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I n the classic “Feminine Mystique,” Betty Friedandescribed the unhappy state of many careerless womenbound to hearth and home as a problem “that has no

name.” It was a catchy way of defining that undefinablediscomfort and it helped propel the book and its author tolegend.

Good thing she wrote it when she did. Had Friedanattempted her sociological study now, she would have to

find a name for the condition, pure and simple. It’s how thingsare done these days: find it, give examples of it and name it.

This, after all, is the age of “closure”– a term yanked fromthe doldrums and put to work as an invader of the publicconsciousness. A concept rendered indispensable by dintof repetition and overuse, even misuse. We no longer “getover it” or “learn to live with it;” we “get closure.”

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Here in the New World–the one originally colonized byEuropean explorers and now under occupation by cybercapitalists, celebrity-mongers, prison and militaryindustrialists and political Huns–about the only thing wehaven’t named is our need to name everything. Naming ourfeelings and experiences is our way of validating them andeven, institutionalizing them. Of course, once somethingbecomes an institution, it must be accommodated andassuaged.

Take one of the latest new names for something we do:multitasking.

It’s a fancy way of describing what folks have been doingsince time immemorial–namely, working too much. I’m surethe hunter-gatherers would have qualified as multitaskers,what with all that tool-making and stalking and pouncing andkilling, then dragging and dressing out and carving andcooking, all the while keeping an eye out for creatures who,given the chance, would do the same to them.

Or what about pioneer women with the cooking andspinning and weaving and sewing and child-birthing andplanting and water-boiling and soap-making?

Or George Washington Carver and Thomas Alva Edison,who churned out enough inventions for 10 geniuses?

I wonder if they ever craved affirmation that they weredoing something really special, as opposed to doing whatthey needed or wanted to do?

If they could return to us, they would see, in thecommercial, a woman popping a colorful container in themicrowave while doing a zillion other things. Seconds later,voila, she’s got soup–her own, private, made-for-one, grab-and-go, portable nourishment. The message is that shedoesn’t have time to monkey with a can opener and a pot ontop of the stove since that could take a whole six or sevenminutes. She most certainly doesn’t have the time to sit downat the table and eat.

Is this ridiculous or regrettable? Is it unfortunate? Usedto be, but not anymore. The woman with the road cup is notoverloaded; she’s not trying to do too much; she’s not harriedand hassled. It is not enough that she may be a “BabyBoomer” or a “Gen X-er,” a “Soccer Mom” or a “Glass CeilingSister.” How she is known, for purposes of marketing andexploitation, is as a “multitasker” and that has made all thedifference. Now that her circumstance has a name, it can becatered to, it can be turned into a market. Just like the quickiesoup, goods and services for the multitasker appear in aflash.

I suppose we should be grateful for the modernconveniences that save time and effort so that we can devotethem to other things that still beg the shortcut.

But if the idea is to free us up for more leisurely ormeaningful things, like the sublime exercise of doing nothing,it isn’t working. If the idea is that quick fixes will afford usmore quality time for quality pursuits, it isn’t working. If theidea is that we will feel less burdened if we can drink oursoup in the car on the way to the recital, the meeting, theclass, the bank, etc., it isn’t working.

We are what’s working. Too much. Too long. Too hard. Toofar from home. Call it “multitasking” if you will, but this is nocute, new age phenomenon. Overloading is as old as thehills.

Here’s an idea for some marketing team: Forget the soup.Plant the idea that we need less to do with our time. Showus how to slow down, to do one thing at a time and perhapsdo it better. Name it if you must.

© 2002 TRIBUNE MEDIA SERVICES, INC.

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Women-owned businesses are growing at almosttwice the national average, according to figuresrecently released by Center for Women’s Business

Research as part of a project titled “Completing the Picture:Equally-Owned Firms.” Pitney Bowes Inc., the Philadelphiachapter of the National Association of Women BusinessOwners (NAWBO) and Wells Fargo, underwrote this phaseof the April study.

The analysis shows that there are 10.1 million privatelyheld 50 percent or more women-owned businesses in theUnited States, generating 18.2 million jobs and contributingmore than $2.3 trillion in sales to the economy.

“These firms represent a substantial portion (46 percent)of all privately held businesses,” said Myra M. Hart, HarvardBusiness School professor and chair of Center for Women’sBusiness Research. “By adding the privately held businessesthat are 50 percent women-owned to the privately heldmajority women-owned firms, we get a more complete pictureof the economic vitality of women’s entrepreneurship.”

Growth continues to be a major component of the pictureof women-owned businesses. Between 1997 and 2002, theCenter estimates that the number of privately held 50percentor more women-owned businesses grew by 11percent, morethan 1.5 times the rate of all privately held firms (6 percent)

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and employment increased by 18 percent, more than twicethe average (8 percent). Sales were up 32 percent comparedto an increase of 24 percent for all firms.

“These numbers continue a trend of more than a decadeof women-owned businesses growing at 1.5 to 2 times therate of all firms,” said Henry Hernandez, executive director,global diversity leadership, Pitney Bowes Inc.

“For us this means business,” continued Hernandez, “aswe increasingly turn to women-owned firms as suppliers andcustomers.”

“One in 11 women in the U.S. is a business owner,” saidRenee Jones, president of Heller & Jones and president ofthe NAWBO Philadelphia chapter. “As business owners, weare an increasingly dynamic part of the economy in everycity in the U.S. But most of all, this information shows thatfor women, the dream of entrepreneurship can be a viablereality.”

Earlier estimates of the number of women-ownedbusinesses in the U.S. were based on the 1997 U.S. Bureauof the Census definition of a woman-owned business as anenterprise that is privately held and majority woman-owned.

“This definition excludes many businesses in whichwomen play a major ownership and management role,including many of the largest women-owned and led firms,”said Hart. “A top priority for the Center is to collect data onthe missing segments, including the 50 percent women-

owned businesses covered in this report. Future researchwill look at businesses in which women own controlling orsubstantial minority interest and publicly-traded companies.”

For the first time, the Center will provide information andtrends for each of these segments of women’sentrepreneurship as well as overall figures as part of itsongoing commitment to provide the most up-to-date andcomplete data available on women-owned businesses.

Looking specifically at the segment of privately held 50percent women-owned firms shows that as of 2002, thereare 3.9 million privately held 50 percent women-ownedbusinesses, employing 9 million workers, and generating$1.17 trillion in sales. Of these firms, 166,212 have revenuesof at least $1 million and 6,902 have 100 or more employees.The largest concentration of these firms is in the servicesector, followed by retail, construction, finance, real estateand insurance.

“This analysis of the 50 percent women-owned firms isbased on data published by the Census Bureau, and wewant to thank Census for recognizing the importance ofproviding data for this group,” said Hart. “Census understandsthe importance of capturing the full picture of women-ownedbusinesses while keeping intact the data on the privatelyheld, majority women-owned businesses which is consistentwith government and private sector supplier diversityprograms.”

The full research brief, “Completing the Picture: Equally-Owned Firms in 2002” is available online. Go towww.womensbusinessresearch.org to download the brief.Printed copies of the report are available for $25.00. Forfurther information, contact: Center for Women’s BusinessResearch, 1411 K St. NW, Suite 1350, Washington, DC20005-3407, phone 202-638-3060, fax 202-638-3604, emailat info@womensbusinessresearch.org, Web site:www.womensbusinessresearch.org.

Center for Women’s Business Research

Center for Women’s Business Research is the premieresource of knowledge about women business owners andtheir enterprises worldwide. The Center’s mission is tounleash the economic potential of women entrepreneurs byconducting research, sharing information and increasingknowledge about this fast-growing sector of the economy.

The Center shares this powerhouse of knowledge withpolicy makers, financial institutions, corporate leaders,government agencies and the media through researchreports, press releases, newsletters, publications, seminars,speaking engagements and worldwide via the Internet atwww.womensbusinessresearch.org

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Myra M. Hart, Harvard Business School professorand chair of Center for Women’s Business Research.

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Wells Fargo & Company

Wells Fargo & Company is a diversified financial servicescompany with $349 billion in assets, providing banking,insurance, investments, mortgage and consumer financefrom more than 5,600 stores and the Internet(wellsfargo.com) across North America and elsewhereinternationally. Wells Fargo provides capital and financialservices to more than one million businesses with annualsales up to $10 million in all 50 states, Puerto Rico, andCanada, and is the #1 lender in total dollar volume to smallbusinesses nationwide. Wells Fargo is among the top fourSBA lenders nationally, and a SBA Preferred Lender in 28states and the District of Columbia, and originated 2,256SBA loans totaling $469 million for the twelve months endingSeptember 30, 2002. The wellsfargo.com small business sitewas rated the best online banking site for small businesscustomers by Speer & Associates (visit them online atwww.wellsfargo.com/biz).

Through its targeted programs alone, Wells Fargo hasloaned $17 billion to African-American, Asian, Latino andWomen-owned businesses since 1995.

Pitney Bowes Inc.

