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Mary R. Alcaraz, a beloved mother, grandmother, great-grandmother, and great-great-grandmother, passed away peacefully on July 30th, 2023, in Arvada, Colorado. Born on March 13th, 1926, in Wichita, Kansas, she will be remembered for her warm spirit, her dedication to her family, and her lifelong passion for serving her community.

Mary’s life was de ned by her unwavering love and dedication to her family. She is survived by her sons, Daniel Juarez and Anthony Alcaraz, and she was preceded in death by her daughter, eresa Juarez as well as her rst husband, Alex Juarez, and second husband, Joe Alcaraz (divorced). In addition to helping to raise ve-step children, she provided limitless love and support to her parents and ten brothers and sisters who are in heaven. She was a beloved grandmother to seven grandchildren, a loving greatgrandmother to fteen great-grandchildren, and a great-great-grandmother to eight greatgreat-grandchildren. Mary’s love, wisdom, and legacy will continue to live on in the hearts of her cherished family members.

Mary dedicated her professional life to serving others. In hospital services, her love for cooking extended to the kitchen, where she nourished patients and sta with her culinary skills. Beyond her work, she volunteered tirelessly at church food banks, always ready to lend a helping hand to those in need.

Her vibrant array of interests re ected

her joyful spirit and zest for life. As an exceptional cook, she delighted family and friends with her delicious meals, particularly her renowned dill pickles and homegrown vegetables. Her green thumb brought beauty and serenity to her home and garden through a collection of blooming owers.

Mary’s skilled hands were gifted in sewing, crocheting, and needlepoint, creating treasured gifts infused with love and care. Her handmade creations were cherished gifts, each stitch a testament to her love and dedication. Card games, especially Pinochle, brought her joy and friendship with her Nebraska neighbors.

An adventurer at heart, Mary’s journeys took her to visit loved ones across the country and embark on memorable trips to Mexico. Fishing and outdoor camping were her favorite pastimes, where she found tranquility in nature and collected precious rocks as mementos of her outdoor escapades.

Mary R. Alcaraz was a woman of strength, resilience, and boundless love. Her life was a testament to her unwavering faith, her dedication to her family, and her commitment to serving her community. She leaves behind a legacy of love and service that will continue to inspire those who were fortunate enough to know her. Her memory will forever remain in the hearts of her loved ones and everyone whose lives she touched.

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Mary R. Alcaraz

March 13, 1926 - July 30, 2023

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2023

steps to retaining and developing women leaders

By the Center for Creative Leadership

If retaining and developing women leaders are priorities in your company, what actions are you taking to achieve sustainable results?

Your organization, like others around the globe, may be struggling to overcome what’s now been coined the “SHEcession.” During the height of the pandemic, the unemployment rate for women was recorded about 2% higher than that of men — with the employment rate of women of

A special pullout advertising supplement from

LEADERS

color taking the biggest hit, according to statistics from the Institute for Women’s Policy Research.

It’s now more critical than ever to take an intentional and systematic approach to retaining and developing women leaders. Your HR function may have created policies or processes aimed at supporting the women in your organization. Maybe diversity training or gender-specific hiring and promoting goals are in the mix. Perhaps some of the policies aimed at increasing flexibility that were established in the height of the pandemic are here to stay, in recognition that women are commonly burdened with more caregiving responsibilities than men.

But HR policies and initiatives are just one piece of what’s needed to prepare and encourage women employees to take on leadership roles. More is needed, and it starts with your culture.

5 Keys to Success

The culture of an organization or a department — and even the views of a single manager — can have a direct impact on whether women stay with an organization or leave for something better. The informal patterns of influence and unspoken performance expectations play a role. And, of course, a woman’s individual experiences and perspectives are powerful factors, too.

To provide an equitable work experience that helps to support, retain, and develop women leaders, organizations should take a broad, “whole systems” view.

1. Address women’s leadership challenges and needed competencies.

Ensure your female leaders have the experiences and the resources to learn what they need most. Interventions for developing women leaders on an individual level could include targeted training, guidance for onthe-job learning, coaching opportunities, and mentoring at work.

