your alumni connection | march 2011phoenix focus your alumni connection | march 2011 web...

PHOENIX FOCUSYOUR alUmni COnnECTiOn | MARCH 2011

WEB alumni.phoenix.edu EMAIL [email protected]

FOCUS ON REINVENTION

Who are you and why are you here?

Update your image

Jumping into a new job

FEaTUREd alUmNa

Changing courseKelly O’Horo, mSC/CC ’10

Gilbert, arizona

Global TrendsHow are you and your company making a global impact?

Entrepreneurship Have you started a new business that has thrived despite the economy?

SecurityHow does your job contribute to security at a local or national level?

CommunicationsIn what way is your company revolutionizing the communications field?

Share your story.Email us at [email protected]

Everyone has a story to tell.

We want to hear yours.You could be in an upcoming issue of Phoenix Focus.

Kevin McFall, MBA/TM ’02Chief Community Officer, AMightyRiver Chicago, IllinoisPhoenix Focus February 2011

T hat is the question we asked alumni in our Facebook poll this month (page 42). If you are like me, you’ve had to reinvent yourself more than once. Reinvention allows us

to stay viable in the workforce, whether it is learning a new skill or changing your career path all together.

In this issue, life coach dan miller asks the important question “Who are you and why are you here?” (page 6). If you are at a crossroads in your career or are facing major challenges, answering these questions can help you focus your professional life on what is really important and what will be most rewarding to you moving forward.

I am especially excited about the feature “Bucking the system to reinvent higher education,” which is a candid interview with University of Phoenix Founder and Chairman dr. John Sperling (page 12). at the age of 53, dr. Sperling completely reinvented higher education and transformed his own career in the process.

This issue’s featured alumni have all reinvented their careers and are now on fulfilling paths. Read their stories beginning on page 30.

Enjoy this issue!

alanna Vitucci, mBa/Gm ’01Executive director, alumni RelationsUniversity of [email protected]

Follow me at twitter.com/uopxalumni

let ter from the executive direc tor

PHOENIX FOCUS is produced monthly by University of Phoenix alumni association.Visit us at phxfocus.com.

VP, Alumni & Faculty RelationsKathleen Fern, mBa ’99

Executive Directoralanna Vitucci, mBa/Gm ’01

Editorial DirectorJenifer King

Senior Editoramanda Flatten

Features Editorlee Jonsson

Editorial AssistantBridget Gutierrez

Contributing WriterJulie Wilson

Design P.S. Studios

University of Phoenix Alumni Association4025 S. Riverpoint ParkwayPhoenix, aZ 85040

Contact us at [email protected] 800.795.2586 F 602.643.0552

or visit us at alumni.phoenix.edu

© 2011 University of Phoenix, Inc. all rights reserved.

How many times have you reinvented your career?

alanna VitucciExecutive director, alumni Relations

Phoenix Focus Wins Silver CASE Award of ExcellenceThe Council for advancement and Support of Education (CaSE) awarded Phoenix Focus the Silver award of Excellence in the Special Constituency magazines (Special Interest magazines) category.

alumni.phoenix.edu PaGE 3

FEATURES6 Who are you and why are you here? In today’s volatile workplace, the fundamental

question each of us should ask ourselves is: “Who am I and why am I here?” Bringing home a paycheck is not enough reward for investing our time and effort. There has to be a sense of meaning, purpose and accomplishment that transcends the money.

12 Bucking the system to reinvent higher education

at the ripe age of 53—nearly four decades ago—dr. John Sperling sowed the seeds of an idea that would revolutionize the way working adults pursue an education.

18 Creating a diverse workforce diversity has evolved beyond a numbers game

of ensuring companies hire more minorities to a way of doing business that utilizes the best of all talent.

30 Changing course Featured alumna: Kelly O’Horo

For Kelly O’Horo, mSC/CC ’10, a lifetime of challenging herself to do better has prepared her for her latest endeavor: serving children through her new career as a counselor.

contents / march 2011

6

Phoenix Focus march 2011PaGE 4

IN THIS ISSUE Your Career

Update your image 24

Boost your personal brand 26

Jumping into a new job 28

Alumni Profiles Mark Fontaine 34 Teacher of the times

Bill and Cathy Fuchs 36 Career 2.0

David Croslin 38 Business of reinvention

The Buzz

Published by alumni 40

Recognition 41

Facebook poll 42

University News College of Nursing re-accredited for 10 years 44

School of Continuing Education launched 44

New resource website for nurses 45

louisiana Campus named best place to work 45

Norwalk Campus unveils new 45 Student Resource Center

Our Community Campus news 46

Community relations 48

Events 50

30

18alumni.phoenix.edu PaGE 5

Who are you and


T here is an old story about akiva, the rabbi, who lived just outside the 2nd-century city of Capernaum. akiva had been to the village to gather some supplies and was walking back to his cabin. deep in thought, when he came to a fork in the road,

he went to the right rather than taking the path that would lead him home. Suddenly a voice came through the darkness, “Who are you and why are you here?” Rousing his senses the rabbi realized he was in unfamiliar territory. Straining to see through the darkness he recognized the Roman fortress—the military barracks—and slowly realized the questions were coming from the sentry on duty, “Who are you and why are you here?”

Being a rabbi and a scholar he answered the question with a question. “Young man, how much do they pay you to stand guard and ask those questions of those who approach?” Rather than being defensive, the guard could see he was dealing with a man of the cloth—not an intruder. He answered, “4 drachmas a week ($100).” The rabbi replied immediately, “I’ll double your pay if you come with me, stand at the door of my cabin and ask me those same two questions each morning as I leave for the day.”

why are you here?

In today’s volatile workplace, this seems to be a fundamental question each of us should ask ourselves in 2011: “Who am I and why am I here?” The economic challenges of 2008 through 2010 have served as a wake-up call for the dormant but authentic passions of the Baby Boomers to leave the world a better place than they found it. and the younger generations have accelerated their wisdom through access to information, technology and travel, making them wise beyond their years. Their maturity of thought and actions in political, economic and theological systems are bringing new light and hope to our changing world. The status quo

is no longer sufficient. Bringing home a paycheck is not enough reward for investing our time and effort. There has to be a sense of meaning, purpose and accomplishment that transcends the money.

It’s never too late to make a changeas a life coach, I have the privilege of walking through times of transition with interesting people. Recently, I was contacted by a CFO of a major utility company. He had the opportunity to assess the meaning and purpose of his own life. He had been making in excess of $300,000 a year, had more than a million dollars in ready cash and was in great health.


