THE NEWSLETTER OF THE HEALTHCARE BUSINESSWOMEN’S ASSOCIATION Advancing Women’s Careers SEPTEMBER/OCTOBER 2002

E

J&J’S WOMEN’S LEADERSHIP INITIATIVE SPONSORS MENTORING EVENT

The HBA’s CONNECTIONS Mentoring Program isAn Overwhelming Success

HBA Chapters Update

turn to HBA CONNECTIONS on page 6

www.hbanet.org

turn to HBA CHAPTERS UPDATE on page 5

The Atlanta Chapter of the HBAAfter a summer hiatus, the Atlanta

Chapter of the HBA kicked-off anotherseason on September 17th with a semi-nar on a subject that concerns everywoman today: “Women and Invest-ing.” Thom Allen of Raymond JamesFinancial Services (Conyers, GA) wasthe guest speaker. Allen has ten yearsof experience providing financial adviceto individual investors and businesses.Discussion ranged from where the mar-ket is headed to factors that influencefinancial planning. Thom helped every-one consider the link between invest-

ment strategy and the career stage. Theevent was very well-attended andproved to be an excellent start to thefall seminar season. Look for news onupcoming Atlanta Chapter events inthe next issue of the HBA Bulletin.

The Boston Chapter of the HBA● Volunteers are needed for Newspa-

per, Treasurer, Membership andCorporate Membership committees.Contact Chapter President, KarlaGonye, at karla.gonye@spcorp.com

● The first annual dinner program washeld on Tuesday September 17th at

the Sheraton Hotel in Braintree,MA. HBA President, Mary Cobb,gave a presentation on the HBA’smission and painted a picture ofwhat the future holds for the Asso-ciation. Video interviews with theHBA’s founders were also shownduring the evening to celebrate theHBA’s roots and to show how far theAssociation has progressed. RichWilcinski, President and Consult-ant for SMR Associates (Westford,MA) gave a presentation on “Maxi-mizing Your Impact As a Commu-nicator.” He utilized the Myers-Briggs analysis to emphasize thepoint that good communication be-

Margaret GardnerManaging Director, Global Medical Communications LLC

legance, enthusiasm, openness and honesty were thehallmarks of the HBA’s second CONNECTIONSMentoring Program held on August 19, 2002. A

sold-out crowd gathered in the cafeteria of Johnson &Johnson World Headquarters to participate in the programwhich met with unprecedented enthusiasm.Participantsshared in the traditional HBA “Meet and Greet” at the startof the program to see old friends and establish new con-tacts. After the informal networking period, attendees weretreated to a panel discussion with four very successful in-dustry executives: Liz Barrett, Vice President, Critical Care/Surgery Franchise, Ortho Biotech Products LP (Raritan, NJ)and Chairperson, Johnson & Johnson Women’s LeadershipInitiative; Christine Poon, Worldwide Chairman, Johnson& Johnson Pharmaceutical Group (New Brunswick, NJ);Colleen Ryan, Vice President, Strategic Marketing, BectonDickinson (Franklin Lakes, NJ); and Mary Cobb, HBA 2002President and CEO/President of PACE, Inc., a Lowe Healthcare

Company (Parsippany, NJ). During the panel discussion, thewomen were asked to comment on their experiences with men-tors. Following are some of those comments.

(Back row, left to right) HBA Co-Director of Career DevelopmentAnne Camille Maher, Health Leaders; HBA Co-Director of Career

Development Helen Eldridge, Ortho Biotech Products, LP; Carol Webb,Ortho Biotech Products, LP; and HBA Co-Director of Programs

Jill Quist, Right Management Consultants. (Front row, left to right)Colleen Ryan, Becton Dickinson; Liz Barrett, Ortho Biotech Products LP;

Christine Poon, Johnson & Johnson Pharmaceutical Group; andHBA President Mary Cobb, PACE, Inc, a Lowe Healthcare Company.

2 www.hbanet.org HBA Bulletin September/October 2002

PFIZER HOSTS THE HBA’S SOLD-OUT FALL SEMINAR

Negotiating Skills for Women

MEETING HIGHLIGHTSis published bimonthly for the members of theHealthcare Businesswomen’s Association, 333BRoute 46 West, Suite B-201, Fairfield, NJ 07004.Phone: (973) 575-0606 Fax: (973) 575-1445E-Mail: hbanet@aol.com Web: www.hbanet.org

EDITORBritta Herlitz

CREATIVE CONTRIBUTORRosemary Azzaro

MANAGING EDITORJoanne McCaffery Tanzi

ART DIRECTORDeborahAnne Chingas Sandke

ADMINISTRATIVE COORDINATORRosanne Gogerty

Please send correspondence regarding theHBA Bulletin to: Joanne McCaffery Tanzi atthe above address.

HBA BOARD OF DIRECTORSPRESIDENT—Mary E. Cobb, Chief Executive Officer

and President, PACE, Inc., a Lowe Healthcare CompanyPRESIDENT ELECT—Nancy Larsen, President,

PROmedica Communications, Inc.IMMEDIATE PAST PRESIDENT—Teri P. Cox, Senior

Managing Partner, Cox Communications PartnersFIRST VICE PRESIDENT—Daria Blackwell, President,

White Seahorse, Inc.SECOND VICE PRESIDENT—Barbara Pritchard,

President, The Pritchard GroupSECRETARY—Mariana Palacios, Partner, The

Trillium Group, LLCTREASURER—Kathleen Milligan, Vice President,

Marketing and Sales, Endeavor PharmaceuticalsCO-DIRECTORS OF COMMUNICATIONS—

Donna Ramer, Executive Vice President, LippeTaylor Marketing Communications andSusan Youdovin, Principal, B&Y Communications

CO-DIRECTORS OF MEMBERSHIP—Janna K. Calhoun, Vice President, TNSIntersearch, Inc.

CO-DIRECTORS OF PROGRAMS—Stephanie G. Phillips, PhD, President, ProjectHouse, Inc. andJill Quist, Vice President, Client Services,Right Management Consultants

CO-DIRECTORS OF CAREER DEVELOPMENT—Anne Camille Maher, Consultant, HealthLeaders andHelen Eldridge,Director, Marketing Research,Ortho Biotech Products, LP

CO-DIRECTORS OF MARKETING—Dianna W. Main, President, DWM HealthcareCommunications andMaureen Fiori, Director, Business Development,Tandem Research Associates, Inc.

