Business Monthly - Oct. 2010

cvbusinessmonthly.com

OCTOBER 2010

www.cvbusinessmonthly.com

CEDAR VALLEY BUSINESS MONTHLY

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Volume 4 ● No. 11

BUSINESS MONTHLY COLUMNS Page 5

Jim Offner Some women making a difference behind the scenes.

Page 19

University of Northern Iowa What gender balance in the boardroom means.

Page 40

The Work Coach Tact necessary when dealing with the office hothead.

BUSINESS MONTHLY STAFF DIRECTORY EDITORIAL CONTENT Nancy Raffensperger Newhoff nancy.newhoff@wcfcourier.com (319) 291-1445

ADVERTISING Bret Danielson bretdanielson@wcfcourier.com (319) 291-1403

Jim Offner jim.offner@wcfcourier.com (319) 291-1598

Jackie Nowparvar jackie.nowparvar@wcfcourier.com (319) 291-1527 Sheila Kerns sheila.kerns@wcfcourier.com (319) 291-1448

Cedar Valley Business Monthly is published monthly. It is a free publication direct-mailed to more than 6,500 area businesses. For distribution, call Courier Communications at (319) 291-1527 Contact Cedar Valley Business Monthly at P.O. Box 540, Waterloo, IA 50704.

BUSINESS MONTHLY ON THE COVER MATTHEW PUTNEY / Courier Photo Editor

Tina Wrage, is a patient service representative at the Mauer Eye Clinic in Waterloo and a member of the Victory Chapter of the International Association of Administrative Professionals.

MATTHEW PUTNEY / Courier Photo Editor

Wired for Sound preforms at the IAAP anniversary bash at Sky Events Centre in Waterloo.

‘Victory’ lap Administrative Professionals mark 65th anniversary

By JIM OFFNER jim.offner@wcfcourier.com

WATERLOO — Whether they’re known as “secretaries,” “office managers” or “executive assistants,” office workers keep companies humming, organizing daily barrages of paperwork, redirecting incoming calls and dealing with unforeseen emergencies.

Whatever the job entails, it has been an entry way for women into the workplace for decades.

The International Association

of Administrative Professionals, a nonprofit association for office professionals with approximately 28,000 members and affiliates and nearly 600 chapters worldwide, exists to provide support, direction and professional development opportunities for these workers.

The organization has had an active presence in the Cedar Valley since the end of World War II. The local chapter of IAAP marked its 65th anniversary with a Sept. 14 bash at the Sky Event

Centre in the Black’s Building in Waterloo.

The local group is known as the “Victory Chapter” because it was founded on V-J Day in August 1945, the day World War II officially ended.

The organization today is as important as ever, said Sue LaQuatte, president of the Victory Chapter. She also headed up the local organization in the late 1990s.

See IAAP, page 4

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IAAP From page 3

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CEDAR VALLEY BUSINESS MONTHLY

learning more,” Wrage said of IAAP, with which she has been associated since her days at Hawkeye. “I know when I went to the national convention in Minneapolis last year, some of the seminars that we went to really helped in stuff I do, even at home on the computer. It gives you a chance to network with women moving up through the corporate ladder.”

The Victory Chapter always has provided a chance for women in the Cedar Valley work force a chance to bond and support one another, emotionally as well as professionally, LaQuatte said.

“It’s important to show there are other people doing the same job you are, and it shows you’re not just a secretary sitting there typing,” she said.

“I think it’s very important,” said LaQuatte, now retired from a 30-year career as an office manager at Huttig Distribution in Waterloo, the local Girl Scouts chapter and the now-defunct Windor Inc. “I know when I was working every employer I had was impressed with what the organization did. Once or twice when I was working our chapter had a boss’s night, and it was good for them to see what we were about.”

It has worked for Tina Wrage, a 2009 graduate of Hawkeye Community College’s medical administration assistant program and a member of the Victory Chapter.

Since February, Wrage, from Confidence builder Traer, has been a patient service Belonging to a professional representative at the Mauer Eye organization gave a shot of conClinic in Waterloo. fidence to women entering a “There’s a lot of options to workplace laden with competi-

cvbusinessmonthly.com

OCTOBER 2010

tiveness, LaQuatte noted.

“It gave me a lot of selfesteem,” she said.

Members, especially newcomers, sometimes need the guidance veteran members can provide, LaQuatte said.

“I always wanted to be what I was — a secretary or administrative assistant,” she said. “I still enjoy the organization. As a retired person I can show the younger girls the ropes and how to get ahead. Some are going on their first job, and we have them on our board and get them to help them, too.”

recognize the advancing role of administrative support staff in business and government.

Communication is a key to the Victory Chapter, which has about 20 members and meets once a month, LaQuatte said.

“At most all of our meetings we have a speaker geared toward our field,” she said. “We have a division meeting every June, which one of the area chapters hosts. We always have motivating speakers and things like this that give us a lot of leadership skills. That’s where I learned a lot of my leadership skills.”

Launched in 1942

Finding young members

The national organization was launched in 1942 as the National Secretaries Association to provide a network and educational resources for secretarial staff. The association’s name was changed in 1998 to the International Association of Administrative Professionals to encompass the large number of administrative job titles and

Recruiting younger members, such as Wrage, is a priority for the local chapter, which has a student organization that typically ranges between 15 and 20 members at Hawkeye. Beth Sindt, an instructor there, serves as student member coordinator.

“One of the selling points I tell my students is it looks great on a resume if they’re involved,”

Sindt said. “Also, the networking is awesome.”

LaQuatte acknowledges recruiting younger member can be difficult.

“It’s hard to get the younger people to do it,” she said. “It’s hard to find money for the dues.”

Dues are about $90 to join, plus a $15 fee to start, LaQuatte said.

Dues and fees for students jumped this year from $26 to $67, Sindt said, but she added that the chapter is involved in some fundraising to help students defray the costs.

“We have to get a little creative now,” she said.

It’s a worthwhile investment, she said.

“It gives them the tools and knowledge to go forward in their jobs and do their everyday jobs and do things they probably didn’t think they could do or know how to do,” she said. “Its’ very helpful and informative to them.

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OCTOBER 2010

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CEDAR VALLEY BUSINESS MONTHLY

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PAGE 5

Even behind the scenes, women emerge as business leaders This month, the Cedar Valley Business Monthly salutes half of the area’s work force.

Women can be found at virtually every layer of the business community, a nice portrait of a dynamic employment picture.

The magazine has thrown its Jim Offner spotlight on leadis the Courier ers in the past. business editor.

This month, we Contact him at take a different jim.offner@ approach, lookwcfcourier.com. ing at supporting characters whose presence ensure appointments are kept, phone calls returned, papers ďŹ led and agendas followed.

They’re administrative assistants — “secretaries� is the more archaic term. Whatever they’re called, they serve many roles. They are often the face of a company.

This month’s Business Monthly marks the 65th anniversary of the local chapter — the Victory Chapter — of the International

Association of Administrative Professionals. The nonprofit association for office professionals boasts about 28,000 members and 600 chapters worldwide.

The Victory Chapter, founded the day World War II officially ended in 1945, recently threw an anniversary celebration at the Sky Event Centre in the Black’s Building in Waterloo.

The organization plays an important role for a speciďŹ c group of office workers across the area. It represents the ofteninvisible worker who quietly ensures a smooth-running organization.

The current issue of the Cedar Valley Business Monthly starts with the look at the Victory Chapter, then weaves through women’s perspectives on the area’s manufacturing, agriculture, service, health-care and university sectors.

That the annual “Women in Businessâ€? issue has become one of the most popular issues of the Monthly is a testament to the growing inuence of female workers across the region’s business landscape.

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OCTOBER 2010

Staying in touch a tough job all by itself As a woman in business, I see the importance of having instant communications with those outside the workplace. But now — with almost everyone having smart phones — I think Anji Barnard things are getis chief information ting a little officer with out of hand.

Farnsworth Yes, this comElectronics in Waterloo. Contact her ing from a 30at 234-6681. something, te c h n o l o g y at-her-fingertips person.

First, I must start by being honest: I do own a CrackBerry — that is, BlackBerry. I’ve had it for years, but in the past month I have really started to not only get annoyed with it but also with myself.

Really, how many social networks do I need to be on and keep up with? Am I really that interesting that people follow

me? And on the other hand, isn’t that a bit creepy? I get email on multiple accounts at work, home and on my phone, SMS notifications from Facebook, RSS feeds from local newspaper and television stations, picture and text messages like no tomorrow. And after checking, reading and updating all that information, what have I really accomplished?

I know now that Josh and Tina are breaking up, again.

Someone I don’t remember from high school wants to be my friend, and someone sent me a gift for a game I’m not even registered to play. Personally, I don’t have time to sit in front of my computer and read about what everyone else is doing. Get out there and make your life your own.

I remember when I hounded my husband to get a cell phone, mainly just for text: “reminder: dentist 2mrw 4pm”, (note my laziness, using shorthand even with a full keyboard available to me). Or him to me: “please bring home milk.” But with the

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new laws in place about texting and driving, it brings up another point. Do I really need to risk not only my own safety but the others around me just to read from my friend Betsy, “Got my roots dyed…YIPPY!”?

I am taking the time now to customize my phone a little bit more, change my notification settings and unsubscribe to unwanted e-mails instead of just hitting delete like I usually do. I encourage you to do the same.

I understand that smart phone technology and social networking are here to stay.

But remember, just because we have access to all those apps and features doesn’t mean we have to use all of them. Do we really need to constantly be

checking our phones, always working, always socializing?

Don’t get me wrong: I’ll talk up a storm just like the next guy, but we also need to take time for ourselves. I know there are a lot of companies that like their employees to use their cell/smart phones because it won’t interrupt business phone lines and e-mail accounts.

Others see it as a hazard in the work area, especially with production, allowing them only during break times. Can you honestly say you haven’t overindulged at work with your personal phone gadget of choice? If your answer is no, congratulations. If your answer is yes, get back to work. Your boss is paying you good money to work, not play. Like they say

— work hard, play harder.

For example, here’s an excerpt from the syndicated “Ask Thelma” etiquette column, written by Thelma Domenici: “The etiquette of technology doesn’t deviate from etiquette standards we all know. Etiquette and manners are about thinking of others before ourselves and treating them with respect and courtesy in all our actions — even those dominated by technology.”

I think that’s a great quote, something to really read into.

Remember this fall when we turn the clocks back, also think about turning your technology clock back. Even if it’s only 10 years, think about how much more simple life was before the communication leash!

OCTOBER 2010

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CEDAR VALLEY BUSINESS MONTHLY

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College-educated women are new leaders in the workplace When The Courier began its Women in Business edition years ago, it was to celebrate female entrepreneurs who had successfully struck out on their own.

It was the exception to the rule — the “man bites dog� story Saul Shapiro — that invariis director of ably gets media communication attention. and marketing at Elsewhere, Wartburg College. the stories were about women earning a third less than men in comparable jobs, and the American Association of University Women lamenting perceived bias against girls in the classroom.

Now women are chomping on that poor canine.

They have become the majority of the U.S. work force, and the “pink ghettoâ€? and “glass ceilingâ€? soon may be destined for history books. “The Atlanticâ€? magazine declared “The End of Menâ€? in its July/August edition. In late August, the New York research ďŹ rm Reach Advisors released its ďŹ ndings that single women, ages 22-30 without children, made on average 8 percent more than men in 366 metropolitan areas based on the 2008 Census.

The leading reason: education. “Young women are going to college in droves,� Reach stated. “Nearly three-quarters of girls who graduate from high school head to college versus two-thirds of the boys. But they

don’t stop there. Women are now 1.5 times more likely than men to graduate from college and earn advanced degrees.�

College educated single women outearn men by 15-20 percent in Atlanta, Memphis, San Diego and Los Angeles.

Granted, those women have put off marriage and childrearing. Yet, according to the Center for Work-Life Policy, college-educated women in general now are 47 percent of the entry-level corporate professionals — often in knowledge-based industries such as health and education.

Meanwhile, 82 percent of job cuts have affected men, most notably in manufacturing and construction. Men, though, still dominate in the computer and software industries.

The trend of women asserting

themselves isn’t surprising. On college campuses females have long outnumbered males and the chasm is growing. At Wartburg during 2009-10, the ratio was 53-47 percent women-tomen, which is much closer than at the state schools.

I recently studied graduates of Wartburg’s High School Leadership Institute program, which coaches students in the summer prior to their senior year on developing leadership skills through community service projects.

Of the 31 HSLI students since 2005 who matriculated to Wartburg, 22 were women.

I don’t know how many will become “women in business� — half of those I had contact with are interested in biology — but their “leadership� skills stand out. They seem as inter-

ested in giving back as guiding.

Here are some examples: â– Raised funds for African health-related charities, speciďŹ cally the Nothing but Nets Campaign and Measles Initiative. Sent 558 measles vaccinations and 128 nets to prevent malaria. (Shea Kruger; Grafton). â– Collected 2,500 toothbrushes and toothpaste from schools, churches, and dentist offices For Kids First Dental Care, a free dental clinic in Appalachia.

(Courtney Geibert; Beavercreek, Ohio). ■Collected new and used toys for Interfaith Hospitality Network in Denver for “Adopt-aFamily� program at Christmas for homeless families. (Kjerstin Lewis, Centennial, Colo.)

See WARTBURG, page 8

Wartburg College saluted for service “Taking responsibility for our communities and making them better through public action.�

Washington Center Award: Assisting flood victims

onor Roll: President’s H ship Institute er ad Le ol ho High Sc icago Ch to rolls in

ce grants: Davis Projects for Pea yana Gu in Fighting malaria

No. 1 Break Away chapter: Helping the disabled in Florida

1.

MacJannet Prize: Com Wartburg is No. 1 in percentage of munity building in Nicaragua participation among the 150 chapters of Break Away, the alternative break connection, with 15.3% of our students going on 24 service projects.

2.

3.

For the last four years, Wartburg has been named to the President’s Higher Education Community Service Honor Roll — twice “with distinction.�

The MacJannet Prize for Global Citizenship bestowed a third-place award on Wartburg’s Community Builders program — college students, volunteers and schoolchildren working together to strengthen communities from Iowa to Nicaragua.

4.

Wartburg has received four Davis Projects for Peace grants since 2007 for bore-hole drilling for clean water in Nigeria, fighting malaria in Guyana, removing land mines in Cambodia, and promoting inclusion in Iowa.

5.

The Washington Center honored Wartburg’s innovative Center for Community Engagement with one of its five 2009 Higher Education Civic Engagement Awards, citing students “living their learning� through community involvement

Leadership. Service. Faith. Learning.

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Horse riding offers therapeutic value

By MARILYN MOORE

The world is spinning and us with it. Media reports, unchanging news, a war in Afghanistan, a fire in the West, weather constantly “different.” Everyone is an individual by their own standard.

We coexist with many people who never experience unconditional love .

Imagine being a parent in this world where the people around you tell you there is something wrong with your child. Imagine tests, doctors, nurses, schools, friends, family insisting something is not the way it ought to be.

Imagine now your child is laden with labels — autism, sensory integration, tactile dysfunction

WARTBURG From page 7 ■ Helped research and start renovations of hometown theatre. (Kristina Goemaat; Belmond) ■ Started Father/Daughter club with monthly “meetings” and activities to strengthen little girls’ relationships with their fathers. Involved 20 families.

(Tara Hamilton; Roland).

■ Organized a “Pink Out” breast cancer awareness basketball game against high school rival, selling T-shirts and bake goods as well to aid breast cancer research.

(Emily Preussner; Delhi).

■ Threw a “birthday party” for the local food pantry that supplies birthday presents to children of families that can’t afford them in Janesville, Wis., where

— all harsh-sounding terms.

