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WHAT’S 4 LETTER FROM THE EDITOR
7 Mentoring the millennial workforce
Why is mentoring for millennials important?
9 What millennials want
Seven important differences employers need to understand.
11 work happiness
How millennials are redefining work happiness.
13 Children and cellphones
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5 cover story April Book, the market manager at a Citadel branch in Lancaster, not only loves the work she does in her personal career, but also has a passion to help cultivate others who are in leadership positions. She enjoys the challenge presented as president of the Lancaster Young Professionals and the ability guide the organization’s growth. Book also supports the community and helps the Lancaster Housing Opportunity Partnership plan their annual “All Things Home� fair. BUSINESSWomanPA.com
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Editor’S
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August 2019 Vol. 16 - No. 8
PRESIDENT AND PUBLISHER
Donna K. Anderson
hope you’re enjoying summer and have found have sons who are 12 and 10. Hmmm … I’m not sure what some time to relax and regroup. I have “relished” they decided. the cookouts with hot dogs and hamburgers Looking for a new car? Check out the some of the with friends and family; planting flowers in beds remarkable features available in cars these days, from and container gardens and then keeping up with all the keyless entry and digital gauges to night vision and selfweeding; unwinding on the deck and taking in the sounds driving cars. They may be included in the overall price of nature and my garden fountain package of the car, or you might and waterfall; and playing with my want to consider adding some items grandsons in the pool. Summer is on. my favorite season, and I don’t care Did you know that migraines how high the temperature goes! and osteoporosis are more prevalent How about you? in women? Do you experience “Dreams are illustrations … This month in BusinessWoman migraines? If so, the American we have a focus on millennials. Migraine Foundation has provided from the book your soul is You know, those young men and some suggestions on how to writing about you.” women born between 1981–1996. manage those migraines, even in They are now the largest generation the workplace. – Marsha Norman of employees in the workforce, and The next time we meet, the kids they are making quite an impact — will be back in school, and many some of it good, some bad. So what of you will be settling into that do millennials want? How can we routine; and, of course, then the encourage them to stay in our employment? What brings holidays will be creeping up on us in no time. them happiness in their careers? We discuss these and Enjoy the rest of summer! other questions inside. Millennials have taken to technology easier than many of us. We all use more or less of the many forms of technology in our daily lives, and now one of the biggest questions that young parents have to decide is at what age their teen or tween gets a phone. Ironically, my oldest son and his wife just had this very discussion recently. They Christianne Rupp, Vice President and Managing Editor
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Story
CAREER
COVER
Banking on Opportunity By LYNDA HUDZICK
W
hen April Book was a young girl, she used to love going to the bank with her parents. “Little did I know at the time how much more involved the industry was,” she said. She has been in retail banking management for eight years, and today, Book is the market manager at the Citadel branch on Rohrerstown Road, Lancaster. She has definitely come a long way from that little girl who was fascinated with visiting the bank. Born in Seoul, South Korea, Book was adopted and grew up in Buffalo, New York. She completed her undergraduate work at Messiah College with a Bachelor of Science degree in business administration and received her MBA from the University of Texas. Book and her husband now live in Lititz but greatly enjoy exploring the world through travel. “One of my favorite words is Fernweh, which is German,” Book said. “It means ‘to miss a place you’ve never been.’ Travel is a learning opportunity and can expose you to so many different things … I love exploring and going on adventures.” Prior to her work with Citadel, Book had worked with Fulton Bank. She joined Fulton Financial Corporation’s management trainee program upon graduating from Messiah and worked there in a branch-management capacity. Citadel reached out to her to see if BUSINESSWomanPA.com
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she would be interested in helping them open a new branch. “This was a new opportunity for me as I had managed other teams before, but I was being given the chance to open a branch and select my team,” Book said. It was an opportunity she definitely wanted to pursue. In her current position as market manager with Citadel, Book is directly responsible for the overall success of the branch. “This not only includes objective goals, but also the success of my team and our members,” she said. “These goals are reached through dedication and effort, on both my part and the team’s.” One of her biggest responsibilities includes developing and maintaining member relationships. She does this by attending networking events, holding individual meetings with key players in her industry, and being actively involved in her community. She is also responsible for the growth and development of the internal branch staff, a team of which she is very proud. “I rely on my team to support the internal operations of the office, as one of my primary responsibilities is to grow and invest in a market to increase brand awareness and profitability,” she said. “I love my team — big shout-out to them. We truly are our own kind of awesome.” As a woman in the banking industry, Book believes that much success can come when people are willing to share their unique perspectives. “We all have different backgrounds and come from different walks of life,” she said. “My life experiences, which include being a female, help me bring a unique perspective to not only my work and volunteer life, but also my everyday life. I try to have an open mind [and] try to be understanding of all people and all situations because we don’t always know what the other person has been through.” Book has made it a personal career goal to be able to lead and develop others who have been given leadership opportunities and to be able to support and nurture them.
