Business Woman August 2017

August 2017

Intergenerational relations in the workplace

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Inside

WHAT’S 4 LETTER FROM THE EDITOR 7 effective supervision

Increasing employee engagement and productivity.

9 The employee new wave

Generational differences and adjusting to changing needs.

11 When colleagues collide

Improving intergenerational relations in the workplace.

13 Who needs an estate plan

Why everyone should have one.

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Emotional eating vs. physical hunger

Differences between the two.

19 Hormones 101

Tiny amounts of hormones can make big things happen.

22 women to watch

New hires and promotions.

22 ACHIEVEMENTS & APPLAUSE

Awards and accomplishments.

23 meet and greet

Regional networking events and meetings.

August 2017

5 cover story Leah Staats knows that social media can help grow not only a for-profit business, but also a nonprofit as well. As the director of media relations for Bob Ruth Ford in Dillsburg, she posts on social media several times a day. But social media is also the driving force behind the nonprofit she volunteers for—International HELP.

INTERGENERATIONAL RELATIONS IN THE WORKPLACE

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Note

Editor’S

August 2017 Vol. 14 - No. 8

PRESIDENT AND PUBLISHER

Donna K. Anderson

EDITORIAL

ook around at the people in your work become guardian to your child. Unless you have a formal environment. It’s a makeup of probably legal document, your child may end up with someone five generations: Generation Z, born after other than whom you intended.

1997; millennials (Generation Y), born My husband and I didn’t have a lot of assets when our between 1977 and 1997; Generation X, born between 1965 children were young, but we made sure that we had the and1976; baby boomers, born between 1946 and 1964; and legal documents necessary to ensure our children would traditionalists, born prior to 1946. be protected and loved if something were to happen to us.

The norm used to be three I think many of us emotionally generations in the workforce. eat, and then feel awful about it As you’ve probably already afterward. Learn some tips to discovered, each of the help identify what triggers your “Far away in the sunshine are my generations has its own ideas happy or sad binges and what highest aspirations. I may not reach you can do to curb the habit. and values about work, which makes for an interesting work There are three women’s them, but I can look up and see the dynamic. So how do we all expos coming up this fall. I hope beauty, believe in them, and try to work together? Understanding to see you at least at one of them! the other generations and what Check out the dates on the back follow were they lead.” motivates them, knowing what page, but here are a few of the ~Louisa May Alcott is important—money, benefits, day’s highlights—wine-making life balance—will help us all demo and wine tasting, gun work together and be more talk and demonstration, healthy productive. cooking demonstration, dance Inside this issue, we’ve asked several people to weigh in demonstration, and a LuLa Roe pop-up shop! Go to www. on the topic. Find out how to successfully work together aGreatWayToSpendMyDay.com today to register for your and manage these different work styles. And is it always free tickets! just about whether an employee is competent? How do their values play into the scenario?

Who needs an estate plan? That’s the title of one of the articles inside, but it’s a very good question. If you think it’s just older people getting ready to retire, you’d be wrong.

Christianne Rupp As a parent, your estate plan will designate who would Vice President and Managing Editor

Vice President and Managing Editor

Christianne Rupp Editor Megan Joyce

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CAREER

COVER

Your Attitude Determines Your Altitude

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By LYNDA HUDZICK

rowing up in Pittsburgh provided Leah Staats with a lot of opportunities to enjoy her passion for sports, both as a participant and as a spectator.

After receiving her degree in sports management from Liberty University, and eventually receiving a master’s degree in sports administration, Staats just assumed she would end up working in the sports industry, but things didn’t

turn out that way.

“I moved back home to Dillsburg and thus began my adventure of job searching,” she said.

She was offered a position with Bob Ruth Ford as the director of media relations, and even though it wasn’t in her field of study, it was an opportunity she didn’t want to pass it up.

Although she admits that she never imagined herself in the auto industry, Staats said she has come

to the realization that there are similarities in both fields, and so for now, she’s enjoying where she is.

In her position with Bob Ruth Ford, her main responsibility is keeping their social media sites up to date.

“I try to post pictures, inventory, deals, events, and anything else we have going on at least eight to 10 times a day,” Staats said. “I want to be able to drive traffic to our showroom, and I truly believe

social media platforms can do this for any business.”

The wide use of social media is sometimes thought of as something that the millennial generation, commonly defined as those born between 1981 and 1997, has had a great effect on.

Staats, who falls into that category, is no exception. But although she agrees with some of the traits that are often associated with the millennial generation,

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she is quick to point out that “this group of people can make a positive difference in the future,” she said.

“One of the quotes I found in a recent article states that workplace satisfaction matters more to millennials than monetary compensation, and worklife balance is often considered essential,” said Staats.

The article, she said, went on to say that millennials are less likely than previous generations to put up with “an unpleasant work environment and much more likely to use social networking to broadcast their concerns. On behalf of some of my friends, we would agree with this. I think we would rather be happy in a job we love and have fun with than to be in a position that we hate but make a lot more money,” Staats explained.

An excellent example of doing something that enhances her worklife balance is the volunteer work that Staats does as the social media coordinator/director of media relations for International HELP.

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Once you learn how to be content in every situation, it makes even the hardest situations a bit easier. Your attitude determines your altitude.

According to their website, International HELP is an organization that “envisions the end of preventable diseases in under privileged areas globally through educating and empowering local people to be healthcare leaders whose impact will change the course of their community.”

“I got involved with International HELP about a year ago. My good friend is the founder and knows how much I love helping others, ministry, traveling, and social

media, and therefore, she asked me to partner with them,” Staats said.