PAST PRESIDENT–STRATEGIC PLANNING—Sylvia Reitman, Vice President, Marketing & BusinessDevelopment, International Medical News Group

ATLANTA CHAPTER PRESIDENT— Jan Hannon,President, Envision Communications, Inc.

BOSTON CHAPTER PRESIDENT— Karla Gonye,Boston District Sales Manager, Schering-PloughCorporation

SAN FRANCISCO BAY AREA CHAPTER PRESIDENT—Gayathri Koundinya, CV Therapeutics

LEGAL ADVISOR—Geraldine E. Ponto, Esq., Partner,Gibbons, Del Deo, Dolan, Griffinger & Vecchione

ADMINISTRATORSEXECUTIVE DIRECTOR—Carol Davis-Grossman,The Charles Group, Inc.ASSOCIATE DIRECTOR — Susan Dunkelman,The Charles Group, Inc.

HBA STANDING COMMITTEESASSOCIATION RELATIONS—Barbara PritchardCAREER DEVELOPMENT—Helen Eldridge and

Anne Camille MaherCHAPTERS—Leigh Ann SoltysiakCORPORATE MEMBERSHIP—Sharon CallahanFINANCE—Kathleen MilliganFUNDRAISING—Teri P. CoxINDIVIDUAL MEMBERSHIP— Harriet GruberMARKETING—Dianna MainNEWSLETTER—Britta HerlitzNOMINATING—Teri P. CoxPROMOTION—Dawn FaintPUBLIC RELATIONS—Amy Losak and Nicole BaronRESEARCH—Rose RiosSENIOR WOMEN’S BREAKFAST (AD HOC)—Shellie CaplanSTRATEGIC PLANNING—Sylvia ReitmanVOLUNTEER DEVELOPMENT—Barbara PritchardWEB SITE—Dianna W. MainWOMAN OF THE YEAR—Teri P. Cox and Nancy Larsen

Meeting Photos by Joe Vericker/PHOTOBUREAU, Inc.

Gail R. SafianPresident, Safian Communications Inc.

Negotiating is a skill we need in almost everyaspect of life—up, down and across the corpo-rate ladder, with vendors andclients, with spouses and chil-dren. And HBA memberswere quick to realize that: theSeptember 12th meeting atPfizer was sold out a weekahead, and at least 100 peoplehad to be turned away.

Those who attended wereprovided with some excellentand practical tips by featuredspeakers: Wynne Miller,MCC, Executive and CareerCoach, The Miller Group(Newton Centre, MA); Ken Hyatt, Manag-ing Partner of CMPartners (Weston, CT) anda Fellow at the nonprofit Conflict ManagementGroup; Paula Chauncy, CFA, Managing Part-ner at être llc. (Boston, MA); Elizabeth Kitsis,MD, Vice President, Pain and NeurologyGroup, Pfizer Inc. (New York, NY) and LesaLardieri, National Director, Regional Medi-cal Research Specialist Group, Pfizer Inc.

“Your negotiating style should be natural andcomfortable to you once you figure it out,” saidMiller. “It is a learned skill that can be mastered.”

“The most important thing is to cover thebasics—goal setting, preparation, conduct andreview,” added Hyatt.● Goal setting should include clarifying your

own goals and those of the person you’ll benegotiating with. If you can identify com-mon goals, it will be easier to negotiate away to achieve them that is mutually satis-factory.

● Preparation gives you time to think throughthe flow of the discussion. As part of yourpreparation, try to anticipate the other side’sconcerns so you can address them.

● Your conduct during the negotiation canmake or break the discussion. Be consciousof your tone of voice, body language, andthe time you spend listening vs. talking.Don’t express knee-jerk reactions.

● Review of the negotiation during the meetingshould be done with curiosity rather than cer-tainty. Your respect, consideration andacknowledgement of the other person’s viewsand concerns will help you achieve your goal.

Classic Positional Bargaining vs.Joint Problem Solving

Hyatt noted that the classic approach to ne-gotiation is “you vs. me”—a contest of wills. Abetter solution is joint problem solving.

Hyatt’s preparation checklist (see box at right)

for the joint problem solving approach to nego-tiation follows below. It outlines the process, andshould be used ahead of time to plan, and bekept at hand during the negotiation.

SPECIAL THANKS TO . . .Pfizer Inc for sponsoring this event and for provid-ing facilities for this program. And thanks to programorganizers Dr. Elizabeth Mutisya, Medical Director,Neurontin Team, Pfizer Inc, and Hope Krakoff, Di-rector, Perot Systems Corporation (Boston, MA) andto HBA’s Co-Directors of Programs, StephaniePhillips, PhD, and Jill Quist.

The audience really enjoyed the program.

The speakers, left to right, were: Wynne W. Miller, The Miller Group;Ken Hyatt, Conflict Management Group; Paula E. Chauncey, être IIc;

and Elizabeth Kitsis and Lesa Lardieri, both of Pfizer.

HBA Bulletin September/October 2002 www.hbanet.org 3

Role PlayingAs those attending the meeting saw,

role-playing is an excellent way to under-stand this process. Twenty small breakoutgroups engaged in mock negotiationsusing cases that had been developed inadvance. This valuable exercise helpedseminar attendees to hone their negoti-

TIME TO MAKE A DIFFERENCE

The HBA is a volunteer group, and its suc-cess is due to countless hours of time spentbymembers to plan and execute programs,publications and other services.

At the September 12th meeting, HBAPresident Mary Cobb, CEO and Presidentof Pace, Inc. (Parsippany, NJ), honoredSharon Callahan, President, The SummitGroup (New York, NY), as the recipient ofthe first “Time to Make a Difference” awardfor the years of dedication she has shown tothe organization, in particular, for her workon the HBA’s overwhelmingly successful2002 “Woman of the Year” event.

PREPARATION CHECKLIST

Communication{ Purpose and product of meetings{ People who need to be involved,

and where the meeting should beconducted

{ Process, opening, agenda, roles, andeven specific words to use

Relationship{ Steps to improve or sustain it

Interests (concerns, aims){ Ours, theirs and others involved

Options{ Identify as many as possible to

maximize potential gainsLegitimacy{ Benchmarks and objective

standards—what is fair andappropriate

At the end, the negotiation will bepositive or negative. Plan ahead:{ If it is positive, you need to commit

to agreements. Think about whatyou aspire to, are content with, andcan live with.