Picture being a parent whose child’s future is less certain than the kid’s next door. Everyone has advice, but whom do you listen to? Where do you turn?

Now imagine a promise to change your child’s life forever in a place with cats, dogs and lots of horses.

Picture this place with trees, flowers, and a beautiful old barn.

Imagine a classroom tucked among towering pines. Imagine peace. We are going to introduce you to a horse. Yes, a thousandpound horse. See the pasture and the horses. Let’s touch one of these beautiful horses. See the horse watching you. He knows you need to be loved. Take the brush, and we will groom him.

Wow, so tall. How do I reach his

back?

Maybe we should start with one of the miniature horses.

Now you can hug and love and groom this horse. Isn’t he cute?

Look at him. You want to ride?

OK, here we go. You can take my hand and we will go to the arena.

It is so big. We are going to put on a helmet. Then, I will show you how to mount the horse.

Take my hand and we will go up the ramp and you will get on.

It’s called mounting. See, that was easy. Here you go. Hold on and you will be soaring like an eagle. The freedom, the feeling of being on an animal is so big.

Now imagine that was your son or daughter giving you the tour.

This tour takes place at Aspire therapeutic riding program in Waterloo. There are no labels, no

a GM plant had closed; received well over 100 toys. (Anna McMullen; Janesville, Wis.) ■ Had Sunday school kids help repaint the church nursery and started an annual toy drive to keep the nursery stocked with new toys. (Abby Johnson; Gladbrook).

■ Created “Teens Against Grumbling Stomachs” (TAGS) to raise money for a local food pantry. (Becca Smith; Peoria, Ill.) ■ With 4-H members and quilters, made blankets donated to the Project Linus Organization for children in need after Hurricane Katrina. (Audrey Sturtz, Boone).

Again, I don’t know if they will be future “Women in Business.”

However, it doesn’t take much of an educated guess to know their workplaces will be better because of them.

Hope a day camp for 60 individuals with and without disabilities; we partner with a local residential treatment facility and our summer outreach program include partnering with Salvation Army, Boys and Girls Club, Bremwood and many others.

Along with grants, donations and small class charges, Aspire hosts three fundraisers to cover expenses. On Sept. 25, Aspire hosted “Dances with Horses” at McElroy Auditorium in Waterloo. Aspire brought in nationally respected horse performers for the event, with a special demonstration by our riders.

Marilyn Moore is program director and founder of the Aspire therapeutic horseback riding program. Contact her at 296-3096.

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disabled, no judgments — just pure, unconditional love. Aspire teaches children and adults dealt life’s setbacks how to ride horses.

Results include — but are not limited to — increased selfesteem, better speech, balance, strength, mobility, flexibility and increased self-confidence.

We are likely to have volunteers at this program that share the joy of giving back to others. Our horses are donated, bought or leased to the program and are exceptional creatures.

Aspire has served over 2,000 individuals during its 11 years of service. The program consists of therapeutic riding, miniature horse visits to schools , nursing homes, respite programs, group homes, churches and Camp

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OCTOBER 2010

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CEDAR VALLEY BUSINESS MONTHLY

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PAGE 9

Women can do it all — including running a business The day of the so-called “mom-and-pop” business, with Mom doing the books and Pop running the show, has gone by the wayside over the years.

More and more women are becoming business owners without “Pop” at their side.

Carol J. Women are Crandall they is owner of Crandall proving Inc. in Waterloo. can handle the Contact her at 236- same business 3336 or carol@ decisions and crandallinc.com. the roles originally thought to be something only men could do.

Think about it: Women already play multiple roles every day.

A majority of women business owners are mothers, so managing details from work to home is a skill most women do as a reflex.

If most business owners perform 10-13 jobs all at one time, so do moms.

Women are well-equipped to make big decisions. We don’t just think about the short-term gain but we think about the long-term impact of our business decisions on our families, customers, vendors and employees. We can use our intuition as an added tool when dealing with customers.

Women delegate better.

Although many of us believe that no one can do it better than us, we understand that we can’t do everything. We put supportive systems in place to get the job done at home and at work.

Women are willing to ask for help. We are willing to ask for advice. We are willing to admit that we don’t know everything and can show enough vulnerability to get what we need for our businesses.

Women are better communicators. We believe in talking through opportunities, problems and conflicts. We work better at consulting with others on critical decisions, especially if we think we need more information.

At Crandall, we started as a

mom-and-pop business 30 years ago. A lot has changed since then.

I started by doing the bookkeeping as my husband did the bidding and managed the employees. Within a year or so I added on doing the painting, staining and wallpapering during the day and continued doing the bookkeeping at night.

Playing multiple roles, I was still the wife and mother, chief cook and housekeeper. Over time I started making bigger decisions by bidding jobs, running employees and scheduling subcontractors. That process lead to learning to delegate better, including hiring some help in the office.

When my husband’s health forced him to retire I had to ask for help from friends, employees, vendors and other business owners. More women are getting involved in the construction industry. One of the most important parts is communicating. Communicating with everyone including customers is a vital part of any business or family.

I’ve learned and tried a lot of different approaches and ideas.

Some have worked and some haven’t. At least I tried. I know I’ve done my best. I’ve managed as a woman in the construction industry, and I know my business will be here for many more years to come.

So women, don’t ever think you can’t do it, because you can. Not that it’s always easy, but you do what we women do best and keep moving forward and taking care of “business”. You put everything you’ve got into today and move toward tomorrow. Whether you are a mother or a business owner, you care about what you do and how it affects others. Most of us are caretakers and people-pleasers, which works whether you are a mother or a business owner.

The smile from a child or one from a customer are both important elements in our lives.

I will continue to learn all I can, try new things and continue to enjoy my life, especially as a woman business owner. You can, too.

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Protecting your company’s most important assets: your people Employers are beginning to recognize workers’ compensation is a quality issue, and they face a capacity crisis in the next decade resulting from an aging work force and shortage of qualified labor.

Companies are looking for a David new approach Abkemeier to an old probis work injury lem. Awardmanagement and prevention specialist winning Workfor occupational Well Systems medicine and provides a subwellness with stantial return Wheaton Franciscan on investment Healthcare in by deliverWaterloo. Contact ing customhim at 239-0634. ized programs that match the work to the worker throughout the employment life cycle. The company uses pre-work physical screening and post-injury return-to-work plans that reduce costs and improve workers’ safety and productivity.

Many companies hire workers with pre-existing conditions and injuries that make them unsafe in their jobs; these employees are work comp claims waiting to happen. These employees are unable to perform the essential functions of the job and are a hazard to their own safety and/ or co-workers. The greater part of work-related injuries come from individuals who are hired who cannot do the “essential” functions of the job.

A job function is essential when performance of the function is the reason the job exists.

Other credentials of what makes a job essential include: the number of employees available to perform the function is limited; the function requires specialized skills; the function occupies a large percentage of time; and failure to perform the function may have serious consequences.

Objective employment testing can identify individuals who cannot perform the essen-

tial functions of a job and help prevent employers from placing employees in positions they are not physically capable of performing. The same testing can disclose pre-existing impairments and prevent an employer from having to absorb all the costs related to nonwork-related injuries.

In the past, an employment test has been a physical examination provided by a medical doctor to look at general fitness prior to employment or to determine return-to-work following an injury. More comprehensive testing involves objectively measuring the worker’s ability to perform specific job tasks.

Determining the individual cannot perform the essential job functions will avoid serious injury, and the employer will avoid the unnecessary costs associated with a preventable injury.

Take a back injury for instance; nationally, the estimated average cost per back injury claim is $24,000. If surgery is involved, the cost for claims increases significantly to $40,000 per injury. Only 40 percent of all back injury costs to employers are related to medical expenses. The other 60 percent go to disability settlements, legal payments and administrative costs.

In addition, if a work comp claim goes to litigation, legal fees can run toward $40,000 and will be two- to three-times higher if the lawsuit is lost. Indirect costs are four- to seven-times higher and may cause decreased employee morale, continual employee hiring and training, use of replacement workers, overtime, medical management, paperwork and the increased costs of workers’ compensation insurance.

The cost to implement an employment testing and job analysis, including job description program, is negated with the prevention of one back injury.

WorkWell Systems has solutions that go beyond tracking absences. Solutions address real issues such as hiring people who

are physically qualified to do the job, providing information about current health status of your work force, teaching workers to safely perform the job, avoid injury and stay at work through an injury or disability, and helping workers safely return to work after an injury.

Two programs that WorkWell Solutions provide are functional job analysis and prework screening. Functional job analysis evaluates the physical aspects of work to understand the physical requirements of the job.

Functional job analysis involves assessing the worker, the work and the worksite. A functional job description is developed based on information from the functional job analysis.

The functional job analysis involves interviewing workers and supervisors, observing the job being performed, taking accurate measurements that

quantify the physical demands of the job and determining the essential, marginal and critical demands of the job.

After the functional job analysisis performed, the functional job description is written. The prework screen is developed from the functional job description, including essential job functions. Prework screening is performed after a job offer to identify an applicant’s functional ability to safely perform the physical requirements of a specific job. It will require applicants/workers to perform the functional activities that replicate the job requirements.

Examples include lifting, carrying, pushing, pulling, walking, climbing, grip forces, etc.

Workers’ compensation has typically been an area of “failure cost” for most companies, with employee injuries often leading to long absences, litigation and

withdrawal from the work force.

WorkWell Systems clients typically experience a 3:1 or greater ROI. A national trucking company was concerned that new hires were getting injured because they were not physically able to perform the job. After implementing prework screening, it had a 53 percent reduction in the musculoskeletal disorder injury rate for new hires in the first 90 days on the job, even though hiring increased, lowered the annual injury rate for new hires from 47 per 1000 hires to 23 per 1000 hires, an ROI of direct costs per 3.3:1 due to injuries avoided, and documented savings of over $12 million in just under 2 years.

WorkWell Systems is a process that works to place applicants into a job he/she can safely perform. It means increased productivity and an improved bottom line.

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Five steps to writing a blog that will attract readers I recently took a short hiatus from writing my personal daily blog. I wanted to use this time to rest, refocus and re-energize for the next season and topic.

But in the midst of my break, I found the more time passed, Juli Camarin the harder it is senior designer was for me to with Aces/AMT — ACES Marketing get back into Through Technology. the swing of Contact her at things. I found jcamarin@acesiowa. it was much com. easier to sleep in than rise with the sun to write.

I frequently talked myself out of starting because I was afraid I’d forgotten how to write. Had my break been too long? Did starting this process again mirror the original difficulty of starting my blog? How does one write a blog?

Talking to others, I know I am not alone in feeling this way.

Whether it is for personal use or writing for work, some posts come easily, and some are challenging and tedious. As I reflected on my inner struggle, I decided to write this post on the “Five Steps to Writing a Blog” to remind myself of the process and then jump in again with both feet.

The first thing you need to do when writing a blog post is problem solve. Write answers for the Web. Solve your own niche market problem and then write about it. This information will be valuable to others, and you come across as the expert.

Secondly, keep headlines punchy. Studies show that 75 percent of readers will make a decision on the headline alone.

Be creative, give benefit statements and use action verbs to

entice your readers to scan your post. Make sure you put keywords in the headline and keep the title to 65 characters long for best SEO practices (65 characters is the magic number; less is OK, but never more).

Next, write short. Keep your sentences and paragraphs short and don’t use big words. I struggle with this one as I am a woman of many words, but studies show that people don’t read on the Web, they scan. Benefit from this by cutting down and condensing your content into manageable bites.

Fourth, put the points in the right place. Put your most important ideas, suggestions and tips at the top. Use bold text, images, subheadings and short paragraphs to emphasize your ideas. Don’t try to build your case, hoping people will read the whole thing; let them have it right away and then support your main points.

Finally, make sure you cash in on time and effort spent writing.

Make them an offer. Conversion rate is always the goal of a website. You want visitors to commit.

So make your goal clear and give them an offer they can’t refuse at the end of each post. There doesn’t always have to have a dollar amount attached to it, but give them the option to do something with your blog, whether it is signing up for your RSS feed or purchasing your services.

There it is — the five easy, simple steps to writing a blog post.

It doesn’t have to be hard, and it doesn’t have to take a long time.

I guess tomorrow I will set my alarm early, make my coffee, and review these steps to start writing again. This will work for you also.

Just follow these tips and you will be blogging in no time. For more tips about blogging, visit www. amt2.com.

For breaking news coverage, photos and video updated all day

IF YOU WANT MORE

YOU ARE UIU W W W. U I U. E D U

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Adrenal glands may be behind your lack of energy

By BRET ELLINGTON

Is your energy level low? Do you feel tired even after you sleep? Do you find you have difficulty concentrating and feel overwhelmed? These are all signs of adrenal fatigue.

Although a doctor coined the term “adrenal fatigue” back in 1998, it is not considered an accepted medical diagnosis at this point, but the term is being used more frequently. We’re talking about symptoms people experience when their adrenals are not functioning at optimal performance. Symptoms besides excessive fatigue may include poor digestion, craving salty and /or sweet foods, joint pain, impaired memory, reduced sex drive, anxiety and irritability.

Acupuncture, dietary changes and Chinese herbs are excellent tools to boost the adrenals and restore proper function.

Adrenal glands are within the endocrine system, which is in charge of making hormones and secreting them directly into your blood. The ovaries, testes, thyroid and pituitary also are glands of the endocrine system.

You have two adrenals which are located on top of each kidney.

The medulla (core) of the adrenals produce epinephrine (adrenaline) and norepinephrine, which are responsible for the “fight or flight” response. The cortex is the area surrounding the core and is responsible for fluid and electrolyte balance in the body using corticosteroids. These corticosteroids are responsible for the proper metabolism of fat,

protein and carbohydrates and are anti-inflammatory in nature.

With high-pressured jobs and fast-paced lifestyles, it’s easy to see how you can drain these precious organs and end up feeling overwhelmed.

For many people, there is a correlation between adrenal fatigue and low blood sugar, so it is important to eat good natural foods at regular intervals to avoid a drop in blood sugar, which can exacebate your condition. Eat first thing in the morning. While you’re sleeping your body is using up its reserved energy, and you need to replenish it as soon as you can. The energy you give your body from breakfast is used up quickly, so it’s a good idea to have an early lunch or at least have a nourishing snack a few hours after breakfast.

It’s important that all of your meals contain protein, fat and carbohydrates. You need all three components to fuel your body throughout the day. Eating organic foods is your best choice, but this can get really expensive. If you can’t afford to buy all organic, eat organic meats and dairy products. There are just too many preservatives, hormones and antibiotics added to meat. Six to eight servings of vegetables a day are also recommended. Try to eat as wide a variety as you can. Seasonal vegetables are always a great idea, so check out your local farmers market. For those who suffer from adrenal fatigue due to blood sugar issues, you should be careful about what and how

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much fruit you eat. Due to high sugar levels, people with adrenal fatigue should avoid bananas, grapefruit, dates, figs, raisins and oranges. Better choices are apples, mango, papaya, plums cherries and pears. If you suffer from adrenal fatigue, you may find yourself in constant need of that next cup of coffee. Unfortunately, this can further deplete the adrenals. Coffee, chocolate, alcohol and soft drinks should all be avoided. Water is your best choice.

Other healthy choices are green tea, herbal teas, natural vegetable juices, goat’s milk

and carob (a great substitute for chocolate beverages).

In Chinese medicine, the adrenal glands are treated the same as the kidneys. We want to find the root cause of your illness and treat you accordingly. We may choose to supplement a deficiency or possibly drain an excess condition. Our goal is to get you back to where you should be without giving you a false sense of energy. In the case of adrenal fatigue, we give yin tonics to boost you up from within, unlike caffeine or an energy drink. These herbs won’t give you the quick, arti-

ficial boost of energy. That’s not what they’re designed for.