Pitney Bowes is the world’s leading provider of integratedmail and document management systems, services andsolutions. The $4.4 billion company helps organizations ofall sizes engineer the flow of communication to reduce costsand increase impact, and enhance customer relationships.The company’s 80-plus years of technological leadership hasproduced many major innovations in the mailing industry andmore than 3,500 active patents with applications in a varietyof markets, including printing, shipping, encryption, andfinancial services. With approximately 33,000 employeesworldwide, Pitney Bowes serves more than 2 millionbusinesses through direct and dealer operations. Moreinformation on the company is available at www.pb.com.

National Association of Women Business Owners

The National Association of Women Business Owners,headquartered in the Washington DC metropolitan area, isthe only dues-based national organization representing theinterests of all women entrepreneurs in all types ofbusinesses. The organization currently has over 75 chapters.It is affiliated with Les Femmes Chefs d’Entreprises Mondiales(World Association of Women Entrepreneurs) representedin 35 countries.

Methodology: National estimates for privately held equally-owned firms and all privately held firms are derived from theCensus Bureau’s “1997 Survey of Women-Owned BusinessEnterprises” (SWOBE). This report includes data onbusinesses whose owners reported that they were equallymale-female owned. The 2002 national estimates are basedon growth rates for 1992-1997 for all privately held firms asreported by Census. Industry level estimates for privately heldequally-owned firms and all privately held firms between(1992-1997) are derived using growth rates from unpublishedSWOBE data. This analysis also uses Center for Women’sBusiness Research’s 2002 estimates of women-owned firms,which were derived using unpublished data from the SWOBE.(See Center for Women’s Business Research: Women-Owned Businesses in 2002: Trends in the U.S. and 50 States,December 2001, for more details.)

© Center for Women’s Business Research

“One in 11 women in the U.S. is a business owner,” said Renee Jones, presidentof Heller & Jones and president of the NAWBO Philadelphia chapter. “As businessowners, we are an increasingly dynamic part of the economy in every city in theU.S. But most of all, this information shows that for women, the dream ofentrepreneurship can be a viable reality.”

Renee Jones, president of Heller & Jones andpresident of the NAWBO Philadelphia chapter.

WIBI

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Photo: David Conklin Photography

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H earing the words, “you’ll never have to worryabout money another day in your life,” is a secretfantasy all women share. As independentwomen, we balance our checkbooks and

manage small savings accounts. Maybe we even have a401k, or are gutsy enough to dabble in stocks and bonds.But how much do we really know about money? Aboutinvesting? About being prepared for our future? If you’re livingin the land of financial naiveté, or feeling frustrated over yourcurrent economic status, get optimistic–there is hope.

Motivational speaker and writer, Barbara Stanny, hasrevolutionized the way women view money. She is the authorof Prince Charming Isn’t Coming: How Women Get SmartAbout Money, and, Secrets of Six-Figure Women: SurprisingStrategies to Up Your Earnings and Change Your Life. In herbooks, she exposes the conventions that surround moneyand redefines the glass ceiling. Sharing her personal moneymisfortunes, and her own bumpy road towards financialknow-how, Stanny is an authentic spokeswoman withgenuine counsel. By guiding women through the emotionalaspects of managing money, she helps them take stridestoward financial competency and economic independence.

THE FAIRYTALE BEGINS AS FAST AS IT UNRAVELS

On her 21st birthday, Stanny was made an instantmillionaire. Her father, Richard–the “R” of H&R Block–gavehis daughter the ultimate birthday gift–a trust fund backedby thousands of H&R Block stock. Keeping with the familytradition of the man tending to the finances and the womantending to the home and children, Stanny soon followed suitby marrying a stockbroker and financial planner–the perfectprince charming to watch over her fortune. During their fifteen-year marriage, Stanny chose not to be involved in familyfinances, and remained unaware of her husband’s pecuniaryescapades. However, when she was left with three girls, anempty bank account, and only a free-lance writing career,

Stanny found herself in a dire situation, forcingher to take charge and get wise about money. Againstevery deep-rooted philosophy instilled by her parents, Stannybegan talking to financial advisors, reading financial literature,and learning about money. She had to get smart about herown finances and she did.

“I want women to recognize that just because you have itdoesn’t mean you’ll keep it,” she says. Real financial savior-faire is “not just earning money, or having money, it’s beingresponsible with it.”

So what is being smart about money? According toStanny, it’s “spending less than you earn, saving sufficiently,investing wisely and giving generously, and in that order.”She reveals that most women don’t start thinking about theirfinancial future until either two things happen–“They get soscared or excited.” Stanny says, “Most women do not getserious about managing money until they lose a spouse orthey lose their job, which is the very worst time to start thinkingabout money.” So when is the best time? “Now is the perfecttime,” she says, “it’s never too late to begin. The best time tostart is when you’re young, but it’s never too late.”

THE ROOTS OF MONEY ARE CLOGGING THE PIPES

What is stopping us from financial confidence? Stanny’ssolutions to financial success begin within you. Stanny recalls,“I started reading the business section everyday, at thebeginning of my learning evolution, but I stopped after a while.I found the same phenomena when I mentored women. Weall started gung-ho learning about finances, but stopped shortbefore reaching the real strong material. That is the point ofself-discovery because what’s stopping you there is stoppingyou in all parts of your life, not just with money.”

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advice that is easy to comprehend, Stanny refutes “bedrock”views and reclaims these standard money myths:

MYTH #1: DIRTY MONEY

For many women, money is considered an unladyliketopic. We don’t like to discuss it, think about it, or spend timelearning about it. In fact, Stanny says, “We actually dislike it,think there is something crass or vulgar about it, and dislikepeople who have it.” Our attitudes about being wealthy,independent women are mixed. “The result of ourambivalence,” Stanny believes, is that “we continue to ignoremoney until it can’t be ignored any more.” Thoughts of plushaffluence become surreal and even frightening. One womantold Stanny she hated the title, Secrets of Six-Figure Women,and was embarrassed to carry it in public because she didn’twant to be seen as a woman striving for the almighty dollar.

The important question is: would you pick up the Secretsof Six-Figure Women if you saw it on a bookstore shelf? Orwould you feel too intimidated by the title? Selecting the bookis not a choice every woman would make, unless she wasready for a change. Stanny warns, “As long as we haveambivalent or conflicting feelings about money we arecertainly not going to let ourselves go full throttle.” The dirtymoney myth only prevents us from taking steps toward

REDEFINING GLASS CEILING:PAY-RATES IN THE WORKPLACE

Statistics from the 2000 census reveal there is still a glassceiling, but numbers also disclose that six-figure women areon the rise. Stanny states the heartening facts, “There are860,000 women making six-figures and 87,000 womenmaking six-figures working part time. In comparison, thereare 4.5 million men making six-figures, however, that’s notwhat I choose to focus on. ” When Stanny began researchingfor Six-Figure Women, the resources she found dealt with“the discrepancy between male and female earnings, thebarriers, and the wage gap.” She says, “I wanted this bookto focus on women who are going to the next level in theircareers–women who are breaking the wage gap. There are860,000 positive stories of women earning 99% more thanthe rest of the people on this planet. If they can do it, anyoneof us can.”

TACKLING THE OLD CLICHÉS

Stanny’s expertise cuts to the core of our issues withfinancial matters. Her books are a success because unlikeany other financial material out in the market, Stanny speaksto women on an emotive and psychological level. Challengingour thoughts and feelings about money, and offering practical

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financial independence and taking the responsibility formanaging our money.

MYTH #2: FIGURING OUT MY FINANCES, ORLEARNING ABOUT MONEY IS TOO CONFUSING

Advocating her gospel, Stanny says, “There’s nothinginherently confusing, or complicated about money that wecan’t figure out. ” The truth is rather that financial powermakes us uneasy. She claims, “Financial power is not abouthaving money, because money doesn’t give us real power,instead it’s our knowledge of money that gives us power.”The core of our discomfort doesn’t stem from financialilliteracy, but as Stanny suggests, “As women, we are terrifiedof stepping up to the plate. We’re fearful of being bigger, oftaking up space, of being all we can be, or being the authorityin our lives.” She believes, “Understanding the differencebetween stocks and bonds is not the real question. What weneed to ask of ourselves is, ‘what scares me about havingpower or being all I can be, and making choices in my life?’”

Being a truly powerful woman according to Stanny, is“someone who knows who she is and expresses that in theworld.” An empowered woman doesn’t concede to traditionalor obligatory roles.

MYTH # 3: MONEY MATTERS ARE TOO TIMELY

When people say they don’t have time to tend to theirfinances, Stanny uses this analogy to counter their excuse:“If the doctor diagnosed you with an illness that wouldtraumatically affect the quality of the rest your life, you’d findtime to research possible cures to defeat that illness.” Sheexplains, “That’s what money is doing to us–it is going toaffect the quality of our lives dramatically as we grow older,and if we don’t take the time now, we put ourselves in a verydangerous situation. And besides, it’s much more fun to befinancially knowledgeable.”

“One of the reasons women don’t take time to learn aboutmoney is because it looks so big and so overwhelming. Thereare so many choices it becomes an information overload,but I want women to know it doesn’t take a lot of time to

learn about money, and it doesn’t take a lot of money tocreate wealth.”

