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WHATâ€™S 4 LETTER FROM THE EDITOR
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5 cover story Joanne Miliziano Bankos, president of the Collens-Wagner Insurance Agency, with her daughters, Christina and Laura, the future of the company. Bankos was fortunate to have two mentors who showed her the ropes and helped her advance in her career. What started as a chance position led to a partnership in and now ownership of her own agency.
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January 2019 Vol. 16 - No. 1
PRESIDENT AND PUBLISHER
Donna K. Anderson
appy New Year! Congratulations on your the food choices; and on it goes. So check back monthly to accomplishments last year. What helped you see what tips and advice others are offering. We just came out of the holiday season, so I’m sure you achieve those successes? I’ll bet you dared to go outside your comfort zone, embraced know all about stress. But it’s not like that’s the only time your inner strengths, and took steps to achieve your of the year that we experience stress. And women feel the effects of stress more than men. Discover how neuroimaging personal goals. You’ll want to cultivate those skills so you continue helped to explain why women may be more susceptible to stress than men. to advance in your career. Will 2019 be the year you make Communication is an important aspect sure you’re investing for your future? in that progression. If you need a little There are many questions you need to help in face-to-face communication Within our dreams and ask yourself. Many of us will make skills, pick up three tips inside this resolutions, and most of them will fall issue to build your confidence. aspirations we find our by the wayside before March. Your We can learn a lot from other opportunities. finances should not be one of them. people. A diverse workforce will A local financial adviser offers seven give us different demographics of – Sue Atchley Ebaugh tips female investors should consider people, but is that all we need for in 2019. great teamwork? No. Find out why Remember, if it’s on your mind, it’s successful workplaces need to not on other women’s minds. Let us know only have a diverse workforce, but what you’re thinking about and we’ll try to address it in an also an inclusive one. Beginning with this issue of BusinessWoman, we will upcoming issue of BusinessWoman. The team at On-Line Publishers, Inc., wishes you great now include an article about “family.” We women wear many hats, and for many, one of them is being a mom. Even things in 2019! if you are no longer raising children, you may be like me — you’re a grandparent! And we can learn a lot too. Things have changed since I raised my kids: the social issues; the communication techniques, in how kids communicate both with friends and in the world; the many schooling options; Christianne Rupp, Vice President and Managing Editor
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Claiming Success By LYNDA HUDZICK
here aren’t a lot of businesses that have been around for more than 100 years, but the CollensWagner Insurance Agency is one of them. With Joanne Miliziano Bankos, president of the agency, at the helm, and with her daughters working alongside her, it looks as though her company is headed for many more years of continued success serving the area. Born and raised in York, Bankos is the daughter of Italian immigrants and the first generation in her family born in the United States. This married mother of two entered the insurance industry 46 years ago. She recalls that when she graduated, the way to find a job was to look at the help wanted ads in the newspaper. “I saw an ad for a claims position with an insurance company,” she said. The ad did not provide the name of the company, only the phone number, so Bankos went through the Yellow Pages to discover what company she was applying to. She didn’t realize it at the time, but looking back, she now sees that she “was using my investigative skills as I do today when talking to a new client,” she said. “We need to ask the right questions in order to insure the client properly.” That initial interview led to her first job with Reliance Insurance, but after only a year, the company decided to move to Virginia. “My strict Italian parents weren’t going to let me move,” Bankos said. She found another position with Stein Insurance, where she would be in sales, something that
Left to right: Christina Bankos Vranich, Joanne Miliziano Bankos, and Laura Bankos Kury. required an agent’s license. “It was Charlie Stein who encouraged me to obtain my license,” she said. After working with Stein for five years, Bankos left to have her first child. While at home, she heard of an opening with CollensWagner Insurance, and she took that
position. It was a career move that would “lead to partnership and eventually ownership,” she said. “It was Jack Ulrich, my partner at Collens-Wagner, that helped me advance my career,” Bankos said. “I was blessed to have two male mentors (Stein and Ulrich) who influenced me in the insurance
business.” Bankos said that although things have changed, the insurance industry was definitely a maledominated field in years past. Women provided more of a support role. “Often, I was asked if my business was a family-owned business or did
my husband own the business,” she said. One of the best parts of her job is to realize that after having provided insurance services for so many years, she has been able to watch some of her commercial clients grow from startup businesses to very large accounts. Bankos also enjoys long-term, close relationships with many of her individual clients. “I have worked with parents, their children, and now their children’s children,” she said. Being able to tell a client that they needn’t worry about a claim, and that they have coverage, is one of the best parts of her job, she said. She enjoys being able to say “everything will be taken care of, and tomorrow will be a better day.” Not only is it important to her to maintain that supportive relationship with her clients, it is also important to Bankos that she gives back to her local community. Bankos sits on the advisory board of the Salvation Army, she is a
Being able to tell a client that they needn’t worry about a claim, and that they have coverage, is one of the best parts of her job.
York East Rotary board member, and she serves on the Christopher Columbus Scholarship Fund board and the SpiriTrust Lutheran Foundation board. The Collens-Wagner Agency team consists of nine “knowledgeable, dedicated, and hard-working women,” Bankos said. “I know that when a client calls the office, they are speaking to an experienced adviser.” She has a lot of faith in her team and enjoys a good working relationship with them — but it just so happens that two members of the CWA team enjoy a particularly close relationship with Bankos. They get to call her mom.
“Working with my mom has been a great experience for me,” oldest daughter Laura said. “I feel I learned the insurance business from one of the best. I continue to look to my mom for wisdom and knowledge in this ever-changing industry.” Although working with her mother wasn’t something she always felt led to do, Laura said that when the opportunity to do so presented itself, she decided to give it a try. “Now I wouldn’t trade it for the world,” she said. Younger daughter Christina, who graduated from Penn State University with a degree in insurance,
also feels very fortunate to have learned from “one of the best,” she said. “Not only does she teach us the ins and outs of the business, but she also teaches us how to manage work and family at the same time. I remember growing up thinking I had the coolest mom. She loved her job and always had time for my sister and me. I knew I wanted to be just like her when I got older and had my own family.” Over the years, Bankos said that she has learned that “hard work, perseverance, and a strong belief in myself will lead to success.” As for the future of the CollensWagner Agency, her daughters plan to follow in their mother’s footsteps by continuing that legacy of success. “We will continue to put our customers’ needs first,” Christina said. “We will listen, advise, and protect. By following already established footing in the community, we will continue to grow and service the community.”
