few basic facts can deepen your appreciation for wine’s wide variety and its delicate distinctions.

First and foremost are the grapes themselves. Red wines are made from black (red) grapes, and white wine from white grapes, which ampelographers (those who identify and classify grapevines) believe stemmed from a natural mutation of black grapes.

Ampelographers believe all cultivated wine grapes originated from one species of grape called Vitis vinifera, with ancestral roots in Iran. This theory is substantiated by the fact that shared DNA exists among Pinot Noir, Pinot Gris, and Pinot Blanc, even though each of these wines is made from a differently colored grape.

The skins and seeds give red wines their color because they usually ferment together along with the crushed grapes’ juices. White wines, on the other hand, typically leave behind their skins and seeds in the pressing process prior to fermentation and thus, no blush.

Red and white wines also undergo additional differences in the winemaking process. One winemaking method increases the grapes’ oxygen exposure, while the other reduces it.

Christopher Boyd, winemaker and owner of Cardinal Hollow Winery, checking Brix levels in wine.

The rich and nutty flavors for which red wines are noted, along with their bold tang, is the result of being aged in oak barrels, which breathe and enable the wine to receive oxygen.

White wines, known for their floral aromas and fruity notes, are aged in stainless-steel vats where their exposure to oxygen is reduced, thus enabling the wine to preserve its crisp fruity or flowery essence.

But as with most rules, there are exceptions. There are red wines that are aged in stainless-steel vats and white ones that are aged in oak barrels. There are also red wines that are pressed before the

fermentation process, leaving skins and seeds behind, while there are also white wines that retain the skins and seeds while fermenting and are dubbed orange wines. These atypical variations result in some unusual-tasting wines.

Because grapes are known to be good for you, is it fair to suggest that wine could be beneficial for your health? The answer lies in the parts of the grape that contain the beneficial compounds — the skin and the seeds. They contain plant compounds, including flavonoids, polyphenols, tannins, and resveratrol, that have anti-inflammatory and antioxidant effects.

And because red wines are usually fermented with their skins and seeds, it’s the red wine that may provide possible health benefits, such as reducing the risk of heart disease by increasing the levels of HDL (the good) cholesterol.

While learning how to identify the differences and characteristics in wine is enjoyable, it does take some practice to discover what is most pleasing to your palate. What better way to learn how to sip and savor the wealth of wines available in your own backyard than to wind your way through Pennsylvania’s 12-plus organized wine trails?

Thanks to Pennsylvania’s

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Lifestyle

moderate climate and rolling hills, the state takes the No. 5 spot in the country for the amount of grapes grown and boasts seventh in wine production and number of wineries, many of which are included on the self-guided wine trails spread across the regions of the state.

Anchoring the Montgomery County Wine Trail is Cardinal Hollow Winery. Owner and winemaker Christopher Boyd says his boutique winery offers “wines that no one else is making, like our award-winning Whiskey Mead or our Jalapeno Wine—no flavorings, no additives, no infusion—just fermented jalapenos.”

Their newest release is 100 percent agave wine (tequila).

“All you do is add ice and some lime juice, and you have a margarita,” Boyd says. “That, along with over 25 other wines, makes for one fun experience.”

Open seven days a week, the winery also hosts bridal showers, birthday parties, comedy nights, murder mysteries, and more.

One of the original members of

Guests enjoying Music in the Vineyards’ open-air lawn concerts on Saturday evenings at Nissley Vineyards. the Hershey-Harrisburg Wine Country is Nissley Vineyards.

“According to our customers,” says Judith Nissley, “our wines are special because they have a fresh,

clean flavor without the ‘nasty’ offflavors found in [some] wines.”

She says because they’ve been adding new wines and perfecting old wines for 40 years, their wine

list includes a wide variety, from “very dry to very sweet wines,” with many having won awards in national and international competitions.

Enjoy our selection of the finest wines we have found around the state without having to travel far.

