Big Happiness, Small Happiness

Posted on February 13, 2012 | Leave a comment

In the fall of 1989, during my sophomore year of college, I took a great class about China. The student demonstrations in Tiananmen Square were still fresh in our hearts and headlines so there was an anxious anticipation for this class – beyond a few liberal arts credits and some personal discovery. I felt a connection and conviction with those brave individuals as a fellow student and immigrant Taiwanese American. I was reminded of how grateful I am to live in a country where freedom of expression is cherished and encouraged, and opportunities are endless.

This class about China also uncovered yet another new, powerful and humble appreciation for my adopted country – gratitude to be a girl… in America. I come from a family of only girls – I am the middle of three. When my family immigrated to the U.S. in 1974, it was just the five of us – Dr. and Mrs. Chen and their three daughters. We had no other family in the United States. No other boys. So, I never really lived the Asian cultural difference and significance between girls and boys.

As part of the class curriculum, we watched a documentary called, “Big Happiness, Small Happiness” documenting the place of boys and girls in Chinese culture. When boys are born they are considered a “big happiness” and girls a “small happiness.” I knew that I was a “big happiness” in my parents’ lives, however I did ask myself the following questions:

Would I have the same boundless ambition if I grew up in Taiwan?
Would I have the same boundless ambition if I had a brother?

After I graduated from college, I had the opportunity to start the U.S. distribution company for the medical equipment manufacturer my father started in 1982 and his bothers carried on after he passed away in 1984. I knew that I had status in my father’s family that was rooted deep in tradition. My father was the ultimate “Big Happiness.” He was the number one (in birth order) son, of a number one son, of a number one son. And, he became a successful doctor in the greatest country in the world – America. Though I was given the opportunity to start the company, I was quickly reminded that I was a “small happiness.”

After 18 years of running my company and embarking on a mission to transform my industry and our country, I finally shared this story and challenge in a recent interview with The Next Women – an award winning on-line women’s business magazine. This was a first for me and I was incredibly honored. I thought about all of the women that have embraced, supported, inspired and motivated me in my life…I would not be where I am without them.

So, with this wonderful opportunity to possibly embrace, support, inspire and motivate other women, I would do so with intention, humility and honesty.

Read Sue’s Article Online

The article was released a couple of weeks ago (and re-released Friday February 10th) and it has gone a bit wild getting more than 10 times the reads of any other interview. I do think the headline had a draw and I’m proud to share it.

Being a woman in business, in leadership, and on a mission is unique and very challenging regardless of your ethnicity or background. That is why we must support each other, collaborate together and inspire with intention, passion and honesty. Together, we can create global change, shift cultural traditions and become One Big Happiness.

nullSue Chen founded Nova Medical Products in 1993 when she was just 23 years old. Today, Nova has grown to become an industry leader in Mobility and Bathroom Safety products providing greater independence and personal well-being to people at all stages of life. Nova’s mission is strong and simple: take care of our people, take care of our customers, and take care of our community. Sue and her team at Nova are working to educate people about the hope and possibilities of life – regardless of physical challenges – and to empower their customers to live life fully. To read more about Nova Medical Products, visit www.novamedicalproducts.com.

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Dealing with Difficult People

Posted on February 10, 2012 | Leave a comment

In these days of intense competition, nothing is more stressful than dealing with difficult people–internal (the people you manage and who manage you) and external (the people who buy your goods and services.) You need a cohesive plan to guarantee customer satisfaction from your employees so that even the most difficult customer will be satisfied. These five steps will show you when to talk, when to listen, and how to be courteous under pressure.

Here are the 5 basic steps of dealing with difficult people:

1. Be clear on your purpose.

What do you want the person to do, think, or feel after your communication with them? To get really clear, write it down! In the “do” column, you may list: “pay, renew, expand the order, fill out the form correctly; tell friends to buy; give us repeat business; not call my boss; never again call to complain.”

In the “think” column may be: “think we’re an excellent company; I’m a capable, intelligent, professional person; think our product is worth the investment.”

In the “feel” column may be: “feel taken care of; feel they’re in capable hands; feel satisfied and confident in their decision to buy; feel trust in our company and in me.”

When people are clear on their purpose and write it down in their own words, their focus improves. It’s also the necessary step to provide focus for the next four steps.

2. Be appropriate.

“Appropriate” is one of the best words in the English language. The dictionary definition is “proper, fit, suited to a given purpose.” In I Ching, (the Book of Changes), a source of oracular wisdom in Chinese philosophy for three thousand years, a most important concept is Li, which means “conduct”. An excerpt: “One’s purpose will be achieved if one behaves with decorum. Pleasant manners succeed even with irritable people.” To you, this means that every word uttered, every action performed must be suited to the purpose defined in Step #1. Logic prevails as people start examining their behavior. If your purpose is that this person do what you say, would you be rude to him to prove your point? Of course not. If your purpose is having a customer think your company is professional, would you answer her query as to the whereabouts of a salesperson, “Oh, she’s around here somewhere – we never know where she is.” Ridiculous. These comments defeat your purpose. They’re not suited to your given purpose, so they’re not appropriate.