PLANNING FOR YOUR
Dogs on a leash are welcome! Date: Saturday, January 19, 2019 Race Start: 10 A.M. Location: Lancaster County Central Park Pavilion 22 (Kiwanis Lodge)
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Unique prizes and colorful ribbons will be awarded to the overall top three male and female finishers, the fastest runners in numerous age and gender categories, and the first three finishers (any age group) who race with dogs. There’ll be door prizes, too! Race fee: $30 through race day. T-shirts are guaranteed for all people who register by Jan. 4, 2019. Proceeds benefit the Sierra Club – Lancaster Group’s “green project” grant program, as well as its environmental cleanup and education efforts throughout Lancaster County.
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3 Communications Basics that Build Confidence
By MERILEE KERN
ommunication is ingrained in every facet of life, yet many struggle with fear, insecurity, and general ineffectiveness when they find themselves eye to eye with someone to present ideas, address complicated situations, express feelings, negotiate, or just “sell themself” — all whether in a personal or professional context. According to Megan Rokosh, a global business communications expert with over 12 years of agency public relations, media, and creative strategy experience, “Some people are paralyzed with fear at the very thought of taking an idea
and communicating it, both in the workplace and in their everyday life. “However, confidence can be significantly bolstered by heeding even a few simple strategies — some basic fundamentals and essentials — that can improve one’s poise and self-assurance ... and results of the endeavor at hand.” Here are three of Rokosh’s confidence-building communications requisites: 1. Craft situation-diffusion dialogue. Create an assortment of “go-to” statements you can have at the ready to handle awkward or hard situations and moments. These
are assertions and declarations that you know work well and that you can whip out quickly when needed. For example, if you are late to a social outing, rehearse saying, “I’m so sorry I kept you waiting. My rule is when I’m late, all the drinks are on me.” Or, when you’re at a loss for words, you can assert, “I could have sworn that I packed my tongue today” and lighten the moment. Having such short statements up your proverbial sleeve helps to avoid stumbling your way through awkward moments. 2. Give in to vulnerability. Vulnerability often equals likability,
and they are indelibly connected — so use that truth to your benefit! There’s not much more off-putting than arrogance, and seeming vulnerable can make you more relatable. If you’re nervous and kicking off a meeting, tell your audience to “be gentle with you” and have a quick laugh to loosen everyone — and yourself — up. Self-effacing humor can be a powerful tool. Or, if you’re having a difficult time understanding something, you can say, “I’m so sorry if I’m holding us up here, but would you mind explaining one more time?” Your contrition will surely endear.
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3. Address adversities head on. You will undoubtedly face times at work and at home that require you to address something difficult. Although challenging and scary, the situation usually must be addressed to be effectively resolved. Great leaders always speak up, and you should, too! Make clear from the beginning that you intend to hear and consider the other person’s side, stating something like, “Your perspective is valid, and I really want to hear what you have to say, but first, please allow me to share my thoughts ...” followed by the suitable words. This will give you the floor, ideally uninterrupted, because the other party has been given the assurance that they’ll have a chance to present their side as well. It goes without saying that this discourse should be in person versus via text or email whenever that’s possible. There are times when a call or in-person meeting is just the right thing to do and where words, inflections, and expressions, if face-to-face, will be far more impactful and meaningful. Rokosh also reminds us that the world’s best communicators are trained. “It’s very rare that an incredible communicator hasn’t put in extensive work toward their oration skills so they can speak eloquently, pause in powerful silence when appropriate, address very difficult media questions, etc.,” she notes. “It’s important to remember that, while some people are inherently talented communicators, for many (if not most), becoming a confident
communicator requires learned skills. Utilizing the suggestions addressed above, building on them, and proactively putting them to use will get you where you want and need to be in your career.” As an advice-doling expert, Rokosh doesn’t just talk the talk, she walks the walk. Having worked with many high-profile global organizations and consulted with C-suite executives from nearly every industry, she’s created hugely successful platforms founded on effective communications. This includes working directly with top-tier media like Forbes, Wall Street Journal, Fast Company, Ad Age, Adweek and scores more. Rokosh was even invited to partake in the elite “Business of Media, Entertainment, and Sports” program at Harvard. So, if effectively communicating is an area of insecurity for you, if you find yourself being held back by the fear, or if you just want to amp up your existing communications prowess, try Rokosh’s three easy tips above to feel more resilient and controlled — or, at least, to exude the image that you are. • Branding, business, and entrepreneurship success pundit Merilee Kern, MBA, is an influential media voice and lauded communications strategist. As the executive editor and producer of The Luxe List International News Syndicate, she’s a revered trends expert and travel industry voice of authority who spotlights noteworthy marketplace change makers, movers, and shakers. Kern may be reached online at TheLuxeList. com, twitter.com/LuxeListEditor, and Facebook.com/TheLuxeList.
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By DEBRA FRIEDMAN
iring interns can provide companies a great pipeline for identifying and developing talent. Interns get benefits too — they gain knowledge and skills that will aid them in job searches. So why may companies be hesitant to use interns? Often it is because companies struggle to determine whether someone is really an unpaid intern or an employee who must be paid wages, or they do not know how to design and implement an internship program. Identifying who is an intern just got a bit easier. In 2018, the U.S. Department of Labor issued new guidelines to help for-profit employers determine whether an employment relationship exists with a student or intern, in which case the individual is entitled to minimum wages and overtime pay. The guidelines set forth seven factors to identify the primary beneficiary of the relationship. If the primary beneficiary is the employer, the employer must pay the intern in accordance with applicable wage laws. If the primary beneficiary of the relationship is the intern, the employer is not required to compensate the student or intern. The seven factors are: 1. The extent to which the intern and the employer “clearly understand that there is no expectation of compensation” 2. The extent to which the internship provides training that would be given in an educational environment
3. T he extent to which the internship is tied to a formal education program by integrated coursework or receipt of academic credit 4. T he extent to which the internship corresponds with the academic calendar 5. T he extent to which the internship’s duration is limited to the period when the internship provides beneficial learning to the intern
6. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing the intern with significant educational benefits 7. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship No one factor is controlling, and determinations must be made
on a case-by-case basis. However, some basic tips to follow in all instances include not promising compensation to the intern during the internship or after, not allowing the intern to perform work that would otherwise be done by a paid worker, and ensuring that the internship program has strong educational components that are documented. As the seven factors for determining intern status suggest, internships require planning — not just to ensure no compensation
Proper Planning is the Key to Creating Successful Internship Programs
is due if the internship is unpaid, but to ensure that the internship is a true beneficial learning experience for the student or intern and that it provides value to the employer. Any internship program should serve a business purpose. The key to identifying the purpose is to think strategically about long-term benefits, not short-term gains. Is the goal to showcase the company’s brand? Is to develop a talent pool? Is it to provide training and leadership opportunities for employees? Is it to solidify business relationships with clients, prospective clients, and/or vendors and provide them with insight to the company’s workings? The purpose can be varied and multifaceted and depends upon the company’s mission. Next, the company should determine who should be recruited for internships. A solid internship program may draw on schools and/ or universities for interns. There even may be opportunities to partner
with these entities and develop a curriculum that applies real-world training applications to the theories being taught. Another approach may be to offer internships to client or vendor contacts to help strengthen business ties through education about how the company operates and the opportunities it provides. Once the company determines the business goal for its internship program and the potential pool of interns, the company should plan a thoughtful program for the interns. First, establish start and end dates for the program and coordinate those dates with the academic calendar. Second, design the program’s contents, always keeping in mind that the program must be designed to primarily benefit the intern. The program can consist of lectures and presentations, workplace shadowing, field trips to clients or vendors, and formal and informal meetings.