110 S. Hanover St. Carlisle, PA 17013

(717) 462-4663 castleriggwineshop.com info@castleriggwineshop.com 14

TRIPLE VERTICAL ~ August 2018 | BUSINESSWoman 3.75”w x 4.75”h Carlisle

Lifestyle

Visitors can enjoy a wine tasting and a self-guided tour of the vineyard and production areas.

And for lots of fun and a little romance on a Saturday evening, you can check out their Music in the Vineyards summer concert series, now in its 36th season.

Located on the Brandywine Valley Wine Trail is Paradocx Vineyard, which general manager and director of marketing Trish Brown says offers a range of award-winning wines from their 100-acre farm in southern Chester County.

In addition to its knowledgeable staff, Brown says, “Paradocx offers traditional East Coast wines, trendy varietals, and blends, as well as a lovely selection of dry wines.”

Those who visit will enjoy “an extensive wine menu, catering to multiple palates.”

Although not included on a wine trail, Bouchette Vineyards in Bethel, Pennsylvania, is owned and operated by Rick and Jess Bouchette. Rick Bouchette is not only the owner, but the winemaker, as well.

“Since our name is on the bottle, quality is of the utmost importance to us,” he says. “Not only do we have 15-18 wines in our tasting rooms, but we also carry hard ciders and slushees, along with wine-related items from local vendors to round out your experience.”

Bouchette says they strive to make everyone who walks in the door feel like they are family and will take the time to explain their wines and their passion behind them.

Alan Tumblin at Castlerigg Wine Shop says he is a satellite location for Seven Mountains Wine Cellars.

“They are special,” he says, “because they are relatively local, and they make everything from the driest reds to the sweetest dessert wines. Something for everyone!”

Castlerigg is a wine bar as well as a wine shop, offering “various wine-tasting options as well as sales by the bottle and glass, in addition to light appetizers and desserts to accompany wine consumed on premises.” In addition, they offer live music every Saturday.

For a chance to try unique wines

A few tasty varietals sold at Castlerigg Wine Shop. without leaving your house, Amanda Herr says Traveling Vineyard is a small boutique winery with “a mission to bring wine to you, educate you about wine and food pairings in a relaxed and fun environment (your home), and demystify the wine-buying process.”

Focusing on small batch production and quality over quantity, “our products are unique and only available through Traveling Vineyard,” says Herr, “and are delivered right to your door.”

She explains that Traveling Vineyard operates similar to a Pampered Chef or Tupperware Home party, except the host earns discounts on wine and accessories and free bottles of wine. You provide simple food pairings and a place to gather, and Herr takes care of the rest.

At a tasting event, she’ll bring five bottles of wine: two whites, two reds, and one sweet.

“My goal is to introduce you to something you may have never tried before, expand your tastes, and show you how fun it is to pair wine and food.”

Cheers to your own grape expectations!

Amanda Herr, independent wine guide with Traveling Vineyard, enjoys a glass of TV’s 2016 Calamity Sue Riesling.

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Leasing vs. Buying a Car: Which is Better for Families?

Lifestyle

By JOHN PASKVAN

I

n the not-too-distant past, it was companies that leased cars. It was an easy way to get a tax write-off and ensure executives and employees could tool around town in the latest models.

Today, about one-third of new vehicles are leased rather than purchased. Leasing rather than buying a car might be the best, most affordable option for families as well.

Here are seven reasons why leasing a car can work well for families: 1. Manufacturers’ incentive programs make leasing more appealing.

For many families, leasing may very well prove to be the least expensive way to have the security of driving a new, fully warrantied car with all the latest safety features and driver’s aids while eliminating the worry of unexpected, expensive repairs.

2. Lease payments can be much lower than purchase payments.

When you purchase a car, you are responsible for the total cost of the vehicle and taxes and fees. When you lease a car, you are only responsible for the difference between the purchase price and the projected value at the end of the lease.