But how do you stop these sentences before they come out of your mouth? This leads us to step 3.

3. Know your “hot buttons” and don’t get sucked in.

Certain words or phrases used by people push our buttons. Examples: “What are you gals doing over there anyway?” “It’s your fault.” “Let me speak to the man who knows something or who owns the company.” “You never listen to me.” “Why is your product so expensive?” Be aware of what your “hot buttons” are. Make a list; read it over; desensitize yourself, so the next time you hear one of them, you do not have to lash back with a defensive remark, or a “yeah, but.” Instead, you can…

4. Push the “pause button” to gain control.

Our “pause button” separates us from the animals. My cat, Linguini, is a stimulus-response machine. When he hears the sound of the electric can opener, his response is consistent and predictable. He will come running, and howl incessantly until the stimulus is removed – until the sound of the can opener stops. Linguini has no pause button. He can’t pause at the kitchen door and before he expends all that energy, check to see if it’s my tuna fish or his. He doesn’t know the difference. (I do. It’s about a buck thirty-three.) Some people you know act like stimulus-response machines. Their upsets are consistent and predictable. But your reaction doesn’t have to be. When you are aware of your hot buttons and one gets pushed, you can pause — very briefly — and choose the appropriate response.

One appropriate response — suited to your given purpose, and efficient at the same time — is described in the final step of dealing with difficult people.

5. Give the person 6-second empathy.

Using empathy is demonstrating with words that you understand what the person is saying and how they are feeling. It is a statement that is calming, comforting, positive, specific. A good one takes only six seconds. “I understand how frustrating it is not to get the information when you want it.” 6 seconds. “I understand how easy it is to get impatient with that machine.” 6 seconds. “It sounds like you’re very upset. I see you need my full cooperation.” 6 seconds.

A sincerely empathetic statement can defuse a hostile person. It also gives you time to think of the response you can make which will satisfy the person (i.e. achieve your purpose) while staying within the boundaries of your company’s policy.

These five steps have proven effective for thousands of people and will prove effective for you.

nullMimi Donaldson empowers and assists people in realizing and achieving their full human potential. A renowned speaker, trainer and author, she’s been enlightening Fortune 500 companies for more than 20 years, energizing and motivating leaders in companies such as Johnson & Johnson, Hewlett Packard and Proctor & Gamble on stress reduction, time management, leadership and communication. A Masters graduate of Columbia University, she previously worked as a Human Resources Specialist for Northrop Aircraft, Rockwell International and Walt Disney. Mimi is the author of Necessary Roughness: New Rules for the Contact Sport of Life (2010). She is also the co-author of two books, Bless Your Stress: It Means You’re Still Alive! (2006) and Negotiating for Dummies (1996). Visit www.mimidonaldson.com or call 310.577.0229.

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“If you want to go fast, go alone. If you want to go further, go with others.”

Posted on January 18, 2012 | Leave a comment

Is this the new NAWBO slogan? It could be, but it was actually the opening to Beverly Kaye’s presentation, “Love ‘em or lose ‘em, getting good people to stay” at the Luxe Hotel on January 12.

As business owners, we depend on our teams. Without them, we’re just a big to-do list of good intentions and ideas (and stress). So how do we make sure the best people stick around? Beverly is the best person to answer that question. She’s the founder and CEO of Career Systems International and a nationally recognized expert on employee engagement and retention. With years of experience and research, she knows what managers do to retain their best people.

I can’t do the brilliant Ms. Kaye justice in this small space, but I can summarize some of her key points to retaining employees that she presented to NAWBO-LA members and guests:

  • Know the “stay” factors. People stay with jobs where they are challenged, where they can grow, where they work with great people, where they are paid fairly, and where they have a good boss. (Notice that pay is fourth on the list). As a manager, it’s your job to present these opportunities to your employees.
  • The exit interview is too late! Beverly suggests scheduling time two to three times per year for a “stay interview” where managers talk with their employees about what they love doing, what would make them stay, and what they want out of the job. Most companies only ask “what can I do to get you to stay” when it’s too late.
  • Realize the difference between knowing and doing. You’re smart, you know you should ask your people what they are passionate about. So what’s stopping you? Fear of knowing the truth? Not being able to deliver on their needs? Beverly says that’s okay. Tell your employees the truth, for example, “I can’t give you more money, but I could give you half days on Fridays to coach your kid’s soccer team.”
  • Finally, Beverly suggests collaborating on a career plan for each employee and following through on your promises.