~ January 2019 | BUSINESSWoman
The intern should have a mentor to oversee the experience and provide a sounding board for questions the intern may have. Furthermore, regular one-onone meetings should be scheduled between those working with interns and the interns to provide guidance, educational opportunities, and feedback. Finally, as with any workplace relationship, it is prudent to consider how to reduce legal risks. If the interns are unpaid, create a document for the intern to sign that sets forth the nature of the program and states that there is no expectation of compensation or a job offer. If it is unclear whether the program would meet the DOL’s standards for an unpaid internship, pay the interns at least the minimum wage and overtime if they work the requisite hours under federal and/or state law. The company also should consider what policies and procedures apply to interns and provide training
on those policies. For instance, the company’s antiharassment policy should extend to anyone who may come into the workplace or otherwise engage with the company’s employees. Likewise, the company should train interns on its IT security policies and any rules for the use of the company’s electronic systems. Interns also should be trained on the importance of maintaining confidentiality of the company’s trade secrets and proprietary information. Companies should not be afraid to create internships. The key is engaging in a deliberative planning process before taking on interns. If done properly, internships should be a win-win for companies and interns. • Debra S. Friedman, a member of Cozen O’Connor (cozen.com), counsels businesses on employment law compliance and defends them in discrimination cases and other workplace matters. Friedman may be reached at firstname.lastname@example.org.
3 Requirements for a Diverse and Inclusive Culture
By ELLA WASHINGTON and CAMILLE PATRICK
nderstand nuances among individuals and groups, and strategize accordingly. The past two years have been marked by an uptick in awareness of the many challenges organizations and society face in identifying and truly understanding the unique differences among people. From the #MeToo movement to various headline scandals, diversity and inclusion have been brought to the forefront of workplace dialogue. However, this dialogue has been convoluted by the somewhat rash conflation of “diversity” and “inclusion,” without much attention paid to the nuances of the two and the implications each has on people-related strategies and practices.
Gallup’s research indicates that recognizing that diversity and inclusion are very different things is the first step in the journey toward creating a uniquely diverse and inclusive culture. Diversity Diversity represents the full spectrum of human demographic differences — race, religion, gender, sexual orientation, age, socioeconomic status, or physical disability. A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level, or tenure elements of diversity, too. For decades, companies have put intentional effort into hiring and promoting on the basis of diversity —
55 percent of respondents to a Society for Human Resource Management survey “very strongly” or “strongly” agree that their employers’ policies promote diversity and inclusion, and both issues are rated as an important issue by 69 percent of executives, according to a Deloitte study. These data suggest that building diversity throughout an organization is becoming more of a “must do” than a “nice to do.” Framing diversity as policy provides necessary clarity, e.g., “building diverse teams is our policy, so our HR strategy specifically encourages older workers to apply.” This approach can also help leaders design an employee experience that continually promotes performance for a multigenerational, multiracial,
and multibackground workforce. As a starting point to assess diversity, leaders need to quantify the various constituencies — demographic, social, and otherwise — at all levels of the company and in different roles. Inclusion requires a much more nuanced approach. Inclusion Inclusion has to be understood as very different from diversity because simply having a wide roster of demographic characteristics won’t make a difference to an organization’s bottom line unless the people who fall into any one demographic feel welcomed. Inclusion refers to a cultural and environmental feeling of belonging. It can be assessed as the extent to which employees are valued, respected, accepted, and encouraged to fully participate in the organization. Employees in inclusive environments feel appreciated for their unique characteristics and are therefore comfortable sharing their ideas and other aspects of their true and authentic selves. The Challenge Despite the clear distinctions between the two, diversity and inclusion often go undifferentiated. Why? Because the two are intertwined when it comes to cultivating your uniquely diverse and inclusive environment. As the Harvard Business Review article “Diversity Doesn’t Stick without Inclusion” put it: “In the context of the workplace, diversity equals representation. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.”
So, it’s true that diversity and inclusion work together to affect outcomes. But understanding them as fundamentally different things is essential, because it bifurcates and clarifies the primary challenge for leaders: understanding the implication that demographic variety has on business performance, and creating an environment that invites the full spectrum of employee perspectives and maximizes them. Of course, to obtain the advantages of a diverse, inclusive workforce, leaders need to first define what diversity means for their unique culture and how they expect inclusion to manifest on their teams. Next, they must have objective data to indicate if they are diverse and inclusive. First, Ask Identifying the demographic makeup of a company is a fairly easy, quantitative process. Assessing a culture of inclusivity requires both qualitative and quantitative information.