That means you only pay for the depreciation in the value of the car and tax on that depreciation amount. With a no-money-down lease and low monthly payments, you have more cash flow available for that dream house or tuition bill.

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3. You can still take advantage of rebates and deals.

Don’t think of leasing a car as a way to avoid negotiating the best deal with the car salesperson. In fact, it might be even more important when you’re leasing because the value of the car at the end of the lease is fixed. Take advantage of all

~ August 2018 | BUSINESSWoman

rebates and manufacturers’ subsidies, just as you would on a purchase.

4. You won’t be burdened by an old car at the end of the lease.

If you are in love with the car, you can purchase it for the predetermined value at the end of the lease. If not, you can turn it in,

negotiate a new lease, and drive away in a new car with the latest safety features, technologies, and fueleconomy improvements.

5. Leased vehicles carry the same warranty as vehicles you buy.

The difference? The lease will end before the warranty, so you

shouldn’t incur any maintenance costs. And, because the leasing company owns the car and will get it back at the end of the lease period and must resell it, most will include regular maintenance at no charge as well.

6. You have no risk in market shifts during the term of the lease.

If your lease ends on a hybrid when fuel is cheap or a truck when fuel is expensive, the leasing company absorbs the loss, not you.

And now, five important reasons why leasing might not be right for your family: 1. You’re stuck with the car for the full term of the lease.

You are committed to keeping the car or paying for it until the end of the lease. Lease buyouts are expensive.

2. The vehicles must be kept in good condition.

This can be a challenge for families with kids that make messes.

The leasing company will provide a strict set of criteria that you should review before leasing.

On a particular brand’s financial

them at the beginning of the lease.

4. In general, a higher credit rating is required for a lease than for a purchase loan.

Some of the $200-a-month leases you see advertised require qualified applicants to have credit ratings of 750 or more.

“”

Today, about one-third of new vehicles are leased rather than purchased. Leasing rather than buying a car might be the best, most affordable option for families as well.

make seat protectors and leather or vinyl seats good investments.

Just as with any financed car, you must provide full-coverage insurance at the coverage minimums required by the leasing company.

3. If you exceed the agreed-to total miles, it can get expensive.

You will typically pay 15-25 cents per additional mile. That 5,000mile road trip you did not plan on could be costly. Adding miles is far less expensive if you negotiate

5. You won’t end up with an older car to hand down to new drivers.

But, given the massive advances in auto safety features in recent years, this may be a good thing.

If you decide to give leasing a try, do your homework. Leasing is new to most people. Take some time to learn the terms and conditions of leasing before going to the dealer.

There are many great online information sources on leasing.

One of the most comprehensive is

LeaseGuide.com. There also is great information at NerdWallet (www. nerdwallet.com) and in Edmunds’ “10 Steps to Leasing a New Car” (www. edmunds.com).

To get the best deal: • Search the manufactures’ websites for current offers. Remember: Just like buying a car, the advertised lease deal is usually negotiable.

• In spite of the fact that almost onethird of new vehicle acquisitions are leases, many salespeople are not aware of the current “best offers” and subsidies. Ask to speak to the internet manager, a lease specialist, or the fleet manager.

• Before signing, make sure you understand and are comfortable with every line of your lease contract.

Do your research, bargain hard, and enjoy driving a current, fully warrantied car with all the latest safety and fuel-economy improvements. The time you take to do your research will pay dividends over the years. You’ll be driving a car that suits your needs and saving money in the process.

• John Paskvan is a contributing writer at A Girl’s Guide to Cars (www. agirlsguidetocars.com), which has a mission to empower women to be smarter, happier car owners by focusing on cars on women’s terms. From reviews to buying, negotiating and maintenance, writers share commonsense, realworld insights through the website and social media channels. Follow them at agirlsguide2cars on Instagram.