If you can do these four things, you’ll be on your way to having a highly engaged workforce. If you want to do even better, pick up a copy of Beverly’s book. www.keepem.com.

nullJulie Lacouture is the Principal and co-owner of Mom Corps Los Angeles, a business specializing in helping companies find highly-qualified talent for flexible, part-time, or temporary jobs. After working for over 12 years in marketing, advertising, and non-profit, in 2010 Julie decided to fulfill her lifelong dream of running her own company and open a Mom Corps franchise in Los Angeles with business partner Kate Pletcher. To learn more about Mom Corps Los Angeles, visit www.momcorpsla.com.

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Posted in Business Issues, Events, Human Resources, NAWBOLA, NAWBOLA News, News, Uncategorized

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CALL FOR NOMINATIONS!

Posted on October 14, 2011 | Leave a comment

26th Annual NAWBO-LA Leadership & Legacy Awards
Submission Deadline: Friday, October 21, 2011
Nomination Form: download

NAWBO-LA and the NAWBO-LA Foundation are proud to honor women (and men) of outstanding achievement in the Los Angeles business community at our Annual Leadership & Legacy Awards Luncheon. We invite you to nominate an associate, client, co-worker or acquaintance that you believe is a deserving candidate.

NAWBO-LA strives to expand the circle of success for women business owners by propelling them into economic, social and political spheres of influence; and the Foundation is dedicated to accelerating entrepreneurship for women worldwide through strategic partnerships. Through our Awards Luncheon, our objective is to give tribute to top achievers among women entrepreneurs and community leaders who have established a legacy of entrepreneurial excellence and contributed significantly to the community.

We invite you to submit nominations for outstanding women business owners and corporate/community leaders in the following categories:

LEADERSHIP AWARD
The Leadership Award recognizes an exemplary woman entrepreneur who is a demonstrated leader and role model within her business and the community. This person demonstrates her leadership skills by example, is committed to entrepreneurial excellence and has achieved success well beyond the standards of her industry and the business community.

WOMEN BUSINESS OWNER OF THE YEAR
The WBO Award recognizes a woman who has achieved remarkable success as a business owner at a national and/or global level. This person has put into practice a business model that empowers others to pursue their own entrepreneurial endeavors.

TRAILBLAZER OF THE YEAR
The Trailblazer Award celebrates and recognizes the innovations of a woman entrepreneur who has successfully impacted her business or community through introducing change. This award recognizes the bold spirit of entrepreneurship and the willingness to accept risks to seize opportunities – and the ability to open new doors for the next generation.

LEGACY AWARD
The Legacy Award recognizes an individual who has had a significant impact on the well-being of her community and who has had the foresight and generosity to recognize that their success is best savored when they “pay it forward.” This award honors a woman whose means to give and desire to contribute come together in a powerful way that creates both a cycle of success and a legacy of generosity for the next generation.

ADVOCATE OF THE YEAR
The Advocate of the Year recognizes a leader who demonstrates a strong commitment to propelling women into economic, social and/or political spheres of leadership and is dedicated to the creation of a greater society for all.

RISING STAR OF THE YEAR
The Rising Star of the Year recognizes a woman entrepreneur who has established a critical milestone in her business. Her notable accomplishments must have been achieved within the first five years of business or less.

INSPIRATION AWARD
The Inspiration Award recognizes someone who has overcome adversity to achieve success in her business or personal life. This honoree will have made a tremendous impact on those around her through her perseverance and dogged determination and serves as a true role model for others to follow.

MAN OF THE YEAR
The Man of the Year Award honors a man who has made significant contributions to ensure women gain access to positions of power and influence. This person believes that women bring a unique set of skills and type of leadership that is necessary for increased success in the public, private and/or government sectors.

DIVERSITY CHAMPION OF THE YEAR
The Diversity Champion Award honors an individual who has demonstrated a commitment to ensure women gain access to increased opportunities both within an organization and in doing business with one. This person believes that working with women is not just about business practices, but about core values.

HALL OF FAME INDUCTEE
NAWBO-LA inducts women business owners into its Hall of Fame who have demonstrated significant business success over time and have given back significantly to the community. Requirements: gross revenue of more than $1 million; at least 2 employees; and in business a minimum of seven (7) years.

* Please note that the Awards Committee reserves the right to determine the final award categories and the number of awards being presented each year.

TO DOWNLOAD THE WRITABLE PDF:
– Click here
– Save the file to your local drive
– Open the file from your local drive and enter in all info
– Re-save the file
– Submit file to NAWBO-LA by Friday, October 21, 2011

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Compliance and the Remote Employee

Posted on September 8, 2011 | Leave a comment

As workplace technology continues to advance and the price of gasoline soars, employers can expect employees to more frequently request to work remotely from their homes. Before employers agree to such arrangements, they should be aware of a number of employment issues that can arise in connection with telecommuting employees.