Instead, these herbs will help rebuild what you have been depleting from your body for years. The goal is to get you back to feeling great from the moment you wake up and maintaining good energy throughout the day without being reliant on sugar, caffeine and artificial energy boosters that leave you feeling worse hours later.

Bret Ellington L.Ac, MS, is with Acupuncture and Chinese Medical Clinic in Waterloo. Contact him at 236-3363.

We’ll Give You an Edge Michael D. Farmer, LUTCF Senior Financial Representative Financial Advisor Princor Registered Representative 4901 University Ave, Suite E Cedar Falls, IA 50613 Phone: (319) 277-3500 Fax: (319) 277-3600 farmer.michael@cfu.net ©2009 Principal Financial Services, Inc. “The Principal,” “Principal Financial Group,” the Edge design, “We’ll Give You an Edge,” and the illustrated character are registered service marks of Principal Financial Services, Inc. Insurance products from the Principal Financial Group are issued by Principal National Life Insurance Company (except in New York) and Principal Life Insurance Company. Securities are offered through Princor Financial Services Corporation, (800) 247-1737, member SPC. Principal National, Principal Life, and Princor are members of the Principal Financial Group, Des Moines, IA 50392. AD1729 | #9197102010

TO HAVE YOUR BUSINESS LISTED ON THIS PAGE IN THE NEXT ISSUE, CALL JACKIE NOWPARVAR AT 291-1527.

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PAGE 17

Accommodating elder care a smart business decision A caregiver is anyone who provides help to another person in need. The vast majority of unpaid caregivers are family members. One of the most common types of caregiving relationships is Jodie Muller an adult child is director of caring for an development and aging parent. At public relations some point in with North Star Community Services their lives, many in Waterloo. Contact Americans will become a careher at 236-0901 giver to somex304 or jmuller@ northstarcs.org. one (around 44 million people a year).

Sixty-one percent of caregivers are women. In addition to caring for an elder, her children and many times her spouse or sig-

nificant other, holding down a job means the working woman has one more set of responsibilities to juggle. This increases the chance of experiencing a conflict between her roles as employee and caregiver. More than half of employed female caregivers have had to make some form of workplace accommodation such as arriving late, leaving early or cutting down on work hours.

While most women are aware of the child-care resources available to them, fewer are informed about the resources that exist to assist them with senior care responsibilities. One option that can make life easier is an adult day care center. It is a practical, low-cost way to help individuals live at home and with family and friends for as long as possible.

Utilizing adult day care services can reduce or delay the need for nursing home care.

An adult day care — like Newel Post in Waterloo — can give relief to working caregivers for significantly less money than other options (i.e.: assisted living, nursing homes, or in-home care). Adult day care can enable an older person to live as independently as possible for as long as possible and can sometimes help restore a purpose in their lives. Knowing her loved one is safe and cared for during the day can offer the working caregiver some peace of mind allowing her to focus on job responsibilities.

The number of employee caregivers in the workforce has tripled in the last five years and will increase as the population and work force continue to age. A MetLife study placed the cost of employee elder care responsibilities to U.S. businesses at over $33 billion per year, or about $2,500 per worker. Factors supporting

this study include the cost of employee replacement, absenteeism, partial absenteeism, “presenteeism” (defined as lost productivity when an employee is at work but is performing below par), work interruptions and elder care crises.

One solution is to begin an eldercare program in the workplace as part of an employer’s benefit package. Research has shown if an employer recognizes the importance of an employee’s family life, the employees will be more committed and loyal to their jobs. A program like this can significantly increase productivity and reduce costs.

Employers don’t have to spend a lot of money to begin providing support to employees who have caregiving responsibilities.

One way to start is to offer training to management and employees about the resources that are

available and to provide informational support to employees: resource locaters, caregiver workshops, workbooks, checklists and guides. Other programs and benefits can be phased in such as resource/referral services, flexible work practices and then perhaps expanded benefits to provide a way to make adult day care available to employees who need such a service.

For a business to stay competitive it needs to retain its most dedicated and experienced workers. Helping with family caregiving responsibilities is mutually beneficial to everyone involved. The reward for this type of assistance will be to save the company money by increasing productivity and reducing absenteeism, increasing workplace satisfaction and generating support and goodwill for everyone involved.

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

A closer look at Community National Bank’s Stacey Bentley

By ALLISON LYCKE

With nearly 30 years of experience in banking, Stacey Bentley knows what it takes for women to succeed in business.

In 1981, the Cedar Valley native began working in bookkeeping at a local bank. In the years since, Stacey has worked her way up the ranks in several banks and now serves as Cedar Valley market president for Community National Bank in Waterloo — a job she loves.

“I enjoy the people you meet and helping them achieve their financial goals. There is something different to learn each day and no two days are the same, so it’s always a challenge, which I enjoy,” she says.

The 49-year-old wife and mother of two also knows how challenging it can be for women to balance work and family.

“I have been fortunate to have

both a personal and professional support system,” Stacey says.

“First, my husband, Russ, has always been at my side. , and we support each other at work and home.”

Another part of that support system has been Stacey’s mother.

“If the kids forgot their library book, they called Grandma and she was always there to help. If they had a doctor appointStacey Bentley ment, my mom would meet me at the office, so I wouldn’t have to take as much time off work. She did draw the line if they had the flu — then it was my turn to stay home and be mom,” Stacey said.

She is grateful Community National Bank is supportive of family.

For breaking news coverage, photos and video updated all day

“We are fortunate to work for a company that understands there will be times when family comes first, and that’s the way it should be,” Stacey said.

When it comes to succeeding in business, Stacey said it’s important for women to build a supportive network and an effective team.

“Identify and surround yourself with people who are strong in areas where you are weak or have limitations. Too often it’s more comfortable to surround yourself with others like yourself. We have to recognize others’ strengths that will cover areas where we are lacking,” she said.

She also emphasized the importance of communication in the workplace — and at home.

“Whether it is with employees, customers, vendors or even family, we need to be able to interact effectively with all people and at all levels. We generally make the

mistake of assuming people think and interact as we do. So a big challenge is to recognize people have different styles and then adapt to those differences,” she said.

Stacey said one of the most rewarding aspects of her career is seeing the dreams of women become a reality.

“Community National Bank is proud we have helped or are currently helping several women business owners in our community,” she said. “We have assisted with startup businesses, buying existing businesses or existing business growth opportunities.

We have experienced commercial lenders — two of which are women — who really view themselves as partners in the customer’s business, not just lenders.”

She encourages small business owners to find a banker willing to invest time and attention in you and your business to help you

achieve your goals.

Outside of work, Stacey spends much of her time with her family.

Much of her time is also devoted to giving back to organizations in the Cedar Valley. She serves as a member of Cedar Valley Ambassadors, Waterloo Rotary, Womanade and Iowa Women in Philanthropy, as well a board member for the Cedar Valley Chamber, Allen Hospital Foundation, KBBG Radio Foundation, Western Home, Exceptional Persons and the Iowa Bankers Association.

“I was born and raised in this community. I love it here,” Stacey says. “I want to give back as much as I can. If people see this community as a great place to raise a family or start a business, we all reap the benefits.”

Allison Lycke is marketing/ communications manager with the Iowa Bankers Association in Johnston.

OCTOBER 2010

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What gender balance in the boardroom means During the 2008 presidential campaign, we often heard reference to the “glass ceiling” in politics that female candidates faced. In part the significance of women in high-ranking elected offices comes from Christopher W. the assumption Larimer that women is assistant professor bring a unique of political science at University of Northern set of preferences to the Iowa. Contact him table — preferat 273-6047 or christopher.larimer@ ences that in uni.edu. turn will shape the policymak-

ing agenda in ways distinct from men’s preferences.

Research in political science has shown that male and female legislators tend to introduce different types of bills, with women being more likely to introduce social legislation (i.e. bills relating to social services, welfare, education, etc.).

But what does this mean for other types of decision-making bodies, including boards of directors?

Research emerging from organizational and industrial psychology, as well as experimental economics, consistently shows that men and women bring distinctive preferences and work strategies to decision-making

groups and situations. Specifically, men tend to be more individualistic and competitive, while women tend to be more group-oriented.

In my research with Rebecca Hannagan of Northern Illinois University, we’ve found that women tend to be more likely to seek solutions that match the median preferences of the group, whereas men tend to be more likely to seek extreme solutions.

For example, when making decisions on behalf of others, malefemale mixed groups — and particularly female-dominant groups — tend to make decisions that reflect the median preference of a population compared to groups that are male dominated.

Male-dominant groups tend to make decisions that are all over the place, so to speak: either more generous than the median or significantly more selfish than the median preference. Previous research, as well as some of our more recent work, has shown that mixed — and particularly female-dominant groups - also tend to be more compromising in their approach to the decisionmaking process.

In short, not only do men and women differ in their individual preferences, but altering the gender composition of the group affects group preferences and group outcomes.

These findings are significant in light of recent legislation passed

in Iowa requiring all local boards and commissions to be “gender-balanced” by 2012. If we are correct, expect a more compromising tone on public boards, as well as decisions that are more reflective of the group as a whole.

In other words, we should expect different policy outcomes following changes in group gender composition.

It’s likely that such effects are not limited to the political or public sphere. Changing the group gender composition of any decision-making body (public or private) is likely to result in not only a different decision-making process, but different preferences being expressed, and potentially different outcomes.

For breaking news coverage, photos and video updated all day

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Estate planning in flux with changes in tax law looming The estate tax is presently in a state of flux.

The estate tax deals with the value of assets you are able to transfer to your heirs before owing a transfer tax known as the estate Mathew tax. To better Driscoll is a financial understand the representative state of affairs with the Principal for the estate Financial Group in tax, below is Cedar Falls. Contact a summary of him at 266-6270 or the current driscoll.mathew@ law and potenprincor.com. tial changes Congress may implement.

2010

■ No estate or generation skipping tax.

■ Gift tax remains ($13,000 annual exclusion/$1 million lifetime exemption).

■ Top marginal gift tax rate drops to 35 percent.

■ Inherited assets take decedent’s cost basis (“carry-over” basis).

■ Each estate may allocate $1.3 million of cost basis for property passing to anyone.

■ Property passing to a surviving spouse is eligible for an additional $3 million cost basis increase.

■ Current wills and living trusts with testamentary provisions may not meet client’s property distribution objectives.

2011 With no congressional action ■ Transfer tax law returns to what it was in 2001.

■ Estate and GST return with $1 million exemption for each.

■ Gift tax annual exclusion

remains at $13,000 (unless increased for inflation) and lifetime exemption remains at $1 million per person.

■ Top marginal tax rate for all three transfer taxes returns to 55 percent.

■ For inherited assets, step-up in basis returns and carry-over basis goes away.

Among other items the list below are congressional proposals that could be implemented in 2010 or after.

■ Increase in exemption amounts for estate and GST taxes to $3.5 million or $5 million.

■ Top marginal transfer tax rate stabilizes at 35 percent; or 45 percent.

■ Re-unification of gift tax exemption with estate and GST exemption amounts.

■ Indexing all exemptions for inflation.

■ Congressional inaction could result in a $1 million exemption and top marginal transfer tax rate at 55 percent.

Given the uncertainty pertaining to the estate tax, it is a great time to review a potentially beneficial estate planning strategy commonly referred to as a living trust or revocable living trust.

The uncertainty of tax laws will likely create a renewed interest in this approach to managing estate tax exposure and probate costs.

Estate planning involves planning for the disposition and transfer of assests have amassed during your lifetime, including investments, life insurance, real estate, business interests, and personal property.

The information above is not intended to be “legal advice.” You should always meet with knowledgeable estate planning attorney for legal advice on your specific situation.

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PAGE 21

Hope can spring forth through women’s suffering Few seasonal changes are more dramatic in Iowa than the arrival of fall with its rich, brilliant hues spectacularly arrayed by the turning leaves.

Lush greens are miracuConnie lously transErpelding formed into a is director of care full spectrum and influence of autumnal at Prairie Lakes colors, bringing Church in Cedar Falls. Contact her at diversity to previously uniform 266.2655 x132. landscapes.

Na t u re ’s breathtaking variations seem to reveal that the metamorphosis of life through the seasons actually provides vibrancy and splendor unachievable without the changing seasons. Shortened days and decreased daylight, seemingly gloomy aspects of seasonal change, are actually the initiators of this festival of color celebrated by my eyes.

If I needed another reminder that fall was in the air, flipping my calendar provided the necessary visual. It was also a glaring reminder that there was work to be done, but those dazzling leaves kept fluttering in my head.

I glanced around our office looking for inspiration to, well, work.

Several of the women were busily doing what I was trying to get inspired to do—work. Then, it occurred to me that the stunningly competent women I rub shoulders with on a daily basis could be metaphorically com-

pared to the multicolored fall leaves still distracting me from my tasks. As my thoughts were drawn into this new image, I recognized each woman has been uniquely transformed into who she is by life experiences and changes that resulted in splendid diversity and a depth that provides a distinctive flare to what would be a pretty, uh, well, uniform male world without our female presence.

What brings about the brilliant richness only women can bring to the work environment? As I grew introspective about that question, portions of the lives of the women scattered around our office flashed before me: ■ A mother’s loss of her young child.

■ A wife’s tragic loss of her husband at a young age.

■ Multiple miscarriages and physiological complications as a result of the miscarriage.

■ Infertility and medical experimentation with fertility drugs without success.

■ The adoption journey fraught with scraping together thousands of dollars, unsuccessful matches with a baby, and birth mothers changing their minds about adoption agreements—the emotional stress of a woman longing to become a mother becomes almost unbearable.

■ Being told by doctors that it is physically unsafe to become pregnant and the knowledge you’ll never give birth to a child.

■ Caregiving for terminal husbands, parents, and siblings.

■ Career and educational modifications made for children and

husbands.

■ A mother’s grief at poor choices by a teenage child resulting in alienation and exclusion from their relationship ■ Choices made as a teenage girl/young woman that can never be reversed— permanent loss and psychological scars.

■ A husband’s sudden unemployment and loss of earnings.

This distressing list could have grown as my eyes traveled around the office; but as the individual circumstances and nuisances of those situations mounted, it became too painful to continue.

My mind returned to my original question: “What brings about the brilliant richness only women can bring to the work environment?” The answer seemed to be summed up in one word—suffering. Suffering. Each woman,

in various seasons of her life has endured painful, life-changing circumstances that would bend most humans to the ground.

Yet, these women are not the barren limbs and wind-torn remains of hardships and crisis. The suffering has ultimately resulted in the transformation of girls and young ladies into the gifted women. They are brilliant and vibrant with a depth of character that provides for a spectacular display of resiliency and peace in the midst of life.

Does suffering accomplish this transformation in all women?

Hardly. The women I am referring to have learned an eternal truth that suffering produces determination; determination produces strength of character; and strength of character produces hope.

Hope never disappoints because it allows us to focus, not on what has occurred, but that which we know is promised to those who have faith. Faith to hope for the best future. A male who endured great suffering shared those words in a letter to his friends in Rome. Is it possible that he worked in an office with women blessed with similar virtues?

The women in our office have endured suffering, but they know that because of the transformational eternal truth of hope, they can enrich others’ lives by sharing their faith.

Few seasonal changes are more dramatic in Iowa than the arrival of fall. Few changes in the life of a woman—or man—are as dramatic as hope found through suffering. I’ve found my inspiration to work.

PAGE 22

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Put thought into living arrangements for elderly parents As parents age, it often becomes more difficult for them to live independently and manage their own affairs without outside help.