It’s important that the organization — and individuals — are clear on the perspectives, skills, and capabilities that are needed to be effective in various leadership roles in your organization. In general, our research has

found that:

The top four leadership challenges for women are typically establishing credibility, managing up and across the organization, negotiating adeptly, and influencing others.

The two most important competencies to start developing are managing organizational complexity and strategic thinking and acting.

2. Leverage the power of choosing.

Individual women also need to be intentional about their careers and their development as leaders.

The power to choose is sometimes overlooked by women, due in part to cultural conditioning. So encourage female leaders in your organization to recognize their own agency and: Exert greater influence over the choices they make.

Take the lead in shaping conversations about their career.

Take ownership over their career choices.

Create a personal leadership development strategy.

Be as strategic about family responsibilities as they are about workplace roles.

Women leaders should receive messaging from the organization that embraces a more individualized — and less stereotypical — perspective on professional and personal roles that may have historically been categorized as “men’s roles” and “women’s roles.” It’s all part of living with intention, both at work and at home.

3. Rethink systems and challenge assumptions.

Helping individual women become better leaders is not enough. While there are no easy fixes for rebalancing the global gender gap, one thing is clear: the pandemic and consequent “SHEcession” have highlighted systemic imbalances that have a great impact on women, organizations, and larger society. It’s clear now that we do not need to change women — we need to change systems.

Look for ways that unconscious bias in the organization affects opportunities and motivation for women, and make increasing gender equity in the workplace a priority for your organization.

When your leaders (at every level) are able to recognize conscious and unconscious biases and imbalances, they can proactively work to address

them. The key is to create an environment where women leaders feel the psychological safety to speak out and have the backing of an organization committed to driving widespread culture change.

Take concrete steps to evolve your organizational culture to orient toward building greater equity, diversity, and inclusion (EDI) — starting with a focus on equity — and connect developing women leaders to your broader EDI approach.

Meeting scheduling, social norms, networking opportunities, mentoring programs, and talent management policies and processes are some potential areas for focused improvement. Also, ensure that managers are aware that they should ask, rather than assume that they know, what women in the workplace want from work (this is also a good idea with all employees).

Above all, organizations should create the culture and systems that make it easier to have candid conversations.

4. Provide flexible women’s leadership development experiences.

Talented women want organizations to invest in their development, but be sure to include them in the program selection process. Offer flexible formats, including virtual options, and provide “air cover” and the permission for women leaders to put their dayto-day work responsibilities on hold to make space for their development.

Another consideration is whether an all-women or all-gender experience is more beneficial for your organization’s unique situation. Both approaches can have a positive effect on retaining and developing women leaders. When making the decision, evaluate these factors:

Are women a demographic minority in the leadership ranks of your organization? If so, they may benefit from an all-women leadership development experience. The opportunity to connect and network with other women across their ranks can sometimes be more meaningful when it’s less available in their day-to-day work lives.

Do you have executive-level support? All-women programs are most effective when they have the explicit support and involvement of executive sponsors. This sends a message to women leaders that their needs are seen and that the organization is in-

vesting in the value they are capable of creating.

Is the development hosted within your organization? If so, sponsoring and mentoring women on an ongoing basis should also be considered. Doing so can provide guidance and support from senior leaders to help women integrate what they’ve learned into day-to-day operations.

Mixed-gender leadership development settings are also highly beneficial. After all, women lead in organizations that are racially, culturally, socioeconomically, and gender diverse. All-gender development can help participants network, influence, and lead across demographics more effectively. And for women leaders struggling with burnout, it can be validating to hear that many of their challenges are shared across genders, functions, and even industries.

5. Create the right networks. The right relationships and ties are an asset in getting access to information, earning promotions, and gaining opportunities. Effective leaders rely on key networks and trusted partners to influence others and to get results. Many women have struggled with networking, especially during the pandemic — often due to a combination of factors including lack of time, cultural programming, and the belief that networking is insincere, manipulative, or inauthentic. But the networks that come easily are not necessarily the most beneficial. Organizations can support women in developing the relationships they need to succeed. Women need a network of champions, including mentors, sponsors, and coaches. This can help women leaders gain a clear understanding of the network they have, compared to the network they need. New relationships and new connections can be built, with both the short and long term in mind.

Organizations serious about retaining and developing women leaders will want to ensure they are helping all their talent build the right relationships, political skills, and networks to succeed.