While his life might have sounded perfect, his company’s management structure was in the middle of dramatic change. This gentleman recognized his future was suddenly in question. The best option was to negotiate an exit plan, including a financial package that would reward him for his years of faithful service.

However, in taking a fresh look at his life, he realized he had no life apart from the company. at 54 he had never been married, thus no children. For 26 years he had lived in the same motel room; his rent was $465 a month. He had the same couch for over 30 years.

do you think his primary concern should have been how to find another job quickly? No, and fortunately, after the initial panic of recognizing “I have no life,” he realized this was his window of opportunity to step back and ask: “Who am I and why am I here?”

Live the life you wantThe phrase “life happens” is not just a cute cliché. life really does happen—whether we make plans or not. Rather than feeling like we are on the railroad of life with a locomotive right behind us, it’s far preferable to design the life we want in advance.

I recently met with a sharp, 27-year-old college graduate who had taken a position with a company selling office equipment. Each morning he put on his suit and began making his calls. The company loved him; however, he was bored beyond belief. I asked him why he had taken this route, and his reply conveyed a common perception. He said he had a great time in college; he traveled, went snowboarding, attended ball games and spent time with his friends. Now that he had graduated he felt it was time to “grow up” and become part of the “real world.” He assumed that meant getting a job that he hated but that would prove his responsibility. Funny

as his idea sounds, his sentiment is shared by many. after looking carefully at his skills, personality traits, values, dreams and passions, my question for this young man was: “Who are you and why are you here?”

Today, he is co-owner of a snowboard shop in Breckenridge, Colorado. On a moonlit night you might catch him coming down a hill at 3 a.m., testing one of his new designs.

Getting where you want to beHow do you discover: “Who am I and why am I here?” Take time to write down your thoughts about the following questions:

• Whatisitthatyoufindnaturallyenjoyable?• Areyouwhereyouthoughtyou’dbeatthisstage

of your life?• Haveyoueverhadasenseof“purpose”or

“mission?” • Ifmoneywasnotimportant,whatwouldyou

spend your time doing?• Whendoyoufindthetimejustflyingby?• Whatarethoserecurringthemesthatkeep

coming up in your thinking?• Whatdidyouenjoyasachildbutperhapshave

been told was unrealistic or impractical to focus on as a career?

• Ifyouwantdifferentresultsthisyear,whatareyou willing to change in what you’re doing now?

according to a recent survey by job-placement firm manpower, 84 percent of employees plan to look for a new position in 2011. That’s up from just 60 percent last year. aristotle taught that all things seek to move toward the purpose for which they were designed. When they are prohibited from doing what they were designed to do, they experience dysfunction or perhaps what Emerson called “divine discontent” or even despair.


Living largeRecently, a 36-year-old mBa in an executive position in health care shared this concern: “I have a vague sense that my life is too small.” living large does not necessarily mean a bigger salary, house, cars or retirement fund. It has nothing to do with fancy vacations or the latest fashions. Rather, it means having a life that is full of meaning and purpose. and that can occur—or be absent—at any place on the continuum of the traditional parameters of “success.” I’ve seen millionaires who are living life “small” and those with scarce financial resources who are living “large.”

What is your life saying to the world? are you living your life too small? Is it so full of meaningless tasks that there’s no room left for the things that make your heart sing? are you pushing so hard in doing more that you’ve lost the sense of being more? does more activity really equal greater accomplishment, or does it at some point tip the scale and begin to diminish the meaning of your life? are you creating the legacy you want to leave for your loved ones?

To help you start thinking, consider the following questions. Can you identify:

1. The four or five ideas you had for a better job or starting your own business?

2. The three things that you did just to help someone out with no expectation of payback?

3. The books you read or listened to that enlightened your spirit, confidence, knowledge and wisdom?

4. The number of hours you spent in quiet contemplation?5. The two or three things you did that you had never

done before?6. The concerts, art shows, seminars, workshops or other

enriching experiences you had?7. The two or three specific things you did to strengthen the

relationships that mean the most to you?



If you have no responses to these seven questions, chances are you are having difficulty answering the question “Who am I and why am I here?”

Start today to clarify this question for you and you alone. Carve out times for restoration and spiritual breathing. Take a walk, give thanks for simple things, take a bath with music playing and candles burning, turn off the telephones, TV and computer. Wisdom, peace, contentment and insight about who you are will come in those times. From there you will be able to create a clear focus that translates into a fulfilling life, complete with meaningful, purposeful and profitable work. and yes, that former CFO I mentioned at the beginning of this article is now happily married, living in a real house and serving as a consultant in his area of expertise.

Dan Miller is a life coach and author of 48 Days to the Work You Love and No More Mondays.

“The master in the art of living makes little distinction between his work and his play, his labor and his leisure, his mind and his body, his information and his recreation, his love and his religion. He hardly knows which is which. He simply pursues his vision of excellence at whatever he does, leaving others to decide whether he is working or playing. To him he is always doing both.” —James michener, author


An interview with Dr. John Sperling, founder and executive chairman, University of Phoenix

A vision for education

PF: many people credit you with reinventing higher education when you founded University of Phoenix in 1976. That’s a remarkable undertaking. Can you explain how you got started?

JS: Well, I think it started with some simple questions: How do you solve the problem of higher education? How do you figure out how to deliver education to working adults? In 1972, I began an experimental program for working adults, who at the time only had the choice of going to night school and sitting with a bunch of young undergraduates. They had access to only a few courses, so it was difficult for them to piece together a degree program. That’s why when we rolled out this program for working adults, it was instantaneously successful.

When we first started as the Institute for Professional development with the University of San Francisco, within two years we had 2,500 students. It was remarkable. Then, we reached out to other institutions and had around 7,000 students in our various programs.

Bucking the system to reinvent higher educationAt the ripe age of 53—nearly four decades ago—Dr. John Sperling sowed the seeds of an idea that would revolutionize the way working adults pursue an education. What started as a pilot program out of his house would ultimately become University of Phoenix, an institution with more than 600,000 alumni around the world. Along the way, Dr. Sperling is credited with reinventing higher education—and transforming his own life in the process.

Photo at left: dr. John Sperling, founder and executive chairman, University of Phoenix


An uphill battle

PF: What challenges did you face early in this process?

JS: Of course, we ran into the problem of competition. The competitors didn’t like us, and they went to the accrediting associations, which then divested themselves of their relationship with the Institute for Professional development. That was a blessing in disguise because it forced me to say, “If this innovation is going to survive, I’m going to have to create another instrument to do it.” and the result was University of Phoenix.