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Lifestyle

7. Your family car can grow with your family.

You might lease a cute little Mazda Miata when it’s just the two of you, lease a Honda Accord when baby makes three, move up to a Chrysler Pacifica when the twins arrive, choose a Dodge Durango when you have to cart around the teenagers’ garage band, and then go back to a Miata when the nest is empty.

lease, for example, you are allowed four dings per panel that are less than 2 inches, one dent or two scratches less than 4 inches per panel, wheel scratches less than 3 inches, and glass cracks and chips less than half an inch.

Allowable interior stains must be smaller than 1 inch each. This may

No More Excuses!

Break Down the Barriers to Exercise

By NANCY MONSON

Wellness

W

make an appointment or meeting during your chosen exercise time, decline with the excuse that you have a prior engagement.

e all have good intentions to exercise.

But when push comes to shove, it seems like physical activity frequently draws the shortest straw! It’s so much easier to just sit and snack on the couch while watching Ellen than to work up a sweat.

But for the sake of your health and well-being, it’s time to break down the barriers that stop you from exercising — for good.

“Exercise has to be as automatic as brushing your teeth,” says Judith S. Beck, Ph.D., director of the Beck Institute for Cognitive Therapy and Research in Bala Cynwyd, Pennsylvania, and author of The Complete Beck Diet for Life. “You have to change your mindset from ‘I’ll exercise if I feel like it’ to ‘I’ll exercise no matter what because of the benefits.’”

And benefits aplenty there are, from reducing your risk of heart disease, diabetes, osteoporosis, and some cancers, to boosting your mood and your metabolism, helping to control your appetite and manage your weight, and improving your sleep.

Barrier Breakers The American College of Sports Medicine recommends that adults engage in at least 30 minutes of moderate-intensity exercise five days a week (or 20 minutes of vigorous exercise three days a week), plus two strength-training

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Counter your self-sabotaging thoughts. Our thinking patterns are often the biggest obstacles to exercise, says Beck, so it’s important to recognize and respond back to sabotaging thoughts such as, “I’m too tired to exercise today,” or, “It’s OK to skip exercise — it won’t really matter.”

You have to say instead, “No, I planned to exercise, so I’m going to exercise — no excuses.”

Make yourself accountable to someone. Arrange to walk, swim, ski, practice yoga, or do other regular activities with a friend. Since you won’t want to let your companion down, you’ll be more likely to get your daily dose of exercise.

Likewise, invest in a few sessions with a certified fitness professional. If you don’t show up for the sessions, you’ll still owe the personal trainer a fee (ranging from $50 to over $100 an hour), since most have strict cancellation policies, and that creates a good incentive to move, according to the American Council on Exercise. sessions each week.

That sounds like a tough task, but try these strategies for making exercise an easy — but essential — part of your everyday routine:

~ August 2018 | BUSINESSWoman

Plan ahead for exercise. “Exercise doesn’t happen unless you schedule it,” says Beck.

That’s why it’s important to plan it into your day — and make that time sacrosanct. If you’re asked to

Combine socializing with exercise. When you make physical activity a group effort with an emphasis on fun, you’re more likely to do it, so play doubles tennis, set up

a regular golf game with friends, or take any kind of lessons or clinics — from dancing to golf, skiing or kayaking.

You might also look into whether your company will sponsor a walking club after work or at lunchtime.

Exercise in increments. Tenminute bouts of physical activity have been shown to have as much benefit for your health as longer sessions and can be used to accumulate your 30 minutes a day.

Beck advises taking advantage of what she calls “spontaneous exercise opportunities”: For instance, get off a bus a stop early and walk a block, or, when shopping, take a brisk stroll around the mall before going into any stores.

Likewise, walk into the bank instead of using the drive-through and get into the habit of parking a block away from your office. In addition, keep your exercise gear with you at work and in your car, so you’re always ready to run.

Take a family walk after dinner.