“I love what I do for International HELP. I believe in this nonprofit 110 percent, as I am able to see what we have done already in just a year.”

Several members of the International HELP team have already been able to travel internationally, working for the organization, and Staats hopes to join them in the future “and do social media in action,” she said.

“I am happy to be a part of an

organization that wants to help and train community health workers to be world changers and life givers in their own communities. We can only go up from here, and it’s exciting to see this thing take off.”

Even though her life so far has taken a different path than the one she envisioned when she was a student, Staats is happy right where she is.

“One of the things I’ve learned just within the last few years is learning to be content wherever I am,” she said. “It’s a long, hard process, but once you learn how to be content in every situation, it makes even the hardest situations a bit easier. Your attitude determines your altitude.”

As far as where she might be five years from now, Staats readily admits that she has no clue. But she’s just fine with that.

“It’s important to be open with every opportunity that comes your way,” she said. “It’s exciting and it’s an adventure that I never want to end!”

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any organizations today find themselves experiencing high turnover rates, and most managers and supervisors suggest the reason employees leave is for better pay. However, research suggests that most people are not leaving for more money, but rather because they are fleeing a poor relationship with a supervisor.

For anyone to be laboring in misery is a shame, and countless organizations have a great opportunity to do better. With a change of heart and an assortment of skills, employers can develop a dedicated, enthusiastic, and productive workforce.

A strong, clear culture is what makes a company great. In such a culture, the employees will serve the organization loyally — not because they must do it, but because they want to do it. Good relationships with employees engender both loyalty and productivity.

Treating employees with dignity, respect, and value will make a huge difference in their lives — not only will it be the right thing to do, but it will also help the bottom line.

Effective supervision goes a long way toward promoting increased productivity, employee engagement, and a healthy organizational culture.

Improving on supervision is an essential strategy for influencing overall organizational success.

We have observed, however, BUSINESSWomanPA.com

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CAREER

Increasing Employee Engagement and Productivity through Effective Supervision

Career

that many supervisors don’t believe that this aspect of their role is important. They want to be left alone to do their job. They don’t believe that taking care of others should be their first responsibility.

What if we were to view supervision as having more to do with coaching and mentoring than strictly instruction and accountability?

From this perspective, the supervisor’s role would have less to do with teaching and evaluation and more to do with establishing a culture that encourages individual growth and development. It’s a change from the inward “me” focus to the outward focus on “other.” Life becomes more about serving the needs of others rather than having others serve you.

A Servant’s Heart The concept of servant leadership has blossomed in workplaces over the past four decades as organizations compete to retain qualified and committed employees.

Robert

Greenleaf formalized the term as a leadership method in 1970.

Greenleaf, an expert in management research, development, and education, was consultant to AT&T, the Ford Foundation, and other large organizations. For much of his career, he advocated the benefits of leadership through serving others.

So what are the traits of servant leadership? Greenleaf and others describe it as a style that encourages collaboration, persuasion, trust, and listening. It is characterized by foresight, empowerment, and awareness, and it promotes healing and empathy. It aims for stewardship and building of community.

Unfortunately, many supervisors choose to instead use power for leverage. For example, imagine that your supervisor gives you a task and tells you how to do it. Based on your years of experience, you offer an alternative strategy.

“If you want to keep your job, do it my way!” the supervisor says.

How would you feel? Now, imagine

your supervisor assigns you a task, asks your opinion on how to do it, and gives you the autonomy to do as you suggested. Now how would you feel?

The 10 Keys of Effective Supervision™ At Rising Sun Consultants, we have developed a set of strategies that we call The 10 Keys of Effective Supervision™. As a convenient way to help commit the principles to memory, the first letter of each key will spell the word “supervisor.”

1. Supporting Growth – Providing support for employees’ personal and professional development 2. Uniting Your Team – Building a culture of care and concern among and between employees 3. Praising Others – Offering employees praise and encouragement and developing a motivational environment 4. Expecting Excellence – Setting high expectations for employees 5. Requiring Accountability – Upholding and reinforcing individual responsibility to the organization 6. V aluing What You Believe – Linking employees’ actions and behaviors to organizational values—building a healthy culture 7. Instilling Independence – Developing an atmosphere of hope, confidence, and autonomy 8. S haring Continuously – Establishing open and honest twoway communication 9. Optimizing Ownership – Creating opportunities for employee contribution and buy-in 10. R ealigning Your Efforts – Evaluating your own efforts to determine if they match your desired outcomes Although the 10 keys spell “supervisor,” they are all of equal importance. All are necessary for success; however, they need not be applied in any particular order. In

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addition, any one of these keys can be underused or overused and can lead to potential problems.

For example, if you only address an employee’s lack of performance and never provide positive feedback, you risk creating a “gotcha” culture. Yes, it is important to hold people accountable, but it is just as important to reinforce what they do right through positive praise and encouragement.

Operating in the Right Zone We believe that the success of an organization, and of its individual employees, can best be viewed through the three lenses of competency, commitment, and character. Where all three lenses overlap is the realm of excellence that we call the ProductivityZone™.

Employee productivity traditionally has been measured by knowledge and skills, which is the lens of competency, and by attitude, which is the lens of commitment. We take the study of productivity one step further. We add the lens of character, which focuses on morals and values.

Any two of these zones alone are insufficient for true excellence and high productivity. Employees with character and competence, for example, may still feel disengaged in their job. Those with character and commitment may be likable sorts who just don’t have the skills to get the job done.

And you might have competent people on your staff who are committed to sticking around—but you might be better off if they left because they might not share your values.

The bottom line is productivity.

Organizations exist to get things done. The objective is growth. If organizations are to thrive, they need the right kind of employees and the right kind of supervisors to lead them.