PF: did you have trouble finding others who supported the idea of this new kind of educational institution?

JS: I didn’t have any trouble finding students, but I had trouble finding employees. Traditional institutions very quickly tried to undermine the University and to devalue the education it was offering. So, a person had to be pretty immune to criticism to come to work at the University. But when they did, they came because they believed in the mission. Therefore, they were willing to hunker down and go through the ideological battles that started right at the beginning and are going on still today.

PF: Before you founded the University, you were a professor. It was quite a leap to jump into entrepreneurship and create your own model for higher education. What did you need to learn in order to be successful at this?

JS: I had to learn about a thousand things—or maybe ten thousand. as I said in my autobiography [Rebel with a Cause], the main thing I learned was how to deal with organizations. Prior to this, I had built a faculty union. In doing so, I had to figure out how to meet the needs of the professoriate. What would I have to do to cause them to join and support the union? So, it was that training in building a union that gave me the basic people skills to build the University. at the time I had no business skills, but those people skills allowed me to do it.

I also was able and willing to find business tutors, in particular the dean of the School of Education at the University of San Francisco who was a businessman who came back to academe. He was instrumental in helping me figure out how to structure the original company. Other people stepped up along the way to give me a hand, and I owe a lot of the success of the University to the professionals who came forward and tutored me in the arcane ways of business.

A new vision for education

PF: How did your experience as a professor help you define your vision for University of Phoenix?

JS: I was doing experimental work and constantly trying new things. I think it was about learning to educate people in groups, and the dynamics of group learning were absolutely essential. To accomplish this we had to change the role of the faculty

Bucking the system to reinvent higher education

“I’m pretty indifferent to risk, and that can lead to disaster for a lot of people. But even though I have a very high risk tolerance, I have been lucky. I could have been dumped into the ditch one hundred times. But pluck and luck, as they say, made the difference.” —dr. John Sperling


member from being the source of all knowledge to becoming a mentor and facilitator of learning. Our faculty members become part of the group, and they go through the learning process in much the same way the students do. This was the change that traditional education found absolutely abhorrent. We were, in their view, devaluing the role of the professor—minimizing it—and that was something they simply could not abide.

PF: did that make it difficult to recruit instructors?

JS: No, but it meant that I abandoned the professoriate. They simply did not function well, so we went with well-qualified people working in industry and government who knew the subject matter and understood its applications in the real world. and then we developed a training program to train them to teach so they would be able to function more effectively than the professoriate in this role, and they loved it.

PF: You must have a thick skin to have had the courage to change the way working adults are educated and to withstand the criticism that followed.

JS: Yes, I suppose so. I’m pretty indifferent to criticism, maybe too indifferent. I probably would be well advised to respond to it more often than I do. most of the time, I just slough it off and then go do what I want to do. But it comes at a cost.

PF: What’s the cost?

JS: mistakes I might have avoided if I had listened to the person who was directing the criticism toward me.

A lasting influence

PF: The University has made a permanent mark on higher education. In your view, what lasting impact will it have on academe?

JS: If you just look at it, literally thousands of other institutions have adopted every aspect of the University’s system of education, so obviously the competition has increased remarkably. I suppose you would say that even though some in traditional higher education still try to devalue University of Phoenix, they’ve utilized every item. Every innovation we’ve made, they’ve adopted.

John Sperling has a doctor of Philosophy in Economic History from Cambridge University.


JS: Creating a 21st century workforce. Our country created a 20th century workforce, but now we have another group—a different demographic—and we have to bring them up to the same level they were in the 20th century. This is no easy task, I can tell you. If we don’t meet the needs of our demographic, we’re going to have a great deal of trouble organizing our economy for the 21st century.

PF: It sounds like the University’s 600,000 alumni have their work cut out for them as they enter the new economy of the 21st century.

JS: The main thing is that the country depends on alumni. I’d tell this group of college graduates that they’ve got a great responsibility to this nation, and if they don’t step up and perform, this country is going to go down the tubes.

Life lessons

PF: looking back over the years, have you learned anything about yourself in the course of establishing the University?

JS: more than I ever wanted to know. let’s just put it this way: life is a learning process, and it’s something that goes on constantly. although I know I’ve slowed down a lot, I hope I’m learning at some speed that has some relation to what I’ve been able to do for the last 40 years.

PF: You’ve also reinvented your life along the way by not being afraid to take chances.

JS: Well, I’m pretty indifferent to risk, and that can lead to disaster for a lot of people. But even though I have a very high risk tolerance, I have been lucky. I could have been dumped into the ditch a hundred times, but pluck and luck, as they say, made the difference.

PF: as you said, today the University has many competitors, and non-traditional students now have countless options for higher education. How do the University’s competitors compare to the original, University of Phoenix?

JS: Fortunately, we’re still innovating while they’re several versions behind us. and, as we continue to reinvent higher education for a new demographic, it will take them a long time to catch up. as long as we remain innovative and on the cutting edge, we’ll do all right.

PF: How has the University helped students and alumni reinvent their own lives?

JS: Oh, in a thousand ways. For instance, we just did a survey of 44,000 students who had graduated within a 10-year period, and 95 percent of them were very pleased with their education and what they had achieved [The Professional advancement Survey, University of Phoenix].

PF: How have the needs of non-traditional students changed since you founded University of Phoenix?

JS: In 1970, we had a very vibrant working middle class with good jobs in the United States. We were competitive in the world, and we were at the top of our game, as it were, nationally. Since that time, the working middle class has been eroded. Between 1980 and 2010, their actual incomes have decreased. With the erosion of a strong middle class, we’re dealing with a demographic that has less income and finds it more difficult to progress in the world. Not only has that happened, but there has also been a decline in the quality of our K-12 educational system. So now we are dealing with students who are less prepared than they were, and they need more help. We’ve got to figure out how to bring them up to speed faster. It’s not going to be easy, but I think reinventing our educational model—again—will solve the problem. It’s a continuation of a nearly 40-year-old process.

PF: What’s the next big thing for institutions of higher education like University of Phoenix?

Bucking the system to reinvent higher education


Educator. Innovator. Entrepreneur. author. dr. John G. Sperling, founder and executive chairman of the board at University of Phoenix parent company apollo Group Inc., has amassed an extraordinary body of work in his 90 years. Here’s a snapshot of the man behind the metamorphosis of higher education.