Accurate Compensation for Time Worked

California law requires that non-exempt employees be compensated for all time during which an employee is subject to the control of an employer. When an employee is working from home, there may be a greater tendency for the employee to combine work and personal tasks during the “workday” and/or to work during hours other than regular business hours. Employers may also have a dangerous tendency to expect employees to be “on duty” via computer or phone during their meal period or outside of regular business hours, subjecting the company to overtime pay requirements, or to be less vigilant in monitoring the time-keeping practices of employees who work at home.

Employers should enact policies for non-exempt employees which:

  • Set regular business hours
  • Clearly communicate that telecommuting non-exempt employees are expected to work during regular business hours but are not expected to monitor e-mails or voicemail during their meal and rest breaks or outside of regular business hours
  • Remind telecommuting employees not to engage in overtime work (more than 8 hours a day in California, or 40 hours in a workweek) without the express, written authorization from a designated supervisor
  • Remind telecommuting employees to keep track of their hours worked and meal times and take meal and rest periods as required by law
  • Prohibit employees from otherwise engaging in personal matters during business hours, including, but not limited to, primary child care or home health care giving.

When possible, employers should require employees to log in and out through their computers as part of their timekeeping records. Employers should also consider requiring employees to perform work by remotely accessing the company’s server through a VPN (Virtual Private Network) so that the employers can monitor their e-mails and computer usage. However, because employees in California have a right to privacy, employers should not monitor any employee’s computer use without first advising employees in writing, such as in an employee handbook policy, that their computer usage will be monitored during business hours.

Employee/Independent Contractor Classifications

Misclassification of an employee as an independent contractor can result in the violation of a number of laws, including the wage and hour and workers’ compensation laws mentioned above. Companies have a tendency to classify salaried workers who primarily work from home as independent contractors based on the perceived extra “freedom” that those persons are afforded. However, employers should be mindful that place of work and salary versus hourly pay are only two of many factors that should be considered in evaluating whether a worker may properly be classified as an independent contractor.

One of the most important factors is the degree of control and supervision by the company over the manner and method of performing services. Individuals who primarily work from home can still receive considerable direction, control and supervisory oversight from their managers via e-mail, phone calls, and occasional in-person meetings, and thus may, in fact, be employees based on these and other factors.

Reimbursement of Expenses

California Labor Code Section 2802 requires employers to “indemnify” employees for all “necessary expenditures . . . incurred by the employee in direct consequences of the discharge of his or her duties . . . ” This means that employers must pay for all expenses incurred by employees, such as supplies purchased for the business. Expenses range from gasoline and parking, to business lunches and home computers.

For the telecommuting employee, an employer arguably has an obligation to pay for the home computer and home telephone line, but the issue is blurred when computers and telephones are used for both personal and business purposes. The most common scenario occurs when an employee already has a computer and telephone. In that case, the employer would be responsible for any expenses in excess of those that would otherwise be incurred for personal use, e.g., telephone charges related to business calls, paper and toner costs, or perhaps a Wi-Fi, satellite or other connections or upgrades for the computer that increases the efficiency of the employee.

Automobile expenses must be covered by the employer if the employee drives to visit customers, vendors or runs errands for the employer. Companies are not required to reimburse employees for the drive from home to the office. Thus, if part of the arrangement for the telecommuting employee is to attend a company meeting on-site, the employee is not required to be reimbursed for the drive to and from the company.

Security and Monitoring Measures

Employees who use home computers to access company documents and computer systems from home can put the company’s computer network at greater risk for viruses and other security breaches. Telecommuting employees should be reminded to abide by security and confidentiality policies and procedures when working from home and should further be required to install (and keep current) virus-protection and other necessary security software.

The bottom line is that while working from home can benefit both companies and their employees, attention needs to be paid to compliance with labor laws and the practical challenges of a remote workforce.

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null Wendy Lane is an attorney with Rutter Hobbs & Davidoff in Century City specializing in Business Litigation & Dispute Resolution and Labor & Employment law.

null Olivia Goodkin is Chair of Rutter Hobbs & Davidoff’s Labor & Employment department and specializes in Business Litigation &Dispute Resolution, Advertising, Media &Intellectual Property as well as Labor & Employment law.

DISCLAIMER: The language contained in this blog submission article is for general entertainment, information, education, and communication purposes only. Under no circumstances is the information contained herein to be considered legal advice in any form.

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Top Ten Ways to Improve Collections

Posted on August 5, 2011 | Leave a comment

Collections are a necessary part of any business, big or small, and today’s economic environment makes the task even more arduous than ever. Proper and reliable cash flow is your business’ life blood, and getting a handle on a reliable and effective collections process is vital to your economic health and personal wellbeing.

The following are ten ways to improve your collections efforts:

1. Have a Defined Credit Collection Policy
One of the major causes of overdue receivables is that the organization has not defined to its clients and staff when accounts are to be paid. If clients are not educated that accounts are to be paid on time, then chances are they’ll pay late or sometimes not at all. Make sure that your office’s terms of payment are clearly stated in writing to each client.