{ If it is negative, you need to plan foralternatives. At what point can youwalk away? What’s the bestalternative to a negotiated agreement?

ating skills under the watchful eye of ex-perts who were on hand to periodicallypoint out good and bad techniques. Bythe end of this session, it became evenmore clear that spending time planningand thoroughly anticipating the otherside’s concerns ahead of time is key to asuccessful outcome. �

Pam McFadden (left), VNT Health ServiceCenter, and HBA First Vice PresidentDaria Blackwell, White Seahorse Inc.

Rebecca Sirois (left), Health EXPO, withDarlene Mumm, MediVia.

Cheryl Volker (left) and Deidre Johnson,both of Pharmacia.

HBA Committee Chair Barbara Pritchard (left),The Pritchard Group, with Marlene Shea,

M/C Communications.

(Left to right) Lisa Tatariah,Michelle Mason, and Olivia Lee,

all of Accel HealthcareCommunications.

(Left to right) Bridgid Siegel,Pfizer; Colleen Dureau-Inzerillo,Clinforce; and Kimberley Ray,Quintiles.

4 www.hbanet.org HBA Bulletin September/October 2002

WELCOME NEW MEMBERSWendy AdamsAndrea AnastasHeather Barrett

Structural Graphics, LLCPamela Bennett

Purdue Pharma L.P.Kathryn Bishburg

Eisai Medical Research,Inc.

Martha BlaneyGenentech, Inc.

Mary Beth BrandeThe Copy Machine

Joanna BreitsteinPharmaceuticalExecutive Magazine

Lynne BrooksCephalon

Kara BrooksteinCentocor

Carol BrowerKidney & UrologyFoundation of America

Roseann BurhenneMetrika

Margaret BurnsColey PharmaceuticalGroup, Inc.

Andrea ContrinoInhale TherapeuticSystems, Inc.

Abla A. CreaseyChiron Corporation

Christine CunninghamNovasys Medical, Inc.

Mari CyphersRheinish MedicalManagement

Kerry Beth DalyFleishman-Hillard, Inc.

Susan M. DanehowerPharmacia ConsumerHealth Care

Liz DavilaVISX

Madonna de los ReyesComForce

Camille De Santis BS,MT (ASCP)

Accel HealthcareCommunications

Maria Degois-SainzGuidant Corporation

Kathryn M. Del PinoALZA Corporation

Lynn DempseyThe Cassie-ShipherdGroup

Jennifer FriedbergIconNicholson,IconMedialab New York

Jennifer FritchBristol-Myers SquibbCompany

Jean FullerFuller Coaching

Jennifer GallagherPitcher & Crow

Dawn M. GillespiePharmacia Corporation

Pete GioacchiniJohnson & Johnson

Beverley GoedeBio-Rad Laboratories

Jessie GoodpastureWCCS

Paula GriswoldMassachusettsCoalition for thePrevention of MedicalErrors

Margaret GrotleAventis Pasteur Inc.

Lana GuernseyCentio Communications

Donna R. HalperinWebMD MedscapeHealth Network

Jo-Anne CallahanSudler & Hennessey/IntraMed

MaryAnn CaprittiCommonHealth

Maria CarmagnolaCotapati CustomDesign & Manufacturing

Colleen CassidyCassidy Marketing &Communications

Denise CastetterSudler & Hennessey/IntraMed

Mary Beth CiceroMarketSense

Melissa ClarkPharmacia Corporation

Pam ClingermanRight ManagementConsultants

Robin CloseInhale TherapeuticSystems, Inc.

Cassie ConeNew York UniversitySchool of Medicine

Lois Conklin

Regina DeSimoneBerlex Laboratories

Elizabeth DeSouzaGlaxoSmithKline

Julie DillMedco Health Solutions

Paulette DillonXenogen Corporation

Janet DozoisEisai Inc.

Melissa DrozdoffPhysician’s MoneyDigest - Medical World

Colleen Dureau-InzerilloClinforce, Inc.

Barbara E. EllerAstraZenecaPharmaceuticals LP

Lisa B. EnglishBD Biosciences

Becki FiliceGenentech, Inc.

Francine FoersterElan

Julie FrankLatino Expo

Susan FranzblauGlobal Events

Melanie HalpernMacroshare, LLC

Kate HaratonikGenentech, Inc.

Debra S. HauflerAstraZenecaPharmaceuticals LP

Diane HettingerMSX International

Amy HoStrategic DecisionsGroup

Beverly HoffmanAstraZenecaPharmaceuticals LP

Rosemary P. HokansonAstraZenecaPharmaceuticals LP

BJ Fuller Holmberg PhDBJ Buzz

Melinda Ingerto-Wordel

Johnson & JohnsonJoyce Jacobson

AstraZenecaPharmaceuticals LP

Kristin JacobsonChristine Kania

Janssen Pharmaceutica

POSITION OFFERED

D irec to r o f N atio n al S ales — O rg an o nPharm aceu tic al The incumbent reportsto the Vice President of Sales and is to di-rect, work with, monitor, and review theactivities of the Regional Directors. The in-cumbent provides input into the devel-opment of sales strategies and the imple-mentation of these strategies through thefield sales force, acts as a liaison betweenfield personnel and Home Office groupsincluding, but not limited to, Credit, Cus-tomer Service, Product Management,Sales Support.

The incumbent achieves all approvedsales targets, implements approved pro-cedures and policies governing the orga-nization and functioning of the field force,and works within approved expense bud-gets for the field force.

PRINCIPAL RESPONSIBILITIES: 1. Meetnational sales objectives for all products.2. Directly supervise all activities of Re-gional Directors. 3. Provide guidance anddirection to the Regional Directors re-garding the implementation of nationalsales strategies, sales call rates (numberexpected per month, week, day), sales callfrequency, target audience coverage, andexecution of given Plans of Action. 4. Re-view, approve, and monitor the hiring,promotion, deployment and termination

of all sales personnel by field sales man-agement. 5. Provide input, edit, analyzeand interpret the data for Field Managersto determine, analytically, the strengths,weaknesses, and points of concern withintheir Regions and Districts and the meansto take appropriate corrective action. 6.Make recommendations to Vice Presidentof Sales for any changes related to FieldSales: organizational structures, territoryalignments, promotions, demotions, ter-minations, assignments, etc. 7. Provide in-put to development of concepts for FieldSales Bonus Plan, contests, Special Pro-grams. 8. Provide field input for specific mar-keting programs and for long range plan-ning. 9. Provide input to assure that Train-ing Programs are meeting strategical andtactical requirements. 10. Serve as themain source of field force feedback bymaintaining a routine reporting systemby Field Managers. 11. Work in the fieldon a routine basis with various personnelto monitor activities, program implemen-tation and to assess capabilities of key in-dividuals. 12. Work with the Vice Presidentof Sales to develop and administer Na-tional Sales Meetings and provide direc-tion and input regarding Regional andDistrict sales meetings. 13. Closely moni-tor and direct the Expense Control Programfor all field personnel. 14. Conduct staff