The thought of Mom or Dad leaving the comfort of the family home can be a painful and challenging proposition for everyone involved, but if it’s no longer safe or practical for them to live alone, adult children often need to intervene and Larry K. Fox help find an Larry K. Fox is senior financial adviser with alternative livarrangeAmeriprise Financial ing ment. At that Inc., Waterloo.

Contact him at (319) point, the ques234-7000. tion becomes whether you should invite Mom or Dad to live with you in your home or help facilitate a move to a nursing home or other senior living facility.

Consider the following when deciding how to address an elderly parent’s living situation.

The emotional roller coaster It helps to realize you’re entering a very emotional territory — for you and your parents — when you broach the subject of a move.

Adult children typically experience feelings of worry, guilt and sadness. You also may be frustrated by a parent’s lack of cooperation or combativeness.

For the parent, there most likely will be a degree of sadness and, in some cases, anger. Understandably, parents will mourn the loss of their status as independent adults, which may be compounded by grief over a lost spouse, failing health or the prospect of dying.

Be patient and respectful of one another and avoid rushing the

decision-making process as best how much care you can give on you can. your own. If your parent moves in with you, will you be able to Available accommodations provide the appropriate level of Before you ask Mom or Dad to supervision, assistance with daily move in with you, think about cares and doses of medication, the realities of this scenario. Does rides to the doctors’ office and your home have the necessary more?

Are you ready to make and serve space and amenities? You may need to remodel to accommodate three meals a day, manage the special needs, such as a ramp for additional burden on your launwheelchair access, safety bars in dry and tolerate the invasion of the bathrooms and so on. Many your privacy? You may have the senior living communities are time, energy and willingness to designed with these needs in joyfully take on these responsibilities. Or you may not. Avoid takmind. ing on more than you can handle Location, location, location and seek the help of professionals It’s safe to assume your parent if you are able to do so. would prefer to remain close to the old neighborhood and existing Costs and who will pay them support systems such as friends, Whether you open your home place of worship, health care pro- to a parent or help find a suitable viders and so forth. If moving in alternative, there will be costs with you means moving across town (or across the country), the transition may become all the more difficult for your parent.

Precarious relationships How well you get along with your parent also can help you decide whether living together again (after all these years) is a smart move. If your relationship was contentious, it probably won’t get better in close quarters. Then again, if your parent is opposed to living in senior housing such as a nursing home, living together may be the only option to keep the peace.

But wait — you also need to consider others living in your home.

Before you settle on a decision, be sure to have an open and frank discussion with the other members of your household about the implications of having Mom or Dad move in.

Level of care required Be honest with yourself about

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involved. If your parent needs to rely on you for financial assistance, a financial adviser can help you sort out the ramifications to your budget of having another boarder under your roof or contributing to the cost of nursing home care.

If you are paying for more than half of a parent’s living expenses or paying for medical expenses, you may be eligible for a tax break. Talk to your tax preparer to see if you qualify for deductions.

Don’t hesitate to seek help No one can tell you what to do when the time comes to decide on new living arrangements for an elderly parent.

Rally extended family members and wise family friends to explore your options and decide what may be the best route, given the circumstances.

Enlist the insights of your financial adviser and tax preparer to determine how expenses will be managed and potentially shared by you and the parent involved.

Keep a positive attitude and take advantage of the opportunity to help make things easier for your parent at this stage of life. By giving the situation proper care and thought, you can find a solution that works for your family.

Brokerage, investment and financial advisory services are made available through Ameriprise Financial Services, Inc. Member FINRA and SIPC. Some products and services may not be available in all jurisdictions or to all clients.

Ameriprise Financial does not provide tax or legal advice. Consult your tax advisor or attorney.

OCTOBER 2010

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PAGE 23

10 tips for achieving whiter, brighter smile Aiming for whiter and brighter?

Consider these helpful tips for a million-dollar smile.

1. Over-the-counter tools.

Should I use whitening toothpaste, whitening mouthwash or whitening strips? The top recommendation when it comes to whitening your teeth with drugstore products would be to try-out Crest White-strips.

These are not Dr. Ashley a one-size-fits Charmichael all, but if your is with Edwards & Smith Family Dentistry teeth are fairly in Waterloo. Contact straight and her at 232-9023. you do not have a lot of dental work on your front teeth these can be quite effective and are a great place to start. Whitening toothpastes are effective for removing surface stains caused by coffee, soda, wine, etc., but will not noticeably lighten your teeth.

Mouth rinses, floss and gum claiming to whiten may help a tiny bit with staining, but I would rec-

ommend saving your money and passing on these products.

2. See your dentist. Your dentist can discuss different whitening options with you. These include in-office bleaching where a noticeably whiter smile can be achieved within one dental visit or custom-made trays that can be worn at home. Before starting any whitening regimen it is important to visit your dentist for a thorough cleaning and check-up. If you have any dental concerns such as cavities or sensitivity, it is important to address these prior to bleaching. If ignored, these will undoubtedly get worse. Whitening also is ineffective if any plaque or tartar is on your teeth. A cleaning appointment with your dental hygienist can get your chompers in tip-top shape before you begin.

3. Get back to basics. Brush and floss! Whitening your teeth is only as good as your home care to maintain them. Brushing morning and night as well as daily flossing is essential to keeping your teeth their whitest.

4. Keep ’em clean! Already have that mega-watt smile and wonder how to keep it that way? Regular

cleaning appointments with your dentist are important to remove build-up and polish off surface staining. At home, brushing after meals is ideal, but often impractical. If a toothbrush isn’t nearby, rinse your mouth with water and reach for a piece of sugar-free gum.

5. Avoid top offenders. You may have seen the list of obvious “stainers”. Topping the list: red wine, cola, coffee and tea, but there are many other less-recognized culprits. Others that can contribute to staining include: cranberry and grape juice, soy sauce, marinara sauce and curry.

A good rule of thumb: If you spilled something on your shirt and would worry about being able to get it out, chances are it could stain your teeth as well.

6. Sip it! Can’t kick the soda habit for whiter teeth? Drink bev-

erages that may cause staining through a straw. This helps keep the liquid from hitting your front teeth.

7. If you have lemons, use them!

Your basic lemon wedge can act as a useful tool for removing staining and discoloration. A useful trick I’ve picked up while out for a nice dinner (or anywhere, for that matter!) is grabbing the lemon from the water glass and rubbing it on your teeth to remove the purple tint caused by that glass of cabernet. It is always a good idea to attempt this maneuver discretely depending on your location.

8. Makeup! What can’t we help with the proper makeup, right ladies? Fake a whiter smile by picking the right lip product. It doesn’t matter if you’re a lipstick lady or a gloss girl, chose a product that is a deeper red with cool undertones. Something with a

Criterion, Inc.

slightly blue/purple tint will make your smile appear whiter.

9. Repair or replace. If you have old and worn tooth colored fillings or crowns on your front teeth, consider replacement. Tooth-colored fillings and crowns will not whiten or bleach. Are your front teeth chipped or cracked? Your dentist can often easily fix these problems. A visit or two and you could take years off your smile!

10. Still not grinning ear to ear?

If you have teeth that are stained into the deeper layers or you are unhappy with spaces or crooked teeth, don’t give up hope. You may be a candidate for veneers, crowns, implants or cosmetic alignment using orthodontics. Just ask, and your dentist will discuss which options may be right for you.

Now armed with these helpful hints you can step out smiling with confidence!

2840 BURTON AVENUE, WATERLOO, IA PHONE: 319-291-6963 FAX: 319-291-3072

PAGE 24

THE COURIER

CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Appearance can be reflection of success A woman’s professional appearance should support her personal accomplishments. Demonstrating that you care about your appearance communicates to your clients that they are important to you.

Paying attention to these details conveys that you also pay attention to business details and the needs of your clients.

Many women Melanie in business jugAalderks gle their profesis an owner at Polk- sional life along A-Dot Salon in Cedar with family and Falls. Contact her at home life. This 266-6603. can be challenging. However, it is essential that a businesswoman take time out for herself. A professional head-totoe appearance is of the upmost importance in the world of business. A hairstyle says a lot about a person. It can be our greatest fashion statement and accessory.

After all, we wear it every day.

We have all heard the expression,

“Hair is our Crowning Glory.”

Always opt for the best cut and color you can afford. A professional stylist will consult with you to create the very best look suited for your face, head shape, age, hair texture and, more importantly, your lifestyle.

On the whole, short to mediumlength hair is considered to be most professional. A style can be classic and does not necessarily have to be trendy or edgy. It should be easy to style and maintain.

Long hair can be professional but must be maintained and conditioned well. A long pony tail with teasing in the crown is appropriate. Also, a bun or Chignon.

Your professional stylist should educate you and prescribe products and tools to re-create your look at home. I suggest nourishing your hair with the best shampoo, conditioner and collection of styling products you can afford.

Free radicals attack hair follicles and pigment, compromising the integrity of the hair. Hair must be treated like a delicate fabric. I use and recommend products made of 100 percent organic botani-

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cals that are sulfate free. These products are natural plant based, derived from leaves, flowers, roots and berries, and have antioxidants along with UVA and UVB sunscreens built into them. These are the most gentle products offering superior performance that protect the radiance of the hair while dramatically improving the condition.

Maintaining your cut and color is an integral part of your business persona. This will keep the cut balanced and color fresh and vibrant, while reducing the appearance of outgrowth. On average, I recommend seeing my clients every four to six weeks.

ural oils, which makes hair dry and brittle. Hair is weakest when it is wet. Gently towel blot hair without rubbing. Apply a leavein detangler. Using a pick or wide tooth comb, start at hair ends and work your way to the scalp. When styling, use a root lifter, then blow dry hair with head down until 75 percent dry, creating more volume and hold. Use thermal protectants before the use of any heat treatments, such as curling irons and flat irons. Then, add a styling crème or paste to give control, texture and definition. Follow up with your favorite hair spray.

Eyebrows are often overlooked.

One of the crucial elements of a complete makeup application is Tips to remember clean and sculpted eyebrows. Use If possible, do not shampoo a tan or brown powder to fill in every day. This can constrict nat- bare spots. Eyebrows give expres-

sion to the face and accentuate our eyes.

When it comes to cosmetics, remember that less is more. Keep it conservative for a daytime look.

Start with a foundation or powder that matches your skin tone. Then use a natural blush and lipstick.

Finish with a subtle eyeliner and mascara.

Hands are often a focal point as we use them for much of our communication. It is essential to have hands and nails look neat, clean, trimmed and filed. A natural polish or a French tip is suggested. Put lotion on hands in both evening and morning.

An overall polished appearance delivers a positive message to those you encounter on a daily basis. Looking your professional best means investing in yourself.

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OCTOBER 2010

cvbusinessmonthly.com

CEDAR VALLEY BUSINESS MONTHLY

THE COURIER

PAGE 25

Studies raise questions about medicines, osteoporosis We have headlines about osteoporosis treatment and another rare risk.

“Atypical femoral fractures” were studied worldwide by the American Society for Bone Mineral Research.

The task force found 310 cases for which full information was available.

Two hundred and ninety Jay Ginther one of the Jay Ginther, MD, is patients had Director of the Cedar been identiValley Bone Health fied as having Institute. Contact him osteoporosis at 233-2663. and had been treated with Bisphosphonates.

Elizabeth Shane, MD, the chair of the task force, summarized the report: “For the vast majority of the patients with osteoporosis, these drugs are an important weapon against fractures, and their benefits far outweigh the risks of using them.”

“Atypical femoral fractures” are less than 1 percent of all hip and thigh bone fractures. Exact numbers over the years are very difficult to determine. Government guidelines require this type of fracture to be lumped in with common hip and thigh fractures. Recently the numbers of these rare fractures seem to have increased.

The total numbers of hip and thigh fractures have decreased in recent years. This decrease has mostly been in patients who have taken osteoporosis medicines, most of which have been Bisphosphonates. Estimates of the number of common hip

Find all your latest news in

and thigh fractures prevented by osteoporosis treatment are in the tens of thousands every year.

I have treated more than 20 patients with the “unusual” thigh fractures over the last 40 years. For the first 30 years none of them had been treated for their osteoporosis. Obviously Bisphosphonate medication had nothing to do with those fractures. Recently some of these rare fractures have been in patients with osteoporosis being treated with Bisphosphonates.

Does Bisphosphonate treatment play a role in causing these fractures? We do not know for sure.

National Osteoporosis Foundation and American Society for Bone Mineral Research have discussed these issues since April 2009. I will be at the discussion of the new ASBMR study on Oct. 16 at ASBMR, as I have been at the previous three meetings.

My personal observations of those patients that I have treated raise several issues. Nearly all of those patients were deficient in Calcium and Vitamin D by 2010 standards. Many were not able to absorb Calcium Carbonate because of medical problems. We now know that Calcium Citrate is better for many people. We do not know whether these patients would have had a “usual” hip fracture if their osteoporosis had not been treated with Bisphosphonates Take Calcium Citrate to supplement the calcium in your diet for a total of 1,200-1,500 mg Calcium per day. Take 2,000 units of Vitamin D3 daily. Vita-

min D3 and Calcium are necessary to prevent or treat osteoporosis no matter what else you do.

Bisphosphonates are the class of osteoporosis medications including Fosamax, generic Alendronate, Actonel, Boniva and Reclast. Millions of patients have taken Bisphosphonate medications over the last 15 years.

Bisphosphonates are “antiresorptive” medications. They act by slowing down the cells that eat away bone. They also slow down bone turnover and bone repair. This means that they could possibly slow down bone repair too much if we use them for too long. That is why current recommendations limit Bisphosphonate use to five years, then we re-evaluate.

Bisphosphonates accumulate in the bone, so they actually are still effective for one or more years after the last dose.

Prolia is a new type of “antiresorptive” medication. It works in a different way than Bisphosphonates. Prolia does not accumulate in the bone and is totally gone from the body by one year after the last dose. This can be an advantage. Prolia is new, so we do not yet know for sure what to do after five years. I will hear the four-year data at ASBMR. Forteo and Evista are totally different types of osteoporosis medications from Bisphosphonates or Prolia. They are not “antiresorptive” medications.

Forteo is an “anabolic,” which increases bone formation and bone turnover. Evista restores

the premenopausal rate of bone turnover and can prevent breast cancer.

If you have questions or concerns about your osteoporosis medications, call your doctor and discuss them. Do NOT simply stop taking your medicine.

A “usual” hip fracture is just as deadly as an “unusual” one, and far more likely. The odds are more than 50 to 1 in favor of persons using Bisphosphonates. Talk about the relative risks and change your medications if needed.

I will be adding new information to my website www.

CVBoneHealth.com as it becomes available.

Remember: Vitamin D3 and Calcium are necessary to prevent or treat osteoporosis, no matter what else you do.

60 YEARS IN WATERLOO BUSINESSES

From Actress to a Prominent Business Leader Overnight At the death of her father in 1948, Faye Dorothy Martin Anderson took over all the family’s business interests, which included Martin Bros. Co., a wholesale business started by her father in 1897. She had previously been a Broadway actress and had also acted in several films and modeled professionally in New York, Chicago and California. Throughout the years, she was president of the company and built up sales to over 8 million dollars annually, employing over 40 people. She also owned Faye Dorothy Martin Anderson 22 downtown buildings with 28 different tenants in Waterloo and created fair, but unique leases with many of the tenants. She was one of the few women at that time to run a company in that industry and was well-known by many nation-wide, including presidents and CEO’s of many large firms. She also was involved in farming, on a crop-share basis all her life.

Helping the community and its citizens and organizations was Mrs. Anderson’s strongest and most significant attribute. Throughout her lifetime she was one of the most philanthropic people in this region.