In 2016, Book took another step toward that goal by joining the Lancaster Young Professionals’ board of directors as the director of professional development, and she became president-elect in June 2017. “I have a strong passion to lead and develop other individuals, which is one of the reasons why I ran for the president role,” she said. “I could have direct impact on a growing organization.” Now, serving as president, she is able to see that her leadership skills, education, and work experience have been truly beneficial, and she said that in more recent years, there has definitely been growth in the organization. Of course, any time there is growth, there are also bound to be growing pains, but as president, Book believes she is able to have direct influence on the development of the organization. “I truly believe LYP has a significant impact in the community,” she said. “We offer a lot of different events/programs to our members for a nominal membership cost.” These include professional development opportunities, networking events, a college outreach program, and community service opportunities for other young professionals in the area. “I give a lot of credit to the individuals on the board,” Book said. “We all put in a lot of time to ensure that the organization runs [well], and we are all volunteers. I think this is a great reflection of each individual’s character and support for the community we live in.” In addition to participating in LYP-sponsored service opportunities, Book also helps the Lancaster Housing Opportunity Partnership plan their annual “All Things Home” fair. If there was any advice that Book might share with other young professionals, it would be to not take yourself too seriously and to never stop learning. “I’ve learned … to be kind, humble, and to laugh — a lot,” she said. “Honestly, I’m still learning. I’ll never have all the answers, but I have the determination to work through the challenges.”
By KATIE MOUTON
T
he millennial generation has been a hot topic in recent years, and with good reason. They are the most diverse group of people in the history of America. With so much diversity, it’s not surprising that millennials have made some “waves” while entering the workforce. Millennials became the largest
generation in the United States workforce in 2016, and by 2017 there were 56 million millennials working or looking for work. With the increase in millennials joining the workforce, there has also been a shift in the traditional corporate culture. One of the biggest shifts is the increased need for career
development mentoring.
opportunities,
like
Why is Mentoring for Millennials Important? Millennials have high expectations for themselves and high expectations for their employers. They have seen the impact that mentoring has had
on today’s leaders. These are the same leaders whom millennials are looking to replace in the future. Millennials know that to become effective leaders, they will need to match the skills and experience of their predecessors. But as I said, they have high expectations, and matching those abilities isn’t enough. They want to exceed them.
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Mentoring the Millennial Workforce
Career
Millennials aren’t unrealistic, though. They know that they need help to make that happen. That is why mentoring is so important to them. What Do Millennials Want? Millennials want mentoring, but it’s not just a “millennial thing.� Mentoring has been around for thousands of years, and every generation has taken advantage of it. What differs for millennials is how they want to be mentored.
Traditional mentoring is the most well-known form. If you aren’t familiar with traditional mentoring, it is when a senior-level employee is chosen as the mentor and a junior-level employee takes the role of mentee. A mentoring relationship ensues, and the mentee can reach career goals and gain knowledge. Sounds great, right? Most employees think so. However, millennials aren’t gravitating to the
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traditional mentoring programs because they don’t work for their specific needs. Millennials are looking for a more modern type of mentoring. With modern mentoring, millennials can achieve their goals in ways that are better suited for how they already live their lives. Having that level of comfort in the program and the mentoring relationship allows them to be more successful. Types of modern mentoring that are attracting millennials include reverse mentoring, group mentoring, and flash mentoring. These programs are very different and lend themselves better to the diverse needs of the millennial generation. Reverse mentoring gives millennials the opportunity to build their confidence in the mentor role that would traditionally be held by a senior member of the team. This confidence empowers them to take their own leadership development to the next level. Group mentoring gives millennials the opportunity to collaborate and receive tons of feedback. As 88% of millennials would rather a collaborative workspace over a competitive one, group mentoring is a perfect fit for this generation. It also gives them the chance to receive feedback from not only leadership, but also their peers. Flash mentoring creates an “on-demand� experience for millennials. Through the short-term relationships, they can choose the mentor that best fts their needs and gain knowledge about a specific issue quickly. This allows them to take control of their learning and create a sense of autonomy. While these modern types of mentoring cater more to the millennial generation, they are not exclusive to them. You will find that everyone in your organization can benefit from participating. You will also find that your return on investment will be greater. Mentoring Millennials will Boost Your Bottom Line As the millennial workforce continues to grow, it is important to
be open to making the changes that will allow the greatest success for everyone. It’s not just about giving the millennials what they need through mentoring, but also ensuring that your organization is gaining a return. Just like any other initiative that you put in place, these mentoring programs are business strategies, and with any business strategy you need to be concerned about your ROI. Boosting your bottom line is going to ensure that you can continue to offer these crucial careerdevelopment opportunities to your millennials. Through research, I have found there are three ways you can achieve ROI from mentoring your millennial workforce: attracting top talent, increasing retention rates, and boosting employee engagement. To attract the millennial talent you desire, you must be willing to offer the nontraditional benefits, like mentoring, that set you apart from other organizations. Millennials are actively looking for this type of career-development opportunity when they are choosing their employer. A new hire can cost an organization 1.5 times an employee’s salary. That is a significant number as millennial retention rates continue to decline. If you plan to increase these retention rates, you need to offer mentoring options from day one. It’s been said that millennials are the least engaged generation in the workplace. Whether this is true or not, it is up to the organization to make the necessary changes to build a workplace that millennials can thrive in. You will need to step out of your comfort zone to boost millennial employee engagement. This is where those modern types of mentoring will really benefit you. • Katie Mouton is a mother, millennial, and marketing guru with Insala, a company that can help to develop your talent, engage your employees, and grow your business. She currently focuses on the talent-development sector as the digital marketing specialist. www.insala.com
CAREER
What Millennials Want
O
By BERNADETTE HILL
ver the past five years, there’s been a ton of buzz about how millennials are shaping the future of marketing as consumers. Within the workplace, millennials are making an even greater impact on corporate profitability, and many times not for the better, due to high turnover rates. To stay competitive, companies need to focus on how they are attracting, hiring, and retaining millennials within their organizations. By 2020, millennials (those born between about 1980 and 2000) are forecast to compose half of the American workforce. According to Inc. magazine, Gallup polls report that over 50% of millennials plan to leave their present employer within the next two years and 60% are open to the prospect, given the right opportunity.