2. Invoice Promptly and Send Statements Regularly
If you don’t have a systematic invoicing and billing system, get one. Many times the client hasn’t paid simply because they haven’t been billed or reminded to pay in a timely manner. This situation regularly occurs in smaller or newer organizations where there isn’t enough staff to invoice and bill.

3. Use “Address Service Requested”
One of the most difficult collection problems is tracking down a client who has “skipped”. All organizations should be aware of a special service offered by the U. S. Post Office. Any statement or correspondence sent out should have the words “Address Service Requested” printed or stamped on the envelope, just below your return address in the top left corner. If a statement or invoice is sent to a client who has moved without informing you of his new address, and the words “Address Service Requested” appear on the envelope, the Post Office will research this information. If they can locate a change of address on that person, they will return the envelope to you with a sticker reflecting the new address, OR send you form #3547 with the correct address (50 cent fee). This also keeps your address file up to date.

4. Contact Overdue Accounts More Frequently
No law says you can contact a client only once a month. The old adage “The squeaky wheel gets the grease” has a great deal of merit when it comes to collecting past due accounts. It’s an excellent idea to contact late payers every 10-14 days. Doing so will enable you to diplomatically remind the client of your terms of payment.

5. Use Your Aging Sheet, Not your Feelings
Many organizations (or well-meaning people on their staff) have let an account age beyond the point of ever being collected because he or she “felt” the client would pay eventually. While there certainly are a few isolated cases of unusual situations, the truth is that if you aren’t being paid, someone else is. So stick to your systematic plan of follow up. You’ll soon know who intends to really pay and who doesn’t. You can then take appropriate action once you know where you stand.

6. Make Sure Your Staff is Trained
Even “experienced” staff members can sometimes become jaded when dealing with past due clients. This usually occurs when they have made and broken promises for payment. Make sure the staff is firm, yet courteous when dealing with them. The collection staff could benefit from client service training because, in effect, they must “sell” the clients on the idea that they need to take care of the bill. Make sure that the collection staff is trained to not only bring the account current, but to also maintain good will with them.

7. Admit and Correct any Mistakes on Your Part
Sometimes clients don’t pay because they feel you’ve made a mistake. If you have, quickly admit it and correct it. The client realizes that mistakes can happen in organizations. Unfortunately, many clients believe that “the Doctors etc…don’t need the money”. Denying an obvious error only fans the fire of resentment the client may already feel.

8. Follow the Collection Laws in Your State
In many states, organizations are governed by the same collection laws as are collection agencies. For example, calling clients at an odd hour or disclosing to a third party that they owe money are just a couple of the numerous collection practices that can cause serious repercussions. If you’re not sure, call your state’s department of finance.

9. Use a Third Party Sooner
If you’ve systematically pursued the past due accounts for 60 to 90 days from the due date, (and still no payment) you’re being delivered a message by the client. More than likely, you’ve requested payment four to six times in the form of phone calls, letters and statements. Statistics show that after 90 days, the effect of in-house collection efforts wears off 80%. That means that the time and financial resources budgeted for collection efforts should be focused within the first 90 days where the bulk of the accounts can and should be collected. From that point on, a third party can motivate a client to pay in ways you cannot, simply because the demand for payment is coming from someone other than you.

10. Remember that Nobody Collects Every Account
Even by setting up and adhering to a specific collection plan, there are a few accounts that will never be collected. By identifying these accounts early, you will save yourself and your organization a great deal of time and money. Even though a few may slip by, you’ll find that overall the number of slow pay and nonpaying accounts will greatly diminish, and that’s a victory in itself!

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null Lynn Lolley has been a Senior Consultant with Transworld Systems Inc. for over 10 years assisting clients in managing their receivables more effectively and efficiently. Her focus is helping clients reduce the time spent on outstanding receivables while significantly improving their recovery rate.

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And Now a Word from Your CEO

Posted on May 10, 2011 | Leave a comment

“Please come in…”

Picture this: you walk into a room with about 1,000 people and before you can start looking for someone you know – you instantly see people you’ve heard of or read about. To your left is the most powerful executive recruiter in the world, Caroline Nahas of Korn Ferry International. To your right is Jane Wurland, CEO of the international cosmetic conglomerate Dermologica, chatting it up with Kalika Yap – entrepreneur extraordinaire and inventor of the Luxe Link. They’re talking about how important it is to keep your purse off the floor while not too far from them, is Maelia Macin, VP and General Manager of Univision. As I do a quick scan in back of me I also see Lloyd Grief, CEO of Grief & Co (“The Entrepreneur’s Investment Bank”) and Alex Cappello, CEO of the global investment group, Cappello Capital Corp and Lead Director of the Cheesecake Factory.