To get that, all leaders have to do is ask. Ask about the environment, the culture, and workers’ feelings about them. Ask people if they feel they need to “code switch” at work — that is, to use diction or references that they wouldn’t otherwise. Ask if they feel OK offering opinions based on their experiences, or if their particular perspective is well received. Then, Listen and Respond Listening carefully to employees’ answers and thoughtfully laying them alongside quantitative data will illuminate the bigger issues in many cases. Leaders who wonder which issue to tackle first should start with whichever the employees’ responses indicate needs the most attention. In any case, diversity and inclusion improvements both reflect the tone and values set at the top level. Organizations with defined mission and values have a solid foundation to build on. Companies
that lack a clear mission need to start by defining it before they do anything else. Starting with mission helps leaders look at inclusiveness as a cultural issue. This allows for alignment between values and definable actions — “We value inclusion, so we require respectfulness” — and it can increase productivity, profit, and performance. Gallup has studied the most productive workplaces around the world and found that they possessed cultures that value each person’s unique and individual strengths. The Three Requirements The next step is to activate on those values in a way that targets diversity and inclusion as separate issues that require bespoke strategies. Gallup’s research finds that there are three requirements that must be present in each of the strategies. 1. Employees are treated with respect. A culture of inclusiveness is rooted in respect. Employees must be treated with and treat others with civility and decency. Gallup finds that respect most highly correlates with discrimination and harassment reports — 90 percent of those who say they are not treated with respect report at least one of 35 different discrimination or harassment experiences at work. Just knowing that respect is a company requirement encourages workers to speak up and share new ideas. 2. Employees are valued for their strengths. Effective collaboration, productivity, and profitability are, of course, why companies incorporate CliftonStrengths, an online assessment program, as a strategy. Though it may seem an unlikely pairing, using CliftonStrengths can help your organization create a culture of inclusion. One Gallup study found that people who had received strengths coaching showed substantially higher improvement in perceived inclusiveness. 3. Leaders do what is right. As noted, one of the reasons
~ January 2019 | BUSINESSWoman
companies have diversity policies to begin with is simply because it’s the right thing to do. That’s good. But for that diversity strategy to promote a culture of inclusion too, leaders have to make their values and intentions clear. Leaders must intentionally create an environment where employees feel they can safely express themselves and where specific concerns can be raised with transparency and confidence. When asked to evaluate a company’s culture of inclusiveness, Gallup always analyzes levels of trust in the organization. We ask if the organization is fair to all employees, if supervisors create a trusting and open environment, and if workers are confident that leaders will do the right thing if discrimination concerns are raised. Perceived bias in hiring, assigning work, evaluating compensation, and making promotions can instantly erase an employee’s belief that the company is genuinely committed to diversity. And that goes for all workers, whether in the minority or not. The Efficacy of Both A well-formulated plan grounded in these three requirements can resolve serious business and culture problems — including recruitment, retention, the talent pipeline, implicit bias in informal and formal promotion processes, and better market penetration. Those are the outcomes leadership should look for and measure. Diversity and inclusion have been coupled for the last 40 years, but the underlying fact is that diversity and inclusion are not the same. Lumping them together reduces an organization’s ability to improve both. Understanding and addressing them separately is essential. People benefit from this approach. So do companies. • A version of this article first appeared on Gallup.com, a site that offers analytics and advice about everything that matters in business, helping leaders and organizations solve their most pressing problems. Reprinted with permission. www.Gallup.com.
How to Teach Your Kids Critical Thinking Skills
& Books that Foster Objective Thought
By KIMBERLY BLAKER
Ways to Foster Critical Thinking: Ask your child questions — When your child asks a question or comments on a situation, look for opportunities to ask questions rather than immediately providing an answer. Open-ended questions offer your child the chance to think and assess. Examples of questions you can ask are: “What would you do to solve this problem?” or “I’d like to hear what you think.” Once your child has answered, ask in a nonjudgmental tone for your child to defend their answer: “Can you tell me why you think that?” or “What led you to this conclusion?” are a couple of questions to get your child to expound on their answer. Asking such questions provides your child additional opportunity to consider how they arrived at their answer. Through the process
oo often we give children answers to remember rather than problems to solve.” – Roger Lewin, Ph.D., British anthropologist and science writer. Every day we’re inundated with information and often from two opposing sides. So how do we teach kids to evaluate the information they read and hear, whether it comes from the media, our leaders, family, or friends? Teaching kids to think critically is the solution and is crucial to their developing the ability to assess information and form logical conclusions about that which is presented to them. Fortunately, there are many ways parents can foster critical thinking in their kids and help them to develop problem-solving skills.
you believe and why to help correct assumptions or misconceptions.
Horoscopes: Reality or Trickery? by Kimberly Blaker of thinking and talking about it, your child might discover any faulty thinking in their initial response. Regardless of whether or not your child’s thinking was correct or logical, praise your child for their effort in thinking their answer through. Then, if your child’s reasoning is faulty, gently explain what
Use play as an opportunity to foster critical thinking — Kids often learn best through play. Whatever they’re playing, encourage them to strategize. If it’s a board game, have them think through their next move and consider what their opponent might do. If building with Legos, have your child consider how the placement of one piece will affect the placement of other pieces and the look or functionality of the structure. Take advantage of everyday tasks — Giving kids real-life opportunities to problem solve is an excellent way to hone their critical-thinking skills. When your child is doing chores, for example, allow him or her to do it their way a few times to see if your child can figure out the most
efficient way to conquer the task. If after several tries it’s taking your child longer than necessary or the job isn’t getting done as well as it could, ask your child to think of a way to do it that’s faster or does the job better. Allow your child time to think about it so he or she can find a solution. If your child can’t come up with a solution, give your child a tip and ask how that might help. Encourage thinking outside the box — Kids already have the innate ability to think outside the box, which is also known as divergent thinking. But as kids grow, thought becomes more convergent. A certain degree of convergent thinking is necessary, so we don’t give the same weight to all possibilities. Still, a certain amount of divergent thinking is crucial to the ability to solve problems. When the opportunity arises,