Reprinted with permission from the Center for Creative Leadership. To read more, sign up for their newsletter or to download their “5-Day Retaining Women Leaders Challenge,” go to CCL.org.

CEO shares her early-career tips to move up

(Family Features) Many young professionals, especially women, face unique challenges in navigating workplace cultures. Passionate about mentoring young professionals and sharing her methods for success, Morgan DeBaun, founder and CEO of digital media and technology company Blavity, partnered with Sharpie — makers of a wide selection of permanent markers, pens, highlighters and more for the classroom, office and home — to share these steps you can take and skills you can build during the early stages of your career to enhance your long-term goals.

Be proactive: Take initiative and identify areas you can contribute beyond your assigned tasks. Instead of waiting to be asked to do something, draft an email, spreadsheet or project board that could benefit the team. Showing a willingness to go above and beyond may lead to additional projects or responsibilities being sent your way in the future.

Write everything down: Putting your dreams and goals to paper can help you commit to them, track progress and stay on course to achieve them. Additionally, particularly in meetings, your brain is processing new information, ways of thinking and operational systems all while you are trying to come across as engaged and personable. Jotting down key action items and learnings along the way can save you later. Being an active listener and note-taker can increase your ability to retain information and contribute to your team.

Identify useful productivity tools: Look for tools and programs that can help make you more productive and successful then leverage them in your personal workflow. Whether it’s an email scheduling tool, calendar software or favorite writing utensil, ensure you are taking advantage of things that can help you succeed.

Develop and strengthen your organizational skills: Regardless of what role you are in, being organized and structured in the way you work can help keep you on track as you grow in your career. Whether it’s a smartphone app, old-fashioned to-do lists on paper or desktop reminders on your computer, find a system that works for you and stick with it — refining the approach as you go — for best results.

Embrace teamwork and learn from your peers: Across your company, you are likely working with bright, talented people who may have completely different skill sets and ways of working and thinking than you. Set up 15- to 20-minute virtual coffee chats to meet people not on your team during your first 90 days as a way to connect with your coworkers and learn more about not only them but the company and its environment as a whole.

Say yes to opportunities: Whether it is a work event, new project, meeting or class, take advantage of prospects presented to you. Taking advantage of opportunities to network, learn and grow in your career can help lead you on the trajectory you are aiming for.

Li leton Busine Chamber celebrates a of our women-owned busine es!

Photo courtesy of Sharpie

The Benefit of Hindsight

Evergreen, Colorado, in the foothills of the Rocky Mountains, is not only known for its breathtaking natural beauty but also for its vibrant business community. In recent years, this picturesque town has seen a surge in female entrepreneurs who are making a significant impact on the local economy. These women are breaking barriers, shattering stereotypes, and carving their own paths in various industries, showcasing the unstoppable spirit of Evergreen’s businesswomen.

Lisa Perl and Kristen Porter are well known in the Evergreen area as owners of Evergreen Bread & Cocktail Lounge along with John Porter. The team had a vision of a community-focused restaurant and bakery which can bring friends and family together. They make food

using old-fashioned techniques and whole ingredients, using the freshest produce and high-quality baking ingredients to create delicious and healthy meals. As business leaders, Lisa and Kris have learned a few things over the years navigating the world of small business and entrepreneurship. Their journey offers valuable insights and inspiration for women seeking to make their mark in the world of entrepreneurship:

1. Build a Strong Network: Surround yourself with a supportive network of mentors, peers, and advisors. Networking is not just about who you know but also about who knows you.

2. Continuous Learning: Stay curious and committed to learning. The business world is ever-evolving, and acquiring new

skills and knowledge is key to staying competitive.

3. Embrace Risk: Don’t be afraid to take calculated risks. Success often requires stepping out of your comfort zone and seizing opportunities.

4. Confidence Matters: Believe in your abilities and ideas. Confidence can be a powerful tool in breaking through barriers.

5. Work-Life Balance: Finding balance between your professional and personal life is crucial for long-term success and well-being.

6. Advocate for Yourself: Don’t hesitate to speak up and advocate for what you deserve. Negotiate for fair compensation and recognition.

