Graduation = best day of the year

I regard graduation day as the best work day of the year. It is also the most work, but this day holds the reward, the long delayed gratification for our students, their families, our faculty, and for me in my role at Webster as Community Relations Coordinator. I encounter some of them in the inquiry stage, answering the basic questions, then guide them through New Student Orientation at the start of their program. We see most of our students just one day each week. Some graduate so quickly, it seems that they were just in Orientation or an Open House, yet nearly two years have passed. The time passes, most of those who start the process will finish. We are now sliding toward our spring ceremony on May 19th. This year we are fortunate to have the president of the university, Dr. Elizabeth Stroble, as a guest and participant.

Webster University Spring 2011 class

Spring 2011 class

Walking in our ceremony is voluntary. As an adult, there are few moments to celebrate publicly, to serve as an example for one’s family, coworkers, and  the community. That’s why it’s important for our graduates to participate. We lift them up and challenge them to continue learning, to use what they have learned to make headway in business, in the community, and at home. We thank and acknowledge their families who have been there through the papers, the reading, the presentations, and finals. And the families are so proud, that really is the best part.

One faculty member is nominated to be the receive the Robert D. Hess Distinguished Faculty Award, and one student from each of the two campuses is recognized with the John Feiock Outstanding Graduate Student Award. Some will go on to pursue a doctoral degree, most will not, so this event is their final academic celebration. We strive to make their education the enriching experience they seek. Our hope is that they can continue to look at the world through new and wiser eyes.

Stay tuned for more inspiring stories.

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Coqui with cream in the morning

Ingrid Hernandez of InGrid Design. spoke this morning at GLI’s Small Business Breakfast Club on “Leveraging Your Individuality to Drive Business Growth”. While most of us don’t work in the creative industry, these concepts can be applied to yourself, your team, your department, or your company.

Hernandez and her individuality
Originally from Puerto Rico, Hernandez came to the US to study graphic design at the prestigious Rhode Island School of Design. Making her first goal to stay in the US after graduating and working in Massachusetts for a while, she set about getting a new job, which she did through a headhunter from New York. A geographic family tie nudged her decision to accept a job in Louisville, Kentucky, where she excelled at an agency, staying there longer than any other designer had, eventually becoming an Art Director at another company. Her work and dedication at other companies prepared her to eventually start her own home-based business, which has grown out of the house, and employees a team of top notch talent.

Building on her passion for design and a strong work ethic, (give 200%), one of Hernandez’s important unique selling points is her heritage. Through this she can address English and Hispanic markets, a great asset when working for companies with diverse audiences like hospitals, government agencies, and international clients like Yum! Brands.

5 steps to leverage individuality to drive business growth

1. Identify your passion and trust it completely.
Material gain is a nice byproduct but not the goal.

2. Act on your passion and develop it.
Do this through continuous learning.

3. Write a plan and execute it.
Writing it down gives you a direction.
Adapt your plans but never compromise your goals and individuality.
Timing is key to success, although there is never a perfect time to start a business.

4. Brand yourself or your business.
Leverage the ability that makes you stand out.

5. Keep your fires of passion burning.
Keep up with new technology, nurture a creative breakthrough.

10 keys to growing business:

1. Network, (she just started networking three years ago!)

2. Sponsor events, (this can be done in-kind as well)

3. Share your knowledge, (through blogging, public speaking, participating in panel  discussions)

4. Learn from your mistakes.

5. Grow according to market/client needs, (keeps your eyes and ears open on industry trends; what are clients wanting?)

6. Build strong client relationships.

7. Empower your employees and keep them motivated, (through bonus programs, peer recognition, office wellness – she has a trainer do a one hour class each week at the office – fantastic!)

8. Adopt best practices, (this can come through networking, panel discussions, etc.)

9. Give it your 200%.

10. Periodically review your business for areas of improvement. (Conducting a regular SWOT analysis is always a good practice.)

What is your usp, your unique selling point? What is meaningful in the work you do, to your clientele, to your company? That is your driver, your passion in your work. If you have none, maybe start assessing your individual strengths for another reason, a job search.

Now, about the Coqui. The Coqui, (koh-KEE) is a little brown frog unique to Puerto Rico. It is named for the sound it makes. On each table was a stuffed coqui that made the sound, with a Puerto Rican flag embroidered on its belly. Any time I get to leave an event with a stuffed animal, I am coming away happier. With this little item, she has left a brand impression, and I have learned something new and fun. With that, her closing call to action was to go out and make our own coqui call heard. Coqui!