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ask your child to think of all the possible ways a problem might be solved or something can be done. Then ask them to consider and weigh out the pros and cons of each solution to determine which is best. Books that teach critical thinking â€” The following books encourage kids to think critically and show them how to evaluate situations, examine beliefs, and understand the methods of science. Some of these books also contain activities to help kids hone their critical thinking skills. Horoscopes: Reality or Trickery? by Kimberly Blaker. Grades four to eight. In this book, kids discover the tricks astrologers use to create horoscopes, which create the illusion of horoscopes being valid forecasts or assessments of personality. Kids can do a fun personality test to help them see how horoscopes are created. Then they can test the validity of horoscopes in real life. The book contains seven activities to entertain and educate kids on the scientific process and making deductions as they sleuth for the truth about astrology. Bringing UFOs Down to Earth by Philip J. Klass. Grades four to seven. In this fun book, kids learn fascinating facts about UFOs and how UFO reports are investigated. They also learn about rational and scientific explanations for UFO sightings and reports. How Come? Every Kidâ€™s Science Questions Explained by Kathy Wollard and Debra Solomon. Grades four to six. Kids discover the answers to more than 200 mysteries and phenomena in this fun-filled book. They learn the secrets to why stones can skip across water rather than immediately sinking and whether running to shelter when itâ€™s raining keeps you drier than walking. Logic to the Rescue: Adventures in Reason by Kris Langman. Grades five to nine. In this sword-andsorcery fantasy story, kids learn
about logical fallacies, how to test a hypothesis, and how to set up experiments in biology, chemistry, and physics. Philosophy for Kids: 40 Fun Questions that Help You Wonder About Everything by David White. Grades four and up. In this interactive book, kids have the opportunity to grapple with philosophical questions that have been discussed and debated as far back as the ancient Greeks right on through modern-day thought. Philosophy for Kids is filled with fun and exciting activities to help them understand philosophical concepts. How Do You Know Itâ€™s True? Discovering the Difference Between Science & Superstition by Hy Ruchlis. Grades seven to 10. In examining a variety of superstitions, such as astrology and the unlucky number 13, the author addresses the problem that the nature of superstition is that itâ€™s unobservable. He also does an excellent job illustrating the dangers of magical thinking. The book helps readers walk away with a better understanding of science. Sasquatches from Outer Space: Exploring the Weirdest Mysteries Ever by Tim Yule. Grades four to seven. Have you ever wondered if thereâ€™s any truth to the stories about Big Foot, the Loch Ness Monster, UFOs, or astrology? These mysteries and more are explored in this book, which also provides readers hands-on experiments they can do to get to the truth of these tales. The Magic Detectives: Join Them in Solving Strange Mysteries by Joe Nickell. Grades four to six. This book contains 30 short mystery stories of paranormal investigations, each one containing clues to uncover the mystery. At the end of each story, kids flip the book upside down to read the magic detectivesâ€™ conclusions. Stories include haunted stairways, the mummyâ€™s curse, poltergeists, and more.
By LIZ FISCH, M.Ed., PCC, CPC
ow often have you wished for something in your life to be different? Maybe you want a change in something at work or at home. Maybe you’ve looked at the current state of world affairs and wondered, “How can I make a difference? Where would I even begin?” The most effective place to start, no matter what it is you want to change, is by changing yourself. The key isn’t fixing your less-thanoptimal circumstances but changing the way you react and relate to the life you have. As a first step to doing that, it’s important to recognize that your “reality” is different from my “reality” because each of us sees the world through a filter or mindset that is based on our belief systems, our values, and the experiences we’ve had up to this point. When you start exploring that filter, challenging why you believe what you believe, and taking
steps to consciously choose new beliefs that work for you, you change yourself — and then, your experience of the world changes. In his book, Uncovering the Life of Your Dreams (see Novel Ideas in this issue), my colleague Bruce D. Schneider describes a process of uncovering the beliefs and ideas about who you think you are to reveal who you really are, resulting in a change in mindset and a more fulfilling life. Here are just a few of the strategies from the book to help you stop trying to change the world and change the way you interact with it instead: Become curious. When you intentionally practice being curious, you automatically question everything. So many of our issues arise from thinking that something needs to be a certain way, just because that’s the way it’s always been. When you practice curiosity, you see new ways of thinking and of doing things that expand
your horizons and change your perceptions. Live in awe of the movie of life. More often than not, we get so wrapped up in what we want or need out of life that we miss out on the beauty of watching life unfold. We focus so much on contextualizing all of our experiences that we don’t fully appreciate the spectacle of life before us. Try to focus on observing life like a movie, suggests Schneider. Don’t judge, analyze, or even think about what you see. Focus on being present and also on the act of observing what’s going on around you. Learn to appreciate the joy and spectacle of life without trying to analyze what it means for you. Master this and you will see the power of perspective to shape our experience of the world. Get your mind out of the way; stop thinking. Most of us end up getting in the way of our own happiness by overthinking everything.
We go through life analyzing it play by play and don’t experience the joy of living in the moment. Take a step back, stop thinking, and just be. Try to bypass your critical mind and get completely absorbed in the moment. Recognize the difference between “true” and “truth.” So much of how we understand the world is subjective. Try to keep in mind the difference between “true” and “truth” every day. True is based on our subjective experience of the world. Truth is irrefutable. “There are many things in life that can be ‘true’ based on your subjective understanding of the world but completely false from another person’s perspective,” says Schneider. “However, truth will remain truth from any perspective.” Know that this is a process; be patient and persistent. Like a sculptor working on a block of marble, each piece you chip away uncovers a little bit more “truth”
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that was obscured by your filters and negative beliefs. Remember, statues aren’t made overnight; this process takes time and is never really finished. “It takes time and effort to continuously challenge your beliefs and perceptions,” says Schneider. “Don’t try to sprint through your transformation. Take it one step at a time and keep chipping away at what is holding you back.”
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Realize that your experiences have shaped you, but they don’t define you. While we are all shaped by the things we have experienced, we are not defined by them. Try to articulate how your experiences, good or bad, have impacted the person you are today. Try to find a way to use this knowledge to help others around you grow.
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Finally, get intentional about shaping your life. Use this awareness to start intentionally
building out the life of your dreams. Making the decision to get started is the first and most important step! “If you spend all your time fighting against your life circumstances, you’ll get worn out from the struggle in no time flat,” concludes Schneider. “Accept that you can’t control everything, no matter how much you would like to. Maybe you can’t always change the world around you, but you can change yourself. Less-than-ideal circumstances will always crop up, but if you can learn to react differently, you will begin to wake up to the possibility of a better life.” • Liz Fisch, certified professional coach, is a senior vice president at iPEC, the coach-training school founded by Bruce D. Schneider. Learn more about iPEC at iPECcoaching.com and about the retreats and community based on Uncovering the Life of Your Dreams at OneIdeaAway.com.