• Rick Pierce and Jim Rowell are co-founders of Rising Sun Consultants, a leadershipdevelopment firm in Harrisburg, Pa. Pierce and Rowell recently published The 10 Keys to Effective Supervision: Building Healthy Organizational Cultures through Servant Leadership. www.risingsunconsultants.com

CAREER

The Employee New Wave:

Generational Differences and Adjusting to Changing Needs in the Modern-Day Workplace

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By MICHELLE L. DUCHARME eeping up with everchanging employment issues can be a fulltime job for employers, and it is a task that now includes managing generational differences among employees and their work styles. As new generations enter the workforce, they bring with them distinct outlooks and approaches to work.

Different does not mean worse, however, and employers are learning that adjusting to these variations and changing both hiring and retention techniques can ultimately lead to rewarding relationships with their employees.

Younger generations often differ from more seasoned generations in many ways. For example, the former frequently values more flexibility in work schedules. While just as hardworking, they are less likely to embrace a nine-tofive schedule than their older counterparts.

To entice millennials and other younger generations, employers are developing some new and creative techniques to attract and retain

valued employees.

To start, work-at-home programs are seeing an uptick in the workplace. While perhaps not practical for some employees, workat-home programs offer employees the ability to provide quality work while maintaining a balance in their home life.

Other benefits include a reduced commute that lends to more time at home with family, friends, and other extracurricular activities, and working from the comfort of their own homes.

For employers, advantages to providing a work-at-home program can include less overhead, establishing trust with their employees, and even increased productivity as a result of fewer interruptions throughout an employee’s workday.

There are disadvantages as well, such as a lack of collaboration among colleagues. To counter this and still offer a work-at-home policy, employers can designate times that employees are expected to be in the office working together.

Employers should consider

establishing policies and expectations for their telecommuting staff.

This includes whether and to what extent face time in the office is expected and a reimbursement policy for business expenses incurred by teleworkers.

Other legal considerations can include safety certifications to confirm a safe and healthy workplace as required by the existing law and establishing workers’ compensation policies in the event a teleworker sustains an injury while at home.

Additionally, employers may still be required to provide meal and rest periods and overtime wages to nonexempt teleworkers.

However, keep in mind that in some states, work-at-home policies for non-exempt employees are very challenging to implement without assuming a significant amount of compliance risk. Employers should consult with counsel to establish legally compliant work-athome policies and ensure that the policies are explained and proactively monitored in case there are any state requirements.

Employers can also offer more

flexible work schedules to their employees as another benefit to attract and retain employees. All employees, and especially those just entering the workforce, are motivated by employers who value their time away from the workplace just as much as their time in the workplace.

Affording employees the opportunity to come in earlier or later, or to take a longer break during the middle of the day, may provide employees the much-valued flexibility to manage their work-life balance.

Alternative workweek or flex schedules may also be an option for some employers. These schedules can provide employees with the opportunity to work on the weekends with weekdays off or to work four long weekdays with one weekday off.

Rest and meal periods, overtime, and other employment laws still apply, even when an employee is working a flexible schedule.

As with a telecommuting program, flexible work programs should be implemented in a legally compliant manner, as some states may

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make it difficult for non-exempt employees to take advantage of this benefit.

Employers may also find that parental leave in excess of legal requirements attracts workers from younger generations. While state and federal laws provide some job security, employees of smaller businesses and startup companies may not have such protections.

Some employees are attracted to benefits that provide the opportunity to bond with a new family member for longer than their standard paid-time-off allowances, particularly if they can do so without the risk of losing their jobs.

On the topic of paid time off, employers may be finding that unlimited time off as opposed to a standard, set number of days or weeks per year attracts quality employees. The premise is that if the employee generates an agreedupon quantity of work or results, it may not matter how long it took to achieve the results.

In that setting, allowing employees

to take whatever time off is desired provided the expected results are achieved can make conceptual sense. Among the challenges with the unlimited-time-off concept are compliance with state and local laws regulating wages and hours and those leave statutes requiring the employer to provide the most generous leave in certain situations.

Other paid-time-off options that can be attractive for new employees include extra time off around holidays or paid time off for community service.

Younger generations may tend to navigate toward environments that are less formal and foster more creativity and teamwork.

Telecommuting and flexible work schedules are just a few techniques that may attract valuable employees who can help a business thrive.

Among other techniques are sponsored, offsite events that bring employees together in a setting that allows employees to get to know each other in a less formal environment. Bonding opportunities

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such as these can provide both employers and employees the time to strengthen relationships that can ultimately carry over into a productive and collaborative workforce.

Such events can also double as a recruiting tool for potential workers who see an employer and its employees enjoying a great time together.

Health is and will continue to be a priority for all generations, including millennials. Moreover, in the long term, encouraging wellness is the most effective way to manage future healthcare expenses.

Developing a successful career is just as important as maintaining a healthy lifestyle.

Employers can attract and retain employees by offering benefits that provide opportunities to foster a healthy environment in the workforce. This benefit can range from a simple offering of healthy snacks and beverages to onsite or offsite gym memberships, sponsorship in activities such as 5K

runs, season passes to a ski resort, or a wellness stipend.

Again, it is important to consult legal counsel before embarking on a wellness program as legal limitations exist, ranging from disability discrimination to limits on use of genetic information and potential discrimination based on health conditions.