Overall, turnover among millennials costs the American economy over $30 billion every year! We are frequently fielding questions from frustrated employers who want to do better. The following are seven important things employers need to understand in order to attract, hire, and retain millennials: 1. Many millennials prize purpose over paychecks. Millennials want to know their company’s mission — not just for customers but within their local, regional, and/or global community — and be empowered to make decisions to achieve those goals. Millennials seek out organizations that offer paid community service/volunteer days and support charities that benefit their immediate community.
2. Work/life balance is important but looks different for millennials. Millennials are twice as likely to have a spouse or partner who works full-time vs. baby boomers (78% vs. 47%). Millennials are early adopters of technology and expect their employers to provide those tools to get work done — based on expected outcomes — regardless of where and when they worked. Smart companies offer competitive vacation and personal time and accommodate for personal emergencies. Millennials are likely to reciprocate and step up in a crunch or emergency to work above and beyond when needed. 3. Success can be more about gaining experience rather than material things. Millennials really value rewards — think continual education and networking opportunities, such
as industry conferences and skillbuilding workshops. Millennials value a merit-based culture of advancement. Promotions based only on seniority are a turnoff. Wise management moves include creating opportunities for co-leadership across company teams for innovative projects and developing mentorship programs by pairing senior management and team members with junior associates. 4. Create a cultural attitude of gratitude. There are online tools that any size company can utilize to help foster high morale. Google’s former senior vice president of people operations, Laszlo Bock, created gThanks, a digital wall where Google employees can thank and congratulate each other on their accomplishments. This “Wall of Happy” is a simple way to create
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great camaraderie in the office. The great news is that there are a number of similar, easy-touse, and affordable cloud-based tools that are available! Check out Bonusly, Benefit One, and Briq as a starting point. 5. Be open to freelance engagements. Millennials own their professional development, view their skills as ever evolving, and are very entrepreneurial. Compared to other generations, they are more likely to start up their own businesses and transition out of full-time employment when it doesn’t suit their lifestyle needs. Smart employers are open to engaging prospective employees on a freelance basis and retaining key staff by agreeing to more flexible contract arrangements when requested, whenever possible. 6. Don’t attempt to digitally disconnect millennials at work. Encourage employees to weave
“”
To stay competitive, companies need to focus on how they are attracting, hiring, and retaining millennials within their organizations.
their work experiences into social media narratives. This builds your company brand and culture, which directly feeds into your recruitment efforts. Also, sites like Glassdoor enable employees and applicants to provide unfiltered reviews of their experiences, so it’s important to follow up on any negative comments by asking to engage the user offline to hear their concerns. Don’t get
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7. Give frank performance feedback and have career-planning discussions twice a year and support millennials’ long-term goals, even if that path diverges from staying employed with your company in the future. Millennial employees appreciate
ongoing feedback about their performance and want to know that their contributions make a positive impact on co-workers and customers. They also expect their manager to be aware and supportive of their longer-term career interests and planning. It’s always tough to part ways with valuable employees, but staying on good terms when employees depart can lead to unexpected professional partnerships in the future! Investing time and money to create an engaging, positive work environment that offers ongoing career opportunities pays dividends for both the company and its millennial employees, even when they leave for their next professional adventure. • Bernadette Hill, president/owner, Talent Tap, recruiting consultants specializing in IT/marketing and sales staffing, without the expensive fee. www.talenttapstaff.com.