Education:• BachelorofArtsfromReedCollege• MasterofArtsfromUniversityofCalifornia,Berkeley• DoctorofPhilosophyinEconomicHistoryfrom

Cambridge University

Job History (partial):• ApolloGroupInc.founderandexecutivechairman(present)• ApolloGroupInc.actingexecutivechairman(2006-2008)• ProfessorofHumanitiesatSanJoseStateUniversitywhere

he served as director of the Right to Read Project and director of the NSF Cooperative College-School Science Program in Economics (1961-1973)

• FacultymemberattheUniversityofMaryland,OhioStateUniversity, and Northern Illinois University (1955-1961)

at University of Phoenix, innovation is not a goal to be attained and then abandoned. Rather, it’s a perpetual process that defines the very heart of the institution.

“Our vision is to achieve the world’s most effective learning ecosystem, enabling us to share incomparable data, insight and expertise about how today’s students learn with educators, academics, non-government organizations and governments worldwide,” asserts Terri Bishop, executive vice president, integrated academic strategies and senior advisor to the CEOs.

Here are just a few of the University’s latest innovations:

A new way to workThe University recently completed an exhaustive evaluation of how enrollment representatives and academic counselors perform their duties and are compensated.

• ArmyAirCorps(1942-1945)• NavalAirForce(1941-1942)• MerchantMarine(1939-1941)

Business Endeavors:Institute for Professional development Inc, chairmanOne Touch Systems Inc., chairman (sold 2009)Kronos Optimal Health Company, founding shareholder (sold 2010)Kronos Science laboratory Inc., founding shareholderarcadia Biosciences, founding shareholderViaGen Inc., founding shareholder SF Green clean, founding shareholderSouthwest Solar Technologies, founding shareholderUnbridled Books, founding shareholder

Extracurricular Activities:Environmental activistdrug law reform activistPolitical organizer & activistUnion organizer (1960s)

as a result of this effort, the University is building a more collaborative enrollment and advisement organizational structure in order to help students make more informed enrollment decisions and to provide them with a more satisfying experience up front.

A cutting-edge learning platformInstructional spending is the University’s highest category of expense because courses and their delivery have to remain current and relevant to what is going on in the world. as such, the University is developing an innovative new learning platform and incorporating its extensive academic data bank into the design in order to model both learning and instruction. “Our goal is to have a pedagogy-neutral platform that can serve up learning tools, content and experiences customized for learning preferences and type of offering,” explains Bishop.

Who is Dr. John Sperling?

The innovation continuum

PhoenixConnectTm

The University has expanded its social networking environment beyond the classroom through its new networking site, PhoenixConnect. This tool, which is similar to other social and professional networking sites, will facilitate the shared construction of knowledge and engagement in both intimate and more public settings.


Creating a diverse workforce


managers are smarter about figuring out how diversity can shape their workforces to be more competitive on a global stage, and they now see giving everyone a voice in the organization can be a strategic operating principle.

A profitable workforcemany companies that employ a diverse workforce (people of different races, genders and ethnicities) are seeing better rates of employee productivity, satisfaction and retention. a business case can be made that companies that support diversity in their workforces are better able to understand the demographics of the marketplace they serve. also, there is evidence that a diverse workforce can result in better financial performance.

“many large organizations, and particularly those going global, recognize the value of diversity beyond race and gender, around diversity of thought,” says Victoria Jones, vice president of diversity for the apollo Group, University of Phoenix’s parent company. “It’s to a company’s competitive advantage to use diversity as a business driver to create products and services that exceed customer expectations. They recognize profitability comes with diversity.”

Research by Catalyst, an organization devoted to expanding opportunities for women in business, suggests companies with a diverse workforce can make more money. a 2007 Catalyst study showed that Fortune 500 companies with a higher representation of women directors attained significantly higher profitability than those with a lower representation.

also, a 2009 study by sociologist Cedric Herring at the University of Illinois found that organizations with greater racial and gender diversity performed better in several measures: greater sales and profits, market share and customers. The results of the study were published in the American Sociological Review. In the article, Herring says that the benefits of a diverse workforce are not limited to corporate earnings. a diverse workforce produces positive outcomes that a homogeneous one can’t because business growth and innovation depend on people working together and capitalizing on their differences, he claims.

F or two decades diversity has evolved beyond a numbers game of ensuring companies hire more minorities to a way of doing business that utilizes the best of all talent. Quotas are passé and the process is a lot more complicated than recruiting. Today’s buzzwords

are “inclusion,” “business benefit” and “employee resources” rather than “affirmative action.”

Creating a diverse workforce


Unique perspectives lead to innovationInclusive companies that celebrate and utilize workers of all backgrounds are getting results that translate into successful new products, new ways of looking at problems and happier, more engaged employees. “You never know where a good idea will come from,” says marc Bendick, a consultant to large companies on diversity. “Someone with a less traditional background might have a solution someone with an Ivy league degree might not have.”

Jim Norman, vice president of diversity at Kraft Foods, agrees. “Today there’s a lot of talk about engagement … allowing employees to share their unique perspectives—sharing their background as it relates to the business challenge or opportunity.”

One way companies are doing this is via employee resource groups, sometimes known as affinity groups, employee networks or employee councils. These groups can assist with recruiting, onboarding and mentoring employees as well as support product development.

For instance, employee resource groups can assist companies with developing and marketing products as well as recruitment. a few years ago at Verizon Communications, its african american employee resource group helped the ad agency market broadband service to business owners in african american communities.

at Henkel, known for its laundry, home care, cosmetics and adhesive technologies, a diverse team helped create a new laundry detergent. at General motors, women employees provided important input into the design of a new minivan. Kraft Foods utilizes its 10 employee councils as active hiring resources for identifying and attracting new talent. a council leader committee shares best practices and innovation.

In 2010, diversity Inc., a leading publication on diversity and business, which publishes a “Top 50 Companies for diversity” list annually, found an average of 22 percent of employees who worked at the “Top 50” companies were members of employee resource groups compared with 19 percent the year before. The survey also found 90 percent of these companies had cross-cultural mentoring programs, up from 82 percent in 2009.

Implementing effective programsmany companies that give diversity councils or diversity managers responsibility for placing more women and minorities into good jobs also have seen increases in the diversity of their managers and overall workforces.

at Kraft Foods, 18.9 percent of employees are people of color, 34.4 percent are women and 40 percent of the executive team members are women. “They can assist our organization with strategies in ways HR doesn’t,” Norman says. One of the most effective employee councils mentors new, diverse employees in the rules of company life. They talk about building relationships and effective networks.

