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Take Moment Monday Take AaMoment Monday September 23, 2013 Volume II, Issue 13

Leading Administrative Professionals

Chapter Highlights Chapter Highlights

Upcoming Meeting Board Update Webinar: Word Tips & Tricks Regional/National Highlights

PDD – Register now PDNF – Registration open CA Division Annual Meeting Tech 2014 EFAM 2014 – Milwaukee, WI Pathways to Excellence International Bylaws & Standing Rules What’s The Buzz

2014-15 Nominations New Venue San Fernando Chapter VOC – Spooktacular Bunco Nice Girls Still Don’t Get the Corner Office Ways and Means Blog:

The Citrus Valley Chapter meets the first Tuesday of each month at Marie Callender’s Restaurant 1560 Albatross Avenue City of Industry, CA To RSVP send an email to

Upcoming Meeting – October 1, 2013 We have a great session planned for you Tuesday, October 1, 2013 with Dr. Karen S. Pence, MAOM, SPHR-CA, the HR Doc. Her presentation title, “21st Century Interviewing Strategies & Techniques – What Employers Really Want To See and Know About Your Experience.” This is timely and relevant for some of our members and visitors alike. RSVP by September 30 to This presentation has been approved for recertification points. Please print the business card invites and hand out to potential visitors. Copies of the meeting flyer is also attached below.

20131001 21st 20131001 Meeting Century Interview Strategies Flyer

Board Update Regrettably, Rose Hernandez has submitted her resignation from the Board as our VP Programs. We are in great shape and have most all our speakers for the entire year confirmed so it would be easy if another member wants to step in and help out. If anyone is interested please contact me. This would be great leadership experience and can also be applied to your Member of Excellence criteria.

Webinar: Microsoft Word Tips, Tricks & Shortcuts The chapter is partnering with Tim Owens, to offer software application webinars. The first webinar is scheduled for Tuesday, October 15, 2013 and will include duplicate sessions at 11:30 – 12:30 p.m. or 1:00 p.m. – 2:00 p.m. Recertification points have been requested. As an added value, our Citrus Valley Chapter members will be able to participate in the webinar at no cost, a $39 value. Please let Vicki know by 8:00 a.m. on October 14, 2013 if you will join the webinar so that you can be registered. Following are the Eventbrite links to share with non-Citrus Valley members within your network community. Early-bird registration is open until October 7th at 5:00 p.m. and is a $10 savings. Below are the links to pay for the webinar. A link to register will be sent via email after payment is confirmed Session #1: 11:30 AM – 12:30 PM: Session #2: 1:00 PM – 2:00 PM:


Regional/National Highlights Professional Development Day (PDD) 2013 Just two weeks until PDD 2013 on Saturday, October 5, 2013 at Collete’s at the Meridian in Fullerton, California. To register please visit the event website at Non-member registration is available via Eventbrite at You can also register via check payment or by credit card on PayPal at In addition to the two confirmed speakers we have confirmed ten great exhibitors for the vendor expo that will be present to share their great products. Professional Development and Networking Forum (PDNF) The next PDNF is scheduled for Saturday, October 12, 2013 at Parsons in Pasadena. Registration is now open. The format has changed slightly and will now be held from 9:00 – 11:00 a.m. Lunch will not be provided. To encourage PDNF participation for the October 12, 2013 meeting, the chapter will pay for you to attend; you do not need to be in chapter leadership to attend. If you are interested please send an email to by September 27th. Registration will be sent as a group. Click here to view the proposed agenda. The chapter would love to host you for this session. California Division Annual Meeting The event has returned to a three-day format June 6-8, 2013 and will be held in Sacramento, California. We expect to hear about the continuation of the stimulus savings plan for our members in the coming weeks and will let you know as soon as this has been set. Follow updates on the Division website at TEC 2014 TEC 2014 will be held in Atlanta, Georgia, March 13-15, 2014. Registration for this event will open on October 15, 2013. For more information EFAM 2014 EFAM 2014 is scheduled July 26-30, 2013 in Milwaukee, Wisconsin. I am looking forward to returning to my original home town and hope to serve as the chapter’s delegate. Registration will open January 2014. Bookmark this link to keep up-to-date on EFAM information. Pathways to Excellence (P2E) Pathways to Excellence is a program offered by IAAP that allows you to track your progress as a member of excellence within IAAP. The program is entering its sixth year and begins with the signing of a commitment form. Below are links to the commitment form, criteria and tracking worksheet. You do not need to sign the 2013-14 commitment form if you previously signed the old form that was on file. If you’d like to sign the current form, go ahead. You will only need to submit it if you are chosen for an audit.

MoE Tracking Worksheet

MoE Criteria Form

2013-14 MoE Commitment Form

Final International Bylaws and Standing Rules The final International bylaws and standing rules are now available and have been updated to our chapter website in the members’ only section.