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CAREER
How Millennials are Redefining Work Happiness
And what you can learn from them … By JODY B. MILLER
I
n my 15 years of working with boomers, Xers, and millennials, helping them find meaning, success, and happiness in their work and lives, I have learned a lot. In addition to practical application, I have read a plethora of studies, collected polls, followed cultural trends, and raised three millennials of my own. Through doing all of this, I have developed an understanding that I speak about around the world. It’s called T.G.I.M. (Thank God It’s Monday), and millennials have mastered it. So why do millennials get the short end of the stick when it comes to work ethos, and why are companies falling all over themselves trying to cater to what appears to be the fickleness of this generation? If you can hear this, I think you’ll find that millennials are not difficult to please at all, and they don’t have to be showered with workplace game rooms, sleeping pods, massages, and dogs at the office to keep them onboard. They just want to know that you have a compelling mission — and that they matter. Let’s Turn Back the Clock When baby boomers (like me, a tail-end boomer) were kids, we played outside — a lot! More importantly, play time was unsupervised. How many boomers and older Gen Xers remember playing hide
’n’ go seek, kick the can, king of the hill, and fun times like mischief night (the night before Halloween), putting on plays, making and selling stuff, burning ants with
a magnifying glass (sorry, ants), and exploring our world, on our own, while our parents were, well, who knows where? But we didn’t care. We all had a sound that would
ring, gong, whistle, or yell from our front porch when it was dinner time. Family meals were important — homework, not so much. As we got older, our silent-
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generation parents told us that it was time to get responsible. And so we put away our childish ways and got on with life. Many of us went to college and then landed the bestpaying job we could find. That was the goal. We got married, bought the house in the suburbs and the nice cars to go with it, went on cool vacations, and did our best to keep up with the Joneses. Then, we had kids. And that’s when it all changed. You see, many boomers got to a point where we began to wonder … Is this all there is? What happened to the fun? That freedom we had to explore, dream, create, invent, connect, think, rest, and reflect? We just tucked it away, until we realized that we could find it again — through our kids. So we followed our kids around like drones. We earned the Helicopter Mom title and wore it proudly. Why? Because we cared. The internet soon became part of our daily lives, and with the click of a mouse (swiping wasn’t invented yet), we could find out if there was a child molester in the neighborhood, and we began locking our doors. We invented the term playdate so that we could have more control over our kids’ social network. But we forgot that when we were kids, even the oddball on the street got to play. Not anymore. Enter terrorism, 9/11, fear. There was no way we were going to let our children walk down the street alone, like we did. We drove them everywhere and waited to take them home. We scheduled our kids to the point of absurdity. Free time? What a waste. Ballet, soccer, lacrosse, chess, private tennis lessons, tutors. We wanted to find out fast what our kids were good at so that we could ride their road to fame with them. Harvard, medical school, future lawyer. We wanted it all for them. We wanted it for us. But what did they want? They didn’t even have time in their busy schedules to ask themselves that question. They didn’t even know what playing was. So, when it came time for our
millennials to fly out of the nest into the big, bad world, with us hoping we could ride with them, they turned around, raised their arm, and said — “Talk to the hand.” In other words, stop. They couldn’t take it anymore. They fought back. And it was the best thing to happen to family and corporate America. Why? Because millennials will only do what they love. They have to have passion, belief in the company’s mission, a higher purpose where they feel they can make a difference. They suddenly realized they want life on their terms. They want work to be their playground for creativity, exploration, and happiness. We created them. We told them they were No. 1. We gave them a trophy just for showing up. So now, they weren’t going to settle for second place. So when you see a millennial job-hop for a while, it’s not because they have ADHD; it’s because they want to find that special company that is the perfect match to their passions, their purpose, and their dreams … the dreams they never had the chance to explore on their own. The perks are fun, but it’s the purpose that matters. And if you show millennials that your company has a calling, and that you value their contribution, they will be more loyal than any employee you have now. They embody the late Steve Jobs’ advice: “The only way to do great work is to do what you love.” And if companies provide great work that millennials love, it will be a great ride for us all. • Jody B. Miller is the CEO of C2C Strategic Management, a TEDx speaker, and a business and life coach. She is known as The Work Happiness Expert. Miller writes for numerous publications, speaks around the world, and is interviewed regularly about creating dynamic and engaging work cultures. Her bestselling books, Drift to SHIFT and The MISOGI Method, are available online and in stores. She is also the host of the top-ranked podcast The MISOGI Method – A New Comfort Zone. www.jodybmiller.com
Lifestyle
What Age is Best for Your Tween or Teen to Have a Cellphone? By CHERYL MAGUIRE
‘‘E
veryone has a cellphone but me,” whined my 12-yearold daughter. “Your twin brother doesn’t have one either,” I responded. A variation of this same conversation had been going on between us for years. Since my twins have lost their North Face jacket, Nintendo DS games, and other expensive items, I wasn’t too keen to shell out hundreds of dollars for a cellphone for my tweens. I knew what my daughter was saying was true, that most of her friends had a cellphone. According to TechCrunch, in 2016 the average age a child gets their first smartphone is age 10. Another
survey found that children received smartphones as young as age 6. Despite these statistics and my daughter’s perpetual whining, I didn’t feel that was a reason for me to buy her a cellphone. I finally caved when my twins turned 13 years old, but not because they were the only ones without a cellphone. I did it because it was easier for me for them to have one. When they turned 13, they entered a new school, which was a junior/senior high school. At this school, they had the opportunity to stay after school to participate in activities or sports. Sometimes they also received extra help from their teachers, which meant varying pickup
times, especially between the two of them. The frequent changes became confusing (for all of us) and required them going to the office to use the school phone, which meant they missed out on or were late for classes. It was much easier for me to send a quick text asking, “What time do you need me to pick you up?” rather than waiting to hear from them. Or it was easier for me to ask, “Where are you?” instead of frantically calling the school. What Age is Best for Your Tween or Teen to Have a Cellphone? The answer to this question will be different for every family and even for kids within the same
family, since maturity levels vary for all kids. Here are some factors to consider: Responsible behaviors: Cellphones are expensive and enable your children to have access to the internet. So you want to make sure your child demonstrates responsible behavior by keeping track and caring for material items before you allow them to have their own cellphone. You also want to make sure they can be responsible regarding internet safety. Safety: According to the Centers for Disease Control in 2015, almost half of all American homes did not have landlines. If your tween
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or teen stays home alone without a landline, they may need a cellphone so they can call 911 or other emergency personnel if necessary. Your child may also feel safer knowing they are able to contact you when they are alone. There may be other situations when they would be safer if they had a cellphone, such as walking alone to/ from the bus stop. Convenience: The more involved your tween or teen becomes in activities, it will be easier for you and your child to communicate. Instead of calling the school or their friends’ parents, you will be able to contact them directly to find out where they are or when they need to be picked up.