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7 Tips Female Investors Should Consider in 2019
xperts in behavioral finance point to a wide range of potential variables when explaining why women and men differ in budgeting and investing. Some claim the human chemical makeup (the ratio of estrogen to testosterone) dictates a predisposition to seek less risky investments or chase returns. Others claim gender roles formulate a predefined mindset. Interestingly, behavioral finance often talks about an investor’s risk tolerance during market declines. The challenge is you cannot control the stock market, but you can control your finances. As your income increases, so should your monthly contribution. It is never too early to start saving, yet a common misconception is that small monthly contributions will not make a difference. Millennials can use time to their advantage. Small monthly contributions in your 20s and 30s can compound over a long time, which can result in large returns. More importantly, starting to save early develops a habit of savings. Take full advantage of your 401(k). In a recent study completed by Charles Schwab’s Retirement Service Division, 55 percent of millennial men believe they are fully versed on their 401(k); whereas, only 36
By BRYSON J. ROOF, CFP® Practitioner
percent of millennial women feel they fully understand their 401(k). If you are not confident about your 401(k), consult with your HR department about your company match and payroll deduction options. At a minimum, save as much as the company match. If the company is matching a certain percentage of your savings, take full advantage of this opportunity, as this is essentially “free money.” Look beyond your 401(k). Just because you “max out” your 401(k) doesn’t preclude you from saving more into a Roth IRA or brokerage account as well. If you don’t qualify for a 401(k) or 403(b) through your employer, utilize a brokerage account or a Roth IRA. It’s never too late to save. You’re a baby boomer rapidly approaching retirement but because of a divorce, sending your children to college, or not saving early, you feel like you’re behind the eight ball. There are still options for funding your retirement.
In 2019, the IRS has increased the 401(k) contribution limits to $19,000; however, if you are age 50 or over, you are allowed an additional $6,000 annually. This is known as the catch-up provision. Effectively, you can save $25,000 annually into your 401(k), if you are 50 years of age or older. Look into tax-exempt options. A fee-only certified financial planner practitioner can assist you with your investment mix (“asset allocation”) and savings
targets. Company matching on a qualified retirement plan is the most effective savings tool, but an oftenoverlooked option is the Roth IRA, which allows tax-exempt earnings, meaning your savings will not be taxed in retirement. A personalized financial plan can change your life. The age-old adage “buy low, sell high” is often not followed. Instead, investors sell in periods of market stress and buy during market euphoria. Developing a
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personalized financial plan will help avoid emotional decisions and refocus your attention to actionable steps based on your goals. A financial plan will detail a sustainable retirement income (meaning how much you can afford to withdrawal on a monthly basis), but the plan should extend beyond savings, retirement date, and retirement income planning. During the financial planning process, it is important to prioritize long-term goals, such as charitable gifting and wealth transfer upon your demise. It is also important to outline contingencies, such as nursing home and extended healthcare costs, as female investors tend to have longer life expectancies.
guidance. Fee-only financial planners do not receive commissions based on the products they recommend. The only compensation they receive is paid directly by their clients, which avoids potential conflicts of interest. Though the results of the financial projection may not be the outcome you desire, it’s better to know deficiencies while you have the chance to make meaningful changes. Otherwise, you may have to delay retirement or reduce your retirement income expectations, neither of which are ideal situations. While saving is not a pleasant chore, the results of the financial plan may motivate a change in your spending and savings behaviors.
An ounce of prevention is worth a pound of cure. Inaction as a result of fear or lack of comfort can be overcome. You may want to consider seeking a fee-only financial planner for
• Bryson J. Roof, CERTIFIED FINANCIAL PLANNER™ with Roof Advisory Group, specializes in investments management and financial planning services, located in Harrisburg. www.roofadvisory.com
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Stress and the Female Brain
Females Feel the Effects of Stress More than Men
By KRISTEN WILLEUMIER, Ph.D. our spirit and sense of self-worth or impacts our health in a negative way.
and why we may be more emotionally vulnerable to stress than men.
The Female Brain and Stress One way to illustrate why females are more vulnerable to the impact of stress is to share a fascinating research study my colleagues and I conducted using neuroimaging to examine the differences between the male and female brain. What we found after reviewing 46,034 functional brain scans is that the centers responsible for the processing of emotions are more active in women than men.1 This includes regions of the limbic system, including the amygdala, thalamus, and basal ganglia. These areas of the brain help us to regulate our mood and can give rise to fear and anxiety when activated. This explains why women are more prone to mood disorders, including anxiety and depression,
Effective Stress Management Strategies for Females Given that women are more prone to stress, the best way to address it is to have an arsenal of effective stress-management strategies. The Stress in America study1 found that women prefer to manage stress by activities that can be done quietly in the home, including reading (57 percent), listening to music (54 percent), spending time with friends and family (54 percent), and prayer (45 percent). Forty-five percent of women engaged in exercising or walking to reduce stress, followed by napping (35 percent) and eating (31percent). Lower on the list of stressmanagement priorities for women included massage (15 percent), meditation or yoga (7 percent),
working with a mental health practitioner (5 percent), or participation in sport (4 percent). In my opinion, a consistent practice of exercise, proper dietary habits, nutrient support, and mindfulness strategies can rejuvenate your nervous system and mitigate the effects of stress on your body, mind, and spirit. Given that the female brain tends to be more active, engaging in activities that calm the anxiety centers is a highly effective stressmanagement tool. Activities including running, rowing, swimming, cycling, hiking, meditation, yoga, and Pilates are going to be best at calming an anxious brain. In terms of dietary modifications, I recommend focusing on a nutrientdense, whole food, plant-based diet with high-fiber complex carbohydrates to help calm the brain. Eat foods that support the
ccording to a survey conducted by the American Psychological Association on Stress in America/Stress and Gender, women are more likely than men to report having a great deal of stress (28 vs. 20 percent, citing a stress level of eight, nine, or 10 on a scale of 1-10), and almost half of the women surveyed (49 percent) report their stress increasing over the past five years. While this may be no surprise to those of you who are female, balancing the demands of a home life and a professional career means that you are going to have to find a way to effectively deal with stress so that it can work for you and not against you. Believe it or not, we can use stress and anxiety as a tool for motivation and change in our life, instead of something that deflates
In addition, you may want to explore reducing histamineproducing foods that can put stress on your system, including dairy, cheese, yogurt, fermented vegetables, dried fruits, wine, beer, and alcohol. When thinking about nutrient support, I recommend taking a foundational multivitamin, omega-3 fatty acids, and trace minerals to provide the nutrients helpful in producing neurotransmitters. B vitamins and magnesium are often depleted when we are anxious or stressed, so including these would be essential to maintaining a calm central nervous system. Vitamin C will help to support your adrenals. Given that gut health is connected to brain health, probiotics will help to maintain a healthy gut microbiome that includes the production of B vitamins and serotonin, key neurotransmitters involved in stress management. Some of you may also benefit from supplementation with GABA, passion flower extract, or lemon balm. Finding a technique that allows
production of GABA, the calming neurotransmitter, including almonds, lentils, broccoli, spinach, citrus, bananas, and brown rice. I would also incorporate foods that support the production of serotonin, the feel-good neurotransmitter and mood stabilizer, which includes bananas, quinoa, amaranth, millet, salmon, turkey, sweet potatoes, dates, honey, and leafy green vegetables. Be aware of the tendency to gravitate toward refined sugars and processed foods, as these will also lead to the production of serotonin. Excess consumption of non-nutrient foods and simple carbohydrates can lead to unwanted weight gain. Reduce daily intake of caffeinated products, such as coffee and soda, in support of healthy adrenal gland function. Overstimulation of your adrenals will release more cortisol into your system and exacerbate feelings of anxiety and stress. If you enjoy tea, green tea contains l-theanine, which helps to increase GABA activity.