A short stroll with the kids and the dog (see sidebar “Have Dog, Will Move!”) after dinner can help your body better digest the food you’ve just eaten and absorb nutrients. It also offers a good opportunity to check in with your family about their lives.

Turn on the TV. Yes, we mean it … but tune into one of the many exercise programs aired daily, or pop in an exercise DVD instead of a comedy or drama.

Likewise, exercise on a treadmill or other machine while watching TV (or listening to music). Given that the average person watches 28 hours of television a week, taking a bite out of that habit alone could leave you more time to exercise!

• Nancy Monson is a freelance writer and health coach, as well as the author of Craft to Heal: Soothing Your Soul with Sewing, Painting, and Other Pastimes.

Connect with her on Instagram at www. instagram.com/nancymonson.

Have Dog, Will Move!

What dog isn’t begging for a walk any time, any day? So stop resisting. Taking regular walks with your dog can be an excellent way to accumulate the recommended 30 minutes of daily physical activity and even lose some weight, according to a book

by Marty Becker, D.V.M., and Robert Kushner, M.D., Fitness Unleashed: A Dog Owner’s Guide to Losing Weight and Gaining Health Together.

The book’s premise is backed up by research: Researchers at the University of MissouriColumbia found that people who walked a dog for 10 minutes three times a week, eventually working up to 20 minutes five times a week over the course of a year, lost an average of 14 pounds — without changing their diets.

Most weight-loss programs can’t boast those kinds of results.

Another study conducted at Northwestern University found

that people who go on a diet and fitness plan with their dog lose weight and keep it off better than people who diet and exercise on their own.

Getting outdoors for regular canine breaks also puts you in touch with nature, allows for social discourse (dogs are irresistible to most people and provide an easy conversation starter), distracts you from your problems, and makes your dog very, very happy (witness the tail wagging when you mention the word “walk”).

What’s more, research shows that older people who have a pet stay healthier than non-petowners, probably because they’re more physically active and the company of a pet staves off loneliness.

If you don’t have your own dog to walk, offer to walk your neighbor’s pet or visit the local animal shelter — many groups are always in need of dog walkers.

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GERD — A Burning Digestive Disorder

A Wellness

By BARBARA TRAININ BLANK

cid reflux is a common occurrence, but many people may not know the technical name of the most severe type of reflux.

It’s GERD, the global term for reflux, said Dr. Mark H. Johnston, a gastroenterologist with Regional GI, which has several locations in the Lancaster area.

“Gastroesophageal reflux means the return of the stomach’s contents back up into the esophagus,” Johnston explained. “Symptoms of GERD are burning, chest pain, and discomfort.”

GERD manifests itself in several forms.

“Some forms are connected with erosions or ulcers, reflecting damage to the lining of the esophagus,” Johnston added.

On the other hand, one of the forms of GERD is NERD, which stands for nonerosive reflux disease and is GERD that presents with no damage to the lining of the esophagus.

GERD has many causes. Among them are obesity (with extra fat on the abdominal wall); smoking; alcohol, though drinking in moderation is probably OK, Johnson said; all caffeinated and carbonated beverages; and fatty foods.

People are also different in their response to different foods.

When it comes to obesity, Johnson pointed out it’s been shown that even a small weight loss, like 10 pounds, can make a difference in the symptoms of GERD. Pregnant women are more susceptible to acid reflux and GERD. Abnormalities of the GI tract,

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such as a hiatal hernia, are another cause. So are certain medications, such as anti-inflammatories like Motrin and Aleve, as well as some blood pressure and heart medications.

While GERD can often be treated with changes in one’s diet or lifestyle, sometimes medication or even surgery is needed.

Among the possible medications are H2 blockers, such as Zantac, and antacids, like Maalox or Mylanta.

“These are over-the-counter and work well for mild GERD,” said Johnston. “The next tier of medications includes Prilosec, Aciphex, or Dexilant, which are for significant reflux.”