meetings every 4–6 weeks to provide in-formation and recognition which effec-tively supports and motivates staff toachieve Departmental and Company ob-jectives. 15. Review performance apprais-als to monitor the quality of the workevaluation and oversee developmentplans to completion. 16. Support theCompany’s Equal Employment Opportu-nity Policy as it applies to all the terms andconditions of employment, and assist inthe day to day implementation of thecompany’s current Affirmative ActionPlan, including but not limited to assist-ing with meeting “utilization” placementrate goals, reviewing and addressing al-legations of discrimination, and maintain-ing a positive work environment that“manages the difference.” 17. Performother assignments as directed by the VicePresident of Sales.

QUALIFICATIONS: 1. Bachelor’s orMaster’s degree in Business or Science. 2.Minimum of five (5) years experience inpharmaceutical sales management. 3.Prior sales management experience atleast at the District Management level. 4.Ability to conduct efficient and effectivestaff meetings.

CONTACT: Eric Nunes, PHR,mCorporateRecruiter, Organon Pharmaceutical; T: 973-324-6941; e.nunes@organoninc.com

CLASSIFIED ADVERTISING

continued on page 5

HBA BULLETIN SEPTEMBER/OCTOBER 2002 SPECIAL PULL-OUT SECTION

WWW.HBANET.ORG

How to Handle Difficult Audiences

Whatever your current career position, you aspire to greater responsibility. Whatever your current skills,you must sharpen and expand them to achieve your next targeted level of accomplishment.

SKILLS FOR SUCCESSA CAREER-DEVELOPMENT COLUMN ON BUSINESS SKILLSA CAREER-DEVELOPMENT COLUMN ON BUSINESS SKILLSA CAREER-DEVELOPMENT COLUMN ON BUSINESS SKILLSA CAREER-DEVELOPMENT COLUMN ON BUSINESS SKILLSA CAREER-DEVELOPMENT COLUMN ON BUSINESS SKILLS

Diane DiRestaPresident, DiResta Communications, Inc.

You’re prepared, polished, and ready togo. You step up to the podium and “bang,bang, bang”—you get shot down by ahostile audience. How do you keep yourcool, and take back control?

When I started out as a consultant,I remember landing my first large ac-count. My assignment was to designand deliver writing and presentationskills seminars for 30 MBA trainees.Finally, the big day came when I wasready to deliver the training. There wasjust one slight glitch. Managementscheduled the first major technicalexam the day after my training semi-nar. Naturally, the MBAs thought theywould have the day before to study andprepare for the exam.

To make things worse, they toldthem that I would be providing only aone hour coaching session. In realitywe were scheduled for a full day. Thetrainees stormed into the manager’soffice and threatened to boycott theclass. At four o’clock that day, theirmanager called me and said, “Diane, Iwouldn’t want to be in your shoes to-morrow.” I ran to the human resourcemanager who hired me and tried toconvince her to reschedule the class.She wouldn’t budge.

I didn’t sleep that night while Iracked my brain trying to think of asolution. If I called in sick, I wouldlose the account. But I didn’t wantto walk into a lion’s den. It was thisconundrum that spurred me on todevelop my 3D strategy for managingdifficult behavior.

Practice the 3D Strategy:Depersonalize, Detach, andDefuse

Whether you’re managing a team,running a meeting, or giving a formalpresentation, it’s not enough to knowyour material. You must be able to man-age the process. Group dynamics are everchanging and dealing with groups can besticky. That’s why a good leader or facili-tator is able to change perspective anduse a number of strategies.● Step one is to depersonalize.

People come with their own emo-tional baggage. One woman walkedout of a motivational speech becausethe speaker was wearing an Elviscostume and she did not like Elvis.Her departure had nothing to dowith the speaker’s talent or compe-tence. The lesson? If you are metwith a hostile audience or an audi-ence with a few disinterested mem-bers: Don’t take it personally.

● Step two is to detach. That meansthat you don’t engage the ego. Onceyou go head-to-head with that heck-ler, you set up a competitive dynamic.Don’t let your emotions get out ofcontrol. Ask questions to gain under-standing. Do not get defensive.

● Step three is to defuse. Dissipate thenegative energy. One of the bestdefusers is humor. If you get tense, thenegative energy will increase. Take alight, playful approach. You can’t laughand be angry at the same time.

Managing ResistanceTo get a handle on a difficult audi-

ence, begin to recognize the signs of re-sistance. Are attendees side-talking,

reading the paper, challenging you,having difficulty understanding direc-tions, or sitting with closed body lan-guage? If you have ever felt like youwere working too hard to get a re-sponse, chances are you were dealingwith resistance. Once you recognizeresistance, figure out where it is com-ing from.

Reasons for resistance fall into threecategories:

● How to● Chance to● Want toIs the reason for resistance that they

don’t know how to participate? If so, thenprovide clearer instructions for how youexpect them to participate.

Is it that they don’t have a chance tobe productively involved? For example,let’s say you asked participants to turnto a partner to discuss the point youjust made and some people don’t re-spond. Maybe they couldn’t find a part-ner. Help them partner-up. By way ofanother example, think of a team inwhich all but two members are activelyparticipating in a brainstorming exer-cise. It could be that the two quietmembers are introverts in a group ofextroverts. They may not be able tojump in and be heard. When this is thecase, provide an opportunity.

The last reason for resistance is a lackof motivation. You ask for a volunteerand nobody moves. Perhaps they don’tsee the benefit. Maybe they have toomuch on their plates and can’t take onany more assignments. Perhaps theydon’t want to intrude on theircolleague’s territory. Your job is to helpthem see the value of participating.

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HBA BULLETIN SEPTEMBER/OCTOBER 2002 SPECIAL PULL-OUT SECTION

WWW.HBANET.ORG

SKILLS FOR SUCCESS

The HBA Bulletin invites you

to contribute to this column.

Tell us what skill-building

topics you would like to see

covered in the future.