you to bring your mental processes under control would be beneficial in allowing for a greater sense of alertness, deep reflection, and peace. This may include learning a form of meditation; engaging in breathing exercises, such as diaphragmatic breathing or the relaxation response; or a quiet form of prayer. At the end of the day it’s about slowing down to appreciate being in the present moment and learning how to shift out of our overactive mind to connect with our heart and body. For some people, keeping a journal is an effective way to give the thoughts we ruminate on in our mind a place to land and help us to cope with overwhelming, stressful emotions. As noted in the above study, women tend to gravitate toward connecting with family and friends as one of the preferred methods of stress management. This is a strength of the female brain as we are drawn toward connection with others, so I encourage you to reach
out to your loved ones or friends for support. And finally, we want to look at the stressor and see if we can change the perception of the stressor and its impact on our life. Is there another perspective you can take on the situation? Can something positive come out of what may be perceived as a loss or something that is negative? A coach or a trained therapist can be instrumental in creating strategies to release stress and help us to create a new vision for our lives. • Dr. Kristen Willeumier is a worldrenowned neuroscientist who studies brain structure to provide insight into thousands of brain-related medical issues. drwilleumier.com 1 Amen DG, Trujillo M, Keator D, Taylor D, Willeumier K, Meysami S, D, Raji C. (2017) Gender-based cerebral perfusion differences in 46,034 functional neuroimaging scans. J Alzheimer’s Dis. July 12; 60(2):605-614. doi: 10.3233/JAD-170432.
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… Quit Smoking Days 1–4: From the first day of your period to mid-cycle, estrogen and progesterone levels are low, which means you tend to feel happy and even-keeled. This is an ideal time to stop smoking, because you won’t be hit with a double whammy of negative emotions; kicking the habit is associated with anxiety, depression, and irritability. “Quitting during the first two weeks of your cycle may decrease withdrawal severity and increase your chances of stopping smoking for good,” says Kenneth A. Perkins, Ph.D., professor of psychiatry at the University of Pittsburgh School of Medicine. In fact, a small study led by Perkins showed that women who attempted to stop smoking during the last
two weeks of their menstrual cycle reported significantly greater tobacco withdrawal and depressive symptoms than women who tried to quit during their first 14 days. … Get a Mammogram Days 1–9: Studies show that during this low-estrogen, low-progesterone phase, breast tissue tends to be less dense, so mammograms are more apt to spot small, hard-to-see tumors. But don’t postpone getting this crucial screening if you can’t make an appointment during the first two weeks of your cycle, cautions Robert Smith, Ph.D., vice president of cancer screening at the American Cancer Society. “Getting screened within the recommended time intervals is crucial to catching breast cancer in its early, most treatable stages,” Smith says. … Take a Risk Days 3–10: Always wanted to try bungee jumping or snowboarding but couldn’t get up the nerve? Now’s the time to go for it. Not only are you better equipped to deal with stress right now, you’re also more willing to do something daring. Since your levels of sex hormones progesterone and estrogen are low, activities that boost your stress hormones can help restore your overall hormonal balance. In fact, around this time of the month many women unconsciously seek out stimulating events to elevate their cortisol and epinephrine levels. Otherwise you may start to feel bored or depressed. … Start a Diet Days 3–25: You’ll find it easiest to resist high-fat, high-calorie comfort foods during this time. That’s because cravings for these treats, especially chocolate, tend to increase a few days before your period and linger a day
or two after it starts, says psychology professor Debra Zellner, Ph.D., who has studied the phenomenon. … Schedule a Dental Checkup Days 6–11: “The week following your period is the best time of the month to see the dentist,” says Susan Karabin, D.D.S., president-elect of the American Academy of Periodontology. Estrogen/progesterone levels are low, and your dentist will get a more accurate assessment of your gum health. High levels of these hormones, which begin to rise around day 10, marking the ovulatory phase of your cycle, can cause gum inflammation, making it tough for your dentist to distinguish whether gum disease is the source of the inflammation. … Go Shopping Days 9–15: During the first half of your menstrual cycle, during the fertile follicular and ovulatory phases, it’s a good time to head to the mall if you’re looking to revamp your wardrobe. During this time, “women tend to spend more money on clothing,” says Eric Stenstrom, a marketing researcher at the Farmer School of Business at Miami University, in Ohio. … Ask for a Raise Days 10–13: Days 10-13 are also the best times to ask for a raise or promotion. “The rise of progesterone, estrogen, testosterone, and other hormones in preparation for ovulation correlates with keener cognition abilities and verbal skills,” says Haltzman. You’re hormonally charged to think on your feet and defend your position if your boss throws you a curve. “Your confidence level also tends to go up, and you’re the most clearheaded right now,” he adds.