In a 2007 article published by the american Sociological association, Harvard University sociologist Frank dobbin and his co-authors reported that designating diversity officers and establishing mentoring programs were the most effective ways to increase the numbers of women and minorities in management. “Programs that assign responsibility for change and that connect promising management talent with mentors (another, less formal way to assign responsibility) seem to hold the best hope,” dobbin wrote.

Neddy Perez, vice president of inclusion and diversity at National Grid, a $22.77 billion public utility, agrees that in companies that have strong mentoring initiatives, women advance more quickly. continued on page 22


Room for growthWhile the focus of diversity programs has changed over the years to respecting and including employees so that they comprise a higher, better-functioning workforce, along with a more diverse one, many companies still fail to leverage those efforts.

Great strides have been made in corporations appointing women and minorities to top jobs in corporate america, such as Kenneth Chenault, an african american CEO of american Express, and Indra K. Nooyi, a woman of Indian-american descent and CEO of PepsiCo. However, minorities and women are still rare in management. according to data from the U.S. Equal Employment Opportunity Commission, the number of minorities in executive and senior-level positions actually dropped in 2009 from 2007. The number of white executives was almost eight times higher than minority executives.

For women, representation has not grown significantly in corporate boardrooms or the ranks of top earners, reports Catalyst, an organization dedicated to expanding opportunities for women in business. Its december 2010 census report showed women held only 15.7 percent of Fortune 500 board seats (up 0.5 percent from 2009) and 14.4 percent of executive officer positions (up 0.9 percent from 2009).

Jobs in private industry by race 2009 2008 2007

Executive & Senior Level Officer and Managers

minority 91,845 104,651 113,377White 711,504 787,735 788,107

First/Mid-level Officers & Managers

minority 863,174 902,181 859,699White 3,487,536 3,646,108 3,559,043

* Data from the U.S. Equal Employment Opportunity Commission

“If you believe people are your greatest asset, and if you believe you need a broad range of perspectives to compete in a global marketplace, you want the best and brightest to face the complex business challenges.” —Jim Norman, vice president of diversity at Kraft Foods


Norman says Kraft realized back in the 1990s that it must add inclusion as a critical element, especially as the company was adding offices overseas. “diversity has become an inclusive concept,” he says. “It’s not only women and minorities, but it could be age, where you went to college, how and where you work.”

diversity matters now more than ever. Norman adds, “If you believe people are your greatest asset, if you believe you need a broad range of perspectives to compete in a global marketplace, you want the best and brightest to face the complex business challenges.”

Joyce Routson is a seasoned business writer who resides in the San Francisco Bay area. She has written frequently on career issues and employment.

“Once a company sets a goal and objective to advance women and commit to it, we will see more upward movement,” Perez says.

Change from the top downUniversity of Phoenix’s Jones says to truly make a change in the workplace, companies must start by building a foundation, ensuring an infrastructure is in place. “Senior leadership must be truly committed to it and be able to socialize a business case for it,” she says.

according to Bendick, companies that are committed to creating a diverse culture instead of worrying about numerical representation will be more successful. “If you welcome and utilize people of all backgrounds—if you do that right—the numbers will follow,” he says. If you don’t, Bendick adds, there will be more attrition and fewer talented people willing to work the long, hard hours to reach the top.


One organization that is dedicated to propelling more women into leadership positions in corporate america is the National association of Women mBas. The group provides networking opportunities for students and professionals with schools, organizations and companies that are committed to the development of women’s roles in business. Through local campus chapters, and a national network, it educates students about career opportunities.

University of Phoenix and NaWmBa have partnered and will offer co-hosted seminars at 14 different UOPX campuses may 23 to may 27. The sessions will feature women leaders and speakers on strategic career skills.

“It’s a natural fit to get women studying with us engaged with this group,” said melissa Peak, national manager for workforce solutions at University of Phoenix.

In fact, according to the 2010 academic Report, 68 percent of the students in University of Phoenix mBa programs are women, Peak adds. “Companies are saying they need to recruit women into their organizations. They need key people and we want our students equipped to meet their needs.”

For more information, email melissa Peak at [email protected] or join the Women of action Group on linkedIn.

Promoting women MBAs

“You never know where a good idea will come from. Someone with a less traditional background might have a solution someone with an Ivy league degree might not have.” —marc Bendick, diversity consultant


You have something that works much like a book cover. It’s called your image. Visually, it’s the sum total of what you’re wearing, including the color, style and fit of your clothes; your accessories as well as your skin, hair and nails—everything about you that’s visible to the eye. Your image should engage and captivate others just like a book cover. The qualities you want to be known for should all be conveyed in that visual snapshot. So, how important is your image? Very!

Sometimes word-of-mouth buzz will sell a book regardless of the cover. In the business world, that kind of buzz is something everyone hopes for, but even with a good reputation, there’s plenty of opportunity to blow it. If potential clients meet you and the values you or your company espouses don’t connect with your image, the mental head scratching begins. They can become instantly suspicious, doubtful or mistrusting. It’s all non-verbal, but it counts for a lot of decision-making. If the image does match, they’re calm, excited and ready to go where you want to take them. It’s that simple.

Invest in your imageWhen we’re reinventing our career or tweaking our current one, most of us are willing to spend time and money to update our message, service offers or product packages. We work with web designers, brand experts, copywriters, even business coaches. Yet, the amount of time we put into assessing our image could be one of our most important investments yet.

Y ou’ve heard the adage: You can’t judge a book by its cover. Tell that to

a publishing company who has a whole marketing department devoted to creating book covers that entice, engage and captivate you all the way to the cash register. Publishers know that the cover is their golden opportunity to connect and sell to their target market.

Update your image

your career |


“If potential clients meet you, and the values you or your company espouses don’t connect with your image, the mental head scratching begins.” —Brenda Kinsel

How can you be sure your image is conveying the qualities you want to be known for? Professional image consultants can certainly help. Check out www.aici.org for someone in your area, or follow these steps to get you started thinking about your image.

Get clear about where you are and where you want to be.Pull out paper and pencil. On the top left, write “moving away From.” On the top right, write “moving Toward.”

as you think about your image and your aspirations, where are you now compared to where you want to be? What are you ready to move away from and what would you be movingtoward?Everythingyouwriteintheleft-handcolumnwillreflecttheoldyou.Everything in the right-hand column speaks to how you want to be perceived now.