Employers are finding that these and many other creative techniques are both attracting valuable employees of all generations and helping to maintain a happy, healthy, and rewarding relationship for the employee and employer. No matter the creative perk, an employer should consult with its legal counsel to ensure compliance with state and federal employment laws. • Michelle L. DuCharme is an associate with the law firm of Greenberg Traurig LLP. She focuses her practice on litigation and labor and employment matters, representing clients in both state and federal court. She can be reached at ducharmem@gtlaw.com or 916.442.1111. www.gtlaw.com

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CAREER

When Colleagues Collide: Improving Intergenerational Relations in the Workplace

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By MEGAN JOYCE

s of May 2017, there were 153.5 million full-time and parttime workers in the U.S., according to the Bureau of Labor Statistics. And composing those current millions, three very different generations—baby boomers, Generation Xers, and millennials— collide.

With communication gaps galore and the frictions inherent in dayto-day office life, the generations’ dissimilar values and work styles have led to furrowed brows on the best days and flared tempers on the worst.

Tammy Hughes is CEO of Claire Raines Associates, which offers workplace assessments, sessions, and training videos on differing generational values and how they influence work styles, communication, project completion— and your business’s overall productivity.

“The similarities [between generations] don’t cause the hiccups in the workspace; it’s the differences that do,” Hughes said. “They affect your bottom line.”

Hughes conducts seminars and workshops on generational differences, helping colleagues identify strategies, skills, and tools to create more effective work relationships and increase business results, according to Claire Raines Associates’ website (www.generationsatwork.com).

“We hire good mixes, but we’re not good at making our mix work for us,” Hughes said. “You cannot manage what you do not see, and you cannot manage what you do not understand. So my job with groups is to create some visibility and some understanding so we can manage the differences.”

When considering the wants and needs of their intergenerational colleagues, Hughes encourages people to adhere to what she calls

the “Titanium Rule”: Do unto others, keeping their preferences in mind.

“The Golden Rule doesn’t always work because it’s not about what you would like to have done to you— not everybody wants that,” she said.

For instructive purposes, Hughes uses 20-year time spans as the parameters for each generation.

Generational start and end years vary by source and can overlap six to eight years.

Baby Boomers – Born 1940-60 Number: 78 million Workplace traits: Team focused, consensus driven egative stereotype: Self-righteous, N workaholics According to Pew Research and Forbes, more than two-thirds of baby boomers are now retired. Less likely than their younger colleagues to have moved from job to job over the course of their careers,

boomers often possess a wealth of organizational knowledge.

Dedicated, loyal workers, baby boomers are high achievers and define themselves by their professional accomplishments; indeed, their work is interwoven with their sense of self-worth. Their scale of “work/life balance” tends to tip more toward the “work” side, an attribute Gen Xers and millennials have a hard time understanding.

Younger workers looking to strengthen their rapport with their boomer colleagues should be personable and work toward building the relationship, Hughes advised. Emphasize the company’s mission and vision, and make sure conversations are two-way, with lots of give and take.

Differing approaches to collaboration can be a potential sticky spot between boomers and Gen Xers specifically.

“Boomers love consensus and

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getting the whole team to buy in.

This typically involves a lot of meetings,” Hughes said. “Xers need to be patient and be part of the team and meetings, even though independent work and efficiency are their mantras, and the time to meet seems like such a waste.

Boomers need to be sensitive to this and not schedule meetings just for meetings’ sake.”

Hughes said boomers operate well in a company hierarchy and can feel like millennials’ lack of experience means they don’t have much to offer—and boomers are resistant to millennials’ seeming need for constant feedback.

“Millennials need to be patient to learn from boomers and interject their thoughts, while trying not to appear ‘needy,’” Hughes said.

“Boomers need to refrain from trying to make the younger generation ‘pay their dues,’ and create a collaborative and positive approach.”

Generation Xers – Born 1960-80 Number: 65 million Workplace traits: Efficiency focused, independent Negative stereotypes: Cynical, uncommitted Poised to assume even more supervisory positions as their baby boomer colleagues continue to retire, Generation X is on the cusp of “coming into their power” in the workplace. Gen-X workers are noted for their entrepreneurial spirits and independent natures—these were the “latchkey kids” of the ’70s and ’80s, after all.

Gen Xers tend to have a hard time understanding baby boomers’

willingness to put in very long hours in-office and instead focus on accomplishing high-quality work effectively and efficiently.

“If you have a [workplace] culture that values face time more than you value productivity … you are going to find it a little bit challenging holding on to some of your great Gen-X talent because face time is not so important,” Hughes said.

“Giving you the output that they can in a very efficient way is the way that most Gen Xers are wired.”

Now in approximately their late 30s to early 50s, much of Generation X is still in the throes of parenting. Hughes added that work/ life balance is of huge importance to these workers—and it’s vital to both sexes.

“This is not female issue; this is an employee issue,” Hughes said.

“You need to be able to figure out how people can craft their lives if they’re parents in a way that makes some sense to them so that you keep the best talent.”

Though much attention has been given to the boomer/millennial dynamic in the workplace, Gen Xers and millennials have their own set of conflicting work styles. Hughes encourages Gen Xers who are managing millennials to get to know their younger employees as individuals: find out their personal goals, encourage questions, and be willing to mentor and inspire.

Likewise, Hughes advises millennials reporting to Gen-X supervisors to work on paring down their questions to one or two per interaction—and to expect questions in return from the pragmatic, skeptical Gen Xer.

According to Hughes and Claire Raines Associates, boomers and millennials alike would do well to be direct and straightforward with Gen-X colleagues, tying their message to tangible results. And don’t “waste time” on hyperbole, buzzwords, and clichés with a Gen Xer, who will find those verbal styles off-putting and unnecessary.