To break resistance, use a pattern in-terrupt. In other words, do somethingdifferent. Shake them up. Pick up thepace. Tell a story. Get your audienceinvolved. Children at play are not re-sistant. Are you doing anything that iscontributing to their resistance? Areyou too rigid? Are you following a scriptthat just isn’t working? Is your presen-tation boring? Are you being speaker-centered instead of focusing on thelistener’s needs and interests? Are youreacting to a difficult person instead ofresponding to the situation?

Set it UpMany problems can be avoided by

establishing expectations from the be-ginning. When people are unclearabout their goals, roles, and how they’rebeing evaluated, difficult behavior canresult. Once expectations are clear, pro-vide ongoing feedback and really listento what people are saying. If a person doesnot feel heard or respected, he or shewill manifest resistant behavior.

Cast of CharactersWho is the personality that can re-

ally push your buttons? Is it the know-it-all or the whining complainer whofinds fault with everything? To stay cooland in control, begin by recognizingwhich type of person will set you off.By pinpointing such individuals, youwill strengthen your ability to handlethem.

Here are a few difficult personalitiesand how to handle them:

Eager Beaver—This person is al-ways the first to participate and is ea-ger to help, making it difficult for oth-ers to respond. Don’t dampen thisindividual’s enthusiasm. Acknowledgehis/her contributions and suggest thatothers participate.

Expert—Challenges your authority;argues with others. This may truly be aperson with expertise who wants rec-ognition. Acknowledge commentswithout getting defensive. (Remember,depersonalize, detach, defuse.) Ask the

group for other opinions. One of thebest strategies is to play to his or herexpertise. Invite and recognize theexpert’s comments. Soon you will havean ally instead of an enemy.

Rambler—This is a storyteller. Youask for the time, you get the history ofwatch making. To manage the rambler,cut in, summarize the comments, andask for other opinions. Don’t let thisindividual drone on.

Poor Loser—These people will notadmit to a mistake. They don’t have theego strength to acknowledge an error.Do not back them into a corner. In-stead, agree to disagree. Let them saveface.

Dominator—Wants to control. He/she can intimidate the group by mo-nopolizing the conversation or activ-ity. Don’t let dominators take over. Usehumor. For example, when asking fora response, you can jokingly say some-thing such as: “Someone other thanJerry!” If that doesn’t work, call a breakand speak to that person privately.

Side Conversations—Two or morepeople engage in regular conversationsduring your presentation. If it is a largeauditorium, ignore it. In smallergroups, this behavior can be distract-ing. Make eye contact with the talkersand stop speaking until they look up.You can confront them directly and askthem to hold their conversation untillater. Or try the walk technique. Walktoward them, stand in front of themand keep talking. They will get themessage.

Negative—Very resistant and nega-tive about you, the subject matter, anddoesn’t want to be there. Begin to ac-knowledge his or her concerns. Ask thegroup to problem solve or offer to dis-cuss the concerns later.

Complainer/Whiner—Finds faultwith everything. Likes to whine buthas no solutions. He or she is not nec-essarily negative about the subjectmatter, but likes to complain. This isthe “Yes, but. . .” person. Don’t getcaught in their game. Instead, ask the

audience for alternatives. Stay fo-cused and move on.

Hecklers—Try to ignore them. Ifthe heckler gets no response from you,he/she may give up. A clever retort willonly challenge the heckler to come backat you again. Walk over to this personand put your hand on his/her shoulderas you keep talking to the group. Don’tshow any hostility or use any put-downs. Another technique is to ask theperson to identify himself—most heck-lers prefer anonymity.

When dealing with difficult audi-ences, remember that the disruptivebehavior is a symptom of an unmetneed. Your best strategy is a sense ofhumor and an understanding of what’sdriving the behavior. The next time youencounter a difficult audience, take a3D view—depersonalize, detach, anddefuse. �

Excerpt from Knockout Presentations(Chandler House Press).

Diane DiResta, President of DiRestaCommunications, Inc, works with orga-nizations who want to communicate withgreater impact. For a free newsletter, visithttp://www.diresta.com or call (718)273-8627.

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MARK YOURCALENDARS!

The New York Women’s Agenda’s(NYWA) 11th Annual Star Breakfastwill pay tribute to New Yorkers whorepresent the spirit of their city andprovide leadership in business and inthe community. The breakfast willtake place on Tuesday, December 3rd,from 7:30–9:30 am in the GrandBallroom of the New York HiltonHotel & Towers (Avenue of theAmericas at 53rd Street).

This year’s “Stars” include:

● Amalia Betanzos, President &CEO, Wildcat Service Corporation

● Frances Degan Horowitz,President, City University of NY

● Ann Mincey, Vice President,Global Communications, Redken

● Gerri Warren-Merrick, VicePresident, Community Relations,AOL/Time Warner

“Rising Star”:

● Ruth Lande Shuman, President &Founder, PubliColor

Honorable “Mentions”:

● Jim Turley, Chairman & CEO,Ernst & Young

For additional information, contactNYWA at:

212-297-2155 or visit www.nywa.org.

HBA Bulletin September/October 2002 www.hbanet.org 5

HBA CHAPTERS UPDATE from page 1

gins with appreciating individualdifferences. Program attendees re-ceived a free educational tape seriesfrom Wilcinski that was originallyproduced for Jack Canfield, authorof Chicken Soup for the Soul.

● Thank you to John Sadek, Sales Di-rector for the Sheraton BraintreeHotel (Braintree, MA) for his year-long support of the Boston Chapterof the HBA. Sadek provided meet-ing space for monthly meetings andsupported our final meeting!

● Be on the look out for a social eventin the 4th quarter. We are consider-ing holding a volunteer breakfastand several members have expressed

interest in holding a social meetingtoward the end of the year.

● Any suggestions for future programsare always welcome. Please sendthem to karla.gonye@spcorp.com.

The San Francisco/Bay Area(SFBA) Chapter of the HBA

On October 15th, the HBA-SFBApresented the first in a series of CareerDevelopment programs, dedicated to self-evaluation and methods of career plan-ning and advancement. The program,titled “The Courage Quotient,” was heldfrom 5:30 pm to 8:30 pm at GuidantCorporation (Santa Clara, CA). The fea-tured speaker was Loren Walsh, VicePresident of Organizational Consulting,

Right Management Consultants (SanFrancisco, CA).

“This program took a broad-stroke ap-proach to helping attendees determinewhere their strengths and/or weakness liewhen it comes to the development of cour-age, specifically, the courage to tackle thepressures and problems that are a part ofcareer advancement,” said GayathriKoundinya, HBA-SFBA President, andCommercialization Manager, CV Thera-peutics (Palo Alto, CA). “By the end of theevening, attendees were able to evaluatewhether they have the necessary results-orientation, spirit, trust and discipline todeal with the time pressures, complexity, in-tegration and diversity that are the hallmarksof today’s business environment.” �

Katie KemperGlaxoSmilthKlineConsumer Healthcare

Rose KeshmiriGenentech, Inc.