MYTH # 4: I’LL NEVER MAKE A $100,000

The majority of women earn $20,000 a year or less,according to Stanny, but for many it is the “I’ll never be rich”mentality that is their only obstacle to making more. To them,Stanny says, “The problem is not out there, it’s within; wehave these ingrained ideas that we’re not worth anything orthat $100,000 sounds too outrageous.”

You may not have a formal education, but don’t let thislimit your confidence. Stanny says, “Not all six-figure womenhave a Ph.D., an MBA, or even a college degree.” She alsoaddresses the myth that only certain professions can earntop dollars. “There are standard high-earner professions likeattorney’s, doctors, and investment bankers, but I intervieweda psychic, a Barbie-doll collector, a matchmaker, writers andartists, musician’s who weren’t famous, a detective, a make-up artist, and women from almost every field you can thinkof who were earning six-figures.”

How did they become high-earners? “They all said, ‘I’mworth it,’” exclaims Stanny. “It’s all a matter of how you thinkabout yourself and your worth.” In both books, but especiallythe Secrets Of Six-Figure Women, Stanny found that “theother-earners were just as bright, just as educated, and inmany cases working harder and longer hours in comparisonto high-earners.” However, “the biggest difference betweenhigh-earners and the other-earners was simply how theythought.”

Stanny also professes that “maybe we can’t all make six-figures, but I wanted to teach women they can make moremoney than they are making now.” She shares one of herfavorite stories about a six-figure woman she interviewedand highlights her way of thinking: “Out of college, in the1970’s, the first job this woman applied to was a kindergartenteacher. Her interviewer offered her $3,000 to start, and herresponse was, ‘you must be kidding, I’m worth more than

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“There are standard high�earner professions like attorney’s�doctors� and investment bankers� but I interviewed a psychic�a Barbie�doll collector� a matchmaker� writers and artists�musician’s who weren’t famous� a detective� a make�up artist�and women from almost every field you can think of whowere earning six�figures ”

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that.’ So she got up and walked away. Three months later,the interviewer called her back and offered her $6,000, andshe accepted the position. Five years later when she left theschool, she was making $18,000. This is the kind of mentalitythat creates high earnings. She didn’t settle for less, andshe asked for what she wanted. Sure, she was scared towalk out of the office and not have a job, but she was alsodetermined, intentional and committed to her personal well-being. She had an image of herself that she was worth more.”

MYTH # 5: TO MAKE THAT KIND OF MONEY I’LL HAVETO SACRIFICE TIME WITH MY FAMILY AND MY

PERSONAL HEALTH

If your concern is becoming a workaholic, Stanny says,“There is no mistaking that some high-driven women aregiving six-figure women a bad name, but the truth is, Iinterviewed more women who were working less hours–working part-time, or only four days a week. Or they’d workhard and take a month off. They don’t all work 24/7.” It’s allthose myths and assumptions that we’ve made about whatwe need to do to make more money and who we need to bethat are absolutely false.

MYTH # 6: IF I FOLLOW THE STOCK MARKET EVERYDAY, IT WILL FEEL LIKE MY MONEY OWNS ME

Many women don’t want to let money run their lives - itseems too materialistic, selfish and stressful. Stanny’sanswer is, “Money owns you when you don’t have it. No onethinks about money more than people who don’t have it. Ifyou have debt, you’re constantly focusing on it, you’re gettingphone calls, and you’re wondering what bad news themailman will bring you.”

There is nothing wrong with having money, making money,and taking steps to be smart with your money. Stannyexclaims, “We will never be powerful women if our thoughtsare consumed by trying to stay afloat, trying to make endsmeet, or by being in survival-mode. That takes our focusaway from the really important questions like ‘who am I?’‘What do I need to do in the world?’ ‘And how can I helpothers?’”

MYTH #7: PRINCE CHARMING IS A MAN.

Prince charming can take any form, from a husband to awinning lotto ticket; a high salaried job or an inheritance; awealthy benefactor or anything that saves us from beingfinancially responsible ourselves. Stanny is adamant that“whatever your fantasy, it doesn’t matter if you have moneynow because it doesn’t mean you’ll always have it.” Most ofus view money through a short term scope, “partly becausewe’re scared, and partly because we have an illusion thatsomething or someone is going to rescue us, so we don’tthink about our future.”

Women need to have a better long-range view of theirmoney. Stanny claims, “I can scare women with the grimstatistics, or excite them with the possibilities, but they won’tchange their habits until they make a conscious effort to betterthemselves.” She says, “one out of three women cannot retirebecause they can’t afford to, and for many younger womenthis reality doesn’t register. The average age of widowhoodis 56, and after a divorce a women’s net worth goes down.”Although these statistics can be very disconcerting, Stannypoints out, “getting smart about money is like any change–you have to want it, and then take the steps to be preparedfor any circumstance.”

MYTH #8: SIX-FIGURE WOMEN ARE OVERLYAGGRESSIVE, HARD-CORE SNOBS

Stanny recalls, “When my agent first approached meabout the idea for Six-Figure Women, I hated it. I wasintimidated to interview women I perceived as snobs, butonce I did, I realized they were just like me–they were riddledwith self-doubt and shared the same fears I did.” Thesewomen don’t walk around with an air of superiority “they arejust willing to think big.” Stanny discovered, “the differenceis they ignore all those negative beliefs inside their headthat say ‘who do you think you are,’ and they are willing towork outside of their comfort zone.”

She found the key for them was “having the guts to dowhat they didn’t think they could do.” The real distinctionbetween the other-earners and the high-earners–betweenthose who are inexperienced about money and betweenthose who are in control–is that the financially smart womenare willing to be uncomfortable. They are willing to do whatdoesn’t feel safe.

Stanny would ask both groups of women the samequestion: “When was the last time you did something youthought you couldn’t do?” The under-earners would pauseto think about it, whereas the high-earners would laugh andanswer, “all the time.” The high-earners didn’t alwayssucceed, but they would pick themselves up and keep going.“They didn’t take it as a sign from the cosmos that weren’tsupposed to be successful, they simply took it as a sign toroll up their sleeves and get back to work.”

FOUR INTENTIONS OF BECOMING A HIGH EARNER

According to Stanny, you must have the intention to “makemore money and to be more in the world–to think bigger.”Your intention needs to come from a genuine and earnestdesire, and not from a place of internal discord that doesn’tknow how to view money. She says, “When you have a clearand pure intention, that intention will act like a magnet, andit will draw opportunities to you.”

First, set a profit motive: I want to make more money.

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Not fully convinced of this method herself, Stanny took aPost-It-Note, wrote $125,000 on it and placed it on hercomputer. She had never made half of that figure, butencouraged by women she had interviewed, Stanny wasdetermined to set a higher profit goal. She recalls, “Whenmy [second] husband came in and saw the Post-It-Note onthe computer, he asked what it was, and I told him it was theamount of money I was going to make that year, and hestarted laughing. So I took it down and wrote ‘yes you can,’and I put it back up, and yes I did.” Don’t be afraid of makinga statement that you can do something because the onlyalternative is “what if you don’t?” Stanny explains, “It’s ourintention that determines our choices, that organizes ourthinking, and prioritizes our attention to focus on certain thingsand disregard others.”

SECOND, THINK BIGGER ALL THE TIME

Stanny’s new statement is “I’m going to make $200,000this year.” To make such an assertive statement made Stannyfeel that she needed to justify, apologize for and excuse hernew goal. Stanny reclaimed her thoughts and supposed, “Sowhat if I don’t make it –the whole point is simply to thinkbigger.” The real point of action is that now “all of a suddenyou find yourself thinking, ‘okay what do I need to do, whatincome streams do I need to create?’ You create an intentionthat will bring opportunities to you, and you take advantageof those opportunities, and you do what you think you can’tdo.” Stanny says the sure-fire way to know you’re on theright path is when you’re presented with a task you thinkyou can’t do. “I always tell my girls, you’ve got to do whatyou’re afraid to do because that’s how you grow.”

THIRD, YOU MUST SPEAK UP

“You don’t get what you deserve, you get what youdemand,” explains a six-figure woman who dropped out of7th grade. Of course demanding women are scary becauseof the “B-word,” Stanny says. “My whole message is thatbeing a bitch isn’t such a bad thing. I’m not talking about thebitchy part that doesn’t honor our needs and becomes verycranky, I’m talking about the woman who refuses to be adoormat, or to be a victim, or tolerate injustice–a womanwho wants what she wants and has the courage to be whoshe is.”

FOURTH, YOU NEED SUPPORT

“Don’t do it alone,” says Stanny. “Get a friend to go throughthe process with you; join a support group, or join aninvestment club; or get a financial advisor to work with you.”Another great way to learn about finances is from a rolemodel. Stanny reveals, “Whether I’m learning about how tomake money, or how to manage it, I need role models. WhenI started my learning process, I needed to see and hear fromwomen who were doing it–women who weren’t any differentfrom me.”

Philanthropy: The Empowering Way

Stanny’s teachings ultimately foster philanthropy efforts.She says, “I think it’s wonderful that women want to give,but I think if we would take care of ourselves first –if wewould empower ourselves around money, not only by makingit, but being able to manage it –then when we are financiallysecure, and financially successful we really have theresources to make a difference.”

For more information on her books, speakingengagements, and other financial tips on how to get smartwith your money, go to: www.barbarastanny.com.