Millennials – Born 1980-2000 Number: 84 million Workplace traits: Positivity driven, enthusiastic Negative stereotypes: Entitled, needy As the relative newcomers to the global workplace, millennials are frequent targets for criticism from the older generations, who feel millennials are work averse, selfcentered, and cosseted—the results of having been “helicopter parented” by their boomer and Gen-X parents.

Today’s young adults, however, have also established a reputation for being passionate, eager, generous, and socially conscious. They are tech savvy, creative, and motivated by the prospect of achievement.

Millennials tend to thrive on overall positivity in the workplace, and if it’s absent, they will leave and find it elsewhere. Hughes sees the link between high turnover rates among millennial employees and their older managers’ failure to maintain a generally positive atmosphere.

“It’s the one reason that we lose great millennials today. [The workplace is] not positive,” Hughes said. “And I don’t mean you have to throw a party in the hallway every day to celebrate that you came to work. I just mean that

you can’t just be pragmatic and you can’t just be negative all the time—you will drive [millennials] nuts.”

As well as keeping things positive, Hughes encourages boomer and Gen-X supervisors to be available to coach their millennial subordinates while still setting healthy boundaries on their own time and energy.

“Create feedback opportunities, because that’s what your talented millennials are looking for,” Hughes said.

Rather than simply recognizing the varying work preferences and stewing in our unresolved irritation, Hughes aims to help employees appreciate their diversity and to recognize the “ethnocentrism” we all possess.

“That’s the feeling deep down inside of us that feels like: ‘My generation is pretty stellar—we get things done, my way’s the right way, my way’s the best way.’ We all have those feelings,” Hughes said.

“We need to just be aware that we’ve got them … that will help us get over the hurdle of just being frustrated when people don’t do things my way.”

Hughes said the benefits of generational training begin with small changes in the way employees approach one another, but those small changes often lead to big improvements that profit the company as a whole.

“If I want to be efficient, if I want to be really valuable to the organization, and you and I’ve got to work on a project together—if I can sync my style up even slightly so that you and I resonate more quickly together … boy, I’ve benefited the organization right there.”

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~ August 2017 | BUSINESSWoman

Who Needs an Estate Plan?

By MICHELE P. CONTI

Myth No. 1: Only rich people have an “estate.”

An estate is everything you own when you die – your home, personal property, vehicle, investments, bank accounts, retirement plans, life insurance, interest in a family business, ownership of oil and gas rights, and even pets. Passing away without the proper documents in place may allow a relative you don’t know well or you don’t want to handle your property to inherit your belongings. Without a will or trust, Pennsylvania law dictates who will receive your belongings.

Myth No. 2: Estate planning is mainly to avoid taxation upon death.

Some people think that estate planning is simply a complicated process to avoid paying death taxes. While tax savings are often helpful, an estate plan also helps people to preserve their assets while they are living.

Lifestyle

F

or many people, their attitude about estate planning matches their attitude about fixing a squeaky hinge or submitting the warranty registration form that came with the refrigerator: They know they should probably get around to doing it at some point.

People often have such a casual attitude toward estate planning because they believe some of the following myths about estate planning, which lead them to believe that estate planning isn’t necessary:

For example, an attorney can help explain the Medicaid or Medicare process and help elderly and terminally ill clients maintain their available assets that otherwise may be drained by the cost of a nursing facility.

Myth No. 3: Young people don’t need an estate plan.

Most young people don’t think they need an estate plan because they don’t have many assets. But estate planning also includes creating important documents that designate who can make medical and financial decisions in an emergency.

Unmarried young people often assume that their parents can make those decisions. But in most states, parents don’t have the right to make medical and financial decisions for their children who are over the age of 18, even if the young adult still lives at home and is on a parent’s medical insurance plan. If the young person is in an accident, the parents will need court approval

to make decisions for their child.

Myth No. 4: It’s obvious who should take care of your children.

As soon as you become a parent, you should name a guardian to take care of your child if something happens to you, even if you think it’s obvious who should take care of your child.

For example, a married couple might informally ask a sibling or close friends to care for their children if something happens to them. But without formal legal documentation, the court might decide that the children should go to the children’s grandparents.

Myth No. 5: All assets will automatically pass to your spouse.

Married couples often assume that if one of them dies, the living spouse will inherit all of their assets.

But if the couple has children, Pennsylvania law dictates that the surviving spouse will receive the first $30,000 plus one-third of the

deceased spouse’s total assets, and the rest is distributed outright to the children.

Myth No. 6: Transferring a firearm in the will is the same as any other item.

Transferring a firearm in a will can be tricky. For example, a spouse may not want to own the gun or may not want to deal with disposing of it.

Furthermore, there are federal and state laws that restrict to whom you may leave a firearm. In many cases, the best way to transfer firearms is through a special kind of trust known as a living trust or “inter vivos” trust.

Myth No. 7: Separating from a spouse means separating them from the will.

Many people are separated for a period of time—sometimes many years—before they officially file for divorce. But if something happens to one spouse during that period,

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the other spouse is entitled to at least one-third of the assets, possibly more, unless the couple signed a prenuptial agreement.

Lifestyle

Myth No. 8: Children inherit before a new spouse.

Many people who remarry after a divorce or death of a spouse still want to leave the bulk of their assets to children from the first marriage.

But it’s very difficult to legally disinherit the new spouse. In Pennsylvania, the current spouse is entitled to at least one-third of a deceased spouse’s estate, no matter what the will says.

In many cases, it’s best to sign a prenuptial agreement that limits the new spouse’s inheritance rights.

It’s easy to increase the new spouse’s inheritance later, but difficult to go back and limit it.

Myth No. 9: My family knows what I want better than an attorney.