She received many awards and recognitions throughout her life including the Outstanding Business Woman’s Athena Award and was the first woman recipient of Sertoma Club’s Service to Mankind Award and also the first woman recipient of the Amvet’s Signal Award. She was the first woman in the United States to be inducted into the Half Century Club in her business industry with Martin Bros. Co., of which she was president for over 50 years.

She truly was an entrepreneur and a very innovative individual.

She became one of Waterloo’s Centenarians and lived to almost 103. Her deeds and legacy will live on forever in the community and she will always still be giving back.

Her son, Buzz H.M. Anderson now carries on in her footsteps.

PAGE 26

THE COURIER

CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Report cites the high cost of child care According to a report released by the National Association of Child Care Resource & Referral Agencies titled ‘‘Parents and the High Cost of Child Care: 2010 Update,’’ parents who choose child care in a center or a family child care home must pay a significant part of their income for this care. Low- and middle-income parents have limited access to affordable, quality care.

The report provides average costs of child care for infants, 4year-olds, and school-age children in centers and family child care homes in every state. The average cost that parents paid for full-time care for a 4-yearold child in a center ranged Marilynn Pierce from more than iis children and family services director for $4,050 in MisExceptional Persons sissippi to more than $13,150 a Inc. in Waterloo.

Contact her at 233- year in Massa0804 or marilynn. chusetts. The pierce@episervice. average cenorg. ter-based child care fees for an infant exceeded the average annual amount that families spent on food in every region of the U.S. Monthly child care fees for two children at any age exceeded the median monthly rent cost, and were nearly as high, or even higher than, the average monthly mortgage payment in every state.

“The cost of quality child care is out of reach for too many families,” said Linda Smith, executive direc-

“The bottom line is that you get what you pay for. And today’s economy only makes it that much harder for parents who are already struggling with the current cost of child care to afford the quality child care their children need and deserve.”

Linda Smith executive director of NACCRRA

tor of NACCRRA. “It is unimaginable that the cost of infant care in a child care center is more than the cost of college in 40 states. It’s time to increase our public investment in improving the quality of child care for all families.”

Today, more than 11 million children under age 5 are in some type of child care arrangement every week. On average, children of working mothers spend 36 hours a week in child care.

Studies repeatedly have shown that high-quality child care — care that provides a loving, safe, stable and age-appropriate stimulating environment — helps children enter school ready to learn. Unfortunately, the high cost of child care limits parents’ options when it comes to choosing child care.

“As a result of increasing child care costs and the current economy, some parents have been forced to remove their children from organized child care programs or licensed settings and place them in more informal settings ,” Smith said. “This potentially means that the provider has not had a background check or training in health and safety practices or early childhood development, let alone train-

ing to provide age-appropriate activities. I am concerned that as a nation with school readiness as a national goal, there will be longterm implications for the next generation with regard to school success and future success.”

“The bottom line is that you get what you pay for,” said Smith.

“And today’s economy only makes it that much harder for parents

who are already struggling with the current cost of child care to afford the quality child care their children need and deserve.”

To improve access to affordable, high-quality child care for all families, NACCRRA is calling on Congress to reauthorize the Child Care and Development Block Grant, the primary public source of child care funds to states to help pay for child care and improve the quality of care. Additionally, NACCRRA recommends providing resources for planning and developing child care capacity to increase the availability of child care options for working families, reducing barriers in the subsidy administration process that prevent families from accessing assistance, ensuring that public prekindergarten programs are designed to meet the child care

needs of working families and improving federal and state tax codes to help families at all income levels pay for care. ‘‘Parents and the High Cost of Child Care: 2010 Update’’ provides results from a 2009 survey of Child Care Resource and Referral State Networks. The survey asked for the average costs charged by child care programs listed in CCR&R databases. Located in every state and most communities across the nation, CCR&Rs provide services in 99 percent of inhabited ZIP codes. CCR&Rs work with parents to connect them with the child care that meets their needs and with child care providers to help raise the quality of child care in their communities.

To download a copy of the full report, visit www.naccrra.org.

cvbusinessmonthly.com

OCTOBER 2010

CEDAR VALLEY BUSINESS MONTHLY

PAGE 27

THE COURIER

Women have financial wisdom, need confidence boost There has never been a more exciting time to be a woman.

For the past several decades, women have been blazing new trails and carving out new roles for themselves in society.

All this hard work is paying off.

In 2008, more than 58 percent of all college graduates were women.

Increased educational opportunities have opened doors in the workplace; in fact, the percentage of women in the work force almost doubled in the secondhalf of the last century.

Consequently, women are now wealthier than they have ever been. The number of Erica Feldick women earnis a financial ing $100,000 consultant at or more has Jacobson Financial quadrupled in Services LLC in Cedar Falls. Contact the last decade. her at 266-2445.

Today, 60 percent of all the wealth in the U.S. is controlled by women. Considering the fact that women also make or influence 85 percent of the financial decisions in a household, it’s easy to see why marketers largely cater to women in order to sell products and services.

Yet, women seem to feel uncomfortable with the subject of finance. In the largest study of its kind ever conducted, the Allianz Women, Money, and Power study (2006) found that 90 percent of women feel somewhat financially insecure. Women of all tax brackets and age ranges

reported a lack of confidence in the area of finance. This lack of confidence seems to stem from a lack of financial knowledge, leaving women feeling insecure about their finances. Because our culture has tended to assign the role of financial decision-maker to men, women have often been either uneducated or unprepared to make financial decisions. The financial services industry hasn’t helped either.

Only 1 percent of advertising in the top 10 women’s magazines had anything to do with finance or insurance. The industry has concentrated on attracting men.

The streaming tickers and barking commentators of the financial networks do not speak to women. The result? Women are not engaged in the conversation. It’s not that women don’t want to learn about finance. Most women come to me because their number one priority is to educate themselves about their finances.

Unfortunately, too few women ask for help, and many abdicate all responsibility for financial decisions to a significant other or family member.

Disengaging from financial decision-making can have devastating consequences for women at any age.

A staggering 90 percent of women will be solely responsible for their finances at some point in their lives. And right now, less than half of wage and salaried women ages 21-64 working in the U.S. participate in a retirement plan at work.

Ironically, the Allianz study found that mature women, rath-

Get your money’s worth Advertising in the Courier is an efficient way to spend your advertising dollars. If you want to place a display ad, call an account executive at 291-1497 from 8 a.m. to 5 p.m. Monday through Friday. Our account executives and creative department will be happy to help you establish a campaign, step-by-step, that will sell. Before you set next year’s budget, give us a call.

er than younger women, saw the value in financial independence.

Maybe this is because mature women have lived through difficult life transitions such as divorce or becoming a widow.

Many women have absolutely no idea where their money is invested, what they own or where to start. Some of these women will be forced into a traumatic financial learning experience upon the death of a spouse or while enduring the hell of divorce.

It is of vital importance for women today to become engaged and educated about their finances before they are forced by life’s circumstances to do so.

So how can women become more empowered? Ask the following questions: What do you have? This may take some digging. But since

women love to organize and make lists, this one should be almost enjoyable by the end.

Make a list of every asset you own. How is the asset titled?

Where is it physically held? At what price was it purchased?

Is there a cost basis and what is that basis? What is the asset for? Write down everything you can find out about the assets you own.

What do you owe? Record all debts, including mortgages, credit card debt, loans, etc. Discover the details of the loan, including the interest rate, term, principal, and balance. Subtract the total of what you have from what you owe. You have just made a net worth statement.

This figure reflects how much you are worth today.

What do you want? What are your financial goals, dreams and

priorities? These tend to mirror your personal life goals and priorities. Give yourself ample time to think about this question, as you cannot start on a journey without knowing where you’re headed. Friends or other women in your life might provide an excellent sounding board as you ponder this question.

Where can you get help? The Allianz study found that women who work with a financial professional were 50 percent more optimistic, confident and more likely to experience financial security than those who work alone. A trusted advisor who knows you and empowers you to make your own decisions through education can be a tremendous asset. Consider reaching out to a financial professional for help as you address the questions above.

A NEW Approach to an Old Problem We help to take the pain out of workers’ comp WorkWell pre-screening and injury prevention programs match the worker to the work. Give us a call to learn how we can help you increase your return on one of your biggest investments — your employees.

David Abkemeier, OTR/L Work Injury Management & Prevention Specialist Occupational Medicine and Wellness Wheaton Franciscan Healthcare Phone: 319.239.0634

Arrowhead Medical Center 226 Bluebell Road, Cedar Falls, IA 50613

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PAGE 28

Welcome New Chamber Members AAA 3366 Kimball Ave. Waterloo, IA 50702 Phone: 319-236-3620 Fax: 319-235-4433 Contact: Patti Kelly Category: Travel Agencies

Absolute Beauty 2520 Melrose Dr., Ste. H Cedar Falls, IA 50613 Phone: 319-277-9777 Contact: Jennifer Selleck Category: Barbers/Beauty/ Tanning Salons

OCTOBER 2010

WWW.GREATERCEDARVALLEYCHAMBER.COM

Heartland Surgery 227 E. San Marnan Dr. Waterloo, IA 50702 Phone: 319-226-9888 Fax: 319-226-9889 Website: www. heartlandneuro.com Contact: Anne Pittman Category: Physicians & Surgeons

Javanote Studios/Javanote Ambiance 1658 Glenny Ave. Waterloo, IA 50702 Phone: 319-215-5411 Website: www. javanotestudios.com Contact: Joel and Lyn Tackett Category: Music Instruction/ Live Music

AdzZoo Independent Representative PO Box 4123 Waterloo, IA 50704 Phone: 319-231-8831 Website: http://Now. GetFoundByLocals.com Wheelhouse Contact: Frank Bowman Category: Internet Marketing Black Hawk Village 6027 University Ave. Cedar Falls, IA 50613 Buffalo Wild Wings Phone: 319-266-1101 6406 University Ave. Website: www.wheelhousecf.

Cedar Falls, IA 50613 com Phone: 319-290-2375 Contact: Scott Davis Contact: Dean Watts Category: Restaurants/Bars/ Category: Restaurants/Bars/ Caterers Caterers

Ribbon Cuttings

Beaver Hills Country Club

Crandall, Inc.

Wheelhouse

8230 Beaver Hills Dr., Cedar Falls

1727 Jefferson St., Waterloo

Black Hawk Village, Cedar Falls

October Calendar of Events Ocotber 7 October 8 October 12 October 28 October 28

TechBrew, Vodoo Lounge, Cedar Falls, 5:00 - 7:00 PM Government Relations, Cedar Falls office, 7:30 AM Cedar Valley Ambassadors, Beck's Sports Brewery, 3295 University Ave., Waterloo, 4:00 PM Chamber Board Meeting, Holiday Inn, University Ave., Cedar Falls, 8:00 AM Power Networking, Sunnyside Country Club, 1600 Olympic Dr., Waterloo, 4:00 - 5:30 PM

POWER Networking Thursday, October 28 4:00 - 5:30 PM Sunnyside Country Club, 1600 Olympic Dr.,Waterloo Attendees will have the opportunity to network with MANY businesses in one hour.

Bring your business cards!

Call 232-1156 for a reservation. Limited to two representatives per member and fifty attendees.

Cost is $10.

OCTOBER 2010 MARCH 2010

WWW.GREATERCEDARVALLEYCHAMBER.COM

PAGE 29

Alliance & Chamber kick-off Total Resource Campaign Campaign runs from September 21 - November 9 The Greater Cedar Valley Alliance & Chamber of Commerce kicked-off it's first annual Total Resource Campaign at the kick-off party at Mudd Advertising on Tuesday, September 21. This campaign, chaired by Jim Coloff, 93.5 The Mix/1650 The Fan, involves more than 85 volunteers and will create a marketing and advertising plan never before seen in the Cedar Valley.

“Our members and investors will have the opportunity to select from a wide variety of sponsorships for the coming

year. The menu of sponsorships enables the member to target their audience and plan their promotional dollars accordingly.

At the same time, our TRC team of volunteers will have the opportunity to meet more chamber members,” said Bob Justis, Chamber President.

TRCs are a huge benefit to Alliance & Chamber member investors in a variety of ways.

Through the TRC, members increase their business and community awareness by marketing through programs and products. Member investors are

TRC Event Schedule October 7 October 7 October 14 October 21 October 28 October 28 November 4 November 9

Vice Chair/Team Captain Training, Holiday Inn, University Ave., Cedar Falls, 11 AM Reward Session, Holiday Inn, University Ave., Cedar Falls, Noon Reward Session, Holiday Inn, University Ave., Cedar Falls, Noon Reward Session, Holiday Inn, University Ave., Cedar Falls, Noon Vice Chair/Team Captain Training, Holiday Inn, University Ave., Cedar Falls, 11 AM Reward Session, Holiday Inn, University Ave., Cedar Falls, Noon Reward Session, Holiday Inn, University Ave., Cedar Falls, Noon Victory Party, 5 -7 PM

able to plan their sponsorships for the entire year at one time, lock in key sponsorships before someone else does and receive great exposure for their business or organization. Employees of member businesses also have the opportunity to volunteer for the campaign. The volunteer receives incentives, recognition, greater awareness of programs, and networking opportunities with community leaders.

“This is an outstanding opportunity for members to plan their promotional support for the Chamber at one time, for

the entire year. I am excited for the volunteers working on this campaign, who can make some good local networking contacts and receive great incentives for their work,” said Jim Coloff, Campaign Chair, 93.5 The Mix/1650 The Fan. Each TRC campaign is organized with a campaign chair, a campaign cabinet, and teams with team captains. Each

volunteer level recruits the next. These volunteers receive various types of incentives, including cash and the chance to earn a group trip to San Francisco, to competitively sell memberships and sponsorships for the upcoming year’s events, publications, programs and electronic media to the business community.