• Has your child used good judgment when using the internet (you can check their search history or opened apps)? • Does your child follow rules and limits within the home and school? • Is your child respectful of other people?
• Has your child been able to keep track of expensive items (such as jackets, headphones, iPad) for the past month?
• Does your child walk and wait at the bus stop alone? • Are there times when your child is alone at home?
“”
• In general, do you feel like you can trust your child?
Questions to Consider
• In general, do you feel like your child is responsible?
• Is your child involved in multiple activities?
Before purchasing the cellphone, discuess with your child how they can demonstrate being responsible by keeping track of their phone and using the internet safely.
Buying a Cellphone for Your Child If you answered mostly “yes” to the above questions, it might be the right time for you to purchase a cellphone for your child. Before purchasing the cellphone, discuss with your child how they can demonstrate being responsible by keeping track of their phone and using the internet safely. You can also let them know that you will be checking their phone to make sure they are being responsible and respectful when using the internet. You can remind them that using the cellphone is a privilege. My twins have had their cellphones for almost a year now, and they have managed to not lose them or break them. The communication between us has been easier. And it’s nice to not hear my daughter whining about wanting a cellphone. I figure I have about a two-year reprieve until she starts up again about wanting a car.
Semi-Private and Private Yoga In our classes, we combine thoughtful sequencing, a dose of inspiration, and a spirit of playfulness to help you deepen your practice and awareness of your body. We seek to help others in nurturing their body, mind, and soul with yoga.
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Our hope is that the practice you develop on mat will transfer off mat, leaving you feeling nourished, balanced, and refreshed. Breathe@LittleYogaPlace.com www.LittleYogaPlace.com facebook.com/ LittleYogaPlace 717-471-8328 Landisville, PA
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717-857-7400 | HomelandatHome.org Hospice volunteers are always welcome. Community Outreach of Homeland Center
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T
By GINA NAPOLI
echnology is everywhere and no less evident in new cars. Where we used to have to decide if we wanted a sunroof, spoiler, or floor mats when buying a new car, now there are many more options from which to choose. Some are becoming more commonplace and part of the overall package price, some are absolutely worth the extra money, and some are nice to have but you can live without. Let’s take a look at features that are offered on various models of newer cars: •A steering-avoidance system automatically swerves to miss objects in the road ahead or keep your car centered in the lane. It engages when it’s not possible to stop to avoid a collision. •A ndroid Auto and Apple CarPlay connect your vehicle’s infotainment screen with the operating system of your phone. You’ll have access to your phone’s contacts, messaging, music, and navigation apps.
• Automakers have begun to incorporate wireless charging pads into new vehicles, usually accessible somewhere on the center console. • Want to honk at someone near your car or start the car a few minutes before you hop in? Some cars have a vehicle-control app that allows you to do this as well as flash the lights, monitor your electric car’s battery, and more. • Surround-view cameras eliminate blind spots around your car. You can view not only what is around the entire outside of the car, but also what is inside. • Digital gauges replace old-style gauges for the speedometer and tachometer with screens. And automakers are adding pizzazz to the design. • Automatic breaking spontaneously applies the brakes to prevent a collision when a vehicle is in its way or to reduce the force of an impact if an accident can’t be avoided.
• A blind-spot indicator is a monitor that is constantly scanning alongside and behind the vehicle and gives the driver a visual (light) or audible notification if a vehicle is alongside the car in a blind spot. • Park sensors let you know when the car is within 8 feet of an obstacle. As the obstacle gets closer, the sensor beeps faster. • Active park assist parks the car with no assistance from the driver. • Automatic high beams automatically turn the high beams on and off when there is no oncoming traffic. • Keyless entry senses a fob is nearby, perhaps in a purse or pocket. No need to fish for keys any longer. • A Wi-Fi hotspot provides Wi-Fi___33 in the vehicle. It is usually free for the introductory period and then a monthly fee can be paid.
• A lane-departure warning sends a visual, audible, or tactile warning (vibration in steering wheel or seat) to notify the driver when the car crosses center markings. • Lane keep assists the driver by sending visual or audible notification that the car is crossing over into another lane without signaling. The car may steer or brake to correct the situation. • Head-up display projects information — such as the car’s current speed, navigation information, or audio selections — on the windshield directly in front of the driver’s eyes. • Night vision is a way to identify potential dangers, such as pedestrians, cyclists, and deer, that are beyond the reach of your headlamps. It employs algorithms that determine whether an infrared hot spot is a living, moving thing near the roadway. • And, of course, there are the selfdriving cars.
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Features You May Want in Your New Car
20 Tips to Save Money on Your Car & Gasoline
Lifestyle
By CHERYL MAGUIRE
O
wning a car is expensive. You have to pay for insurance, gas, maintenance, and then unexpected costs like repairs or accidents. So I’m always looking for ways to save money to defray some of the costs. The good news is you can save thousands of dollars a year just by following some of these cost-cutting tips. 1. DIY Car Repairs These days you can look up YouTube videos for almost any type of car repair or maintenance, and some are easy enough for almost anyone to do-it-yourself. Recently, I changed an air filter and used an aftermarket filter instead of the branded replacement part and saved almost $100 for less than five minutes of my time. Just make sure to use parts of “like kind and quality” to prevent internal damage to the engine on newer cars. 2. Close Windows When you are driving on the highway, open windows cause air drag, reducing your mileage by 10%.