What’s The Buzz Nominations for 2014-15 Chapter Board It’s never too early to start looking at nominations for next year’s board. If this is an area that you would like to participate in please let me know. I would like to encourage at least one past leader to work with me in identifying candidates for future board positions and will reach out to you as well. If you’d like to be considered for leadership or have questions regarding what this involves let me know and we can discuss it. IAAP is a place where you can safely step into leadership at a number of different levels. As we progress in our current career or seek new career growth professional development cannot be ignored. Read more in our article by the same name in this TaMM. New Venue We have been given an opportunity to relocate to a new venue that may result in an opportunity to lower our monthly meeting fees to our members and visitors alike. With all the increases that our members have experienced this coming year it would be nice to offer this. The new venue has built in screen and can easily accommodate up to 60 people. I will reveal the location at the next meeting and respond to any questions at that time. As an added plus there are at least three fairly large organizations nearby that may yield additional visitors that could become future members. San Fernando Chapter – Social Media – Thursday, September 26, 2013 I will be attending the San Fernando chapter meeting as follows: “Using Social Media to Enhance Your Career” presented by Danny Syto, Executive Director Assistant, SOS Mentor (Shaping Our Students). Dinner cost is $25. If anyone wants to carpool, let me know. I plan to leave around 3:30 p.m. on Thursday. Spooktacular Bunco – Friday, October 18, 2013 If Bunco is your game, save the date and help support fellow chapter, Valencia Orange County at their Spooktacular Bunco game on Friday, October 18, 2013. The event flyer with details is attached. Nice Girls “Still” Don’t Get The Corner Office IAAP friend, Dr. Lois P. Frankel, our 2013 APW presenter, will be releasing her newest book February 2014. You can pre-order the publication via the following link: Pre-order Dr. Frankel’s book. Dr. Frankel is working on a new keynote surrounding Race and Gender in the workplace and has asked our support in completing her survey. Look for upcoming update on the results of this survey in Spring 2014. To participate in survey please click the following link: Ways and Means In November, just in time for the holidays Barb Schmit, Wood Scroll Artist and IAAP friend through her generous support of her regular job at Esselte/Pendaflex will be on hand to sell her products. She has agreed to return a generous percentage back to our chapter ways and means fund. To check out her stock products or connect with her for a custom product please visit her website at Payment options available are cash, check, Visa and Master Card… sorry no AMEX. Check out our other sponsors on the chapter website and patronize them whenever you can.


What’s coming up at PDD-2013 From Conflict to Cooperation with Dr. Patty Malone

View a video tease of our upcoming PDD Presenter, Dr. Patty Malone, “From Conflict to Cooperation”. Click + ctrl image or click here to view video:


Personal Development Isn't Personal: 3 Tips For Getting Your Manager Involved Reprinted from: Forbes Leadership: One of the boxes on most performance appraisal forms is a summary of the individual’s plans for development during the ensuing year. Such plans are usually sketchy. They most often include some outside or internally sponsored course or program the individual could attend. But, there is often a shortage of detailed planning and such plans often give way to the pressures of the job as the year unfolds. Bottom line, the percentage of such plans that get completed is rather small. Yet most would agree that one key to improving your career and meeting long-term aspirations is to constantly strive to improve your knowledge and skills. That applies to the professional staff of the firm, and it equally applies to the cadre of managers in the firm [administrative staff should also be considered professional staff of an organization, but this will only happen in some cases if you ask! If you don’t ask the answer is already no. The bracketed comment was an annotation by the editor of this newsletter.] How could we improve the likelihood of such plans being actually implemented? How could we elevate both the quantity and quality of such plans moving from paper into actual performance? My first recommendation is to involve your manager in your personal development. Note that I didn’t say, “Inform you manager.” The message is to truly involve your immediate boss in your development. Why managerial involvement? Here’s some data – hover your mouse over image and Ctrl+Click to view larger image.

The data above comes from a study of 61 financial managers. They were asked to describe the level of support they had received from their current manager in their own development process. They were also asked to evaluate the degree to which they thought they had improved in their leadership skills. This is not a huge study and is based on the perceptions of the individuals involved. Nevertheless, note the dramatic relationship between the amount of progress these leaders felt they had made and the level of support they had received from their manager.


What the manager needs to know and do In order for managers to help in my individual development, they need some information. Here are a few of the things I think they should know: What are my career goals and ambitions?  What do I think I need from management to further my career?  What would I like to do in order to further my career ambitions? Then there are some things the manager needs to do:  Schedule time for periodic coaching conversations.  Allocate part of the time to career discussions.  Identify and create time for formal development sessions through the year.  Plan and schedule follow-up conversations after development programs to review how new knowledge and skills are being applied. How to get the manager involved It could be argued that subordinate development is part of every manager’s job and that the manager should take the initiative and make it happen. While that is nice in theory, those who have worked in large organizations know this is the exception, not the rule. Why doesn’t it happen? The reasons range from the time crunch leaders live with to the fact that some managers don’t exactly know how to do it. Others aren’t sure how it will be received by the subordinate. Some may note that no-one did it for them. Immediate pressures win out in the competition for what’s top-of-mind. In a conversation with a group of managers, I asked them about the level of managerial involvement they had received in the time since attending a development session some ten months earlier. On a scale of 1 to 10, (with 10 being high involvement) the average was between a 2 and 3. I asked if I should intervene and let the next level of managers above them know that they had collectively not followed through as they should. Virtually to a person, the group said, “No.” In different words, the same message was expressed: “We didn’t invite them to get involved.” “We’re responsible for their lack of involvement.” Since then, every comparable group I’ve talked with following an original leadership development experience has confirmed their belief that their leaders would be far more involved if only they were invited and knew they were wanted and needed. When the manager gets involved, everyone wins. The likelihood of the individual following through on their development plan increases substantially. Their skill level improves. The manager is more likely to fulfill a major responsibility they know they have. The organization benefits from improved performance and from having a betterdeveloped pool of talent. So if you want to jump-start your development, take immediate steps to get your manager involved. Everyone wins in the process.

Take a moment monday, volume ii, issue 13, september 23, 2013  
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