… Get a Pap Test Days 10–20: Peaks in the hormones estrogen and progesterone cause cervical mucus to be at its thinnest at this time, which can improve the clarity of a cell sample. (The Pap test examines cervical cells for abnormalities and/or changes, including potentially cancerous ones.) “But more important, this is when cervical cells are very mature and easier to read under a microscope,” says Diane Solomon, M.D., a cytopathologist at the National Cancer Institute in Bethesda, Maryland. … Burn More Fat Days 15–28: As estrogen and progesterone levels rise during the two weeks before you get your period, so does your body’s ability to metabolize fat. “You’ll burn more fat not only when you’re exercising but when you’re at rest as well,” says Leanne M. Redman, Ph.D., a researcher at the Pennington Biomedical Research Center in Baton Rouge, Louisiana. So don’t skip your workouts during this time; in fact, try to make them harder or longer to maximize your fat-burning potential. … Make a Major Decision Days 24–28: Progesterone and estrogen levels ebb in the latter part of your cycle, the luteal phase, and you become less impulsive. Your intuition also becomes razor-sharp, so if you’ve been pondering a big life change, now is the time to trust your instincts. “Days 24–28 are when your decisions are more conscious and less driven by hormonal changes you may not be aware of,” says Haltzman. Use this time to finally decide whether to move, tweak your career track, or adopt that puppy in the window.
hether we like it or loathe it, our hormones wield a lot of power over our bodies. They can make you feel calm and more confident or edgy and self-doubting, and that affects how you handle any situation — whether you freak out when your boss gives you a lastminute project, for instance, or find the willpower to resist a second piece of chocolate cake. “The ups and downs of estrogen, progesterone, and testosterone influence your behavior throughout the month,” says Scott Haltzman, M.D., clinical assistant professor of psychiatry and human behavior at Brown University. Because so many of us are confused about how our hormones affect us daily, we asked top experts to demystify these fluctuations — and explain how you can use hormonal shifts to your advantage. Here, a guide to timing life by your cycle. The best time to …
Charlene Feuchtenberger has been
Ellen Haupt has rejoined United Zion Retirement Community as nursing home administrator. In the interim, she has served as an NHA at various nursing homes, including Luther Acres, Frey Village, St Anne’s, and most recently at St. Martha’s Center in Downingtown.
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Barley Snyder as an attorney in the Education Practice Group. She graduated from Drexel University Kline School of Law.
Best in Class: Etiquette and People Skills for Your Career By Lynne Breil • bestinclassbook.com Research conducted by the Harvard University, the Carnegie Foundation, and Stanford Research Center reveals that technical skills and knowledge account for only 15 percent of the reason an individual gets, keeps, or moves up in a job. Eight-five percent depends on people skills. People skills help an organization function smoothly, and its employees establish interactions with other professional and the general public. Add the knowledge of global business etiquette to the mix, and the company will stand out among its competition. The most sought-after people skills are professionalism,
business etiquette, written and oral communications, interpersonal skills, and leadership. Today, behavioral scientists can actually measure these high-performance capabilities through cutting-edge analysis, and they can be identified in the selection process. When you know how to write an email that gets a response, introduce others with confidence, offer your opinions at a meeting, or navigate your way through a business meal (all topics covered in this book), you’ll gain the respect of colleagues and those who can influence your career path.
Uncovering the Life of Your Dreams
By Bruce D. Schneider (John Wiley & Sons, 2018) • OneIdeaAway.com Uncovering the Life of Your Dreams, inspired by the author’s transformational journey, is the story of a man who realizes that something is missing for him. Like many others, he finds himself just going through the motions, sleepwalking through life, until an unexpected and unique encounter with a street beggar allows him to see the possibility of a new reality: a dream world that is more real than anything he’s ever experienced. It is a world that holds the answers to his questions about life . . . and his destiny.
~ January 2019 | BUSINESSWoman
This entertaining tale of the universal truths that connect us all offers a much-needed and timely message to help people awaken to a more conscious world. The success of the book and the process described in it spawned a series of retreats where Bruce and his business partners, Luke Iorio and Liz Fisch, take people through the process of uncovering the life of their dreams. For more information on the book and on the retreat series, visit OneIdeaAway.com.
ACHIEVEMENTS & Angela M. Liddle, MPA, president and CEO of Pennsylvania Family Support Alliance, has been appointed to the board of directors of the National Alliance of Children’s Trust and Prevention Funds. Liddle also serves as vice president of the Pennsylvania Children’s Trust Fund board.
Elizabeth Melamed, an associate
attorney with Barley Snyder, has been named to the board of directors at A&E Hearing Connection, based in Lititz. The nonprofit organization helps provide hearing healthcare to lowincome families who in turn volunteer at a community organization.
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5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m. Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones email@example.com American Business Women’s Association (ABWA) Camelot Chapter 6 p.m. 3rd Monday of the month The Radisson Penn Harris Hotel & Convention Center, Camp Hill Marianne Troy, President 717.802.5622 firstname.lastname@example.org www.abwa.org/chapter/camelot-chapter Lancaster Area Express Network 7:15 – 9 a.m. 3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Amy Winslow-Weiss www.laen-abwa.org
Insurance Professionals of Lancaster County (IPLC) 5:45 p.m. 3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer email@example.com www.internationalinsuranceprofessionals.org
Yellow Breeches Chapter 6 p.m. 4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester firstname.lastname@example.org
International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting locations vary Pam Newbaum, CAP-OM, LAN Director 717.782.5787 email@example.com www.iaap-harrisburg-pa.org
Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.648.0766 www.cpafe.org
Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Larissa Bedrick, President firstname.lastname@example.org www.pprs-hbg.org
Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Julie Young 717.713.7255 www.ewiharrisburg.org
Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack, President email@example.com www.facebook.com/shipswan
Women’s Business Center Organization (WBCO) A program of the York County Economic Alliance 11:30 a.m. – 1:30 p.m. 2nd Tuesday of the month September through May Heritage Hills Golf Resort & Conference Center Windows Ballroom (next to Oak Restaurant) 2700 Mount Rose Ave., York For more information on registering or membership, contact Sully Pinos at firstname.lastname@example.org Women’s Capital Area Networking (WeCAN) 11:30 a.m. – 1:30 p.m. 3rd Wednesday of the month Radisson Hotel 1150 Camp Hill Bypass, Camp Hill Abeer Allen, President email@example.com www.wecanconnect.org Women’s Network of York 11:30 a.m. 3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Laura Combs, President firstname.lastname@example.org www.facebook.com/wnyork
Lebanon Valley Chapter 6 p.m. 4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com
Penn Square Chapter 11:45 a.m. – 1 p.m. 1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, President 717.571.8567 email@example.com www.abwapennsquare.org
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