3. Oil Change by Car Manual When you get an oil change, most service stations place a sticker on your car window indicating you need to change your oil every 3,000 miles. However, if you check your car manual, you will find most recommend every 6,000 miles, which would save you at least two oil changes a year or more, which is a savings
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of $40–$60. Make sure to check your manual for the suggested miles for changing the oil. 4. Drive the Speed Limit Getting a speeding ticket or in a car accident will cost a lot of money and increase your car insurance for a number of years. Speeding also uses more gas. 5. Have Adequate Insurance Insurance is expensive, but cutting corners can cost you in the long run. Make sure you have enough coverage for your car, home, medical, life, etc. I recently read a story about a woman who thought she had adequate coverage but didn’t and almost ended up homeless after
~ August 2019 | BUSINESSWoman
she was involved in an accident. 6. Use an Electronic Toll Transponder If you use a toll transponder like E-ZPass, you will save money, time, and gas. Some tolls offer discounts for using the pass, and you will not have to worry about digging out the correct amount of money. Don’t travel much? That’s OK. You can store the transponder in your car for when you need it. There is no annual fee to have the transponder, and it considerably reduces the rate for traveling on the road. 7. Buy Home & Auto Insurance Together If you purchase your home and
auto insurance from the same company, you often will receive a 10– 15% discount. 8. Increase Insurance Deductibles By increasing your insurance deductibles, you can save as much as 15% per year on your insurance costs. 9. Ask the Insurance Company for Loyalty Discounts If you have been with the same insurance company for your home and/or car for more then six years, ask for a loyalty discount of 10%. 10. Never Let Gas Tank Go Below a Quarter Tank By keeping your gas tank full, your fuel pump will work efficiently,
and you will prevent pump failure (which will cost you $600 or more to replace). Also, you will be less likely to run out of gas if you make a habit of filling up when you get down to a quarter tank. 11. Use Cruise Control Cruise control maintains the speed limit, which uses less gas and may just prevent you from getting expensive speeding tickets.
13. Negotiate Car Repairs If your car needs to be fixed by a mechanic, first diagnose the
14. Negotiate When Purchasing a Car You can save thousands of dollars by negotiating to purchase a car. 15. Don’t Idle When Waiting When you leave your car running, you are using the gas and also adding fumes to the air. If you idle for 10 minutes, that is the equivalent of driving 5 miles. 16. Shop Around for the Best Gas Price Gas prices can vary as much as 10-20 cents per gallon just by driving to the next gas station. If you don’t want to waste your gas
searching for the best price, you can use an app called Gas Buddy to find the lowest gas price in your area. By saving 10-20 cents a gallon, over a year you will save $100-$200 if you have a 20-gallon tank and fill up once a week. 17. Check Your Tire Pressure Make sure your tires are inflated to the proper pressure for your car, which can be found in the manual. By doing so, you will save over $100 per year on gas mileage. 18. Use the A/C Sparingly When you use the air conditioning in your car, it uses up more gas. When driving around town, try rolling down the window. However, cars have become much more aerodynamic with more efficient air conditioners. At highway speeds, it’s better to use the air conditioner than to roll down windows. Park in shaded areas when possible.
19. Use Credit Cards to Earn Bonuses Some credit cards offer bonus points when purchasing gas. By using these types of credit cards to purchase gas, you could earn extra money or rewards. 20. Use Rewards to Get Discounted Gas Some grocery stores offer rewards programs that enable you to receive discounted gas when you purchase items in store. You can also earn bonus points for purchasing select items. Sometimes I’m able to save $1.50 per gallon, which is a $30 savings on a 20-gallon tank for purchasing items I planned to buy anyway. • Cheryl Maguire holds a Master of Counseling Psychology degree. She is married and is the mother of twins and a daughter. Her writing has been published in Parents Magazine, Upworthy, Chicken Soup for the Soul: Count Your Blessings, and Twins Magazine. You can find her on Twitter @CherylMaguire05
The Job Fair brings job-seeking veterans of all ages, active military, and their families together with employers who can benefit from this rich source of talent.
Capital Area Aug. 27, 2019
Radisson Hotel Harrisburg
1150 Camp Hill Bypass, Camp Hill
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80 Rocherty Road, Lebanon
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Farm and Home Center
1383 Arcadia Road, Lancaster
Jumpstart your career! Skip the line – Register online to attend!
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12. Car-Part Stores Diagnose Problems for Free If your car is experiencing problems, have a car parts store, such as AutoZone, diagnose the problem for free. You may still need to take the car to a mechanic to have the repairs done, but you’ll know what the trouble is and you can look up the cost before going to a mechanic to make sure they are charging an appropriate fee.
problem for free by taking your car to an auto parts store. Ask the store how much the parts would cost to repair the issue. Call at least three different reputable repair shops and ask for a quote over the phone. If a quote is high, state the price of the part and ask why they are charging the amount.