If medication proves ineffective or not effective enough, the next step is surgical procedures. The main diagnostic procedure is the EGD (esophagogastroduodenoscopy) or a gastroscopic or 24-hour esophageal pH study.

“The patient should have endoscopy, especially if he/she has any difficulty breathing, [experiences] weight loss, or is over 50 — especially males — if the GERD is chronic,” said Johnston.

An ambulatory pH study involves a little probe going through the patient’s nose down to the esophagus. It’s attached to a small computer for 24 hours and to a clock. The patient goes home with a diary and notes the symptoms.

“The pH study is the gold standard to determine if acid reflux is actually the cause of the symptoms,” Johnston said. “Sometimes, heartburn is not the cause.”

The ambulatory pH test is for evaluation of GERD symptoms not responding to standard therapy

~ August 2018 | BUSINESSWoman

Dr. Mark H. Johnston, Gastroenterologist at Regional GI. and for atypical symptoms, which are symptoms mimicking lung or heart disease, such as chronic cough, persistent asthma symptoms, or chest pain that feels and sounds like heart disease but has been proven by a cardiologist not to be.

Another diagnostic tool is the stretta procedure, a device that uses radio-frequency ablation (heat) in the lower esophagus to treat GERD. The procedure burns the muscle at the lower esophageal sphincter center.

Johnson’s practice, which sees “thousands of patients,” doesn’t perform the procedure or refer people for it.

“It’s only for rare forms of reflux, and it has only an 80 percent success rate,” he asserted.

Most people respond better to other therapies. In general, Johnston knows of few practices that use the stretta procedure.

Johnston does refer patients for Nissen fundoplication, which can be done laparoscopically on an outpatient basis for very healthy patients.

This procedure takes the top of the stomach and wraps it around the end of the esophagus. It has a 95 percent success rate as a surgical procedure, he said.

Can untreated GERD lead to more serious consequences than discomfort?

The answer is yes. A small percentage — 10-20 percent — of patients with long-term GERD will develop Barrett’s esophagus, which is associated with an increased risk of esophageal cancer.

Barrett’s esophagus develops when acid burns off the lining of the esophagus and is replaced by an abnormal, new type of esophageal lining. This new lining, called Barrett’s esophagus, is more resistant to acid but is more cancer prone.

“Esophageal cancer is the fastest-rising cancer in the Western world (though not the most common),” said Johnston. “It used to be very rare. But esophageal cancer is completely preventable; it can be screened for and treated early.

“The increase in esophageal cancer may be related to the obesity epidemic or the way food is processed, unknown and unproven [factors],” said Johnston.

A lot of people who develop Barrett’s esophagus may lose the symptoms of heartburn, but that’s a bad thing: It means the esophagus underwent a change.

Johnston is the inventor of low-pressure cryospray ablation, which uses liquid nitrogen to cure Barrett’s esophagus and early-stage esophageal cancer. This works by freezing the abnormal tissue, which then blisters and sloughs off.

In any case, GERD is not something you have to live with.

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Watch

Women to

Donna Giovingo has been named the New to Business Recruiter for Berkshire Hathaway HomeServices Homesale Realty Lancaster Region.

Giovingo has been with Homesale Realty for 12 years and recently enrolled in their Pathway to Leadership initiative.

Keisha Kerr has joined Berkshire Hathaway HomeServices Homesale Realty as a REALTOR®. Kerr will focus on residential sales for York and Adams counties.

Karen W. Miller has recently joined

Jen Soliday has joined Berkshire

Dana Winn-Levitt has joined Berkshire Hathaway

THIS SPACE COULD BE YOURS!

Hathaway HomeServices Homesale Realty as a REALTOR®. Soliday has 16 years of real estate experience and 30 years of overall sales experience.

She was also a consistent Winner’s Circle award recipient at her previous company.

HomeServices Homesale Realty as a REALTOR® and member of The Robinson VanArsdale Lochte Team.