Betsey KingAstraZenecaPharmaceuticals LP

Arlene KirschGlaxoSmithKline

Temitope KoledoyeAstraZenecaPharmaceuticals LP

Ellen KoronetMarket Strategies, Inc.

Joanne KrackenfelsPharmacia Corporation

Lori KreamerAstraZenecaPharmaceuticals LP

PreethaKrishnamachariGenentech, Inc.

Christopher J. KrizWebMD MedscapeHealth Network

Jennifer KunzGuidant Corporation

Phillina LaiSDG

Karissa A. LaurAstraZenecaPharmaceuticals LP

Mike LazurTorre Lazur McCann

Sandy LeeDSA

Diane LiqouriCV Therapeutics, Inc.

Irene LoefflerGenentech, Inc.

Suzanne LoGalboSolvay Pharmaceuticals,Inc.

Jennifer LucasAstraZenecaPharmaceuticals LP

Angela LukinWyeth

Megan MacLeodPurdue Pharma L.P.

Adrienne MacMillianCV Therapeutics

Nancy L. ManginiNLM CommunicationServices

Jeanette MarquessBSCI

Nola E. MastersonScience Futures LLC

Eula MaximeLaura MazzolaKathryn McKenzie

AstraZenecaPharmaceuticals LP

Sonjita Mehrok-GarciaGenentech, Inc.

Pamela MeisterPharmacia Corporation

Sheryl MeredithGilead Sciences

Kate MerrillSkadden, Arps, Slate,Meagher & Flom LLP

Sarah MessingerIntraMed EducationalGroup

Melanie MeyerMA Solutions

Marcy MilbyGenentech, Inc.

Lois MyersRoseann Peluso Nguyen

Ortho-McNeilPharmaceutical

Kathleen O’ConnellFranklin Covey Company

Carol OlsonMed Immune

Sarah OwensGenentech, Inc.

Michele PelkowskiAstraZenecaPharmaceuticals LP

Amy J. Percy PhD,MBAAvigen, Inc.

Sarah PerhamHoffmann-La Roche, Inc.

Erika PerrinBio-Rad Laboratories

Debra ReisenthelNovasys Medical, Inc.

Feiyan RenAlza Corporation

Stephanie RhineCaren Harper Ricknoff

CHR ConsultingCynthia Robbins-Roth

BioVenture ConsultantsKim RobertsRuth Roemer

Berlex LaboratoriesJill Rogers

Cholestech CorporationSunhy Lee Ryan

Genelabs Technologies,Inc.

Cynthia SalitskyAstraZenecaPharmaceuticals LP

Jessica SanchezBerlex Laboratories

Kate SandmanKate Sandman, Inc.

Lisa SarnoManchester

Lisa SchoenbergAstraZenecaPharmaceuticals LP

Donna SchroederHelix MedicalCommunications

Hillary SciarilloFleishman-Hillard, Inc.

Lisa SevierAstraZenecaPharmaceuticals LP

Ilana ShatzChristine Sherman

Ortho Biotech Products,LP

Ginger SimmsMCS

Christie SmithDeloitte & Touche

Hannah SohStephanie Sorine

Medicus NYCeline M. Stahl

Pfizer Inc.Judith Stant

Artemis Medical

Janet Steiner RN, BS, MSAstraZenecaPharmaceuticals LP

Leslie M. StevensPharmacia Corporation

Susan Lane StoneOrtho Biotech Products,LP

Linda StuckertArrow International

Mary StuttsGenentech, Inc.

Susan SudovarShehnaaz Suliman

Petkevich & PartnersTricia Borga Suvari Esq

CV Therapeutics, Inc.Linda Terjesen

LT Consulting, LLCCarol Thompson

Aventis PasteurDenise Tominac

Pharmacia CorporationNancy Turett

Edelman PublicRelations

Nancy G. UrdanetaRight ManagementConsultants

Jill Amstutz VelasquezJav Medical MarketingStrategy

Beth WallSchering-PloughCorporation

Sue WatsonOrtho Biotech Products,LP

Barbara WebsterLiberty Mutual

Adell WildermuthBerlex Labs

Karen WilliamsGenentech, Inc.

Tianyun Wu PhDNCIRE

Pamela A. YanchikGenentech, Inc.

Kesinee Angkustsiri YipVaxGen, Inc.

Lisa ZindelSanarus Medical, Inc.

WELCOME NEW MEMBERS continued from page 4

6 www.hbanet.org HBA Bulletin September/October 2002

Expert Advice“A mentor is someone who provides guidance and coach-

ing, and who helps another individual achieve her personaland career goals. A mentor operates in an objective, inde-pendent way.” “A ‘mentee’ is expected to take the advice ofa mentor, and process it herself. The ‘mentee’ must accept

responsibility for her ownactions, and take her careerinto her own hands. The‘mentee’ must ultimatelymake the choices that feelright.” “A mentor is not ‘acareer maker.’ A mentor doesnot determine your careerpath, and a mentor can’tcome up with all the solu-tions.” “Find a mentor whoyou are comfortable with,and importantly, someonewho knows you well. (Sev-eral of our panelists use theirmothers as mentors! Whobetter? She knows you, andhas your best interests atheart).” “Mentoring rela-tionships are formed natu-rally and are based on a

chemistry that works between two people. You can’t recruita mentor.”

“Mentoring can be extremely rewarding. It’s exhilarating

What is the CONNECTIONS Program?

The HBA CONNECTIONS Mentoring Program is designed tocreate opportunities for mentors and “mentees” to come togetherfor a single evening to get to know one another. By providing aforum for initial interaction and basic education surrounding thementoring process, over time the CONNECTIONS program willfacilitate an extensive network of women in healthcare acting asboth mentors and ‘mentees.’

I Want to Incorporate—How do I Get Started?

HBA CONNECTIONS from page 1

his is the question that manyentrepreneurs ask themselves.The following article, based on

tips from morebusiness.com, a website by and for entrepreneurs, answerssome key questions for those consider-ing incorporation.