7. Mentorship: Seek out mentors

who can provide guidance and support. Learning from those who have been there can be invaluable.

8. Persistence: Don’t be discouraged by setbacks. Success often comes to those who persist in the face of challenges.

9. Give Back: As you succeed, remember to give back to your community and support the next generation of entrepreneurs.

Kris and Lisa are more than successful business owners; they are role models for women aspiring to advance in business. The journey of Lisa and Kristen underscores that the time for women to advance in business is now, and with the right vision and dedication, success is well within reach.

Solution

TRIVIA

1. LITERATURE: What is the name of the clown in Stephen King’s horror novel “It”?

2. ASTRONOMY: How o en does Halley’s Comet appear in the Earth’s sky?

3. U.S. STATES: Which state has the most electoral votes in 2024?

4. MOVIES: In “Jurassic Park,” what kind of container is used to store stolen dinosaur embryos?

5. ART: Which art movement is Salvador Dali associated with?

6. AD SLOGANS: Which car manufacturer used the ad slogan “Quality is Job 1”?

7. TELEVISION: Which TV show spawned the spino comedy/drama “Maude”?

8. FOOD & DRINK: What is the main ingredient in falafel?

9. GEOGRAPHY: What is the world’s shortest river?

10. ANIMAL KINGDOM: What are a crab’s pincers called?

Answers

1. Pennywise.

2. On average, every 76 years.

3. California (54).

4. A canister that looks like a Barbasol Shaving Cream can.

5. Surrealism.

6. Ford Motor Company.

7. “All in the Family.”

8. Chickpeas.

9. Roe River, Montana.

10. Chelae.

(c) 2023 King Features Synd., Inc.

Crossword Solution

1. In Elton John’s 1974 song, who were Bennie and the Jets?

2. Name the artist who had a hit with “I Honestly Love You.”

3. Who wrote and released “Higher Love”?

4. What was Billy Ocean’s first No. 1 single?

5. Name the song that contains this lyric: “Jubilation, she loves me again, I fall on the floor and I’m laughing.”

NOW HERE’S A TIP

* Cellphones get dirty, especially touch-screen phones. Be sure to wipe the surface of your phone daily during cold and u season. Use an approved antiseptic wipe for electronics.

* I used to hate planning our family’s weekly meals. Now we decide together at dinner on Friday night. We agree on meals for the week, and I can get a shopping list together in time for weekend shopping. It’s made for less groans at mealtime, and the kids have been surprisingly creative and exible about trying new things now that they are part of the choosing process.

-- T.L. in Minnesota

* To keep things running smoothly in the morning, all four of my children must be dressed, with shoes, and seated for breakfast before any television can come on. ere’s suddenly a lot of peer pressure to get up and dressed, and much more helpfulness in my morning routine. -- A.M. via email

* I have found myself with an abundance of peppers from my garden, so I cleaned and chopped them, then froze them. I am able to take out what I need, and they won’t spoil. -- C.E. in Florida

* Creative uses for kids’ artwork: Tape to cardstock for a homemade greeting card for any occasion. Hang from the bathroom mirror. Laminate and use as placemats. Large pieces can be used as wrapping paper. Frame and donate to local senior centers.

* To keep windshield wipers clean between replacement periods, dampen a soft cloth with rubbing alcohol and wipe the length of the blade.

Send your tips to Now Here’s a Tip, 628 Virginia Drive, Orlando, FL 32803.

(c) 2023 King Features Synd., Inc.

FLASHBACK

Answers

1. They were a band, and the song is from the viewpoint of one of their fans. The music video was a winner at the Cannes Film Festival in 2017.

2. Olivia Newton-John. The song snagged Grammys for Record of the Year and Best Pop Female Vocal Performance in 1975. A small piece of the song was used in the 1975 film “Jaws.”

3. Steve Winwood, in 1986. It was Winwood’s first

Billboard chart topper and later snagged a Grammy for Best Male Pop Vocal and Record of the Year.

4. “Caribbean Queen (No More Love on the Run)” in 1984.

5. “Cecilia,” by Simon and Garfunkel, in 1970. The song’s melody was first created for fun at a party using a tape recorder, a guitar and some friends before lyrics were ever written.

(c) 2023 King Features Syndicate

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