MOVING AWAY FROM → MOVING TOWARD

Fitting in like everyone else → distinguishing myself

Hiding my strengths → Being visible

Not paying attention to details → looking polished, like I’ve arrived

When you get dressed, focus on what you’re moving toward. maybe looking polished is your new “book cover” so you’ll pay attention to details, get a manicure, get your shoes repaired, be sure everything fits properly. Your appearance could go from a C- to a B+ by listening to yourself and then taking small actions.

Identify qualities you’re going for and then dress for them.If you know the qualities you want to convey to others, you can make choices about how you dress just by focusing on that recipe. For instance, if you’re all about creative solutions for a client or a company, what about your personal style matches that core message? Could someone look at you and say to him or herself, “Wow, I get it! He’s creative! He can help me!” That doesn’t mean taking fashion tips from Rolling Stones musician, Keith Richards, but you’re doing yourself a disservice if you conceal the very aspect of yourself that distinguishes you from the competition. You could demonstrate creativity by wearing a unique accessory, an unexpected color combination or interesting shoes.

If you’re over 50 and want to convey that you can be a team player in a workplace full of 30-somethings, then something about you needs to look youthful. Your appearance can help you get that point across. If you’re a guy, you could change your too-rigid haircut and get a clean short, cropped haircut. If you’re a woman, you could update your look by wearing contemporary accessories.

Once you have your list of words, ask trusted friends to give you their advice. Give them the list of qualities you want to be known for and then ask them what about your appearance “says” that. Be open to some constructive criticism.

Remember, while you’re reinventing your career, don’t be so focused “out there” that you neglect your second skin—the powerful billboard space that advertises your talents and gifts. Turn your image into a best-seller!

Brenda Kinsel is a 25-year veteran of the image industry. A national speaker and author of five popular books on fashion and style, she has appeared on The Oprah Winfrey Show, Canada AM and HGTV as well as numerous radio and newspaper sources globally. She is the image and wardrobe guru heard weekly on the syndicated radio show called The Richard Stevens Show. Visit her online at www.brendakinsel.com.


your career |

don’t wait until you’re unemployed to worry about your visibility and reputation within your industry. Take action now to build and strengthen your career brand so that you’re prepared to quickly rebound from job loss and seize promotions, freelance gigs or

consulting opportunities that arise.

“Branding helps you establish a successful, credible identity that gives hiring managers insight into your value proposition and return on investment,” explains Evelyn Salvador, author of Step-by-Step Cover Letters. “It helps to establish you as an expert in your own professional niche and build a solid reputation in your field. If done correctly, branding also compels employers to seek you out. When you brand yourself, you make it clear to employers that you can help them solve their problems, meet their challenges, increase their bottom line or otherwise contribute to their organization in a way no one else can or will,” Salvador adds.

In her book, Salvador suggests the following techniques to build and strengthen your career brand.

Become an expert in your field. Establishing yourself as an expert in your field is one of the most essential ways to brand yourself. It builds credibility and demonstrates your achievements and proven abilities though various means, including writing articles published in trade journals, giving speeches at conferences and being quoted by the news media.

Gain more knowledge, education and experience. No matter how much you already know, you can always learn more. First, determine what you want your brand to stand for. Then, decide what you need to learn and develop a strategy to accomplish that. To enhance your personal career brand, further

BOOST YOUR PERSONAL BRAND


your education if you haven’t already completed the degrees, licenses or certifications needed in your field, or earn those that put you at the top.

If you are currently employed, seek additional opportunities to enhance your brand. See whether you can become involved in new and challenging assignments, projects or opportunities in your current position. Try to further enhance your expertise and put additional achievements under your belt, especially ones that can provide some notability to your online presence.

Maintain an up-to-date record of all of your accomplishments. Extract information from your performance evaluations: reference letters, sales reports, customer comments and the like. make and keep copies for yourself, and maintain a complete list of your own. Be sure to compile quantifying numbers and percentages wherever possible.

Create an outstanding résumé and cover letter. Identify and document the qualifications, transferable skills, key accomplishments, attributes and training that you have achieved throughout your career and craft print marketing tools.

Develop your elevator pitch. Once you’ve developed your personal brand message, create your elevator pitch. Think in terms of how much you canactuallysayduringfloorstopsonanelevator. It shouldn’t be any longer. Edit your brand message down to its most condensed format without losing content.

Network and promote yourself all the time. Every time you meet someone new, use your elevator pitch and inform the person about what you do. You should learn and memorizeyourelevatorpitchsoitflowsoff your tongue effortlessly, confidently and compellingly.

Join social networking platforms. With 50 million members and growing exponentially, linkedIn is the social network of choice for human resource professionals and all career-minded individuals. Currently, 88 percent of hiring managers view candidates’ online identities before calling them for an interview or making a job offer. Request membership in like-minded groups and share your expertise in blogs and forums of interest to you. Be sure your branded message is consistent in all of your communications.

Become the “go-to” person in person and online. Reach out to members in your professional community and offer assistance when someone seeks help that you can provide. Your brand will become known and you will be the one others come to for expertise in your field.

Build ongoing relationships in person and online. Request informational interviews from companies in your field of interest. Grow your online network in social net-working forums.

Reinforce your brand repetitively. mind your personal brand all the time— in your actions, in your words, in the way you dress and in your demeanor. display it in person, in your marketing materials, in your résumé, in interviews, during online social networking, within the content of your email messages and in your Web

résumé. The more ways you showcase and the more times you repeat your brand, the stronger it becomes. When you start to meet people who already know who you are, you know your brand is becoming successful.

Monitor your online presence. When conducting a Google search of yourself (your name in quotes), review all of the entries that come up. The goal is to have your online presence be on target with your brand. If you come across an entry that is not on brand or might be viewed negatively, contact the site’s webmaster to ask that the information be removed or corrected.

Create a web résumé or online portfolio. In today’s world of work, your brand must have a strong, positive online presence. One way to build this presence is to create a web résumé or online career portfolio. These can include items such as your résumé, a mission statement, a personalized logo, articles you have written or have been quoted in and their links, transcripts of speeches you have performed, testimonials and endorsements, work samples, awards, honors and more.

Redefine and strengthen your brand as it evolves. as CEO and founder of me, Inc. (phrase coined by author Tom Peters), the more you do to cultivate and grow your brand, the more successful you’ll become in your career and in life, and the more satisfied you will be.

Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST’s Job Search and Career Blog (jistjobsearchandcareer.blogspot.com/). Follow her at twitter.com/SelenaDehne.