Stiff Joints Stealing Your Joy? Wellness
What You Can Do about Osteoarthritis … By K. LEIGH WISOTZKEY
‘‘I
used to, but I just can’t do it anymore…” Sound familiar? It’s a statement heard from people everywhere, whether they’re talking about dancing, crafting, working, or taking long, peaceful walks. Stiff, painful joints, especially in the hands, fingers, and knees, have become a widespread complaint that keeps many people from enjoying the activities that once filled their lives. From sports and exercise to needlepoint or knitting, arthritis is wreaking havoc on people’s hobbies, careers, and their lives in general. As much as we may try to embrace getting older, the onset
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Dr. Myo-Pale’ Aye, M.D., WellSpan rheumatologist. of osteoarthritis can definitely put a damper on living life to the fullest. But, as they say, it beats the alternative … So, what to do? All Arthritis/Joint Disease is Not the Same There are many types of arthritis, osteoarthritis being the most common. Osteoarthritis is a noninflammatory, slow, progressive, degenerative joint disease, generally associated with aging, although some athletes can develop it at a younger age due to the overuse of joints. In contrast, rheumatoid arthritis is an inflammatory condition
~ August 2019 | BUSINESSWoman
triggered by an autoimmune response in genetically predisposed individuals. In rheumatic arthritis, joint inflammation can lead to joint damage and deformities over a short period of time. These and other joint diseases make up the medical field of rheumatology. “Rheumatology is a challenging field of medicine that involves diverse arrays of disease, including RA, OA, and gout, as well as systemic involvements such as vasculitis and connective tissue diseases like lupus, Sjogren’s, or systemic sclerosis,” says Dr. Myo-Pale’ Aye, M.D., a WellSpan rheumatologist. “I am fascinated with the
complexity of rheumatic diseases and the cognitive challenge to reach a unified diagnosis, and formulating optimal treatment plans for my patients.” Are You at Risk or Do You Have OA? If you have started to notice a little aching in your knees lately, you may be wondering if it’s arthritis creeping in. If you’re in the 40+ age bracket, it’s a strong possibility. But even if you’re younger, depending on your lifestyle, it could be showing up earlier. Osteoarthritis doesn’t play favorites between men and women — it affects both genders
equally. Women tend to have it predominantly in their knees and hands, while any joints can be affected in men. It is common after the age of 40-45, although men tend to have symptoms at a younger age (under 45) than women (over 45). The fact is that osteoarthritis is the most prevalent joint disease, as degenerative joints occur in everyone due to aging and repetitive activities. Your propensity for this condition also depends on your lifestyle, occupation, and degree of joint use over a lifetime. Hand joints, spine, and weight-bearing joints (hips, knees, and first toe joints) are the most commonly affected joints. Increasing age and obesity are the strongest risk factors for osteoarthritis. Of course, genetic predisposition, repetitive activities, and trauma can also contribute to the development this disease. And though some may think chemotherapy causes osteoarthritis, stiff and painful joints are typically
a side effect, although patients with osteoarthritis may experience worsening symptoms from chemo or radiation treatments. Take a look at these typical symptoms of osteoarthritis: • Pain and stiffness in involved joints, leading to limited joint mobility that could result in a significant disability • Pain that worsens with physical activities but improves with rest • Bony enlargement seen in affected joints over time • Creaking or grinding sensations at the involved joints If you think this may be you, know that, when it comes to diagnosing osteoarthritis, it’s mainly based on clinical symptoms and radiographic (X-ray) changes. An MRI is usually not necessary, unless ligament or tendon involvement is suspected.
Is There a Cure? “Osteoarthritis is a chronic condition, so unfortunately, no method has been found to reverse or stop the disease process,” says Aye. “However, there are multiple treatments, including physical/ aquatic therapy, focusing on muscle strengthening and flexibility. Treatment also can include nonsteroidal anti-inflammatory drugs (NSAIDs), both oral and/or topical agents, analgesics, and intraarticular steroids or viscosupplement injections,” she adds. Surgical intervention is typically reserved for patients with endstage osteoarthritis that has not responded to standard therapy and that causes severe pain, affecting a patient’s daily activities and quality of life. Knee and hip replacement surgery are the most common osteoarthritis surgeries. What Can You Do? Though aging is inevitable, there are a few things that may help slow things down and/or ease the pain. If
you are inclined to try supplements, glucosamine and chondroitin sulfate are commonly used. “However, they are considered dietary supplements and not regulated by the FDA,” Aye cautions. “The efficacy of these drugs is unclear in clinical studies in terms of pain reduction and improvement in functional capacity of patients with osteoarthritis.” As with many conditions, a healthy lifestyle and good choices can go a long way in managing symptoms in a way that preserves your quality of life. Weight management, physical activities focusing on muscle-strengthening exercises, and appropriate footwear may delay the disease progression, reduce symptoms, and improve function. Many people don’t like to hear that diet and exercise are so critical, and many women don’t want to forego the cute shoes, but what are you willing to do to keep hiking (or whatever it is that brings you joy) into your golden years?
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Migraine and Women in the Workplace How to balance migraine and a successful career
M Wellness
igraine is a disease that affects about a billion people worldwide and is three times more common in women. Of the more than 37 million Americans who are living with migraine, 28 million are women. Studies have also shown that women experience migraine differently from men and that they may have longer-lasting episodes. Migraine can cause problems for women in their professional lives if it is not properly managed. By understanding migraine and self-advocating in the workplace, women can address migraine and prevent it from affecting their careers. How Migraine Affects Women After puberty, women are two to three times more likely to experience migraine than men. The exact reasons for this are not clear, but researchers suspect that fluctuating hormone levels play an important role. Dips in estrogen levels cause more frequent, intense attacks in women who already experience migraine, and fluctuations in a woman’s estrogen levels as she progresses through different life stages can cause migraine onset and affect their treatment options. There are ways to help reduce or prevent headaches in women whose migraine has a strong hormonal component, according to Shamin Masrour, DO, of the University of Texas Southwestern Medical Center, although none are FDA approved. Masrour says women with
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predictable migraine headaches can start the use of daily nonsteroidal anti-inflammatory drugs (NSAIDs) a few days prior to menstruation and through its duration, and that some women find continuous hormonal contraception may also avert menstrual-related migraine by preventing the inevitable drop in estrogen that occurs with the pill-free week. Women with migraine (especially those who experience an aura) need to discuss the use of estrogencontaining medications with their physicians, as it may increase their risk of stroke. But while these treatments can be helpful for some, they are not surefire strategies for everyone. For professional women, it may be necessary to turn to their employer for help making the office less triggering for their migraines.