Barbara Stanny offers three simple steps to “get smart orsmarter about money.” It really doesn’t take a lot of time ormoney. Just follow the steps for 3-6 months and you’ll beginto build your financial proficiency:

• Every day read something about money. Read even if it’sjust for a minute or two, or even if it’s just the businessheadlines of the newspaper. This will allow you to familiarizeyourself with the jargon and the current trends. I started thishabit 10 years ago, and I still do it because getting smarterabout money never ends. Every day I would receive the WallStreet Journal and everyday I’d place section “C,” the moneyand investing section, on the kitchen counter. I’d walk by itagain and again, and figured by osmosis I would pick thingsup. I don’t always get to read the whole Wall Street or theNew York Times Business section, but everyday I stick to mypromise to read even a little.

• Every week have a conversation about money, especiallywith someone who knows more about it than you. As women,it’s our secrecy and silence about money that keeps us stuck,so I really encourage people to talk openly about money. Youdon’t have to ask them how much they make, just start topick people’s brains. I would ask how they learned, what advisethey could give me about managing my money, what they didto manage their money, and if they knew of anyone who couldhelp me. It’s very simple, but it’s like an evolutionary process.

• Every month do automatic savings. Automatically transfermoney from your paycheck, or your checking account to asavings account. It’s as easy as going to your bank and fillingout a form. I’ve been doing it for fifteen years because if Ididn’t I would spend everything, but you don’t spend whatyou don’t see, and you don’t miss what you don’t see. Youmight say, ‘I have no money leftover at the end of the month,’but I say, give up your café latte every day or every other day,and pocket that money, put it in envelope. By the end of themonth you’ll have enough saved to start investing in mutualfunds, which you’ve been reading about and talking about.Saving is a habit–do it consistently. All you need to do is changeone behavior consistently and start thinking differently.

22 Women in Business & Industry

Women in Business & Industry 23

24 Women in Business & Industry

O ffice Depot, Inc. recently held its third in an annualseries of popular Success Strategies forBusinesswomen conferences. The theme of this

year’s sold-out event, “The Power of Vision and Values,”continued the program’s focus on helping businesswomenlearn from other visionary women how to succeed in today’sbusiness environment.

More than 700 businesswomen from around the countryattended the three-day event that culminated in a specialluncheon to honor seven outstanding women with the“Businesswomen of the Year Award.”

Nominated by their respective professional women’sassociations and selected by vote of their peers, thehonorees were chosen for their exemplary leadership,entrepreneurial spirit and support for women in business.

At the luncheon, Jocelyn Carter-Miller, Chief MarketingOfficer and Executive Vice President for Office Depotacknowledged the honorees. “Office Depot is proud to partnerwith world-class women’s business organizations, and thewomen honored are all extraordinary role models for womenin business today,” Miller affirmed. “Our honorees all sharetwo things in common–passion for what they do everyday;and a dedication to helping women achieve success andbusiness excellence in their respective industries. Wecongratulate them on their success and thank them for theircontributions.”

“BUSINESSWOMEN OF YEAR” RECIPIENTS

• Honored by Office Depot and the Business Women’sNetwork (BWN) was Connie Glaser. Ms. Glaser has beenthe BWN spokesperson for the last four years. She is anaccomplished author and a regularly featured guest on TVand radio talk shows, including The Today Show, CNN andBloomberg News. Her primary goal is focusing on howwomen are revolutionizing today’s workplace. She is a best-selling author and her books have been translated in morethan ten languages. Her latest book, What Queen EstherKnew: Business Strategies from a Biblical Sage was releasedin April. Most recently, she was honored and named to TheWorld of Who’s Who of Women. She lives in Atlanta, Georgia.

“As women continue to climb the corporate ladder, it’simportant to remember that none of us has made the journeyon our own. And we each have an obligation to reach outand grab the hands of others coming up behind us.”

• Honored by Office Depot and the National AssociationFor Female Executives (NAFE) was Andrea Nierenberg. Ms.Nierenberg is Founder of The Nierenberg Group, a business-consulting firm based in New York City. Prior to foundingThe Nierenberg Group, Inc. in 1993, she was publisher andsales director of Target Marketing Magazine. She is a 20-year veteran in sales and marketing and author of the recentlypublished book, Non-Stop Networking: How To Improve YourLife, Luck and Career. She has been a featured guest on“ABC News New York, Bloomberg Television and TimeWarner’s “Fortune Business Report.” Ms. Nierenberg hasdedicated her life to helping others develop effectivecommunications to create stronger connections and achievegoals. Also, she is currently an instructor at New YorkUniversity. A native of Illinois, she currently resides in NewYork City.

“I think today, any woman in business has such atremendous opportunity to be successful and so much tooffer. Just believe in yourself and never give up on your visionsand dreams.”

Office Depot recognizes seven

exemplary women business

leaders for their significant

contributions to the advancement

of women in business.

Role Models of

SUCCESS

Women in Business & Industry 25

• Honored by Office Depot and the National Associationof Women Business Owners (NAWBO) was Linda Novy,Chief Executive Officer of Gardener’s Guild, Inc. Ms. Novy’scompany, Gardeners’ Guild is an employee-owned firm with125 technicians and horticultural craftspeople providinginterior and exterior landscape management services to SanFrancisco Bay Area commercial and residential customersand pioneers of Sustainable Landscape Management. Shepurchased Gardeners’ Guild in 1976 and has built thecompany from 6 employees to 125, and grown the clientroster from 14 to 300. In addition to managing Gardeners’Guild, Ms. Novy and two associates formed Gardeners’Institute in 1977, a nonprofit organization that providedhorticultural therapy to developmentally disabled MarinCounty residents. They are also aggressively focusing on anew management leadership plan. She resides in Fairfax,California.

“This conference was food for the soul and validates whatI have always known: that being successful in businessmeans honoring the values that are most important to youand ensuring the success of all the people you touch.”

• Honored by Office Depot and the Executive Women’sGolf Association (EWGA) was Maria Erickson. Ms. Ericksonis the Founder, President and CEO of Bette & Court. Hercompany designs, manufactures and markets Bette & Courtwomen’s golf and resort wear and “Dress in a Bag.” Shestarted Bette & Court in 1991, with a vision to design anddeliver excellent products to the women’s golf audience. Shestarted her apparel business the same year the EWGA wasfounded; with Maria becoming a Charter Member of theMiami Chapter of the EWGA. Maria has been a strongsupporter and sponsor of the EWGA since its inception andis an avid promoter of women in golf and business and inmentoring young girls to support the growth of the game atthe grassroots level. She is a resident of Hialeah, Florida.

“There is no secret formula to success. It’s about hardwork, tenacity and the ability to lead and inspire a team.What is truly remarkable about this conference is thegathering of so many talented women from differentindustries who have made their mark in a very significantway. Every story is unique and truly inspiring.”

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(l to r) Renee Street, COO, American Business Women’sAssociation, Kristin Holmquist Ruth, and Jocelyn Carter-Miller.

(l to r) Maria Erickson, Cynthia McGeever, President of theBoard of Directors, Executive Women’s Golf Association, andJocelyn Carter-Miller.

(l to r) Linda J. Novy, NAWBO President, Mary MacRae,and Jocelyn Carter- Miller.

(l to r) Andrea Nierenberg, Betty Spence, President of NAFE,and Jocelyn Carter-Miller.

(l to r) Connie Glaser, Edie Fraser, President of the BusinessWomen’s Network and Jocelyn Carter-Miller.

(l to r) Rebecca Boenigk, Susan Phillips-Bari, President ofWBENC, and Jocelyn Carter-Miller.

(l to r) Catherine H. Giordano, Terry Neese, Co-founder ofWIPP, and Jocelyn Carter-Miller.

26 Women in Business & Industry

• Honored by Office Depot and the American BusinessWomen’s Association (ABWA) was Kristin Holmquist Ruth.Ms. Ruth is a district court judge in Raleigh, N.C., where sheconcentrates most of her work in the child supportenforcement area of the Wake County court system. Throughher efforts, she has been able to provide desperately neededfinancial support for children and their custodial parents. Ruthis passionate about community service as well; she co-chairsthe Child Support Committee for the National Council onJuvenile Justice and Family Law Judges. She also sits onthe Board of Directors for Carolina Dispute and SettlementServices. And she received the North Carolina Council forChild Support Service of Excellence Award in 2000. Inaddition to local mission work and extensive communityinvolvement, she traveled to Guatemala to build housing andplaygrounds for poverty-stricken women and children andserved as an interpreter on a medical mission trip to theDominican Republic. She balances her demanding careerand active philanthropy with a full home life, raising her eight-year-old son, Kenan, alongside her husband, Preston, in NewHill, North Carolina.

“It [is] truly an honor to be surrounded by so manydistinguished and talented women who share the samethoughts and concerns, but who “think big” and are relentlessin pursuing their own personal dreams without losing sightof who they are and who mentored them throughout theirvaried careers.”