While your family probably knows you much better than your attorney, it’s often difficult for grieving family members to think clearly and objectively about how their loved one wanted any property to be divided. Often, family members end up fighting amongst one another as they try to guess what their loved one wanted, all while dealing with their own emotions.

A good estate-planning attorney stays calm and objective while ensuring that the wishes of the deceased are followed exactly. The family can then spend time dealing with their grief without worrying about trying to distribute the estate.

The reality is that estate planning is for everyone, whether they have $10 or $10 million, are married or single, have children or not, or own a home or live with their parents.

Waiting to plan an estate until you have more money or make other life changes is a gamble, one that your loved ones will probably lose.

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• Michele Conti is an estate-planning and elder-law attorney assisting clients with wills, trusts, estate administration, special needs, powers of attorney, tax planning, long-term care planning, and benefits.

For more information, email Conti at michele@contilawllc.com.

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What is Emotional Eating vs. Physical Hunger?

By RENEE ALLEN, M.D.

E

feelings that triggered it remain.

The problem is that you often feel worse than you did before you ate because of the calories you consumed.

When untreated, emotional eating leads to overeating and eventually causes obesity, weight-loss problems, and possibly food addiction.

What is the physiological basis for emotional eating?

It is thought that the increase in the hormone cortisol, one of the body’s many responses to stress, is similar to the medication prednisone in its effects. Both tend to trigger the body’s stress (fight-or-flight) response, including increased heart and breathing rate, blood flow to muscles, and visual acuity.

Another part of the body’s stress response often includes increased appetite. This increased appetite may result in cravings for junk or high-calorie foods.

People who have been subjected to chronic rather than momentary stress (like job stress, family stress, or abuse) are at risk for having chronically high levels of cortisol circulating in their bodies.

Identify your triggers and hotspots.

You need to identify what feelings, places, or situations push you to an emotional state where you eat to calm down or feel better.

It should be noted that not all emotional eating is linked to negative emotions. Some women will emotionally eat to express positive feelings like happiness, love, or pride.

Some common triggers for BUSINESSWomanPA.com

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Wellness

motional eating is using food to make yourself feel better—eating to fill immediate or chronic emotional needs.

It is eating urgently and instantly, as a way to suppress or soothe negative emotions, such as stress, anger, fear, boredom, sadness, and loneliness. Emotional eating has a numbing effect on our unwanted feelings, taking our attention away from them—momentarily.

Physical hunger is eating in response to a need: to fuel your body to make it through the day. Your body will give you cues that it needs to refuel (stomach grumbling, headache, feeling weak or tired).

When you are physically hungry, almost any food sounds good—including healthy stuff, like vegetables.

Rarely do you make healthy choices with emotional hunger— instead, emotional eaters tend to crave high-calorie or highcarbohydrate foods that have minimal nutritional value and provide an instant rush.

Emotional hunger can be very powerful (emotionally and physically), so it’s easy to mistake it for physical hunger. Emotional eating is an unhealthy cycle of trying to fill an emotional need with food.

It can become a coping mechanism and a never-ending cycle that fails to fulfill or satisfy over the long term. Eating may feel good in the immediate moment, but the

emotional eating are: • Stress/anger • Childhood habit •B oredom or feelings of worthlessness • Social influences or peer pressure • Relationship conflicts • Loneliness • Health problems Whatever your personal identified triggers are, the cycle remains the same—these emotions drive you to overeat or make poor eating choices.

Release the emotions by acceptance and emotional grounding and centering.

The key to ending this pattern is to not abandon yourself when your emotions go awry, but instead to invite them in, center yourself, and allow yourself to feel your emotions.

Substitute the negative emotional drivers for positive behaviors.

Identify and name the emotion (anger, sadness, guilt) and allow

yourself to embody these emotions.

Recognize that these emotions are valid and have a right to be expressed, but in a healthy manner.

These negative emotions are just as important as your positive emotions for overall psychological health and well-being. Accept the negative emotion and try to figure out what it wants from you.

Find other ways to fulfill yourself emotionally, aside from eating.

Center yourself by mediating and focusing on only the raw emotion, identifying what led to it, what can dissipate it.

Meditation and other relaxation techniques are powerful tools to manage stress and decrease emotional eating. It also has even more lasting beneficial effects on health, even decreasing high blood pressure and heart rate.

Substitute the negative emotional drivers for the positive alternative behaviors.

Through listening to your emotions, you’ll discover what it is

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massages, exercise regularly, and do exciting things. Give your body other ways to experience feeling good besides eating.

Eat well, live well.

Make pleasure a priority in your life!

Make it a priority to eat the highest-quality and most delicious foods. Sit down and savor every bite.

Recognize the sensation of satiation.

Explore and be adventurous in creating mouth-watering, wellbalanced, satisfying food, which will help to decrease the likelihood of selecting food choices of poorer quality.

But go beyond experiences surrounding food.

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• Journaling/blogging your feelings

Seek the support you need.

Seeking help to overcome powerful emotions and triggers that lead to emotional eating is essential. Your toolbox to overcome emotional eating should include: • Calling a friend as a sounding board • Joining a group, such as Overeaters Anonymous, for additional support • Making use of mental-health professionals and therapy, which are underrated as powerful tools in treating emotional eating • Dr. Renee Allen is a board-certified OBGYN physician practicing in Atlanta, Ga. Allen’s strong interest in health and women’s health has made her a leading medical consultant domestically and internationally, and she appears frequently in the media for her expertise.

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you truly want and can create new strategies for deeper satisfaction.

It’s not enough to understand the cycle of emotional eating or even to understand your triggers.