Winn-Levitt previously lived in Ohio and worked in real estate sales and entrepreneurial business.

the law firm of Daley Zucker Meilton & Miner, LLC, focusing her practice in the areas of family law, collaborative law, trained parenting coordinator, and mediator. Miller is a graduate of Dickinson College and Florida State University College of Law.

See below regarding how to submit your achievements and/or career changes. You have worked hard to get where you are; why not share it with other businesswomen just like you!

Celebrate your achievements!

Did you or someone in your organization get a promotion? Did you hire someone spectacular? Did you or your company receive an award?

BusinessWoman magazine would love to let the world know!

Upload your picture(s) and information at:

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Email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi.

Mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.

Marketing and Your Business You need to get your product or service in the hands of potential consumers. Marketing does that, and it includes sales, public relations, pricing, packaging, and distribution.

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We’ll gather fresh information on marketing strategies, and bring them to you once a month in an easy-to-read e-newsletter called The Fresh Press.

We won’t spam you with offers. That’s not what this newsletter is. Look for an email from The Fresh Press in your inbox or go to www.BusinessWomanPA.com and sign up to receive this FREE newsletter.

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~ August 2018 | BUSINESSWoman

Meet and

Greet

5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m.

Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones mhjsunshine@aol.com 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 Marianne Troy, President 717.802.5622 mariannetroy@gmail.com www.abwa.org/chapter/camelot-chapter Lancaster Area Express Network 7:15 – 9 a.m.

3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Amy Winslow-Weiss info@LAEN-ABWA.com www.LAEN-ABWA.com Lebanon Valley Chapter 6 p.m.

4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com

Penn Square Chapter 11:45 a.m. – 1 p.m.

1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, president 717.571.8567 abwapennsquare@gmail.com www.abwapennsquare.org

Insurance Professionals of Lancaster County (IPLC) 5:45 p.m.

3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer kristamariereed@gmail.com www.internationalinsuranceprofessionals.org

Yellow Breeches Chapter 6 p.m.

4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester kerina1011@gmail.com

International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting locations vary Pam Newbaum, CAP-OM LAN Director pneubaum@pinnaclehealth.org 717.782.5787 www.iaap-harrisburg-pa.org

Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.648.0766 info@cpafe.org www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m.

3rd Thursday of the month Rotating location Julie Young 717.713.7255 dpierson@piersoncci.com www.ewiharrisburg.org

Pennsylvania Public Relations Society 5:30 p.m.

Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.org Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack, President shipswan@yahoo.com www.facebook.com/shipswan

Women’s Business Center Organization (WBCO) A program of the York County Economic Alliance 11:30 a.m. – 1:30 p.m.

2nd Tuesday of the month September through May Heritage Hills Golf Resort & Conference Center Windows Ballroom (next to Oak Restaurant) 2700 Mount Rose Avenue, York For more information on registering or membership, contact Sully Pinos at spinos@ycea-pa.org Women’s Capital Area Networking (WeCAN) 11:30 a.m. – 1:30 p.m.

3rd Wednesday of the month Radisson Hotel 1150 Camp Hill Bypass, Camp Hill Abeer Allen, President info@wecanconnect.org www.wecanconnect.org Women’s Network of York 11:30 a.m.

3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Laura Combs, President laura.combs@integritybankonline.com www.facebook.com/wnyork

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Increase Visibility and Credibility e Meet th ul owerf most p e rs in th e m u s n co y— econom ! women

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Oct. 6, 2018 9 a.m. – 2 p.m.

Lebanon Expo Center

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80 Rocherty Road Lebanon

Oct. 13, 2018 9 a.m. – 2 p.m.

Spooky Nook Sports

omen’s Expo Cumberland County

2913 Spooky Nook Road Manheim

Nov. 10, 2018 9 a.m. – 2 p.m.

Carlisle Expo Center 100 K Street Carlisle

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3912 Abel Drive Columbia, PA 17512 businesswomanpa.com

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