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Workplace culture and the emerging workforce

This morning I attended a session on attracting and retaining top talent with speakers from three very different types of companies: Melissa Leary, Recruiting Manager at  Zappos, the online retailer with 4000 employees, 3000 of which are in Shepherdsville, KY; Dawn Geary, Business Development Director of Mediaura, a small award winning all-things-web and marketing firm in Louisville, KY; and Kelley Helegeson, Vice President of Human Resources at Signature HealthCARE, a long term care company now headquartered in Louisville. In discussing recruitment, each representative reflected some keys of new generational preferences in the workplace.
Zappos and Mediaura exude that of the younger worker, with a pronounced emphasis on the social and fun aspect of the workplace and its cultural identity, the value of the individual, and an organization’s trust in their employees to do the work with independence. Cultural fit is a high priority in both of these companies when considering a new hire. Zappos has a 10 point evaluation criteria on cultural fit in hiring, and potential hires must pass in this aspect as well as on the technical/skill side. They hold that if the person embodies the brand, it will strengthen the company and the business long term. If not, it will hurt the business in the long run. Mediaura leverages social networks to recruit from out of state, focusing on the positive aspects of the city, a hard working but hard playing workplace culture, and potential for freedom and self-determination within the company. They have a standing appointment on Fridays at 3 with the ping-pong table and some beers. Can you imagine that at your workplace?

Signature HealthCARE, with a workforce largely composed of direct care employees, scores high on valuing employees, markedly in embracing spirituality of all kinds, and valuing the wellbeing of the employees as well as that of their “customers”. Spirituality is one of their three organizational pillars along with Intra-preneurism and Learning. They intend to bring the whole person to the job, not asking them to check their religion or spirituality at the door. Impressively, the top level people go through CNA training and certification, not just paying lip service to “I know what you’re going through”. Theirs is an holistic culture, supported by a corporate structure that includes a VP of Spirituality, Dianne Timmering.

They all embrace what studies tell us that the emergent workforce values. Gone are the days of working a dreaded job for 40 years because, “that’s just what you do and that’s why they call it work”. I think back to  Dr. Mark Taylor’s seminar on Generation NeXt. His work reveals that younger workers place value on having meaningful work, flexibility in terms of work conditions, having a positive work environment, mobility, uniquely individualized forms of reward, and that they see work as part of living, therefore it should be enjoyable. In contrast, baby boomers and traditionalists tend to value standards, adherence, hierarchy, and a clear separation between life and work.

None of these apply to every working person, but I have seen these demonstrated. Our main staff includes one Gen Xer, (guess who), one traditionalist, and four boomers. We are fortunate to have a traditionalist in our midst. She goes about her work in an organized and steady way. I admire her and aspire to be as vibrant and disciplined as she is. Our boomer Director is savvy to individualized reward, flexibility, valuing employee input, and ,meaningful work, among other things. Some love the plaque, some love the cake or celebratory lunch out.

These companies are on board with creating a culture to best utilize the strengths of the emerging workforce. Those companies who do not will pay a price. Near the end of today’s session a window washer appeared outside the window on the 20th floor. I wonder what he values in the workplace?

 

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Regional and national accreditation and your education path

I’m prompted to write about this because of the occasional unfortunate encounter when I have to inform someone inquiring about our programs that we cannot accept their bachelor’s degree because it is from a nationally and not a regionally accredited college or university. Accreditation is an important issue in choosing a program of study from the start. Anyone looking into an associate’s or bachelor’s degree program should research accreditation and what it means to the education path. Know that state and many private institutions do not accept credits from a nationally accredited college. If you complete part of a program and decide you want to transfer to, for example, a community or state college, you will be starting over, and still have to pay back student loans on that previous coursework.

If you do decide to attend a nationally accredited college, talk to their advisors about education pathways that may be possible before you enroll. Some regionally accredited universities will grant a certain amount of credit toward a bachelor’s degree if a student holds a professional license, such as in nursing, which one might attain after completing a nationally accredited program. Or if you are certain you will not want education beyond a bachelor’s degree it may not be an issue for you. This article by Steve Foerster on e-learners.com objectively explains the differences between national and regional accreditation. The section near the end “Issues to Consider” covers these important topics.

http://www.elearners.com/guide/online-colleges-universities-and-schools/regional-accreditation-vs-national-accreditation/

 

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What Is the Right Tax Rate?