You take all that in and you haven’t made it past the reception area. You realize, “maybe I should go get my name badge” and when you do, you realize you’re standing in front of a sea of perfectly lined name badges of guests to arrive – nearly all of them are long time residents of the c-suite at Fortune 500 companies. You’re a pretty important person yourself, but for a nanosecond, you think – maybe floating incognito is better because it seems like there’s a lot of people who are a bigger deal than you.

So, under what circumstance are these incredibly powerful and unrelated people in the same room, smartly dressed and smelling fantastic? What brings the business elite together, forgoing the casual Friday, in a room at a hotel for lunch?

The Los Angeles Chapter of the National Association of Women Business Owners (NAWBO-LA) – yep, the most influential and engaging organization that many, outside its membership, have probably never heard of.

Every year, for the past 25 years, NAWBO-LA has held the Leadership and Legacy Awards Luncheon – the largest awards ceremony honoring the best of the best in the women’s business community. Past honorees include some pretty incredible people – Jane Wurwand: Founder of Dermalogica, Peggy Churng: Founder of the Panda Group, Lynda Resnick: Chair of Roll International (Fiji Water, Pom Wonderful, Franklin Mint, Teleflora), and so many incredible women that you have heard of. Year after year, they bring together more than a thousand people to celebrate some extraordinary women over a pretty expensive short ribs lunch in a pretty shwanky hotel.

Check out this amazing video of our 25th annual “NAWBO-LA Leadership and Legacy Luncheon” held on March 4, 2011.

There is no lack of awesomeness for a women’s group that has been around for over 30 years and grabs the status quo by the collar and kicks it in the gut – the coolest thing you’ve never heard about the organization is the fact that as a women’s advocacy group, they took an enormous step out front and exposed themselves for who they really are and what they’re really about – progress. Last year marked the inaugural year that any women’s business organization has specifically created a category for a man that has been an advocate for women in the business world. When the cynics said, “You’re a women’s group, why would you honor a man?” NAWBO-LA said, “Not too long ago, men were the one’s who didn’t let us in. Now there’s a guy who makes sure we’re included. Why wouldn’t we honor him?” The “guy” in question was Peter Griffith – Vice Chair of Ernst & Young LLP. To take one glance at him, you’d think – yep, he’s definitely an accountant. But within 2 minutes of talking with him, you’ll find a brilliant, funny and very well respected accountant formerly known as Peter and currently and affectionately known MOTY; a man who hears the guys on the board of directors say, “Get a W up there” and translates that to mean “Get a woman up there.”

This year was the luncheon’s 25th anniversary and our theme was simple and powerful — “GO” as in it’s time to go and get ‘em – because that’s what are members are doing – going and getting ‘em and taking no prisoners. “GO” reflects the mentality with which women business owners are propelling themselves into success and confronting challenges with creativity and enthusiasm. Our honorees this year reflect that mentality, from the fashion dynamo, Trina Turk as our Leadership Award Honoree; to our Legacy Award Honoree (in memoriam), Lynne Doll, a fixture in all things LA – a force that will be missed by everyone who knew her and the LA community at large. And, we defied expectations yet again and honored another man – Cecil House, of Southern California Edison, with our Diversity Champion Award. GO figure!

Ok, you’ve heard about the luncheon, even attended the luncheon, but you could be asking the question I get a lot – “So, what does NAWBO-LA do?” While the short of the long is a lot, the real answer that makes us a unique organization is that no matter how much we’re doing, we never feel like it’s enough – that there is always something else we could be doing. Today, we are an organization that approaches the challenges of women business owners systematically and holistically. We build educational programs addressing the real issues that prevent women from growing their businesses and we make sure they’re the best education you can get by partnering with the top accredited business schools in the region. We actively engage in advocacy efforts – fight against and collaborate with government to make sure the issues that are impacting women business owners are addressed. We make sure that our organization is an environment where our members build and develop real relationships and strategic alliances. Our members find friends, clients, customer, partners and advisors in the NAWBO-LA community. Our responsibility is not just about making sure we take care of all the things that impact women business owners, but to make sure we never forget that everything boils down to the people. No matter how big (or small) your organization may be, your culture must be authentic. When new people walk into your room full of your people, your reason for being should be palpable. We strive to accomplish that every day in every place that we go, and without a doubt – that’s the very thing that smacks you in the face when you walk into the Leadership and Legacy Awards Luncheon. It’s what causes new comers to say, “I can’t believe I’ve never heard of this organization before.”

Music to my ears; please, come in.

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nullJane Pak currently serves as the Chief Executive Officer of the National Association of Women Business Owners, Los Angeles Chapter.

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Congratulations to NAWBO-LA’s “Women Making a Difference!”

Posted on May 10, 2011 | Leave a comment

Throughout the year, the Los Angeles Business Journal (LABJ) hosts a series of high profile events that bring together decision makers and business owners from all industries. NAWBO-LA is proud to be a sponsor of the “Women Making a Difference” Luncheon which draws in over 500 attendees each year.