Consult the Experts: Before decid-ing to form a corporation, consult anattorney or an accountant to determineif this is the best decision for your busi-ness structure. In addition, these ex-perts will help you to decide in whichstate to form your corporation. (Youdon’t necessarily want or need to in-corporate in your state of business. Forexample, Delaware and Nevada are of-ten looked to as more corporation-friendly states.)

Choose Your Name Wisely: Thename you choose for your new businessmust contain a valid corporate indicatorfor the state in which you are incorporat-ing. Almost every state will accept one ofthe following: “Incorporated,” “Corpo-ration,” “Company” or “Limited.” In ad-dition, the name you select must notmatch or be too similar to the name ofan existing company registered in yourdesired state. There are professionalgroups, such as Companies Incorporated(www.companiesinc.com), to help youperform name searches and other tasksinvolved in incorporating.

Select a Registered Agent: Moststates require that corporations main-tain a designated person or entity (aresident of the state of incorporation)

to be responsible for receiving legal andtax documents on behalf of the corpo-ration. This person/entity is known asthe “Registered Agent.” If you are in-corporating in a state other than thestate in which you are doing business,

WHAT ABOUT S CORPORATIONS?

Despite the popularity of LLC’s, the Scorporation remains a common format forfamily-owned businesses, according tosyndicated business columnist Janet BighamBernstel. S corporate status helps a smallbusiness limit liability and avoid the doubletaxation that C corporations face. Inaddition, S corporations may now establishemployee stock option plans. The rulessurrounding S corporation structure differfrom those for C corporations, however, soit’s best to consult a lawyer or accountant todetermine which will work best for yourbusiness entity.

T

to reach out and provide guidance to someone with poten-tial—and see her succeed. You help your business move for-ward by encouraging new talent. You constantly learn fromthose you interact with.”

“A mentoring relationship is different from having some-one you go to for advice. You can develop a network ofmany individuals who provide guidance in specific situ-ations. You should also develop people who can give you

Addressing the group wasHBA Co-Director of

Communications Susan Youdovin,B&Y Communications.

Mentoring: HBA President Mary E. Cobb, PACE, Inc.,a Lowe Healthcare Company.

HBA Bulletin September/October 2002 www.hbanet.org 7

SPECIAL THANKS TO . . .Johnson & Johnson Women’s Leadership Initiative for their generousunderwriting of this event and for providing facilities for this program.And thanks to the HBA’s Co-Directors of Career Development, HelenEldridge and Anne Camille Maher.

you must select a registered agent. Ifyou are incorporating in your state ofbusiness, then you/your company canserve as your registered agent. Again,there are professional services that canhelp with this—indeed, many willserve as a registered agent for a smallannual fee.

Capital Concerns: Contrary topopular belief, you do not need a lot ofmoney in the bank to incorporate. Inmost states, the only capital requiredto start your corporation or limited li-ability corporation (LLC) is a state fil-ing fee. Of note, however, is that onceyou incorporate, it is very importantthat you open a separate bank accountfor your new entity. Do not mix per-sonal and corporate cash—always op-erate your corporation as a separateentity distinct from yourself in everyrespect.

Staff Requirements: Most states re-quire that there be at least one directorfor a corporation and two for an LLC,although the numbers do vary fromstate to state.

Time Requirements: Incorporatingdoes not take that much time! In fact,this process can even be done on-lineand finalized within a few days orweeks, depending on how fast the statereleases the official documents.

What are the Benefits?: Lawsuitprotection and income tax savings arethe two most valuable benefits that canbe gained via incorporating.

About Your Tax ID Number: YourTax ID, or Employer Identification Num-ber (EIN) is like a Social Security num-ber for your corporation. Each companymust have its own EIN—these numberscannot be transferred or shared. Thisnumber will be assigned to your corpo-ration once the filing is complete.

Visit www.morebusiness.com formore information, or refer to the follow-ing books:

● How to Form Your Own Corporation With-out a Lawyer for Under $75.00, by TedNicholas and Sean P. Melvin.

● Going Public: Everything You Need to Knowto Successfully Turn a Private Enterprise intoa Publicly Traded Company, by FrederickD. Lipman. �

KEYS TO SUCCESS OFMENTORING

RELATIONSHIPS● Level of commitment by

both people● Honesty, integrity, trust● Making the time● Objectivity● Two good listeners● Willingness to say what no

one else will● Natural chemistry● A “mentee” willing to

figure it out on her own● Patience● Shared experiences● Clarity about what mentor

and “mentee” expect fromthe relationship

feedback, and serve as role models. These can be ‘1-off ’ situ-ations—different from a formal mentoring relationship.”

Breakout Groups Help Attendees Forge LastingConnections

Following the panel discussion, the group welcomed JillQuist, HBA’s Co-Director of Programs and Vice President,Client Services, Right Management Consultants (Maplewood,

NJ) and Beverly Burton, Consulting Vice President, also ofRight Management Consultants. Quist and Burton led smallgroup discussions designed to connect participants and to iden-

tify and share career goals.Each small group had a facili-tator and participants werecarefully matched by career ex-periences and interests.

Relationships establishedduring these discussions willform the basis of futurementoring relationships be-tween HBA members.Sherrie Battaglia, DirectorBusiness DevelopmentInnovex LP/Division ofQuintiles (Parsippany, NJ)exhibited the spirit of theevening when she e-mailedeach of her breakout groupmembers after the meetingwith the following message:“ I am continuously impressed by the people I meet at HBAmeetings. I was intrigued with the lively conversation aroundour table during the HBA CONNECTIONS event andwill look to keep in touch with everyone as we all continueon our career paths and share our stories.” By laying thefoundation for budding relationships like the ones experi-enced by Battaglia, the HBA CONNECTIONS programseries is a unique benefit to HBA members and, indeed, toour industry as a whole.

Watch for news on future HBA CONNECTIONS pro-grams in upcoming issues of the HBA Bulletin and on ourweb site at www.hbanet.org. �

Attendees making “connections” during break-out sessions.

PRESIDENT’S FORUM

Kicking off a Fantastic Fall Seasonwith the HBAMary E. CobbHBA President

8 www.hbanet.org HBA Bulletin September/October 2002

HBA CORPORATE MEMBERSHIPAccel Healthcare Communications

American Academy of Family PhysiciansAstraZeneca Pharmaceuticals LP

Bayer CorporationAccelera

Bradin Search Group, Inc.Bristol-Myers Squibb Company

Chandler Chicco AgencyCline Davis & Mann, Inc.Clinical CONNEXION

Communications Media Inc.Compas, Inc.

CovanceDimensional HealthCare, Inc.