* Honored by Office Depot and the Women’s BusinessEnterprise National Council (WBENC) was RebeccaBoenigk. She co-founded Neutral Posture, Inc., (NP) withher mother in 1990. NP is the only certified woman-ownedbusiness ever listed on a public exchange. Mrs. Boenigk isa 19-year veteran in research, development, design andmanufacturing of ergonomic seating. She is on the Board ofDirectors of WBENC and was recently elected to chair itsWomen’s Enterprise Leadership Forum. She is also verycommitted to the community and has supported localcommunity organizations such as Still Creek Boys Ranch,Habitat for Humanity and the Go Texan Organization. Shelives with her husband and two children in Bryan, Texas.

“I have been blessed with a wonderful life including anamazingly supportive family, the best husband in the worldand incredible employees at Neutral Posture. My success isdue to all of them and to them I am forever grateful.”

• Honored by Office Depot and Women Impacting PublicPolicy (WIPP) was Catherine H. Giordano. She is Presidentand CEO of Knowledge Information Solutions, Inc., a non-traditional IT solutions business. As a Hispanic womanbusiness owner, she has built her business around federalcontracting opportunities, not an easy task. Her primary goalin business is to always improve, enhance, communicate,and to shift the paradigm toward achieving excellence. She

was recently appointed by Governor Mark Warner as amember of the Virginia Research and TechnologyCommission. Ms. Giordano is a Founding Partner of WIPP,a bi-partisan, non-profit organization that advocates on behalfof minority and women-owned businesses on businessissues.

“The current large and growing number of women-ownedbusinesses offers an opportunity to break the glass ceilingfor women in the business world through ownership of theirown businesses.”

OFFICE DEPOT

Women have made leaps and bounds into today’s

business world. By focusing on the changing business

needs in the marketplace, women are rapidly moving

towards success. For all that women do in this world,

Office Depot is proud to salute women in business.

No one sells more office products to more customers

in more countries than Office Depot. The Company

operates under the Office Depot(, Viking Office

Products(, Viking Direct( and 4Sure.com( brand names.

As of December 28, 2002, Office Depot operated 867

office supply superstores in the United States and

Canada, in addition to a national business-to-business

delivery network supported by 24 delivery centers, more

than 60 local sales offices and 13 regional call centers.

Furthermore, the Company sells products and services

in 20 countries outside of the United States and Canada,

including 37 office supply stores in France and 13 in

Japan that are owned and operated by the Company;

and 121 additional office supply stores under joint

venture and licensing agreements operating under the

Office Depot name in seven foreign countries.

The Company also operates an award-winning U.S.

Office Depot brand Web site at www.officedepot.com

where customers can access Office Depot’s low

competitive prices seven days a week, twenty-four

hours a day, as well as a new Spanish language Web

site at http://espanol.officedepot.com. The Company

also operates 31 other Web sites in the U.S. and 14

international countries including: Austria, Belgium,

Canada, France, Japan, Germany, Ireland, Italy,

Luxembourg, the Netherlands, Portugal, Spain,

Switzerland and the United Kingdom.

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28 Women in Business & Industry

W ith the frenzied pace of today’s business world, we allneed help identifying and planning our future careermoves. Even more important, we need the contacts and

resources to make our goals reality. That’s why master-mind groupsare spawning all over the country, offering support and specializedknowledge to people in every industry and sector.

A master-mind group consists of people who work together inabsolute harmony to achieve diverse goals. The group memberscome together at regular intervals to brainstorm ideas, shareknowledge, and help each other discover the tools to realize theirdreams. While these people work well together, they may be verydifferent from each other. The common element is that each drawssomething from the others, and each contributes freely to the group.

It is the focusing of each mind on a common issue that triggersthoughts not readily available to one mind. Those in the group drawupon their unique experiences and specialized knowledge to helpeach other.

When many minds concentrate on a single point, the activitygenerates a power over and above the sum total of each of theindividual minds. It is as though an invisible force joins the groupand provides additional insight. As a result, the group membersaccomplish more than any one person could have accomplishedindividually.

Forming a master-mind group is relatively simple, but you needto do so with caution. Below are some tips to keep in mind whileforming your group.

• Choose people who are not like you. People with differentperspectives will challenge you and contribute different ideas thatyou may not have thought of. While your master-mind groupparticipants should be different from you, they should also possesssome similar qualities– they should be action-oriented, have a highenergy level, and have a strong commitment to follow-through. Ifyou don’t know anyone who has the skills or resources you seek,ask yourself, “Whom do I know who might know a person withthese qualities?” For example, if you want to secure a job in thetechnology field, but you don’t know anyone who works in that arena,whom do you know who can introduce you to someone successfulin that field? Search your contact list for only those people whoshare your values and with whom you’d want to meet regularly.

• Be sure the entire group can benefit from the experience,skills, and specialized knowledge of each member, and from theexpanded network of resources. Each person must have somethingto contribute to others in the group. This can be a specific talent,leads, or specialized knowledge or skills, such as marketing ororganizational skills. Some members may choose to present tipsor give an informational lecture at each meeting, while others couldcontribute something as basic as good will and encouraging words.As a result, each person should be able to gain something fromthe group. Realize that the gain may not always be material. It maybe increased self-confidence or “know-how.” Ultimately, it may bethe realization of a dream.

• To be effective, group members must expect good and positiveresults from their participation. Expecting positive outcomes doesnot mean that challenges and frustrations won’t occur. It simplymeans that group members are predisposed to viewing things in apositive frame of mind. Negative thinkers focus on why ideas willnot work rather than on finding ways to make them work. Peoplewith a positive attitude also acknowledge that sometimes an ideais simply not worth pursuing. After all, to ignore the facts is foolhardy.However, there is a fine line between giving up too soon and alteringa course when necessary. The key is knowing when to pull backversus when to re-evaluate the situation.

• The entire group should agree on organizational matters, suchas leadership objectives, decisions on when and where to meet,and an established agenda. Group leadership initially rests withthe person forming the group. His or her responsibility is to set themeeting time and place until the group decides on a permanentmeeting time and place. Leadership of meetings may then rotate,

MASTERTHE POWER OF A

MASTER-MINDGROUP

By Jo Condrill

Jo Condrill

Women in Business & Industry 29

meaning one person leads the session for a month, then the nextmonth someone else leads. There are no records kept except eachindividual’s private notes. With an established process and groundrules, there is no need for an elected or designated leader. When aspokesperson is needed, the person with the longest group standingis usually designated. Some groups meet weekly; others meet twicea month. Some groups meet face-to-face; others use conferencecalls. It depends entirely on your group’s circumstances. Theimportant things are that each member forms a bond with the restof the group, that there is mutual trust and a sense of well-being,and that you are willing to be vulnerable and ask for help.

TAKE THE INITIATIVE

Forming a master-mind group is a powerful way to get ideasand support from others. Take the initiative to start your own master-mind group today. You will soon see the wonderful benefits ofcontributing and receiving ideas, which will propel you and the entiregroup to new levels of personal and professional success.

About the Author

Jo Condrill is the author of 101 Ways to Improve YourCommunication Skills and Take Charge of Your Life. Sheprovides a unique learning experience in leadership, team building,personal development, and success strategies. She has worked inthe corporate, government, and non-profit sectors. Jo is a graduateof the Army War College, has held leadership positions at thePentagon, and was awarded the Army’s highest civilian award, theDecoration for Exceptional Civilian Service. She can be reached atwww.goalminds.com or (310) 860-5681.

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30 Women in Business & Industry

Women in Business & Industry 31

Money has a way of eluding us, and we have a way of charging up ourcredit cards and writing more checks. There is often a choice involvedwhen it comes to spending money, but this means being overtly

conscientious of every dime, nickel and penny spent. Women can becomeunaware of their pocketbooks because they want to live a certain lifestyle, butwhen the money isn’t there, and mounting debt seems to overtake them, they’llneed the proper tools to begin rebuilding their finances.

Money Toolbox for Women, by Audrey Reed, is a practical guide and fun readto financial freedom. A doctor of Spiritual Science, D.S.S., and the president ofWorks in Progress, Inc., a company providing consulting and entrepreneurialcoaching, Reed is a practiced money doctor with a wealth of financial resourcesto share. Reed is an uplifting and energetic spokesperson about money andinstructs women on the basics of building a relationship with their money bynurturing and respecting their wealth. Her approach is especially effective becauseshe knows how to address a woman’s unique issues, fears, and confusionsurrounding financial matters. Money Toolbox is easy to understand, and filledwith fun exercises that will show women how handle spare cash, save money,and guide them to financial accountability. Reed’s zesty charisma speaks aboutgaining financial control in a friendly, arm-in-arm, let’s-have-a-latte-language.

Learning how to mend “the hole in your money bucket” and “shake the piggybank” of your life is the first lesson. To start changing old money habits, Reedadvises that women must first shift their behavior from “negative money talk,”which is the primary instigator of all our money fears. The rebuilding tool Reedsuggests is writing. By writing down our thoughts on money, we can “observe”from an outside perspective, where our concerns stem from. In her book Reedasks women to answer several questions surrounding their financial thoughts andspending patterns. Through “inner money talk,” you will eliminate old attitudesabout money and learn how to live debt-free, save money and feel abundance.