LABJ’s Women Making a Difference awards honor LA’s most successful women business leaders. In its 19th year, this annual awards luncheon will recognize women who positively impact the landscape of the Los Angeles community. This reader-nominated event and special supplement traditionally garners over 200 nominations each year.

This year’s nominees include four of our very own NAWBO LA members, Kalika Yap, Founder and CEO of Citrus Studios and R. Christine Hershey, CEO of Hershey Cause in the category of Woman Business Owner/CEO of the Year, and Sheila Okabayashi, Founder and President of Integrated Solution Design in the category of Rising Star and Brenda Zamzow, President & CEO of The Zamzow Group.

The award winners will be announced at a Lunch Reception at the Hyatt Regency Century Plaza on May 18th. Congratulations to the nominees!

If you’re a NAWBO-LA member and you’ve been nominated for an award, please let us know so we can brag about you!

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nullJane Pak currently serves as the Chief Executive Officer of the National Association of Women Business Owners, Los Angeles Chapter.

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Posted in Member Spotlight, NAWBOLA, NAWBOLA News

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Outsourcing – A Different Take On Work Life Balance

Posted on May 9, 2011 | Leave a comment

Every morning I log onto my Outlook and there it is staring at me in the face – my absolute failure to accomplish what I wanted to in any given day in the form of my Outlook “Reminders.” There is the “call Lexus for maintenance service” from three weeks ago, “bring in couch cushions for reupholstering” from two weeks ago”, “buy birthday gift for my client” from one week ago, and so on. And, these reminders make noise when they pop up – it’s my never ending automatic nag. It reminds me that while there are 1,440 minutes in a day, or 10,080 minutes in a week, I can’t, or am unwilling to, find the three minutes it will take to make that call to Lexus (week after week after week). I don’t need such reminders in my business – I just seem to get it all done and then some. Sound familiar?

If you’re like me, you have these same nagging reminders whether they are written down or stuck in your head (talk about a headache). If you’re not like me, and manage to tackle your to-do list – bravo to you! But, do you realize that the time you spend accomplishing these tasks might be better spent having a life or even freeing up time to focus on your business? And then there is the cost of that time. There are two basic issues in work/life balance – finding the time to get it all done and the value of the time associated with completing those mundane tasks of our daily lives.

Regarding the value of your time, the 2008 U.S. Department of Labor’s American Time Use Survey estimates that the average person spent 24.2 hours a week on errands and tasks such as household activities, purchasing goods and services, phone calls, mail and email (or non-work, leisure or sleep activity). Due to longer working hours, let’s say that professional women or women business owners spend 15 hours a week on those activities (for those who can squeeze in the time). That’s 780 hours a year – 780 hours a year you could be taking that dance class, reading a book, getting that massage, spending leisure or quality time with your friends and family – or just plain enjoying life! Place a value on your personal billable hour (as women business owners some of you already bill for your time). If you think your professional time is worth $200 an hour, than that time spent on your to-do list equals $156,000 a year. If its $250 an hour, then that time spent on things like waiting for a service provider to show up comes to $195,000 a year. I could go on and on – you get the point. Different people have varying household and family support situations (and hourly rates), but that is a lot of time spent on things you simply don’t have the time to do.

I say take back that time (and money) by outsourcing or delegating those tasks to a concierge service or a professional organizer. (It’s got to be cheaper than that $250 an hour.) Is getting your passport renewed or buying and addressing those holiday cards really worth $200 an hour? Is spending a day plowing through your office or closet for that thing you just can’t find worth that hourly rate? Is that smart? We all know the logical answers to those questions – no, no, and no.

It is an understatement to say that work life balance for women business owners poses a unique challenge. But, as women business owners we all need to get over that Type A Superwoman complex and the guilt that you are not doing it all. None of us are Martha Stewart and a master of the courtroom or the boardroom or our houses. Outsourcing or delegating tasks doesn’t make you a lesser person. It makes you a smarter person who has taken control over your personal and professional life. In your business you strive to work smarter not harder, right? You delegate in your business, don’t you? You work smart and delegate at work because it makes total sense. Why hold your personal life to a different standard?

I recently practiced what I preach and it has saved me a lot of time and peace of mind – I outsourced little pieces of my life. My bedroom closet was a mess – I couldn’t find anything, which often added an hour to my day and made me late for meetings. Same thing with my home office – where is that manual to my printer that is blinking wildly? Luckily, my business partner is the most organized person on the planet (a Virgo) and she stepped in and forced me to reassess, discard, and reorganize. I can now find things in a snap. I can safely say that this has shaved hours of precious time off my week, significantly reduced my stress and increased my ability to focus on other things – both personal and professional.

So, do yourself and your business a favor and outsource pieces of your life. Get yourself some badly needed and deserved personal assistance! That will give you that work life balance you need. And those Outlook Reminders be damned!