“ Branding helps you establish a successful, credible identity that gives hiring managers insight into your value proposition and return on investment.” — Evelyn Salvador, author of

Step-by-Step Cover Letters


your career |

JUmping into a new job

The first three months of a new job presents an employee with a typical

feeling of disorientation about his or her role at the company. Where is my desk? When do I get paid? and, of course, the blush-inducing: where is the bathroom?

Yet there is a steeper learning curve a new hire and employer need to symbiotically fulfill in order to integrate the new hire into the company, and ultimately cultivate a long-lasting and productive professional relationship.

Called onboarding, the business management technique goes beyond a company’s basic one-day or one-week orientation program to assimilate a new hire. Rather, an onboarding program integrates a new hire via a more in-depth, communicative introduction to the company’s key players, culture and employee resources.

For employees, it’s a time for them to learn and immediately “run” with the tools the company provides for them to become effective employees, says Shelley Zajic, vice president of talent management for apollo Group/University of Phoenix. “after the first 90 days, it’s pretty much assumed that a new hire has all of the tools he


needs to navigate his way through an organization,” says Zajic. “It doesn’t mean that the person is going to have all of the tools to be successful, but he at least knows where to find those tools.”

Onboarding also represents a company’s willingness to use the onboarding process as a human capital investment to achieve employee retention. a study by The Wynhurst Group shows new employees were 58 percent more likely to stay at an organization if they went through a structured onboarding program. However, the 2007 study also states that 22 percent of staff turnover occurs in the first 45 days of employment.

Communicate, communicate, communicateZajic says successful onboarding, at its core, relies on new employees and company leaders communicating the employees’ needs and managements’ expectations so the employee can truly embrace the company and its culture.

a company’s communication starts with its recruiter and/or hiring manager, says Zajic. This individual lays out the company’s mission to potential hires so these candidates understand how they would fit. Each subsequent step during the onboarding process should re-emphasize this mission and any changes, including policy or legal regulations that may affect this mission, so employees make appropriate company decisions, notes Zajic.

If deemed a suitable fit, Zajic says a good onboarding program is an electronic one that kicks in the moment the recruiter hits the “offer accepted” button that puts the Human Resources Information System into gear. The HRIS can then immediately email the new hire important documents, such as I-9 tax forms, as well as email all relative departments work orders to ensure that a computer, phone, cell phone and other office basics are at the new hire’s work space on or before the employee’s first day. “a new employee’s productivity tends to be faster when all of those things are completed at one time versus getting a computer one day, but then getting a login password a couple of days later,” explains Zajic.

Make strategic decisions“When we start a new job, we tend to expect that—because we are a new hire—the company is going to teach me everything I need to know to be successful and that is true to a point, but I think it’s definitely a two-way partnership,” Zajic says.

This means onboarding includes employee initiative and strategic decisions, such as:

• Understandthesystemandprotocols: alleviate any preconceived notions by asking someone with company knowledge about particulars.

• Network with successful co-workers: ask your manager or other company veteran who is a successful employee and then strategically partner with that person to learn about the company, who’s who in management, how the company profits and how you can better contribute to the mission.

• Understandhowyoulearn:Seek out the best methods to help you learn about the company or your job responsibilities. (i.e., ask questions if you know reading pamphlets won’t make it sink in).

• Validateanswers: It’s better to ask for clarity and be confident than to assume you will eventually learn the right way from someone else.

• Openupadialoguewithyourmanagerearlyon:managers sometimes need prompting to mentor their team members. ask the manager one to three weeks into your onboarding what you need to improve or continue doing to maximize the job’s potential. doing so can evolve into a healthy relationship with your manager, who can give you feedback to enhance your success.

Learning doesn’t end after three monthsalthough technically considered fully oriented after 90 days, employees should continue to ask management and co-workers questions to maintain a success that is relevant to the company’s current needs.

The same is true for the companies, Zajic says. Company leaders can provide regular updates to employees about changes to company policy or legal restrictions affecting their work responsibilities. But even a good onboarding process won’t guarantee an employee will stay with a company, which is why companies can use the “business intelligence” gleaned during an exit interview to strengthen its onboarding program for future hires.

Marissa Yaremich is an award-winning freelance journalist with more than 13 years of experience serving in various positions as a reporter, researcher or photojournalist at several media outlets, including CBS’s Inside Edition, The Boston Globe and the New Haven Register. She holds master’s and bachelor’s degrees in journalism from Boston University.


featured alumna | Kelly O’Horo

Changing course

From her earliest days, the life of Kelly O’Horo, Master of Science in Counseling with a Concentration in Community Counseling (MSC/CC) ’10, has been shaped by her desire to continuously improve and reinvent herself. as a girl, she participated in the YmCa’s Raggers Program, which encourages young people to challenge themselves to be their best while cultivating a passion to serve others. O’Horo has carried these values into adulthood where the latest manifestation is her quest to help children and families through her growing counseling practice.


Kelly O’Horo, mSC/CC ’10Fromflightattendant,toteacher,tocounselor


Finding her callingO’Horo always knew she wanted to be a teacher, but after receiving her bachelor’s degree in elementary education, she decided to travel before embarking on her chosen career. “I wanted to have first-hand experience and not just college,” she explains.Shebecameaflightattendant,but she never lost sight of her aspirations in education. “as I traveled, I gathered pamphlets from museums and built a portfolio of things to share with my students in the future,” she says. “I wanted to make what I taught matter so they cared enough to learn it.”

Duringheryearsasaflightattendant,O’Horo met and married her husband, and she adopted his three kids along the way. Once O’Horo settled into her teaching career, over time, she became frustrated by the restrictions of her profession. “as an educator, you get to touch lives, but in a limited way,” she says. “Kids would share such deep and heavy things with me in their journals, but there was nothing I could do. I had to pass it along because I was only the teacher.” Even so, O’Horo was drawn to help these kids when they needed it.


“anytime you can affect change in your life, you can reinvent your spirit. Whether you are struggling with depression or an eating disorder, when the healing begins, you no longer have those burdens and can become a healthier version of yourself.” —Kelly O’Horo, mSC/CC ’10

A turning pointSix years ago, O’Horo was volunteering at YmCa summer camp, working with kids on the Raggers Program that had influencedhersogreatlyasanadolescentand teenager. “I decided I was ready to get my next ‘rag,’ the last one in the program,” she says. The last challenge is to pledge to dedicate your life to serving children in some way. “I knew I had already done this by adopting my husband’s kids and being a teacher, but I thought I had more in me. I knew I could do better,” she asserts.