Money hides, and “creepy crawlers” arise out of nowhere to snatch your moneyaway. Reed’s next set of lessons covers the art of staying organized, and how tohunt and retrieve lost coinage. By keeping track of where we spend money, andknowing exactly how much money is in our wallet every day, are two tools Reed

teaches readers. In order to keep a tight budget, Reedsays, “Give your money rigor and order,” and the focusyou create around your cash will help you be moreaccountable with it.

Reed also lists possible “creepy crawlers,” or “moneyeaters,” like car registration fees or birthdays, to makewomen more aware of how their money disappears.These costs that pop up out of nowhere need to befigured into our monthly expenses, thus allowing us tosave properly and stay out of debt.

An “angel envelope” can save you on a rainy day.Protection against the unexpected is usually a godsend.I don’t have the money and I desperately need it, doesn’tever have to be a common scenario in your life again.Save, save, save. “Debt or freedom is your choice,” Reedsays, and this envelope is a way to free yourself fromunwanted financial fetters. Angel envelopes will keep you“on the mark for monthly requirements” by keeping youorganized and prepared for any unforeseen event. Theenvelopes provide a fun way of saving money beyondwhat you’ll need for the monthly requirements.

Don’t eat all the cookies out of the “cookie jar”–savesome for later. Recalling mother’s warning could saveyou from ghastly credit card statements andcompounded interest rates. Reed gives simple creditcard advice, like “save the cash-before you go and buysomething–so you have the money to pay the credit carddebit as soon as the credit card statement arrives.” Herbook instructs women on the ins-and-outs of credit cardexpenditures and teaches readers how to be healthyspenders.

Philanthropy, according to Reed, is a large part offeeling prosperity and joy in our lives. Reed allowsreaders to feel a sense of abundance and gratitude forwhat they do have, and most importantly she encourageswomen to “nurture yourself, nurture your money, andnurture your world.”

For more information about Dr. Reed visitwww.moneytoolboxforwomen.com.

You can also read her columns at www.myfriendlisa.com,www.makinglemonade.com, and www.inspirationpoint.com.Her weekly radio program is broadcast on 1100AM KFNX in

Phoenix and 990AM WALE in Providence.

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Women in Business & Industry 33

Until recently you may have been enjoying the illusionof a secure job, only to get involuntarily thrownoverboard-drifting back to the shore of resume

revision while brushing up on interview skills.

With things a bit rocky, the time is right to shine thesearchlight on your career and make sure that you are onthe right course for who you are today–not for who you havebeen in the past. See this time as one of possibility, anopportunity for personal and professional transformation.George Sand, the female French writer and novelist, said,“One changes from day to day . . . every few years onebecomes a new being.” In today’s world, this is truer thanever.

Making a major life change does not happen in anafternoon. Even if you have just been handed a pink slip, donot jump into the first career boat that comes by. Take a littletime to assess what you want to do and where you want tobe.

Career shifts are a major life transition and should betreated as such. To ease this transition and gain clarity andconfidence when deciding which direction to pursue, do thefollowing:

Zap the Time Zappers

You have to make your career transition the top priority inyour life. You may have to say “no” to volunteer activities,some family responsibilities, and other things that take upthe time you need to focus on you.

Get on Your Side

Stop beating yourself up for what happened yesterday.Instead, get into action and begin to figure out where youwant to go. Start taking steps to get there.

Be Strategic

When choosing your next career move, ask what industryyou want to work in, what kind of culture you want to work in,what benefits you are looking for and what kind of record apotential company has in promoting women. Interview anycompany that interviews you.

Start with the Simple

There are things that are easy to do, such as reading a

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34 Women in Business & Industry

book on your ideal career, doing some research on theindustry you are considering, having informal conversationswith a few of your contacts. Start with these activities to getused to the idea of change; then begin the more challengingactivities–redoing your resume, going on informationalinterviews, and participating in job shadowing.

Journal

Ask yourself the important questions. What have youlearned from your recent work experience? What do youreally want? What would you do if you knew you could notfail? Would a move to a different place bring otheropportunities? What is the best thing you can do for yourself?

Consult the Experts

Invest time with career counselors, business coaches andconsultants. They will give you resources, advice andstrategies. Also, read books, go to seminars, surf the Internet.Other perspectives are valuable because they are objectiveand will assist you in making a decision you can be confidentabout.

Talk to Headhunters

Headhunters are a great resource for more than just jobs.They know competitive salaries, hiring trends of the industriesthey serve, what new job titles are being created and whichare becoming obsolete. The more headhunters you talk to,the more current information you will have to help you makean informed decision.

Conduct Informational Interviews

If you know what you want to do, talk to those who arealready doing it. Ask them about the “blood and guts” of theircareer activities, not just the glamour and perks.

Get to Class

Take classes to assess your skills and interests; brushup on everything from Spanish to computer programming.There are many educational resources out there that canincrease your chances of being successful.

Get Your Financial House in Order

Get clear on your short- and long-term financial goals,take stock of your living expenses, and eliminate your debt.If you are insecure about your finances, you may choose anew professional course too quickly or stay where you aretoo long because you need the money. Make your decisionbased on the merits of position or opportunity, not becauseyour coffers are low.

Tell Your Loved Ones How They Can Support You

Let your partner, friends and children know what supportlooks like–taking care of dinner, allowing you time at thecomputer, picking you up from class. Support would notinvolve asking you if you should reconsider, suggesting youbeg your boss for your job back or wondering out loud if youshould forget this silly nonsense.

Be Realistic

What else is going on in your life? Will other prioritiestake most of your energy–like a newborn baby, a rebelliousteenager, a new marriage, an aging parent, or a healthchallenge? A career transition will be very demanding initially.It will require personal sacrifice.

Expect Success

What we believe is what we experience. If you expect itwill be impossible for you to make a career move this late inyour career, you will prove yourself right. If you believe yourskill set is valuable anywhere, you will prove yourself right.Believe in yourself and your ability to be successful. It isunlikely you will take action if you think your efforts will bewasted. Expect success.

Beth Orton, the singer-songwriter, said, “In life, there areno regrets–only lessons we have not learned yet.” Making acareer shift has many lessons to offer you. If things do notwork out immediately, know you can always add a mid-coursecorrection later. Incorporate some of these ideas to supportyourself in creating a professional life that you findchallenging, invigorating and richly rewarding. You have thepower to create it-and you deserve it.

Caterina Rando, MA, MCC, is a success speaker, coach and

author of “Power Thinking.” She helps people invigorate theirprofessional and personal lives and create the results they want.For information on having Caterina provide a program for your

company or for information on her audio program “Success withEase–How to Find Fulfillment in a Fast-Paced World,” visitwww.caterinar.com. Caterina can be reached at 800-966-3603

or by email at cpr@caterinar.com.

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Wood & Bender LLP, a fast-growing law firmspecializing in insurance policy enforcement,announced today that Martha Sharp, currently a

Senior Counsel for the firm, has been elected Partner. She isalso charged with the management and growth of the Firm’sWoodland Hills office.

“Marti’s expertise in Environmental, Natural Resources andLand Use law enables the firm to expand into these excitingmarkets where companies have a critical need to strategize,negotiate and enforce insurance policies as part of acomprehensive risk management strategy,” said David Wood,Co-Founder and Partner. “Marti’s management abilities are afurther asset as we increase the size and capabilities of our LosAngeles office.”

“Martha is passionate about everything she does, this isreflected in her work and in her personal life,” Dave Bender,Co-Founder and Partner added. “She is a new mother and justsix months after giving birth she competed in the NauticaMalibu triathlon held on September 19.”

Naming a female attorney as Partner demonstrates justone of the progressive management practices at Wood &Bender. Nearly half of Wood & Bender attorneys are female.The firm provides general family leave and personal time,believing attorneys are more productive if they have enrichedpersonal lives. In addition, Wood & Bender has investedsignificantly in its marketing program including a content-richWebsite, a quarterly online and hard copy magazine andfrequent speaking and seminar appearances.

“Wood & Bender has a number of prominent womenlawyers and is very supportive of all its employees,” Ms. Sharpsaid. “I look forward to contributing to the firm’s culture thatclearly values diversity, work/life balance, mentor programs,flexible hours and other progressive ideas.”

Prior to joining Wood & Bender, Ms. Sharp served as anassociate in Loeb & Loeb’s Environmental, Natural Resourcesand Land Use Practice Group, from 1996 through 2003. Beforethat, Ms. Sharp worked as a claims supervisor for a liabilityinsurer from 1989 through 1994, gaining inside knowledge ofinsurance carrier practices that she applies daily at the firm.

In 1987, Ms. Sharp earned a B.S. degree in finance fromMetropolitan State College located in Denver. She wasawarded a J.D. cum laude in 1997 from SouthwesternUniversity School of Law. In law school, she won theAmerican Jurisprudence Award in Environmental Law,Contracts and Advanced Civil Procedure, and served as theArticles Editor for the Southwestern University Law Journal.She also published a law review article analyzing theenvironmental provisions within NAFTA and their effects onAmerican manufacturers doing business in Mexico.

Ms. Sharp is admitted in California and the U.S. DistrictCourts for the Central and Southern Districts of California.She is a member of the State Bar of California.