One of the important issues facing our country is how to fund the cost of governance.  Money raised through income tax is used to pay for the programs, benefits and services provided by the US government for its people.  One approach is to reduce the services and benefits by reducing the amount of operational funding.  Another approach is to raise tax rates on different sectors of the population.  A third approach is to do some combination of the above.

It is essential that we reduce costs and eliminate waste, fraud, and abuse. This is a necessity in business and government.  The challenge arises when one group’s necessary costs are viewed as waste by another group.  Fixing a damaged bridge may be a local necessity but is considered wasteful by another community that needs to replace a collapsed bridge.

Rather than enter a debate on waste, it may be easier to enter a debate on adequate taxation. How much is enough? Should some pay a larger share than others? This debate is the current argument facing our political parties.

So here are some facts on which to base our decisions (from the IRS):

1.  The top rate for the richest in 1945 was 94% of income and 22% for those at the bottom of the earning ladder.

2. The tax rate remained above 70% for the top earners until 1981 when it was lowered to 50%.

3. The tax rate for top earners is now 35%. This the lowest it has been since 1926 – just before the great recession and stock market collapse of 1929. Top rate taxes were lowered from 44% in 1926.

4.  The bottom 50% of the population earn 13% of the nation’s wealth and pay 3% of the nation’s taxes. The top 50% earn 84% of the nation’s wealth and pay 97% of the tax bill. The top 10% earn earn 46% of the wealth and pay 70% of the taxes.

So what do these data show?  The tax rates have varied over the nearly 100 year history of income taxes in the United States.  Richer individuals have always paid a larger share and carried a greater tax burden.  When tax rates on the richest have fallen, the economy has similarly fallen (this is not necessarily causative).  Tax revenues decrease when the rates fall (this is causative).

To adequately fund government to provide necessary services, more funds are needed than is being currently collected.  In addition to reducing costs, income flow must be increased.  The current low rates on the upper income groups and the potentially rising rates on the lower income groups are not meeting our current financial needs.

That’s my two cents worth.

 

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Business Blend – Occupy and Small Business Impacts

So, what is this “Occupy” movement all about? How does it or will it impact my business?  Should I be concerned?

Henry Blodget, editor-in-chief of “Business Insider” in a October 15, 2011 article emphasizes four key points about the “Occupy” movement based on data from the St. Louis Federal Reserve Bank and the Bureau of Labor Statistics (among other resources) :

  1. Unemployment is at the highest sustained level since the Great Depression.
  2. Corporate profits are at an all-time high.
  3. Corporations are paying less of their revenues to employees than they ever have.
  4. Income and wealth inequality is near an all-time high (since just before the depression).

Large corporations (often multi-national) seek to maximize profits. Their preference is for a government that is too weak to protect the interests of the people and smaller organizations. They support reducing the tax resources necessary for a fully functional government. Larger corporations have the lobbyists in place to ensure that their corporate interests are influential in governmental decisions.

Most businesses do not fight in this arena.  Smaller businesses lack the clout and resources to shape government policies except through local and national Chambers of Commerce who are often more influenced by their larger members.

Not all businesses seek preferential treatment. Many recognize the necessity for a strong middle class with jobs and fair wages.  They preach “economic justice” and long-term sustainability.  Currently, this group is being drowned out by the “maximize profits” crowd.

Smaller businesses are much more likely to be a victim of the economy over which they have no control and limited influence.  Similar to individuals, they lack the significant resources needed to weaken or strengthen a government that is tasked with providing for the economic welfare of the nation.

Should business leaders (and individuals) be concerned? Yes, very concerned. From my view, that is what “Occupy” is all about.

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Student Appreciation Week

Because we appreciate our outstanding students (you know who you are) we are showing our student appreciation with food, so skip the drive-thru before class.

Louisville - Monday through Wednesday, November 14-16, from 5:00-6:30 pm and Saturday the 19th in the morning from 7:30-9:00.

Radcliff - Tuesday, November 29 and Thursday, December 1 from 4:30-6:00 pm.  If you know someone who would benefit from a Webster Master’s degree, invite them to dinner to learn about us.

Persons who attend and decide to apply will have their application fees waived.  If you bring a prospective student, you will be eligible for Webster door prizes.

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