You need alternatives for emotional fulfillment. If you’re depressed or lonely, call someone you love and who always makes you feel better, or play with your dog or cat. If you’re bored, read a good book or explore the outdoors.

~ August 2017 | BUSINESSWoman

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This event is FREE to attend. Veterans (of all ages), transitioning military, and their families are invited to join us!

The Expo brings federal, state, and local agencies together with area businesses to provide information and resources to veterans and their families.

The Job Fair brings job-seeking veterans and transitioning military personnel together with employers who can benefit from this rich source of talent.

3rd Annual

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Aug. 29, 2017 9 a.m. – 2 p.m.

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Don’t miss this fun and informativ e event!

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Lancaster County

Nov. 2, 2017

9 a.m. – 2 p.m.

Spooky Nook Sports

Sponsor & Exhibitor Opportunities Available

www.VeteransExpo.com (717) 285-1350 www.olpevents.com • info@veteransexpo.com

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~ August 2017 | BUSINESSWoman

2913 Spooky Nook Road Manheim

Hormones 101

T

By SANDRA GORDON

SEX HORMONES: Estrogen & Progesterone Main functions: To regulate your reproductive cycle and make the uterine environment cushy in case a fertilized egg is implanted.

How they work: At the beginning of your menstrual cycle, the levels of

estrogen and progesterone produced by the ovaries drop, causing the uterine lining (endometrium) to be shed. As your cycle progresses, your ovaries produce more of both hormones, with an estrogen peak produced mid-cycle, when an egg is released from an ovary (ovulation).

If the egg isn’t fertilized and implanted in your uterus, estrogen and progesterone levels will ebb around day 28, signaling the start of a new cycle. If a fertilized egg does implant in your uterus, estrogen and progesterone levels hold steady to maintain optimal conditions for an embryo to develop in the uterus.

The downside: Progesterone is to blame for premenstrual symptoms, such as temporary water retention and the resulting weight gain.

“Progesterone causes your circulatory system to slow down,” explains obstetrician/gynecologist

Jayshree Vyas, M.D. In other words, your cells’ normal process of taking in water and getting rid of it becomes sluggish. As a result, you retain water.

Did you know? Besides its reproductive duties, estrogen plays a role in osteoporosis prevention, and it increases calcium absorption to help you maintain enough calcium in your bones.

Estrogen also protects us against heart disease, increasing the “good” HDL cholesterol, while keeping the artery-clogging “bad” cholesterol in check. This is why premenopausal women suffer fewer heart attacks than men.

At menopause, however, when estrogen and progesterone levels drop, your risk of osteoporosis increases, and you lose your resistance to heart disease. By age 65, the risk of heart attack is as great

for women as for men. There is also substantial evidence that estrogen may enhance brain function and memory.

ENERGY HORMONE: Insulin Main function: Produced by the pancreas, an organ that lies horizontally behind your stomach, insulin helps your body use glucose, a form of sugar.

How it works: As soon as food enters your mouth, an impulse from your brain signals to specialized beta cells in your pancreas that food is on the way, says endocrinologist Priscilla Hollander, M.D. When food hits your stomach, it’s broken down and converted into glucose, which gets absorbed into your blood.

To actually penetrate your fat and muscle cells and provide energy for your body, glucose needs to be escorted by insulin.

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Wellness

he hormones in your body are powerful chemicals, affecting much more than pregnancy or your ability to conceive. Released into your bloodstream by specialized glands or organs, these purposeful messengers influence everything from the speed at which you feel pain to the rate you burn calories.

Tiny amounts of hormones can make big things happen. Here’s a rundown of some of the most important hormones and how they can help or hinder your health.

“Fat and muscle cells have receptors on them that act like a lock,” explains Hollander. “Insulin is the key that lets glucose in.”

The downside: It’s also insulin that causes excess glucose to be converted into fat and stored on your hips.

and kidney failure.

Might you be diabetic? To find out for certain, see your doctor if you have any of the following symptoms: the need to urinate often, constant thirst, unexplained weight loss, weakness or fatigue, blurred vision, tingling or numbness in your hands or feet, many infections, or slow healing of cuts and wounds.

hormones secreted by your body’s adrenal glands, which are situated on top of your kidneys.

Noradrenaline is also made at other strategic locations: your heart, brain, and blood vessels.

Although your body makes both hormones all day long, they are major players in your body’s fightor-flight response, acting as the radar for sudden fear and stress.

STRESS HORMONES: Noradrenaline & Cortisol Main function: Noradrenaline and cortisol are two significant

How they work: Get in the way of an oncoming car, and these first-line defenses jumpstart your heart to make it work harder,

Wellness

Did you know? Type 1 diabetes is when your pancreas stops making insulin completely. This inherited autoimmune disorder is usually diagnosed before age 30.

Type 2 diabetes is when your pancreas stops producing enough insulin or your body’s cells stop absorbing the insulin your pancreas makes. In either case, your cells won’t get the energy they need to fuel your body.

According to the American Diabetes Association, roughly 29.1 million Americans have diabetes, and one-third of them don’t even know it. Untreated Type 1 or Type 2 diabetes can lead to severe complications, such as blindness

“”

Released into your bloodstream by specialized glands or organs, these purposeful messengers influence everything from the speed at which you feel pain to the rate you burn calories.

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~ August 2017 | BUSINESSWoman

helping it increase blood flow to your extremities so you can flee to safety. After these hormones do their job, they’re metabolized in the liver and excreted through the kidneys.

The downside: Acute stress can cause your body to make too much noradrenaline and cortisol.