Scenes from the TRC Training Sessions

PAGE 30

OCTOBER 2010

WWW.GREATERCEDARVALLEYCHAMBER.COM

Building Something Greater Campaign Volunteers Campaign Chair Jim Coloff 93.5 The Mix/1650 The Fan

Vice Chair Stacey Bentley Community National Bank Team Captain Amy Dall, College Square Hy-Vee Team Members Erick Carter, Hy-Vee Food Stores Brenda Everts, Hy-Vee Food Stores Niki Keller, Hy-Vee Food Stores Jim Nadeau, Hy-Vee Food Stores Mike Reyhons, Bravo Printing Co. Teresa Samec, Liberty Bank Jerad Welter, Hy-Vee Food Stores

David Braton Courier Communications

Team Captain David Braton, Courier Communications

Team Captain Heidi Rush, Farmers State Bank

Team Captain John Huff, KWWL

Team Members Team Members Jim Coloff, 93.5 The Mix/1650 The Fan Patty Berning, Bridges Senior Lifestyle Living Sheila Kerns, Courier Communications Tim Bradford, Next Generation Wireless Scott Kinter, Courier Communications Shannon Farlow, Waterloo Center for the Arts Jackie Nowparvar, Courier Communications Chris Hurley, Farmers State Bank Sara Smith, Courier Communications Bonnie Sadler, NuCara Pharmacy/NuCara Home Medical Aram Susong, Facets by Susong

Team Captain Rhonda Hinton, Community National Bank Team Members Philip Bash, Community National Bank Erin Hinton, Ameriprise Financial Services Pat Knudson, Community National Bank Ryan Williams, Community National Bank

Team Captain Kim Fettkether, Veridian Credit Union Team Members Nick Evens, Veridian Credit Union Sheri Purdy, Wheaton Franciscan Healthcare Lindsey Smedley, Veridian Credit Union Dave Vandeventer, Oakridge Realtors Bill Wilson, PDCM Insurance Team Captain Kade Hoppenworth, Lincoln Savings Bank Team Members Adam Brickley, LSB Financial Jack Jennings, Lockard Development Mike McCrary, Lincoln Savings Bank Kathy Siebel, Lincoln Savings Bank Caleb Sieh, LSB Financial

Vice Chair

Team Captain Al Bangston, Community National Bank

Team Captain Dave Buck, Matt Parrott and Sons

Team Members Steve Bernard, Cedar Falls Utilities Steve Clabby, PDCM Insurance Bruce Clark, Liberty Bank Mike Tynan, Community National Bank Doug Wright, Community National Bank

Vice Chair Corey Clark Lincoln Savings Bank

Vice Chair Jim Mudd, Jr. Mudd Advertising

Team Captain Andrea Barker, Wheaton Franciscan Healthcare Team Members Dana John Derflinger, Wheaton Franciscan Healthcare Travis Heimbuch, POS Professional Office Services

Team Captain Sue Beach, American Red Cross Team Members Mary Alfrey, Cedar Valley Hospice Bridget Bryson, Barmuda Crystal Buzza, Waterloo Community Schools Jessica Crouch, Organized for You! Tonya Ledvina, Comfort Suites Maria Murphy, Holiday Inn - Cedar Falls Ryan Risetter, Farmers State Bank Bill Roths, MidWestOne Bank

Team Members James Buchholz, KWWL Shelly Davis, KWWL Jaclyn Heller, KWWL Jay Koweil, KWWL Lesley Ortner, KWWL Abbie Vandenakker, KWWL

Team Captain Jerry Twinde, Wells Fargo Bank Team Members Dawn Klein, Wells Fargo Bank Michelle Meaney, Wells Fargo Bank Steve Nida, Wells Fargo Bank Jennifer Smith, Wells Fargo Bank Patrick Smith, Wells Fargo Bank Kris Sproul, Wells Fargo Bank John Steen, Wells Fargo Bank

Team Co-Captains Abby Goltz & Gina Netten Mudd Advertising Team Members

Team Captain Dustin Fadiga, Northwestern Mutual Team Members Larry Gaffey, Gaffey Auction Armand McCormick Casey Hlubek, Northwestern Mutual Nick Rohle, Northwestern Mutual Adam Williams, Stratus Communications

OCTOBER 2010

WWW.GREATERCEDARVALLEYCHAMBER.COM

PAGE 31

Iowa Small Business Loan Program The Iowa Small Business Loan Program launched in early August. The program, created in the last session of the legislature, gives small businesses around Iowa access to an additional $5M in low interest loans.

Business owners can apply for loans ranging from $2,500 to $50,000. The programs seeks to serve businesses who are willing to “upgrade or modernize equipment, realize additional efficiencies in their supply chains, improve their distribution

and transportation margins, reduce facility costs through increased energy efficiency, and leverage other sources of business finance,” according to a news release from IDED. The IDED program data sheet explains that: The program applies to Iowa small businesses that are located in Iowa, are owned, operated and actively managed by an Iowa resident, and have 35 or fewer fulltime equivalent employees are eligible to apply to the ISB Loan

Program. Eligible businesses must also have a business plan and receive assistance from the UNI Small Business Resource Center or other qualified public or nonprofit business consultant approvedbytheIowaDepartment of Economic Development.

Additionally, the small business must (1) not be in violation of environmental or worker safety laws (this requirement does not apply to businesses that have been incorporated for less than two years), (2) must only employ

workers legally authorized to work in the state, and (3) can not engage in the production, depiction or distribution of obscene material to be eligible for the ISB Loan Program.

Businesses that are in bankruptcy or imminently contemplating filing for bankruptcy are not eligible for the Program. Startup small businesses that have been incorporated for less than two years must also have contingent loan approval for at least 1/3 of the total requested debt amount

from a conventional lender, IowaMicroLoan, or IDED’s TSB Program, unless the assets of the business total three times the amount of its liabilities.

For more information go to www.ISBLoan.org or contact the UNI Small Business Resource Center.

TechWorks Campus Leads Virtual Reality in Schools Project Cedar Valley TechWorks and the R.J. McElroy Trust have partnered on an educational investment that will provide virtual reality systems in three of the area secondary schools.

In partnership with Rockwell CollinsInternational,TechWorks will provide the connection for training and education on the table top systems allowing area students access to the many technologies that accompany it and R.J. McElroy trustees have dedicated the funds to purchase the equipment that will be installed in the schools.

“As a non-profit organization we are committed to our partnership with education and the investment from R.J. McElroy

provides us with the resources to help connect the business community with our future workforce”, said TechWorks General Manager, Cary Darrah.

Waterloo’s West High and East High and Holmes Junior High School in Cedar Falls will receive “mini” virtual reality installations in the next few weeks. The Alliance and TechWorks Campus team members have been working with Dr. Stoakes, Dr. Norris, representatives of the Cedar Valley technology business

cluster, and UNI’s School of Education to introduce advanced technologies into the K-12 districts’ curricula. Taking a cue from East Marshall district and a couple other schools in Iowa, the table top virtual reality set up was discovered.

Usually associated with engineering design, virtual reality has caught on as a way to allow students of all ages explore a variety of subjects. The process seems to work best when students are rewarded for exceptional academic performance or demonstration of talent with an opportunity to create and be held accountable to complete self defined projects. Whether

technical, language, math and economics or other topics, the VR system allows students to engage in kaleidoscope thinking at an advanced level.

The next step will be to introduce students who successfully perform with the mini-units to the full size VR rooms in the TechWorks Campus for more advanced projects.

The TechWorks Campus/ McElroy partnership intends to expand the VR program with neighboring school districts soon.

R.J. McElroy touched the lives of thousands of people in northeastern Iowa as a radio broadcaster and founder of KWWL-TV. Mac’s final gift to the community was the establishment of the R.J.

McElroy Trust to benefit deserving young people. Since 1965, the McElroy Trust has given 5100 scholarships to high school students and made grants of over $47 million to help deserving young people in northeastern Iowa.

Students from Waterloo and Cedar Falls will be hosted at AEA 267 September 25 with assistance from Grant Wood Area Education Agency on training and introduction to the new virtual reality systems.

PAGE 32

OCTOBER 2010

WWW.GREATERCEDARVALLEYCHAMBER.COM

Allen Health System Appoints John Knox as President and CEO John Knox, president and CEO of The Finley Hospital and the Finley Tri-States Health Group in Dubuque, IA, has been appointed president and CEO of Allen Health System in Waterloo effective November 1, 2010.

Both Allen and Finley are senior affiliate hospitals of Iowa Health System, based in Des Moines.

Trinity Tri-States Health Group includes The Finley Hospital in Dubuque and Guttenberg Municipal Hospital in Guttenberg. Allen Health System includes Allen Hospital, Allen College and United Medical Park in Waterloo, Prairie Medical Park in Cedar Falls, Iowa Health Physicians offices in eastern Iowa, Grundy County Memorial Hospital in Grundy Center and Community Memorial Hospital in Sumner.

Knox has been president and CEO of Finley since 2002.

Under his leadership, The Finley Hospital was honored as one of the nation’s 100 Top Hospitals for 2010 by Thompson Reuters, a leading provider of information and solutions to improve the cost and quality of healthcare. At the same time, Finley won the Everest Award for rapid, consistent performance

improvement over the past five years. Allen Hospital was honored as one of the nation’s 100 Top Heart Hospitals for 2004 and 100 Top Hospitals for 2005.

AllenboardchairMarkBaldwin said, “The Allen board heartily supports the appointment of John Knox. His track record of producing excellent results at Finley, obtaining Top 100 status, and working closely with associates and physicians within a healthcare system elevated him to the top of our candidate pool.”

Bill Leaver, president and CEO of Iowa Health System, said, “I have known John for more than two decades. He knows healthcare in and out and understands that caring for our patients is at the heart of all we do. He’ll help lead Allen to new heights.”

Prairie Pathways Interpretive & Way Finding Signage System The Prairie Pathways Interpretive and Way Finding Signage System is one of the latest enhancements to the Cedar Valley trails. Since trails encompass virtually every historical and cultural landmark in the Cedar Valley, a series of 78 signs were developed to interpret the significance of certain areas using a mix of kiosks, interpretive panels and map panels. Trail users can now gain a thorough

understanding of how the area developed, the people who shaped it and the forces and influences that impact it. This $160,000 project was installed in July and has already received the National Association of Development Organization's 2010 Excellence in Regional Transportation Award.

Congratulations to INRCOG for this prestigious recognition!

”I am excited and eager to serve in a leadership role for the Allen Health System,” Knox said. “The hospital has an excellent track record for providing top-notch care, and Allen College has been very successful in training tomorrow’s healthcare professionals. My wife Karen and I look forward to joining Waterloo and the Cedar Valley community.”

Knox earned an M.S. degree in biology from Wayne State University, an M.B.A. from the University of Detroit and a certification in medical care organization from the University of Michigan. He is a fellow in the American College of Healthcare Executives.

Knox has been active with the Dubuque Chamber of Commerce, Junior Achievement

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and Rotary Club. His wife Karen is a nurse practitioner currently finishing her Ph.D. in public health. She has been an adjunct faculty member of Allen College since 2006, teaching an online course in practice-oriented pain management. John and Karen Knox have two grown children and a grandson. They will relocate to the Cedar Valley.

The Finley Hospital has 126 beds and cared for 5,008 inpatients in 2009. Allen Hospital has 226 beds and cared for 10,724 inpatients in 2009. Both Allen and Finley care for approximately 30,000 emergencyroom patients per year.

Including: Black Hawk County, Dunkerton, Elk Run Heights, Evansdale, Gilbertville, Hudson, La Porte City, Raymond and the University of Northern Iowa

t Alliance & Chamber offices - 10 Main Street, Cedar Falls - 10 W. 4th St., Ste. 310, Waterloo t Cedar Falls TVB, 6510 Hudson Rd., Cedar Falls t Waterloo CVB, 500 Jefferson St., Waterloo

OCTOBER 2010

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CEDAR VALLEY BUSINESS MONTHLY

Cedar Valley Hospice offers program for area employers and employees Many of us spend a significant amount of time at our place of employment. No matter what your profession, it’s important you feel happy and supported. Of course you will have “those days” when nothing seems to go right, but that shouldn’t be the norm.

Cedar Valley Hospice is partnerMary Alfrey ing with area Mary Alfrey is director businesses to of advancement for Cedar Valley Hospice in help evaluate Waterloo. Contact her and enhance current corat 272-2064. porate policies and wellness programs. Selected by the National Hospice and Palliative Care Organization, Cedar Valley Hospice is one of 35 hospices nationwide to launch this program educating employers/ employees on the impact of caregiving, serious illness and grief in the workplace.

Community outreach representative Jennifer Siech states, “Our new program is called ‘Caring Connections — It’s About How You LIVE at Work.’ The purpose is to ensure employers who have employees facing caregiving responsibilities, serious illness, grief and/or the need to make future health care decisions have the support and resources they need.”

VGM Group Inc. is one of several local corporations to benefit from the program. Katie Rubendall, Human Resources, utilized Cedar Valley Hospice staff to present a series of lunchtime learning sessions for their employees.

Rubendall said, “At VGM Group Inc. we have always been extremely family oriented and supportive of each other so we thought it would be a great idea to lend a hand on topics that affect people the most, including losing a loved one. We feel it is very important to make our associates aware of the services Cedar Valley Hospice has

to offer our community. We chose to partner with Cedar Valley Hospice because of their wide variety of services and warm hearts.”

Veridian Credit Union also has partnered with Cedar Valley Hospice offering informational sessions for employees. Veridian managers attended a presentation on the “It’s About How you LIVE at Work” program and were encouraged to schedule follow up sessions with Cedar Valley Hospice personnel when the need occurs.

Serious illness, death, caregiving

and making health decisions are tough topics—but facing the problems and discussing the issues will help your business and your staff survive these difficult times.

Cedar Valley Hospice’s Caring Connections program — “It’s About How You LIVE At Work” is training for your staff and is available at no cost to your business.

Each program is customized for businesses dependent on organizational requirements.

For more information, contact Jennifer Siech at 272-2002 or jsiech@cvhospice.org.

PAGE 33

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PAGE 34

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Think before firing off a snappy comeback The Associated Press

Wish you had just the right quick-witted response for that snarky colleague?

When put on the spot or cornered in conversation at work, it’s important to choose a relevant comeback, and quickly, says Kathleen Kelley Reardon, a professor of management at the Marshall School of Business at University of Southern California and author of the upcoming book “Comebacks at Work.”

“Words are so easily used against us, and every conversation has choice points that people need to teach themselves to attend to,” Reardon said. “If you don’t react, reshape, deflect or take control over what is said to you, the people you work with will get to manage you every day, all day.”

Reardon gives this advice for what to consider when crafting your counter-statement: ■ How much do you care about this relationship? If you have to maintain the relationship for professional reasons, or want to for personal reasons, try responding without wounding the other person’s ego. Pulling the rug out from under someone can help get anger off your chest, but consider whether you’ll have to pay for

Get your money’s worth The Cedar Valley Business Monthly is an efficient way to spend your advertising dollars. If you want to place a display ad, call an account executive at 291-1497 from 8 a.m. to 5 p.m. Monday through Friday. Our account executives and creative department will be happy to help you establish a campaign, step-by-step, that will sell. Before you set next year’s budget, give us a call.

it for the rest of your career.

■ Were you meant to be insulted? Your co-worker may push past others in a rush, sneeze too close or unintentionally blurt out comments that are less than complimentary. If you’re not sure how to interpret your colleagues’

actions, simply ask whether you are meant to be offended. It will give them a chance to reflect on their questionable behavior.

■ Did the person attacking you do enough damage to himself or herself? Many times, the guy who just tried to make you look

bad is sinking his own boat in the process. There may be no need for you to shoot further holes in it.

■ Are you inserting yourself into the response too much? If you make an issue about you, the other person might be only too

delighted to follow suit.

■ Are you listening to your gut instincts? Pay attention to the other person’s body language, inflections and mannerisms to anticipate an incoming insult, and be aware of your own facial expressions and reaction.

WORDS of WISDOM FOR THE BUSINESS COMMUNITY

What advice do you have for new women business owners?

“Think positive Take the Good with the Bad Be Flexible and Persistent” Candy Dierks / Home Instead Senior Care

“Do not think that you need to prove yourself by “doing it alone”, seek out advice, find a role model that you trust-someone who’s character you believe in. Always remember to celebrate every obstacle, those lessons learned will be priceless. Believe in yourself!”

“An important advantage for starting a new business is having a banker who is knowledgeable in business not just banking.

And who isn’t interested only in you as a customer for the bank.”

Jackie Harrill / Criterion Inc.

“If you are passionate about it, and are up for a challenge—then go for it! Do your homework, surround yourself with a good support system, and don’t be afraid to take a risk...even in this economy.”

Penny Franke / Bead Happy

Angie Thesing/ Peoples Savings Bank

“Don’t forget what is important to you. Hold a place in your life to balance your career with your family, friends, faith and health. ” Ashley Charmichael / Edwards & Smith Family Dentistry

“Have a good business plan and a great attorney.”

Melanie / Polk-A-Dot Hairstyling

“Treat people better than yourself and have passion in what you do.”

Tara Anderson / Acupuncture and Chinese Medical Clinic

PAGE 36

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

New entrepreneurs can keep startup costs down NEW YORK (AP) â&#x20AC;&#x201D; Starting a business can be expensive, as people ďŹ nd when they become entrepreneurs after losing their jobs. But many of these brandnew company owners have also found ways to keep those costs down.