1. Know your migraine. Take inventory of the situation by identifying what type of migraine you have — episodic or chronic — and how that impacts your life. Leroux then suggests defining any goals you have, like being able to continue working full-time or, if necessary, applying for disability. Only once your goals are established can you identify the steps needed to achieve them. If you do opt to continue working full or part-time, look around your workplace and suggest reasonable accommodations for your migraine. Triggers can include bright or fluorescent lights, loud noises, and strong odors such as perfumes, candles, and air fresheners. “Workplaces are filled with potential triggers for migraine,” Leroux says. “The brain interacts with the environment, so it can be affected by a co-worker who wears very strong perfume.” 2. Identify reasonable accommodations. Once you identify
your migraine triggers, start a list of productive ideas to make you feel more efficient at work. Don’t be intimidated by your requests — a computer stand to facilitate better posture, for example, or a tinted cover to soften screen glare are relatively small accommodations to make the office more accessible. “‘No scents’ policies are becoming more commonplace as employers acknowledge that strong scents can trigger migraine attacks — and even just be irritating for people without migraine,” Leroux says. 3. Assemble your migraine support team. Once you’ve identified your requests, make sure to lean on your healthcare provider and migraine support network to make your request in an effective way. Leroux says having a physician’s note can establish migraine as a disabling disease and lend credibility to your requests. As soon as you have everything you need to demonstrate what you are going through and how your employer can help, you’re ready to meet with them.
being the best employee you can be. “The employer has to manage the workforce and their employees, so you have to present reasonable accommodations in a reasonable tone,” Leroux says. It’s also possible that your employer has no idea what migraine is, so approaching your meeting with the intention of educating them is important.
4. Start the conversation. Schedule a meeting with your employer. Enter the discussion with an open mind, Leroux says. Put yourself in the employer’s shoes, and frame requests based on productivity and on
Contributed by The American Migraine Foundation, which provides education, support, and resources for the millions of people living with migraine. For more information, please visit www.americanmigrainefoundation.org. Together we are as relentless as migraine.
Overcoming a Professional Obstacle Gender is a key factor in migraine expression and treatment, with women’s symptoms often fluctuating substantially throughout the stages of their lives. The disproportionate way that migraine affects women means they are statistically more likely to face problems in the workplace because of it. But knowing how to fight migraine and understanding how to advocate for yourself in the workplace can make this condition more manageable and keep it from being a roadblock to professional success. •
The help caregivers need to be well informed about support, assistance, and services Features: Articles • Directory of Providers Ancillary and Support Services
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CAREGIVER A key resource for individuals who SOLUTIONS work and provide care to a loved one. BUSINESSWomanPA.com
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Wellness
Accommodating Migraine on the Job In America, over 113 million workdays are lost due to migraine every year. One of the most challenging aspects of living with migraine is the disease’s invisible nature — especially when it comes to managing a career. Because the colleagues of a patient with migraine often cannot see a physical manifestation, it may be more
difficult for them to understand. But migraine doesn’t have to mean the end of your professional life. Dr. Elizabeth Leroux, of the University of Calgary, has a four-step process for pursuing accommodations for migraine in the workplace:
Watch
Women to
Janetta W. Green has been appointed acting chief
executive officer for Center for Independent Living of Central PA. She has more than 34 years of experience working in the independent living movement with the last 29.5 years at CILCP.
April Myers joined the Landis Homes team recently as director of nursing. She will be responsible for clinical care administration in all areas of healthcare. Myers has a 20-year career in nursing and has served at hospitals, a wound care center, and retirement communities.
Tatyana
Yurchenko has joined Berkshire Hathaway HomeServices Homesale Realty as a REALTOR® and member of the Lisa Miller Team. Yurchenko will focus on residential sales in Lancaster and Lebanon counties.
Applause
ACHIEVEMENTS & Nicolette Szymanski is now a CAD
technical specialist with Rikore Geomatics. She started there a year ago as a computer-aided drafter and designer. Szymanski has 30 years’ experience in the engineering field.
THIS SPACE COULD BE YOURS! 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!
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.
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.
Connections
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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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 www.laen-abwa.org 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 717.782.5787 pneubaum@pinnaclehealth.org 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 www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Julie Young 717.713.7255 www.ewiharrisburg.org
March 2019
COMMON A LOOK AT ORDERS DIGESTIVE DIS
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 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 White Rose at Bridgewater 601 Chestnut Hill Road, York Theresa LaCesa, President womensnetworkofyork.com www.facebook.com/wnyork
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Connections
UR GUIDING YO CCESS TEAM TO SU
Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.org
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 Ave., York For more information on registering or membership, contact Sully Pinos at spinos@ycea-pa.org
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