ABOUT WOOD & BENDER LLPWood & Bender LLP, one of the nation’s leading law firmsspecializing in insurance policy enforcement, advises clientson the strategies, implementation and enforcement ofbusiness insurance as part of a comprehensive riskmanagement approach. The firm focuses on five criticalservices: analyzing and recommending optimal insurancestrategies, negotiating with carriers and customizing clients’insurance portfolios, evaluating and enforcing claims of loss,developing clients’ business settlement and litigationstrategies, and preparing the litigation defense of clients tocompel insurers to assume their responsibilities. Wood &Bender serves mid-sized to Fortune 1000 corporations, largenon-profit institutions and public entities, as well as partnerswith attorneys at mid-sized and large law firms who requiresupport in insurance enforcement expertise.

FIRM’S FIRST FEMALEPARTNER ALSO MANAGESLOS ANGELES OFFICE, IS ATRIATHLETE AND NEWMOTHER

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Carlson Hotels Worldwide has appointed Carmen Bakerto the position of Vice President, Diversity for CarlsonHotels Worldwide. Baker will report directly to Jay S.

Witzel, president and CEO for Carlson Hotels Worldwide, andwill be responsible to lead the hotel group’s strategy andtactics in support of diversity and inclusion. Baker previouslyserved as General Manager of Worldwide ReservationsServices for Carlson Hospitality Worldwide.

Baker will work closely with all of Carlson hotels’functional leaders on diversity initiatives in such areas of thebusiness as employment, property ownership, vendorrelations, advertising and marketing, community relations andphilanthropy, in support of the company’s five hotel brands.Carlson Hotels Worldwide’s brands include RegentInternational Hotels, Radisson Hotels & Resorts, Park PlazaHotels & Resorts, Country Inns & Suites By Carlson and ParkInn.

“We are committed to working to close the diversity gapand we seek to mirror in our workforce the diverse profiles ofour consumers,” said Witzel. “Diversity makes good businessand economic sense and maximizes an organization’s creativepotential through diverse talent and diverse thought that cangive a company a competitive advantage in the marketplace.Carmen is a proven and well-respected leader in our industry,and has extensive experience working with a diverse,multicultural and multilingual workforce supporting our morethan 1,700 hotel, resort, restaurant and cruise ship operationsin 82 countries,” he added.

Under her leadership, Witzel said that the ReservationsCenter, with over 550 employees, has established a DiversityCommittee, including human resources, training and othermanagement representatives. They also recently established aMulticultural Committee that includes a cross-functionalgroup of employee volunteers to provide an educationalforum to discuss the business case for diversity and celebratedifferences and similarities.

Carlson Hospitality’s Reservations Center has long beeninvolved with the community and continues to work toovercome low-unemployment in the area by reaching out tothe community for help with recruitment and building

CARLSON HOTELSWORLDWIDE APPOINTSCARMEN BAKERVP OF DIVERSITY

relationships with entities such as the Urban League and theMexican Consulate to attract diverse employees. They haveconducted mock interview sessions to offer the experience toindividuals that might not otherwise have the opportunity.They have also coordinated discussions with other localbusiness and with the Metro Area Transit to urge developmentof a “hub and spoke” transportation program to establishmajor drop-off points linked to shuttle services for newemployees to get to corporate offices.

“I have great passion for promoting diversity and believethat diversity of thought and life experience enriches ourrelationships with our customers, suppliers, employees andowners and provides our business with long-rangeopportunities and market leading innovation,” said Baker.

Under Baker’s leadership, the Carlson HospitalityWorldwide Reservations Sales and Services center in Omaha,Neb. was named the number one “Best Places to Work inOmaha” in 2003 by the Great Place to Work Institute.

Growing up in a family that has championed diversity,Baker’s father served as a mentor for her as he developed andimplemented Equal Opportunity Employment programs forthe U.S. Air force and for the University of Nebraska MedicalCenter. Her parents come from the Caribbean islands of St.Thomas and Tortola, and being part of a military family shemoved six times throughout her early school years to multiplelocations, including Guam and Puerto Rico, and was exposedto great diversity.

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38 Women in Business & Industry

Baker is also an active member of her community. She hasserved on the Board of Directors of Family Services of theMidlands, for the past two years. During her time on the boardshe also served on the Finance Committee. The non-profit,non-sectarian organization focuses on the needs of thecommunity in Omaha and provides a wide range of servicesincluding counseling, emergency services, crime preventionand intervention, domestic abuse and homeless shelters andneighborhood services such as senior and children’s centers.The organization also founded the first Girls Club in the city.

Carlson Hotels Worldwide and its parent company CarlsonCompanies, have a Supplier diversity program and councils topromote diversity in all areas of the business includingdevelopment, marketing, sales, purchasing, recruitment,training and advancement, and charitable giving. CarlsonHospitality Worldwide has been an active member of theMultiCultural Foodservice and Hospitality Alliance (MFHA); theNational Association of Black Hotel Owners, Operators &Developers (NABHOOD); the Asian American Hotel OwnersAssociation (AAHOA); the Urban League; and has sponsorednumerous student scholarships at many leading hotel schoolsand through the United Negro College Fund.

Curtis Nelson, president of Carlson Companies, launchedthe Experience Lodging Initiative of the American Hotel &Lodging Association (AH&LA) to implement strategies thatattract and retain diverse and talented workers for America’shospitality industry and is a recipient of the HospitalityIndustry Diversity Institute (HIDI) Lifetime Achievement Awardfor his commitment to advancing the cause of diversity in thehospitality industry. The Hospitality Industry DiversityInstitute (HIDI), housed at the Conrad N. Hilton College ofHotel and Restaurant Management at the University ofHouston, focuses on diversity education, training and issueresolution affecting the hospitality industry and its workforce.

“I have great passion for

promoting diversity and believe

that diversity of thought and

life experience enriches our

relationships with our

customers, suppliers, employees

and owners and provides our

business with long-range

opportunities and market

leading innovation,” said Baker.

WIBI

FORUM FOR WOMEN ENTREPRENEURS NAMESNEW CEO AMY D. LOVE TO BUILD UPONFOUNDATION OF LEADERSHIP

The Forum for Women Entrepreneurs (FWE), the premierorganization for women building and leading high-growthcompanies, today announced the appointment of Amy D. Loveas its newest CEO. Ms. Love, who has led a distinguishedcareer in the technology, publishing and consumer productsindustries, will build upon the successes of outgoing CEOSusan Hailey, who was CEO for the past two years. UnderHailey, FWE experienced significant growth in membershipamong experienced female entrepreneurs nationwide.

“FWE moved to a new level and depth of participationunder Susan’s leadership,” said FWE Chairman Sheryle Bolton.“Now with Amy’s experience, leadership capabilities, andcommitment to the success of women, we are poised toextend FWE’s influence and efforts to an even larger audience.We look forward to helping Amy further expand ourmembership and develop additional services to benefitfemale executives and entrepreneurs.”

Wanda Ross, CEO of ExecutiveQuest International and aFWE member, conducted the CEO search.

Ms. Love has a long history of business leadership. Shewas Chief Operating Officer at Molino Networks, a technologystart-up unveiled at DEMO 2004, founded and published REALSPORTS Magazine, led management consulting teams withADL, Inc., and BOOZ|ALLEN|HAMILTON and successfullymarketed and sold products for Navigation Technologies andProcter & Gamble, Inc. Love has also been active as avolunteer and speaker; recent engagements include the SanJose Sports Authority, The Pac-10 Conference’s ExecutiveWomen’s Night, the Texas Professional Women’s BusinessAnnual Conference, the California Governor’s Conference, theGirl Scouts National Convention, Minnesota State’s AthleticDirector’s Conference, Ball State University (Indiana),Elizabethtown College (Pennsylvania), and Texas TechUniversity.

AELMINGS HUMAN RESOURCE CORPORATIONOPENS HEADQUARTERS IN CHARLOTTE

Aelmings Human Resource Corporation, the nation’slargest minority, female owned human resource organizationto Fortune 500 companies, has relocated their headquarters toCharlotte, North Carolina.

Aelmings provides recruiting and staffing services,including training and program development, workforcediversity consulting and organizational development servicesto a variety of companies and educational institutions,including Progress Energy, Duke University Health System,State of North Carolina, NC State University, Duke Energy,Burt’s Bees, Shaw University and the Durham Public SchoolSystem. In addition, Aelmings offers an array of multiculturalprograms, including Latin American recruitment and training.

Aelmings has operated out of Raleigh, North Carolinasince 1997. The Triangle-area office remains open and fullyoperational. The move to Charlotte simply broadensAelmings’ presence and availability to clients across theTarheel state.

“We recognize the potential for business growth inCharlotte,” remarked Francina Tate-Harris, CEO of Aelmings.“By moving our headquarters there, we have expanded thewealth of business partnerships available to us.”

Aelmings’ client roster already consists of severalCharlotte-based companies, such as Duke Energy. The new1,800 square foot facility, which became fully operational inJuly, is located in the prestigious McGregor Downs area ofSoutheast Charlotte.

Heading up the new office is Lloyd Diggs, who promisesto create a strong center of operation for Aelmings inCharlotte.

“I am honored to lead Aelmings in building a strongpresence in Charlotte and look forward to contributing to thebusiness community there,” comments Diggs.