The biggest money saver is working out of your home. Asking friends and family to refer good but low-cost help, from accountants to graphic artists to lawyers, is another way.

Keeping startup costs down is essential when a business is young and money isnâ&#x20AC;&#x2122;t yet ďŹ&#x201A;owing in. But always watching your expenses and being sure they donâ&#x20AC;&#x2122;t get out of hand is a good way to help any company weather the downturns. â&#x20AC;&#x153;We didnâ&#x20AC;&#x2122;t have a choiceâ&#x20AC;? but to keep costs low, said Michael Volpatt, co-owner of the public relations ďŹ rm Larkin/Volpatt Communications. â&#x20AC;&#x153;What Iâ&#x20AC;&#x2122;ve learned in the last 10 years is that ďŹ nancial stability is about sustainability.â&#x20AC;? And that, Volpatt said, means making sure a business isnâ&#x20AC;&#x2122;t ever undermined by costs.

Hereâ&#x20AC;&#x2122;s a look at ways that new utilities and repairs. at your home, your homeowners space. Do you have family or friends who are willing to rent entrepreneurs can keep their But you may have to spend more policy might not cover it. startup costs down: Another option, if you donâ&#x20AC;&#x2122;t to you? on insurance. If a ďŹ re damaged your business equipment, or a want to or canâ&#x20AC;&#x2122;t work out of your Work at home business associate was injured home, is to ďŹ nd very affordable See STARTUPS, page 37 Since many people who have lost their jobs tend to be at home, thatâ&#x20AC;&#x2122;s where they start their businesses. They canâ&#x20AC;&#x2122;t beat the low overhead.

When Volpatt and Kate Larkin started the public relations

ďŹ rm Larkin/Volpatt Communi cations 10 years ago, they both ! worked out of their homes. Vol

patt is based in Sonoma, Calif., while Larkin is in New York. â&#x20AC;&#x153;It made sense ďŹ nancially,â&#x20AC;?

Volpatt said.

Working at home requires some adjustments. A new entrepreneur needs to have space for an office.

If there are children and pets ! around, itâ&#x20AC;&#x2122;s easy to be distracted.

Some people ďŹ nd it isolating to be home much of the time.

There can be a ďŹ nancial plus in working out of your home besides keeping costs down. The federal tax code allows people with home-based businesses to deduct some of their expenses such as rent or mortgage interest,

Lisaâ&#x20AC;&#x2122;s Goals: â&#x20AC;&#x153;I work with business owners to help them improve their efficiency and offer conveniences to their customers and staff. I customize solutions to meet their needs and make sure theyâ&#x20AC;&#x2122;re satisfied with our products and services.â&#x20AC;?

Lisa Peterson Cash Management Specialist/ Credit Analyst 319.352.1340 lisa.peterson@myfnbbank.com

www.myfnbbank.com

Member FDIC

OCTOBER 2010

STARTUPS From page 36

Time is money Many entrepreneurs struggle in the beginning with whether to get help for tasks they’re not familiar with, or save money and learn to do the work themselves.

The answer may come down to deciding if your time is better spent on the basics of your business. Getting customers and then fulfilling their orders or projects.

The answer for some is to work on the business during the daytime, and then spend evenings learning how to use recordkeeping software. Others outsource, but they can still find ways to keep their costs down.

One option is to hire accounting students to do the work. Or people you know might be able to refer you to someone willing and able to work for less.

One big caveat: If you need legal or accounting advice, be sure that the professional you’re referred to is someone who has worked with small business owners and understands their issues. If you’re in an industry that might require specialized knowledge, such as intellectual property law,

cvbusinessmonthly.com

CEDAR VALLEY BUSINESS MONTHLY

make sure you’re working with Tech works someone with experience in that The number of business serarea. vices available over the Internet that help companies keep costs Contract job down keeps growing. Online Volpatt and Donenfeld have shipping and mailing services people who work for them, but are especially helpful for comthey’re independent contractors, panies doing bulk mailings. You not employees. With indepen- can comparison shop online dent contractors, a small busi- when you’re buying any kind of ness doesn’t have to pay for ben- equipment. And there are plenty of online ways to save money efits and employment taxes.

Volpatt said he and Larkin on marketing. Besides creating “have built a network of free- your own website, putting a page lancers that continues to work on Facebook for your business with us today,” including one or getting a Twitter account will who works a full week and who help you market your company.

If you’re not sure how technolhas been with the company eight years. He and Larkin decided ogy can save you money, start early on they didn’t want the talking to other business owners and get tips from them. You costs of employees.

Owners who are considering might also talk to a counselor using independent contractors from SCORE, which offers free need to be aware that they have advice to small businesses. You to comply with laws that define can talk to a counselor in person, who is an employee and who is on the phone or communicate an independent contractor. The with one online. The organizalaws have to do with the amount tion’s website is www.score.org. of control an owner can exert over a worker, such as hours and place of work.

The IRS has information about the differences between employees and independent contractors on its Web site at www.irs. gov/businesses/small.

PAGE 37

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Ending long lunches

By MARIE G. MCINTYRE McClatchy-Tribune News Service

Q: I have frequently been told that one of my employees extends her lunch hour whenever I am out of the office.

“Anna” does not record this extra time on her timecard. If I question her, she acts insulted and says that the timecard is correct.

Anna took another long lunch hour when I was out last week.

Her co-workers are starting to become resentful, but since I’m not here to witness these absences, I don’t know how to solve the problem.

A. Your tardy employee seems to need a nanny, so you must

arrange to have a management representative present at all times. To accomplish this, ask your most dependable employee to serve as the acting supervisor when you are away.

Tell the staff that whenever you are absent, the acting supervisor will be in charge.

Explain that you expect this person to keep a record of any leave taken during that period.

If Anna still chooses to linger over lunch, you will have the documentation needed to charge her for the time.

Marie G. McIntyre is a workplace coach and the author of “Secrets to Winning at Office Politics.” Send in questions and get free coaching tips at www. yourofficecoach.com, or follow her on Twitter @officecoach.

For more information on how The Principal® can help give you an edge, call Mathew or Kelly today.

Mathew Driscoll, CFP® Financial Services Representative Princor Registered Representative Financial Advisor driscoll.mathew@princor.com

Kelly Christensen Financial Services Representative Princor Registered Representative christensen.kelly@princor.com

(319) 266-6270 2302 W. First St., Suite 201E, Cedar Falls, IA 50613 ©2009 Principal Financial Services, Inc. “The Principal,” “Principal Financial Group,” the Edge design, “We’ll Give You an Edge” and the il ustrated character are registered service marks of Principal Financial Services, Inc. Insurance products from the Principal Financial Group® are issued by Principal National Life Insurance Company (except in New York) and Principal Life Insurance Company. Securities offered through Princor Financial Services Corporation, 800/247-1737, member SIPC. Principal National, Principal Life, and Princor® are members of the Principal Financial Group, Des Moines, IA 50392. AD1793 | t100311001e

WE’LL GIVE YOU AN EDGE®

PAGE 38

CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

‘Gen Y’ gets dose of hard reality in recession job market McClatchy Newspapers

MIAMI — It was only five years ago that Miami accounting firm director Richard Berkowitz thought he had a problem during tax season relating to his younger workers. “When I told them it was mandatory they come in on the weekend, they looked at me like I was out of my mind.”

Today, his younger workers are much easier to manage. The recession has brought a shocking reality to the Generation Y professionals who stumped baby boomers when they first entered the work force with their desire for work/life balance over the corner office.

Stunned by a barrage of pink slips instead of promotions, Generation Y — people between ages 18 and 30 — has swallowed a piece of humble pie. Those who still have jobs are adopting new workplace attitudes and making themselves more valuable.

They still want a chance at career development, but they are no longer demanding that it happen on the fast track.

“This is the generation that dreamed they wanted to be CEO of a public company but didn’t have an idea what to do to get there,” Berkowitz said. “What’s happened is that realization set in. They’ve discovered you have to be on the ground and working hard to accomplish great things.”

In some ways, this coddled, tech-savvy generation, also known as the millennials, is best positioned to prosper postrecession: They never trusted corporate America. They scour the Internet for opportunities.

They grew up adapting to change and embracing fast-paced innovation. As a group with high selfconfidence, they are approaching their plight with optimism.

“They are seeing this as a reevaluation period,” said Tamara Bell, editor-in-chief and president of Y Gen Out Loud, a news platform for political and public policy conversations. “They will tell you, ‘We can do this. We can make the change necessary

to get the engine going.’ They see it as an opportunity to change what they were doing and learn something new instead of being in complete panic mode.”

By all measures, the newest members of the workforce are bearing the full effect of the worst economic slump since the Great Depression. The recession brutalized their income, savings and career-ladder potential.

About 37 percent of 18- to 29year-olds have been underemployed or out of work during the recession, the highest share among the age group in more than three decades, according to a Pew Research Center study released in February. Even more, the unemployment rate for Gen Y remains much higher than the national rate, according to the Bureau of Labor Statistics. While the overall national unemployment rate was 9.5 percent in June, the latest figures available for making that comparison, for Gen Y it was 15.3 percent.

Because of these stark numbers, many of them realize that they can’t make demands for raises, promotions, time off, train-

ing and the hottest technologies during a recession.

Cesar Alvarez, executive chairman of law firm Greenberg Traurig, thinks the recession was the wake-up call for this group of workers, much like other generations had defining events that changed their behavior.

“I think their concept of the ultimate safety net has shattered,” Alvarez said. “I’m seeing them much more engaged.

I think this was a tipping point that helped the new generation suit up for the game.”

To be sure, the legal sector underscores the new world at work. Only a few years before the Wall Street meltdown, law firms had lured young legal grads with salaries as high as $160,000.

Then came the recession, and these young lawyers were told to hit the bricks as firms slammed them with layoffs, pay cuts and withdrawals of job offers.

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of obligations. They often start businesses alone and co-foundbusinesses on a shoestring bud- ed two others, including Green get or look to their parents for Monkey yoga centers in Miami. startup capital.

Sonny Palta, 23, has started two See GENERATION Y, page 39

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OCTOBER 2010

GENERATION Y From page 38 He won’t even consider working for an employer, nor would many of his peers. “We look at it as unbearable. Work without passion is nothing to me. I’d rather do something I love for bare bones and hope I hit that one idea that makes it big.”

Almost five years ago, the consulting firm Deloitte turned to Stan Smith when it became alarmed by the high turnover of its youngest employees. Smith not only studied this group for the firm, but he also went on to publish his first book, “Decoding Generational Differences: Fact, Fiction ... or Should We Just Get Back to Work?”

Smith, now an independent consultant, said the recession has made Generation Y workers more concerned about their future, more compliant to employers’ demands. But he’s believes the attitude change is temporary.

“They are compliant for now.

Yet if you dig beneath the surface, their underlying values are still there,” Smith said. “They want flexibility. They want work-life balance. But for now,

cvbusinessmonthly.com

CEDAR VALLEY BUSINESS MONTHLY

they are just not as vocal about how they want it served up.”

Employers need to be cautious, said Bell of Y Gen Out Loud.

“They will go into a job to the pay bills, but really are looking for something fulfilling. If they can’t find it in the job they take, they will stay until the economy turns, but at some point they are out the door.”

Bell said the best way to keep young workers is make them part of a team. “They want to know their contribution is valued and they are sitting at the table with everyone else.”

Michelle Zubizarreta manages a Hispanic ad agency whose work force skews heavy toward millennials. She has done exactly what Bell suggests: given her young staffers a seat at the table.

“They are motivated by having their ideas heard and feeling like they count.”

As the recession created the need for new revenue streams, Zubi Advertising turned to its tech-savvy, multitasking, Gen Y staff for creative input. Zubizarreta gave her young workers the green light to use Facebook to do consumer surveys. She also created innovation groups, setting up teams to develop adrelated iPhone apps and come

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PAGE 39

up with other money-making “They aren’t going to walk in to teach them how to be great and become great. You have professionals.” ideas.

She said her young workers seem enthused. “I tell them they’re going to work hard, but they will have fun.”

At Berkowitz Dick Pollack & Brant, Rachel Merritt, 23, clearly is her accounting firm’s future.

After only a year, she has contributed key analysis for a major litigation case underway in her department.

Digging through data took late nights, and Merritt was recognized for it by supervisors. Merritt said she’s motivated because “I have the opportunity to work with people many levels above me who explain the bigger picture.”

She said she watches as her friends jump at any job they can get and go in lacking motivation.

“They might work the hours I do but they won’t do it with a smile on their face.”

Berkowitz says he’s already learned something important about his Gen Y workers:

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CEDAR VALLEY BUSINESS MONTHLY

cvbusinessmonthly.com

OCTOBER 2010

Tact necessary for handling office hothead take some deep breaths to get regrounded. If you’re replaying the scene, consciously choose Q. I work with someone who is to focus on the task at hand, bringing yourself back as often a bit of a hothead. She blows up easily, and, even though she gets as necessary.

Take a broader look, too. Is over it and apologizes quickly, this an issue for others in your the damage is done to my day. area, or just a one-on-one perHow can I handle this? sonality clash between the two A. Distance yourself when pos- of you? If it’s widespread, it may be easier to deal with, remindsible, and, in a quiet moment, ing yourself that it really isn’t let her know the effects of her personal. temper.

Let her know the effects of her It’s hard to deal with a different style of anger. Some people behavior so that she can try to change. “It’s just the way I am” are slow to anger, but once doesn’t cut it if she’s creating pushed, it’s a significant issue. emotional mayhem. The key Thus, they may take others’ will be to talk to her in an emoanger very seriously. Others tionally calm setting. flare easily, but it quickly disPlan what you’d like to address sipates and isn’t serious, even before talking with her. Know to them. Taking some time to what you’d like to say and the understand each of your styles outcomes you’d like to achieve. may help in this situation.

Anticipate the various reactions I’ll hasten to add that I’m not she might have, and consider saying that her outbursts are acceptable; it’s all about helping how you’ll reply. Take care to use “I” statements that define you cope using the aspects you the situation, your reactions, control. and the outcomes rather than So, what damages your day? accusatory-sounding words.

Perhaps you get nervous and your adrenaline rushes. Or you keep thinking about it, breaking your concentration. Make a factual list of the responses you notice, moving beyond “it wrecks my day.” Then, item by item, plan a way to deal with them. For example, if you’re emotionally unnerved,

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Star Tribune (Minneapolis)

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For example, “When you raise your voice, I get upset and then I have a hard time concentrating for the next few hours.”

She really may not know that it affects you, so this may be enough to make a difference.

Also, she may have certain triggers that you unwittingly set off; if she shares these, you may be able to make changes that help the situation.

On the other hand, she may see this as your problem alone.

If so, you need to determine whether it’s significant enough to bring to management’s attention. In this case, be prepared with specifics so that your leadership has enough information to work with. Look for ways to minimize your contact with her and prepare yourself emotionally if you know you’re going to be interacting.

Getting yelled at isn’t in the job description. Try letting your colleague know the effects, but build your inner resources in case she doesn’t change.

Liz Reyer is a credentialed coach with more than 20 years of busi-

ness experience. Her company, Reyer Coaching & Consulting, offers services for organizations of all sizes. Submit questions or

comments about this column at www.deliverchange.com/coachscorner or e-mail her at liz@ deliverchange.com.

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OCTOBER 2010

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CEDAR VALLEY BUSINESS MONTHLY

THE COURIER

PAGE 41

Make tax time easier by organizing your records now DES MOINES — The Internal Revenue Service is reminding taxpayers this time of year is a great time to start planning for tax season by getting your records in order. Maintaining a proper record of important documents — and keeping documents organized — will help ensure your tax information is as accurate as possible. It also ensures you’ll be able to answer questions if your return is selected for examination.