Dorland Sweeney JonesDowden Health Media

Eisai Inc.Elsevier Science, Inc.

Ernst & YoungETHICON, Inc.

FCB HealthCareFleet Bank

Genentech, Inc.Gibbons, Del Deo, Dolan, Griffinger & Vecchione, PC

GlaxoSmithKlineGrey Healthcare Group Inc.

Guidant CorporationHealth Resource Publishing

Healthcare Resources GroupHerlitz HealthCare: A Communications Company

Hill & Knowlton, Inc.Hoffmann-La Roche Inc.

Innovative Media ResearchInnovative Medical Education

International Medical News GroupInternational Meetings & Science

Janssen PharmaceuticaKPR

Lally McFarland & Pantello Inc.Lyons Lavey Nickel Swift, Inc.

M/C CommunicationsMediVia

Medivisor, Inc.Merck & Co., Inc.

Merkley Newman Harty HealthworksNCI Advertising, Inc.

Newton Interactive, Inc.Novartis Pharmaceuticals Corporation

Organon, Inc.Ortho Biotech Products, LP

Ortho-McNeil PharmaceuticalPfizer Inc.

Pharmacia CorporationPROmedica Communications, Inc.

Publications of the American Medical AssociationPWC Consulting

Regan Campbell WardReliant Pharmaceuticals, LLC

Sanofi-Synthelabo, Inc.SCP Communications, Inc.SimStar Internet Solutions

SoftWatch Inc.Solvay Pharmaceuticals, Inc.

Sudler & Hennessey/IntraMedVOX Medica, Inc.

Wyeth

HBA ADVISORY BOARDJack E. Angel, Greenwich Communications Ltd

Sharon Callahan, The Summit GroupCarrie S. Cox, Pharmacia Corporation

Rose Crane, Johnson & Johnson PharmaceuticalServices, LLC

Martin Driscoll, Viropharma, Inc.Debra Freire, Novartis Pharmaceuticals Corporation

Lynn Gaudioso, Ivanhoe Strategies, LLCMatthew Giegerich, CommonHealth

Kathryn Giusti,Multiple Myeloma Research Foundation

Kathleen Harrison, Pharmaceutical Media Inc.Sarah Harrison, AstraZeneca Pharmaceuticals LPMichael Hickey, AstraZeneca Pharmaceuticals LP

Tamar Howson, Bristol-Myers Squibb CompanyHeidi Hunter, Wyeth

Elizabeth Kapalla, MediViaKaren Katen, USPG, Pfizer Inc.

Tom Lusty, PACE, Inc., a Lowe Healthcare CompanyLouis J. Manzi, GlaxoSmithKline

Charlotte McKines, Merck & Co., Inc.Paula Meade, Hoffmann-La Roche Inc.

Dorothy Philips, PhD,Philips Healthcare Communications, Inc.Thomas Pizor, Dowden Health Media

Myrtle Potter, Genentech, Inc.Charlene Prounis, Accel Healthcare Communications

Maureen Regan, Regan Campbell WardTimothy Rothwell, Pharmacia Corporation

Barbara Saltzman, BSC CompanyJean Sharp, Sharp & Associates Healthcare

Communications Consultants, Inc.William C. Sheldon, Eisai Inc.

Charlotte E. Sibley, Pharmacia CorporationCatherine A. Sohn, PharmD, GlaxoSmithKline

Lynn O’Connor Vos, Grey Healthcare Group, Inc.Kitty Walsh

Carol Webb, Ortho Biotech Products, LP

With the advent of thefall season comes thecontinuation of an ex-citing year for the HBA.Everything is pointingin a positive directionwith membership, over-all attendance at HBAprograms, the numberof volunteers, and theoverall level of interestall on the rise. Now,

truly, is the time for the HBA.This is happening, however, at a time when

the pharmaceutical industry is under an un-precedented level of attack for the cost of medi-cation, and general marketing practices. Thereis no better time for everyone in the industryto pull together and to dialogue with all majorstakeholders about the good that is done bythe industry. Together, we can find more effec-tive ways to communicate about the value ofpharmaceuticals, and educate about the many

ways that the pharmaceutical industry helpsto improve healthcare.

As leaders in the industry, HBA membershave the opportunity and responsibility to helplead this cause. Regardless of your position orlevel within a company, each person can, insome large or small way, show the commit-ment and good done by the many people work-ing for the pharmaceutical industry.

The HBA will play its part by continu-ing to provide a forum for discussion of rel-evant industry topics. Through networkingand dialogue, we can find new ways to pro-vide value for all stakeholders.

Executive Women Speak OutAt a recent breakfast hosted by BMS, ex-

ecutive-level HBA members had a lively dis-cussion with representatives from the man-aged care industry. While there were somedifferent perceptions among this audience,all agreed that their mutual primary concernis the good of the patient—and that moredialogue is necessary to reach common goals.

Reaching Members through EducationThe HBA continued its highly-success-

ful mentoring program—the CONNEC-TIONS Program – in August with sponsor-ship assistance from Johnson & JohnsonWomen’s Leadership Initiative. Held at J&JCorporate Headquarters, over 150 womenparticipated in a panel discussion and inter-active sessions on issues relevant to their ca-reer and professional development.

Kicking off the fall season, a record num-ber of women attended a program on Ne-gotiating Skills at Pfizer Headquarters. Thisprogram received high ratings for the roleplaying demonstrations of good and bad ne-gotiation skills, and for the highly-interac-tive sessions led by facilitators. This was fol-lowed in October by a program on Leverag-ing an Idea Across Media at GSK Headquar-ters in Philadelphia. The final seminar of theyear is being scheduled for December 4, en-titled “Balancing Opportunity and Risk.”

Please continue to participate and get in-volved in HBA programs and activities. �

HBA CALENDARDECEMBER 4, 2002

EVENING SEMINAR

Balancing Opportunity and Risk5:30 – 8:15 PM

Pharmacia CorporationPeapack, NJ

FEBRUARY 2003EVENING SEMINAR

5:30 – 8:15 PM

Topic, date and location to be announced

MARCH 2003EVENING SEMINAR

5:30 – 8:15 PM

Topic, date and location to be announced

APRIL 2003EVENING SEMINAR

5:30 – 8:15 PM

Topic, date and location to be announced

THURSDAY, MAY 1, 2003Woman of the Year Luncheon

11:30 AM

Hilton New York, New York City

JUNE 5 & 6, 2003HBA Leadership Conference

Ocean Place Conference Resort, Long Branch, NJ