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nullKaren J. Pordum is CEO of Legally Organized, a lifestyle management company and part-time personal assistant service (www.legallyorganized.com); and CEO of Synergy Legal Professionals, a legal staffing company with seven offices in the US and one in the UK (www.synergylegalpros.com). She is also the author of Culinary Justice – A Cookbook for People Who Can’t Stomach Lawyers, and serves on the Board of NAWBO-LA and as co-managing editor of the NAWBOLA blog.

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Posted in Life/Work Balance, Lifestyle

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The (R)evolution of the Working Mom

Posted on May 8, 2011 | Leave a comment

With Mother’s Day just around the corner, I’ve been reflecting on the long line of working moms in my family. The evolution of the working mom, like those no-nonsense heroines I grew up with, really resonates for me and my fellow women business owners. We take for granted that work and opportunity are available to us, but it’s the working moms that came before us that we need to reflect on today so that tomorrow’s generation of young women dreaming of opening their own businesses can thrive and grow beyond our own limits.

The women in my family are amazing. No slackers or complainers here! Both sides have several generations of hard working New England stock that keeps their heads down and gets the job done – whatever that job may be, however unglamorous or tedious. My grandmother was the chief nurse at a large city hospital in eastern Connecticut. I had the opportunity to stay there once in 1968 when I got my tonsils out. Even though she snuck in extra ice cream and checked on me at night, I can still remember the bracing sound of the scattering of young nurses when I’d hear her crisp white uniform and sensible shoes patrolling the halls. When I got my first job after college, she congratulated me and told me not to just fetch coffee and to learn how to do the boss’s job as soon as possible. She couldn’t cook, didn’t drive, and was just an OK housewife, but Gramma was smart and strong and feminine all at the same time, and her granddaughters worshipped her.

I am the only women I know of in my family to have my own business. I’d like to claim that it is my vehement entrepreneurialism that has caused me to be as self-motivated as I am. The truth is, it was my incorrigible reputation as the worst employee on the planet (as well as my being a relatively young single mother) that drove me to work for myself for the last 23 years. I tell folks that I am the mean boss who makes me work late. Honestly, work has been my haven and my therapy for as long as I can remember. Besides, if I don’t like what I’m doing, I should create a different company to work in, right?

One of the advances in the last 10-15 years that has really changed the landscape of opportunity and productivity of home office moms is technology. The revolutionary freedoms and flexibility that we take for granted now were not available as recently as 16 years ago. Today, we assume that we can work when and where we need to – and meet every possible goal and deadline – because of the Internet and information technology. Moreover, our self-governance, self-determination, and control over our careers far exceed any workplace options previously available to our counterparts from earlier points in history.

Like most working mothers, I did not work because I was bored or wanted some time away from home. I needed to work. The decisions and opportunities in my work life (and my decision to work for myself) were greatly influenced and formed by my life as a mother as well. I chose to work from a home office and be there for my kids when they were young. Consulting was the best way for me to be the mom and the business owner that I wanted to be. There are 45 million two-income families who make up the common thread of the American fabric today. “According to data collected by the U.S. Bureau of Labor Statistics, 59% of women now work or are actively seeking employment.” This is up from 38% just a generation ago.* Furthermore, currently there are over 10.6 million women-owned businesses employing 19.1 million people and generating $2.5 trillion in sales. And we did it our way. Having our own businesses allowed us the freedom to make our own hours and give ourselves the raises we needed to keep our children in Gap t-shirts and soccer cleats. Besides, being our own bosses allowed us to be the “Room Mom” all morning and stay up late to meet deadlines the next day.

Still, we are not done. The inequities that we face come from many different directions. The fees we are expected to charge for our consulting services are far less than our male counterparts. Financiers (men and women) have asked me on numerous occasions when my husband will be arriving, as if they assume that his working with me means that I am his subordinate. Even the male partners I’ve had have muscled in and tried to take over my business. Sound familiar?

I am hopeful about what the future holds for women to have both a successful life as a mother and a business owner alike. I am cautiously confident that the strides and sacrifices we’ve made – and all of the sacrifices of those who came before us – will positively affect the landscape of opportunity that future generations face.

We must never forget those who came before us. Thank you, and happy Mother’s Day!
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* Pew Research Center, Pew Social and Demographic Trends, October 1, 2009: “The Harried Life of the Working Mother “ Kim Parker.

null Sheila Okabayashi is co-managing editor of the NAWBOLA Blog and President and Founder of Integrated Solution Design Group, a hybrid consulting group with a diverse palette of technical, creative, and business expertise dedicated to helping clients realize integrated, common sense marketing and business solutions. To learn more about Integrated Solution Deisgn, visit www.integratedsolutiondesign.com.

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Posted in Lifestyle, Women's Issues, Working Moms

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