The IRS recommends keeping all documents that may have an impact on your federal tax return.

Individual taxpayers should usually keep the following records supporting items on their tax returns for at least three years: ■ Bills .

■ Credit card and other receipts.

■ Invoices.

■ Mileage logs .

■ Canceled, imaged or substitute checks.

■ Any records to support deductions or credits you claim.

You should normally keep records relating to property until at least three years after you sell or otherwise dispose of the property. Examples include:

■ Home purchase or improvement.

■ Stocks and investments.

■ Individual retirement arrangement transactions.

■ Rental property records.

If you are a small business owner, you must keep all your employment tax records for at least four years after the tax becomes due or is paid, whichever is later. Examples of important documents business owners should keep Include: ■ Gross receipts: Cash register tapes, bank deposit slips, receipt books, invoices, credit card charge slips and Forms 1099-MISC. ■ Proof of purchases: Canceled checks, cash register tape receipts, credit card sales slips and invoices.

■ Expense documents: Canceled checks, cash register tapes, account statements, credit card sales slips, invoices and petty cash slips for small cash payments.

■ Documents to verify your assets: Purchase and sales invoices, real estate closing statements and canceled checks

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PAGE 42

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Lack of accountability undermines organizations

By RICK BRIMEYER

AMES — We’ve been hearing a lot of calls for accountability over the past couple of years connected with everything from the use of federal stimulus funds to local school board budgets. Accountability must exist in any healthy organization where people depend on each other.

Accountability is a key ingredient defining the culture of your organization. In fact, perhaps only unethical practices by some of it members undermines the morale of an organization faster and surer than the absence of accountability.

Accountability prompts middle performers to strive to be high performers and encourages low performers to either shape up or ship out. Poor accountability, on the other hand, results in middle performers catching the contagious habits of low performers and high performers headed elsewhere where their efforts will be appreciated and they won’t have to carry the entire load on their backs.

Which so much riding on accountability, it’s important to get it right.

The first thing to realize is that people come to your organization with different levels of personal accountability. Although not as easy to measure as height, verbal skills or other personal differences, I’m guessing you’re able to confidently discern between your employees with high personal accountability and those with low personal accountability.

The former will go to almost any extreme to meet their commitments while the latter are either masters of excuses or just don’t seem to care.

It’s therefore important to customize assignment agreements to align with the employee’s level of personal accountability. With an employee with extremely high personal accountability, more flexibility should be provided in terms of the project’s scope, methods, and feedback mechanisms. If the employee has

demonstrated a tendency to disappoint, a more direct and structured agreement with frequent report-ins makes sense. A signed agreement is also a good idea if the employee has demonstrated low personal accountability in the past.

The agreement is critical as it serves as the foundation for accountability. As I look back on the accountability discussions which caused me the most stomach-churning, a common lingering question existed: Did the employee understand as clearly as I did the expectations which they had failed to meet?

A solid agreement makes the follow-up conversation relatively simple, but not necessarily easy. The leader should repeat the agreement that was not satisfied and sum up their feelings in one carefully selected word.

“Jim, we agreed that you would complete the sales forecast by Tuesday. It’s Thursday afternoon and I still haven’t seen it. I’m frustrated!”

That’s it. Saying anything else can and will be used against you.

It’s now time to simply be quiet,

observe and listen carefully to what Jim has to say about the situation. At this point we’re simply trying to determine whether or not Jim owns the problem. The answer will determine our course of action.

If Jim owns the problem or provides new and legitimate information, a second (and final) chance may be warranted. If so, restructure the agreement assuming less personal accountability than the original agreement. Make sure the consequences are clear.

If Jim doesn’t own the problem, it’s time to deliver the appropriate consequences. Regardless of how well we establish agreements and follow-up, ultimately there must be impact if there is to be accountability.

The good news is that properly addressed, the number of tough conversations will be relatively small because accountability will become part of your culture. On the other hand, ignoring shortcomings will not only limit performance, it will create an environment of entitlement and apathy which can ultimately

paralyze your organization.

Rick Brimeyer is the president of Brimeyer LLC, an independent management consulting firm located

What you need for your business.

in Ames which guides organizations to higher performance by focusing on process improvement and leadership development. Contact him at (515) 4508855.

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OCTOBER 2010

cvbusinessmonthly.com

CEDAR VALLEY BUSINESS MONTHLY

PAGE 43

THE COURIER

Survey: Workers remain nervous about employment SnagAJob.com, an online jobs board, randomly polled 1,000 Americans remain nervous U.S. adult workers by telephone about job security and the econ- from July 8-26. The margin of omy, according to a survey by error for the poll was 3.1 percentage points. jobs website SnagAJob.com.

Worries about jobs are pervasive: 35 percent of those polled First day on the job this summer felt their jobs were The ďŹ rst day on a new job can less secure than in 2009. Thatâ&#x20AC;&#x2122;s be overwhelming. The new hire an improvement from a year ago, has to interact with hordes of though, when 52 percent said unknown co-workers, customers job instability was worse than in or clients, ďŹ gure out the respon2008. sibilities that go with the job, and Part of the reason for worry learn the layout of a new work may have been the experience of space. Career coaches offer tips being laid off. The survey showed on how to have a great ďŹ rst day: 34 percent of people who said Be friendly: Present yourself they had changed jobs in the past well to co-workers in an effort year did so after losing their pre- to form bonds. Walk around and vious position, up from 25 per- introduce yourself to everyone. cent who said they had changed Keep conversations brief, polite jobs because of a layoff in sum- and listen more than you talk: mer 2009.

Ask questions about workplace The number of people polled operations and culture. whose top fear for the future is Follow â&#x20AC;&#x153;the rules they teach us losing their job has tripled since in kindergarten. Play nice, share, the 2007 survey to 9 percent, this be cooperative,â&#x20AC;? said Paul Bersummerâ&#x20AC;&#x2122;s survey showed. Saving nard, an executive coach with his for retirement and college educa- own consultancy in New York. tion remained the biggest worry Connect and learn: By being throughout the four years that cordial and curious, you begin to the survey has been conducted. form relationships that may help

By The Associated Press

you later on. Your goal is to turn new co-workers into allies or mentors within the organization, said career coach John McKee, who has run a business strategy ďŹ rm since 2001.

Being friendly and asking questions also helps new hires ďŹ gure out how the office works and what their role should be. â&#x20AC;&#x153;There are informal power brokers in all organizations,â&#x20AC;? McKee said. Learning the unofficial structure of the workplace can help you achieve your goals.

Dress the part: Keep on eye on attire. Overdressing on the ďŹ rst day can appear arrogant, McKee said. Underdressing, on the other hand, is just as bad: It looks sloppy and disrespectful.

Still, slightly conservative is more appropriate than too casual, said career strategist Daisy Swan, the owner of Daisy Swan & Asso-

ciates in Los Angeles. â&#x20AC;&#x153;Donâ&#x20AC;&#x2122;t go overboard with anything: jewelry, perfume cologne.â&#x20AC;?

Stay positive: Often the reality of a new job will include more responsibilities than were presented during the interview process, especially since companies cut costs during the recession.

If thatâ&#x20AC;&#x2122;s the case, the new hire

needs to be ready to grin and bear it, Bernard said. It is â&#x20AC;&#x153;dangerous to complain ... people mess themselves up by being negative,â&#x20AC;? he said.

Thereâ&#x20AC;&#x2122;s also no need to refer to an old employer. â&#x20AC;&#x153;The way you did things at a previous job may not apply to where you are now,â&#x20AC;?

Swan said.

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Giving workers time off for school events benefits bosses NEW YORK (AP) — With the school year under way, small business owners will be getting requests from working parents who want time off to attend children’s school events.

Owners who want to keep morale up will say OK. But they should also give non-parents the opportunity to leave early for personal reasons.

Why give time off?

ent to see all three performances of the play a child is in. Or that an employee might have to take several days off because a child has the flu.

Paula Slotkin remembers what it was like as an employeee to have to take vacation days when her young daughters had skating events. She’s liberal with time off for the employees of her Woburn, Mass.-based public relations firm, Topaz Partners.

“As long as you get your work done, I’m fine,” she said.

Slotkin also recognizes nonparents have events that are important to them. So if a worker unexpectedly gets tickets to a Red Sox game, “I wouldn’t ask somebody to pass that up.”

Reeves doesn’t limit time off to parents. He is sensitive to what matters in his staffers’ lives.

So when one of his staffers needs to take her dog to the veterinarian, she gets time to do that. “That’s her kid,” he said.

For Dave Reeves, “there’s nothing more important than family.

Work, your career, comes next.”

So at his company, there’s no question that his four employees should take time off for school or family events.

Reeves, president of Reeves Laverdure Public Relations in Boca Raton, Fla., believes helping staffers take care of their lives will only benefit the business.

Allowing employees to tend to children or other personal matters will also help a small business retain good workers. It can Getting the work done also be a good recruiting tool.

“With that loss of a little bit of Business owners who are flextime, you gain a lot of goodwill,” ible about time off usually find said Rick Gibbs, a senior human that staffers will get their work resources specialist with Admin- done because they appreciistaff, a Houston-based company that provides HR outsourcing.

Some states have laws that require companies to grant employees time off for family issues. California, for example, requires companies with 25 or more workers in the same location to give parents or guardians time off for school activities such as field trips or team sports.

ate being given the chance to take care of what’s important in their lives. Employees will be willing to stay late on other days or catch up with their work at home.

Owners who are worried about employees abusing the privilege shouldn’t use that as a reason not to give time off. “You might get burned, but the motivational advantages outweigh the occasional hornet’s nest,” Gibbs said.

Hiring responsible workers in the first place should head off any problems.

“If you have a mature enough work force, they’re not going to take advantage of it,” Reeves said. “You’re going to know if people are abusing it.”

And, Gibbs said, a worker’s performance should be a factor in whether he or she can take the time off.

Slotkin points out that in her business, what matters is that clients can reach employees.

Cell phones and smart phones take care of that need. “If you’re sitting at a hockey rink and take a phone call, you’re not really out of touch,” she said.

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Being fair There can be resentment in companies where parents get time off for sporting and school events, but non-parents feel they can’t get the time for things that matter to them. It’s important for an owner not to make judgments, for example, saying that childrelated requests are reasonable and understandable, but requests from childless workers aren’t.

It can also work the other way.

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Sometimes an employee’s job is such that the work can’t be done later. One example is someone who works at a call center. The solution then is for co-workers to pitch in. Chanc-

es are, they’ll be willing to do so if the work atmosphere is a positive one and every worker knows he or she will also have the opportunity for time off if they need it.

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CEDAR VALLEY BUSINESS MONTHLY

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OCTOBER 2010

Small businesses learn hard lessons from ďŹ&#x201A;oods NEW YORK (AP) â&#x20AC;&#x201D; When ďŹ&#x201A;ood waters washed through Ames in August, Jim Howe got his latest lesson in how hard it can be to protect a business from disaster.

And to recover.

Howe Welding and Metal Fabrication ďŹ&#x201A;ooded for the fourth time since 1993. Heâ&#x20AC;&#x2122;s still cleaning up and getting his machinery working again.

Jay Hennessey learned a similar lesson. Earlier this month, Hennessey reopened his Ashland City, Tenn., gym three months after it was shut by an unexpected ďŹ&#x201A;ood.

A ďŹ&#x201A;ood can be one of the worst catastrophes to hit a small business. Unlike damage from ďŹ re and wind, the devastation caused by ďŹ&#x201A;ooding isnâ&#x20AC;&#x2122;t covered by a standard business ownerâ&#x20AC;&#x2122;s insurance policy. Owners need to purchase ďŹ&#x201A;ood insurance separately, and some ďŹ nd itâ&#x20AC;&#x2122;s too expensive to carry.

Hard rains As the owner of two Snap Fitness gym franchises near Nashville, Hennessey never had to deal with a ďŹ&#x201A;ood. But 16 inches of rain fell over a 24-hour period in Ashland City, and his gym, full of treadmills, weight machines and other exercise equipment, was ďŹ&#x201A;ooded with 18 inches of water.

Hennessey was able to save most of his equipment, but it had to be cleaned and repaired. The building had to be cleaned and repainted. All told, the ďŹ&#x201A;ood cost Hennessey $200,000.

By being a franchisee, he got help from the Snap Fitness corporate offices. The company helped with the physical recovery, and Snap Fitness kept him focused on the fact that although the gym was shut, he had to keep building for the future.

Hennessey didnâ&#x20AC;&#x2122;t have ďŹ&#x201A;ood insurance because he wasnâ&#x20AC;&#x2122;t in an area considered at risks for ďŹ&#x201A;ooding.

He couldnâ&#x20AC;&#x2122;t be reimbursed under his regular business ownerâ&#x20AC;&#x2122;s policy. He also said he canâ&#x20AC;&#x2122;t get a payout from business interruption insurance â&#x20AC;&#x201D; which covers

a companyâ&#x20AC;&#x2122;s operating expenses when itâ&#x20AC;&#x2122;s shut down â&#x20AC;&#x201D; because the cause of the disruption to his business was ďŹ&#x201A;ooding.

Hennessey has taken out a Small Business Administration disaster loan to cover the costs of restoring his business and getting it operating again. As a condition of getting the loan, he has had to purchase ďŹ&#x201A;ood insurance.

However, because heâ&#x20AC;&#x2122;s not in a high-risk area, he calls the insurance â&#x20AC;&#x153;relatively inexpensive.â&#x20AC;?

many steps over the years to lessen the chances of being ďŹ&#x201A;ooded again. A few years ago, when he decided to rebuild his business, he put it on ground that was three feet higher than its original spot.

He installed ďŹ&#x201A;oodgates.

Inside the building, which houses heavy equipment like lathes and saws, he raised his welders so theyâ&#x20AC;&#x2122;d be off the ground.

The problem this time was that Howe couldnâ&#x20AC;&#x2122;t get enough sandbags. And so when the ďŹ&#x201A;ood Flooded again and again came, two feet of water entered Howeâ&#x20AC;&#x2122;s welding business was his business. That was less than ďŹ&#x201A;ooded in 1993, and again in the 5 1/2 feet he got in 1993, but it 2006 and 2008. He has taken shut him down. Heâ&#x20AC;&#x2122;s been clean-

ing up constantly since the ďŹ&#x201A;ood, getting machines working again one by one.

Howe doesnâ&#x20AC;&#x2122;t have ďŹ&#x201A;ood insurance, and heâ&#x20AC;&#x2122;s not planning on buying any. Because heâ&#x20AC;&#x2122;s in a ďŹ&#x201A;ood plain, the premiums are high. And businesses that have been ďŹ&#x201A;ooded can pay even more.

The lesson he took away from this latest ďŹ&#x201A;ood is that he needs to have his own sandbags on hand. Howe calls himself foolish for assuming the city would have enough to go around. So heâ&#x20AC;&#x2122;ll build a stainless steel container, ďŹ ll it with sand and make himself that much better prepared for next time.

Be prepared Preparing for a ďŹ&#x201A;ood should be part of an overall disaster prep plan. Owners who need help ďŹ guring out what they need to do for disaster planning can get help online. The Institute for Business & Home Safetyâ&#x20AC;&#x2122;s site, www.disastersafety.org, and the federal governmentâ&#x20AC;&#x2122;s guide at www.ready.gov/business go into some detail. The Small Business Administration also has information at www.sba.gov/beawareandprepare/business.html.

You can ďŹ nd out about ďŹ&#x201A;ood insurance at www.ďŹ&#x201A;oodsmart. gov. Your insurance agent should also have information.

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