Both hormones are at full throttle, for example, when you’re having a heated argument. Stress ignites a hormonal chain of events that can lead to a host of medical problems, such as stomach ulcers, chronic back pain, and even heart attacks.

Did you know?

Without noradrenaline, messages from your nervous system wouldn’t get relayed throughout your body. You wouldn’t jump out of the path of that car, for example, or pull your hand away from a hot surface.

Without cortisol, the DNA in almost every cell in your body wouldn’t get the messages they need, and you could not survive.

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CAREGIVER A key resource for individuals who SOLUTIONS work and provide care to a loved one.

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Watch

Women to

Nicole Deary has been named the

new executive director of Leadership Cumberland. Deary brings 15 years of marketing, fundraising, and development experience to Leadership Cumberland and is an alumna of the program.

Rebecca Martens has joined Berkshire Hathaway HomeServices Homesale Realty as a REALTOR®. Martens specializes in residential sales in the region and has 25 years in retail management experience.

She is a volunteer visitor for Homestead Village.

Tiffany Miller has joined Berkshire Hathaway HomeServices Homesale Realty as a REALTOR® and member of the Jayne D’Attilio and Judi Kassab Team. Miller specializes in residential and commercial sales throughout Central Pennsylvania. She has a background in veterinary medicine and is active in numerous animal rescues.

Faith Hoover, director of adult day services

Dana Panagopoulos has been promoted

Applause

ACHIEVEMENTS & Sally Biel was named Volunteer of the Year

for her generous contribution of time to the National Watch and Clock Museum and its library and research center in Lancaster. Biel volunteers once a week, working on cataloging vertical files. She has cataloged almost 700 files.

at Landis Homes, recently received the Distinguished Service Award as Manager of the Year 2017 at the LeadingAge PA annual conference. Through her years of leadership, Hoover, a registered nurse, has helped to grow the adult day services program.

to partner at Brubaker Connaughton Goss & Lucarelli LLC (BCGL). She will be involved in guiding the future growth and direction of the firm as well as continuing to serve clients as an attorney in the firm’s trust, estate, and elder law group.

Celebrate your achievements!

Did you or someone in your organization get a promotion? Did you hire someone spectacular? Did you or your company receive an award?

BusinessWoman magazine would love to let the world know! Upload your picture(s) and information at: businesswomanpa.com/career-moves-achievements Email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi.

Mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.

Marketing and Your Business You need to get your product or service in the hands of potential consumers. Marketing does that, and it includes sales, public relations, pricing, packaging, and distribution.

Connections

We’ll gather fresh information on marketing strategies, and bring them to you once a month in an easy-to-read e-newsletter called The Fresh Press.

We won’t spam you with offers. That’s not what this newsletter is. Look for an email from The Fresh Press in your inbox or go to www.BusinessWomanPA.com and sign up to receive this FREE newsletter.

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~ August 2017 | BUSINESSWoman

Every Hero Has a Name.

Is your military hero also your spouse, child, grandchild, friend, or neighbor?

Help us put a face and a name to the courageous men and women who are currently serving or who have served in any branch of the U.S. Armed Forces.

Salute to Service

is an online photo gallery honoring the military heroes in our lives.

Upload your hero’s picture, name, and information at VeteransExpo.com/salute-to-service.

Meet and

Greet

5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m.

Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones mhjsunshine@aol.com American Business Women’s Association (ABWA) Camelot Chapter 6 p.m.

3rd Monday of the month Radisson Hotel Harrisburg, Camp Hill Marianne Troy, President 717.802.5622 mariannetroy@gmail.com www.abwacamelot.com Lancaster Area Express Network 7:15 – 9 a.m.

3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Gail Tomlinson 267.278.6011 tomlinson.gail@comcast.net www.LAEN-ABWA.org Lebanon Valley Chapter 6 p.m.

4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com Penn Square Chapter 11:45 a.m. – 1 p.m.

1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, president 717.571.8567 lbodisch@fult.com www.abwapennsquare.org

Wheatland – Conestoga Chapter 6 p.m.

1st Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Linda Landis, President 717.880.6074 lalandis0114@comcast.net www.abwa-wc.org Yellow Breeches Chapter 6 p.m.

4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester kerina1011@gmail.com Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.713.7255 info@cpafe.org www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m.

3rd Thursday of the month Rotating location Deb Pierson dpierson@piersoncci.com www.ewiharrisburg.org Faith & Business Women Networking 8:15 a.m.

1st Friday of the month York Springs Foursquare Church 400 Main St., York Springs 717.659.9488 or 717.752.6104 FABWomen1@gmail.com

Insurance Professionals of Lancaster County (IPLC) 5:45 p.m.

3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer kristamariereed@gmail.com www.internationalinsuranceprofessionals. org/group/117 International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting Locations Vary Pam Newbaum, CAP-OM LAN Director pneubaum@pinnaclehealth.org 717.782.5787 www.iaap-harrisburg-pa.org Pennsylvania Public Relations Society 5:30 p.m.

Last Thursday of the month Erin Kanter, President pprshbg@gmail.com www.pprs-hbg.org Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Amanda Ridgway, President shipswan@yahoo.com www.facebook.com/shipswan

Women’s Business Center Organization (WBCO) 11:30 a.m. – 1:30 p.m.

2nd Tuesday of the month Sept. through April Alumni Hall – West Campus York College of PA 441 Country Club Road, York Lynne Breil, Executive Director lynne@theprofessionaledgeinc.com Julie Sterner, Administrator jsterner@ycp.edu www.wbcoyork.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 717.514.4449 info@wecanconnect.org 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 laura.combs@integritybankonline.com www.facebook.com/wnyork

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August 2017

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Connections

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