About Aelmings Human Resources Corporation:Aelmings, headquartered in Charlotte, North Carolina, is

the nation’s largest minority female-owned provider of humanresources services to governmental agencies, educationalinstitutions and Fortune 500 companies.

CEO, Chairman and Founder, Francina Tate-Harris is aworkforce diversity expert and national thought leader. Sherecently spearheaded the First Annual North Carolina DiversityEnlightenment Conference.

Aelmings has implemented successful, customizedminority related programs including recruiting and staffing,diversity training and program development, consulting andorganization development for a roster of national and global

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BUSINESS BRIEFS

Women in Business & Industry 39

40 Women in Business & Industry

corporations and institutions including Progress Energy, DukeUniversity Health System, Durham Public School System, Burt’sBees, Duke Energy and the State of North Carolina.

For more information, please contact CEO Francina Tate-Harris atftateharris@aelmings.com or visit www.aelmings.com.

UBS NAMED ONE OF THE “100 BEST COMPANIESFOR WORKING MOTHERS”

UBS announced that it has been named one of the “100Best Companies for Working Mothers” by Working Mothermagazine. To be named to the list, public or private firms ofany size and in any industry (except those in the business ofproviding work/life or child-care services) complete acomprehensive application including questions about acompany’s culture, employee population and policies onwork/life and women’s advancement.

With the help of industrial research firm eXpert SurveySystems, applications are validated and scored on more than500 points of information, including the number of work/lifeprograms offered, the employee usage of such programs andthe representation of women throughout the company.

Some of the services that UBS offers that wereacknowledged by Working Mother include policies towardschildcare leave, adoption assistance, flexibility for employees,and the development networks for women.

“UBS is proud that Working Mother has acknowledgedthe wide-range of programs we offer not only to women, butall of our employees,” said John Costas, Chairman and CEO ofUBS Investment Bank. “By providing these services for ouremployees, we enable them to be the best that they can be.”

“We believe that every employee can succeed and arefirmly committed to coming up with solutions to help themdo so,” said Mark Sutton, Chairman and CEO of UBS WealthManagement USA. “Our financial advisors, in nearly 400branches nationwide, have great flexibility to run theirbusiness on their own schedules.”

“We feel that offering these programs helps us develop adiverse talent pipeline for our firm,” said Kai Sotorp, Head ofGlobal Asset Management in the Americas

UBS is one of the world’s leading financial firms,combining financial strength with a reputation for innovationand a global culture that embraces change. UBS is the world’slargest wealth manager, a premier investment banking andsecurities firm, and one of the largest global asset managers. InSwitzerland, UBS is the market leader in retail and commercialbanking. UBS, headquartered in Zurich and Basel, employsmore than 68,000 people, and has operations in over 50countries and in all major financial centers. WIBI

Women in Business & Industry 41

CLAIRSONINDUSTRIESAPPOINTS NEWPRESIDENT

Ocala, FL (August 25, 2004) - Clairson Industries, L.L.C., anOcala, Florida-based leading custom plastics injection moldingcompany, announced today that Cloteen Ross-Kilkelly hasbeen appointed as president. Donald Sauey, chairman ofClairson’s executive board and founder of the 25-year-oldcompany, announced the appointment.

Ross-Kilkelly’s responsibilities will include the growth andprofitability of the company’s North American operations;overseeing the successful implementation of Clairson’s ISO9001 quality system and providing leadership to thecompany’s 100+ employees. She will report directly to Mr.Sauey.

“I very much look forward to taking on this role,” saidRoss-Kilkelly. “ Clairson Industries is performing very well, andwe have the precision tooling, complex parts, and assemblyproduction and problem solving capabilities to grow ourexisting businesses and develop new quality plastic devicesfor our many sectors.”

Ross-Kilkelly is the former 23-year vice president ofadministration for Clairson International, a division of EmersonElectric, manufacturers of the brand Closet Maid. During hertenure, the company grew from less than 100 employees toapproximately 2,500.

When Ross-Kilkelly introduced Clairson International’sprogressive and comprehensive Flexible Benefits Plan in 1984,it attracted national attention from Inc. Magazine. She alsoreceived recognition in John Nesbits’ bestseller, “Reinventingthe Corporation.”

In her civic activities, Ross-Kilkelly has served onnumerous boards including the North Central FloridaBusiness/Healthcare Coalition, which she help found in 1983;the Munroe Regional Healthcare System and Marion CountyEconomic Development Council. She is also past president ofthe Marion County Chamber of Commerce.Ross-Kilkelly completed her bachelor’s degree at MarywoodCollege and holds a master’s in business administration.

Cloteen Ross-Kilkelly

WIBI

42 Women in Business & Industry

NASA ATTORNEY IS ROLE MODEL

FOR YOUNG WOMEN

Tereasa H. Washington, Director of the Customer andEmployee Relations Directorate at NASA’s Marshall SpaceFlight Center (MSFC), Huntsville, Ala., and her siblings,

were among the first African-Americans to integrate an all-white school in Tuscumbia, Ala., in the 1960s.

Washington persevered in an occasionally hostile societalenvironment. She earned straight A’s and was awarded fullscholarships to Alabama A&M University in Huntsville, andVanderbilt University School of Law in Nashville, Tenn. Shereceived a bachelor’s degree in economics from Alabama A&Min 1978. In 1982, she received a doctorate of jurisprudencefrom Vanderbilt.

After receiving her law degree, Washington joined theMSFC Office of Chief Counsel. In 1983, she was appointedgeneral attorney-advisor, handling legal matters for MSFCadministrative and technical operations. In 1988, she becameAssociate Chief Counsel for issues related to personnel andlabor relations. She was appointed MSFC’s Associate DeputyChief counsel in 1992.

Washington was the first African-American lawyer toserve on the MSFC legal staff; the first African-American lawyerin a NASA field center; and the first African-American womanat MSFC appointed to the senior executive service.

She was named director of the MSFC Customer andEmployee Relations Directorate in 1998. She manages anorganization of more than 250 civil service and contractoremployees. She manages a wide range of programs includinghuman resources, internal relations and communications,media relations, government and community relations,employee and organizational development, and educational

programs. The directorate is also responsible for technologytransfer, the development of space technology for commercialuse.

Washington has received numerous awards during hercareer, including the 2002 Presidential Rank DistinguishedExecutive Award, the highest honor attainable for a civilservant. She received a NASA Exceptional Service Medal in2000; the Presidential Rank of Meritorious Executive, 1999; aSenior Managers in Government award in 1999 from HarvardUniversity in Cambridge, Mass.; a NASA ExceptionalAchievement Medal in 1992; the Astronaut Corps’ “SilverSnoopy” Award for service to the Space Shuttle program in1990; and two MSFC Director’s Commendations.

She is an alumnus of Leadership Huntsville/MadisonCounty, a program that identifies leaders who havedemonstrated the ability and desire to become more involvedin community leadership positions.

Girls Incorporated, a national nonprofit youthorganization, presented its annual “She Knows Where She’sGoing” award to Washington on March 18, 2004. The groupannually recognizes three outstanding women ofachievement in the community whose lives serve as aninspiration for girls to become confident, self-sufficient andsuccessful.

Earlier this year, the Alabama state legislature issued aresolution citing her for an outstanding professional careerand for community service.

For information about NASA and agency programs on theInternet, visit: http://www.nasa.gov

NASA ATTORNEY IS ROLE MODEL

FOR YOUNG WOMENAs the country reflects on the 50th Anniversary of Brown v. Board of

Education, one NASA employee reflects in a very personal manner.

more NASA news on page 45>>>

Women in Business & Industry 43

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44 Women in Business & Industry

Women in Business & Industry 45

NASA INVITES UNDERGRADSTO FLY HIGH FORWEIGHTLESS SCIENCE

NASA is looking for a few adventurous students willing totest their science experiments while floating aboard theagency’s famous “Weightless Wonder” aircraft.

The Reduced Gravity Student Flight OpportunitiesProgram at NASA’s Johnson Space Center, Houston, annuallygives undergraduate student teams the opportunity toresearch, design, fabricate, fly and evaluate a reduced gravityexperiment. The student teams follow much the same path asscientists who develop experiments that fly in space.

The selected teams test their designs during a rollercoaster-like ride that produces brief periods of microgravity,similar to what astronauts experience during spaceflight. ANASA C-9 aircraft, the military version of a McDonnell DouglasDC-9 jet airliner, flies a series of carefully choreographedmaneuvers to achieve this effect. Students will experiencehow the human body reacts during the 30 “hill climbs andfreefalls” on each flight that create weightlessness 25 secondsat a time.

Student teams have until Oct. 20 to send their proposalsto NASA for evaluation on technical merit, safety, and anoutreach plan. Selections will be announced Dec. 6, withflights beginning in the spring of 2005. Each team will havethe opportunity to choose a journalist to fly with them anddocument their experience.

For more information about the Reduced Gravity StudentFlight Opportunities Program, visit the website at: http://microgravityuniversity.jsc.nasa.gov - Or contact DonnSickorez, NASA Johnson Space Center’s University AffairsOfficer, at 281-483-4724 or donn.g.sickorez@nasa.gov. WIBI

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