O’Horo enrolled in University of Phoenix’s mSC/CC program to train to become a licensed counselor. In June 2010, she received her degree, and today she runs her practice with a group of independent contractors. She specializes in working with adolescents and their families to help them make positive, meaningful changes in their lives. “Typically you can’t help a child without the involvement of their parents and family,” she says. “You really can’t elicit change in a family system without all parties participating.”

O’Horo is relishing her life of service to children, and she thrives on her clients’

life-changing transformations, which she witnesses and facilitates each day. “anytime you can affect change in your life, you can reinvent your spirit,” she says. “Whether you are struggling with depression or an eating disorder, when the healing begins, you no longer have those burdens and can become a healthier version of yourself.”

O’Horo says her master’s degree program prepared her for the challenges she faces in her new profession. “The program gave me the tools I needed to lay the groundwork to change careers,” she says, “but the quality of educators at University of Phoenix was so awesome. my instructors all were required to be practicing clinicians. They have the real-life piece, and they told us how to apply it to our clients.”

likewise, O’Horo’s own personal experiences prepared her for her role as counselor. “Parenting has prepared me to become a better teacher and counselor because it helps me understand things from a human perspective,” she says. “It gives me a realistic viewpoint, and it gives me credibility with my clients.”

Her family’s support also was an essential part of the path to her new career. “I couldn’t have done it without them.”

For O’Horo, the fulfillment she feels now was worth the sacrifices she made to get here. “This is everything I had hoped for and more—it just feels right,” she says. “Taking that last YmCa challenge helped me reinvent myself in a deeper way to affect change in people’s lives. I know I can do more, so I decided that is what I am going to do.”


alumni profiles | Dr. Mark Fontaine

For Mark Fontaine, Doctor of Educational Leadership (EdD) ’07, the road to his true calling spans dozens of years and three

different careers. Today, this former truck driver and security professional is an educator on a journey to show underprivileged kids at Times2 academy the world of possibilities that await them—if they complete their education.

dr. Fontaine, a one-time aspiring veterinarian, stumbled upon the teaching profession after he met the woman who would become his wife. “Once I knew she was going to be the one, I decided a truck driver was not good enough for her,” he remembers. at the urging of his former college professors, dr. Fontaine went into teaching and hasn’t looked back. after a stint at a public school in his home state of Rhode Island, he spent 14 years at a local Catholic school before he decided the time was right to make a change.

Inner-city boundIn 2008, he accepted a teaching job at Times2 academy, a charter school in an inner-city neighborhood in Providence that focuses on giving students a solid foundation in math, science, engineering and technology. “These kids are at a disadvantage as a product of birth,” explains dr. Fontaine. “They lack opportunities because of where they live and where they were born.” most of the students at Times2 academy come from single-parent households and live in the housing projects down the street. “Their parents see us as their best shot at escaping the cycle

Teacher of the times

mark Fontaine, Edd ’07 From truck driver, to security, to educator


“We have a lot of kids with deficits who need a lot of help. after school, it’s not uncommon for me to sit with six or eight kids around me going through their homework. I am here until my kids don’t need me anymore.” —mark Fontaine, Edd ’07

of poverty,” he says, “and our students are so appreciative.”

Started 13 years ago as an after-school program, Times2 academy is on a mission to level the playing field for these students. Today, the school has nearly 700 students in kindergarten through 12th grade. “The big advantage we have here is our dedicated staff and our student-to-teacher ratio,” dr. Fontaine says.

dr. Fontaine, who holds bachelor’s and master’s degrees in biology and chemistry, teaches science to freshmen, sophomores and seniors. last year, he organized Times2 academy’s first science fair, with one of his students earning the top prize in the state and going to the international competition. “It was fabulous,” says dr. Fontaine. “The students knocked it out of the park.”

Higher aspirations at Times2 academy, college is the goal for all students. “We have high expectations for them,” he stresses, “and last year, 100 percent of seniors were accepted into college.” This impressive statistic serves as inspiration for dr. Fontaine, who works tirelessly to ensure his kids get the instruction they need to succeed, even if it means 12-hour days on campus. “We have a lot of kids with deficits who need a lot of help,” he says. “after school, it’s not uncommon for me to sit with six or eight kids around me going through their homework. I am here until my kids don’t need me anymore.”

dr. Fontaine knows a thing or two about working hard for success. When he began his doctoral program, he didn’t know what to expect. “It was a buzz storm,”

he remembers. “It was great, but it was very fast paced. If you aren’t serious about it, it won’t work.” The challenges of the program helped him become a better teacher because he knows what it feels like to be pushed for his own good, something he does to his students every day. “We’re setting up an environment where kids can be successful,” he affirms. “This isn’t a career—it’s a vocation. If it was about making money, I’d still be driving a truck.”

His students, for one, are glad he isn’t. Because of dr. Fontaine and the faculty and staff at Times2 academy, their future

is wide open, and their success stories are proof of this. One young man is attending Brown University on a full scholarship. another young woman is pursuing an education in public health administration so she can help others just as she has been helped.

“To take kids who have a complete reticence against education and have them do well in school, graduate and go on to college is a tremendous thing,” dr. Fontaine concludes. “I am part of something that is saving these kids from repeating the cycle they grew up in. as they say, education is the great equalizer.”


alumni profiles | Bill and Cathy Fuchs

In 2001, the moment was right for husband and wife Bill and Cathy Fuchs (BSB/A

’99 and MBA ’97, respectively) to make a dramatic change. after 20 years working in the telecommunications industry in cities across the country, it was time for them to find a sunny new home where they could begin the next chapter of their lives. They chose Scottsdale, arizona, where they built their second career from the ground up: real estate. Today, as owners of The Fuchs Group, they are thriving despite operating in one of the toughest housing markets in the United States.

Mixing business and pleasureThe Fuchs first met in 1985 while both working for a large telecommunications company in the Washington, d.C., area. They married two years later, and over the next two decades their careers would take them to four different states while working for four different companies in the industry. In 2001, they decided it was time for a change. “We knew we wanted to establish ourselves in a community that was warm and sunny,” explains Bill. “Southern California had too many people and too much congestion, and Florida was too humid. We looked at Scottsdale, and it was just right.”

after determining their new location, it was time to identify a new career path. “We credit our decision to our realtor from when we lived in denver,” explains Bill. “He bought and sold for us four times.” after getting to know the Fuchs,

Career 2.0Cathy Fuchs , mBa ’97, and Bill Fuchs, BSB/a ’99From telecommunications to real estate


“at the beginning, I didn’t have any referrals because I didn’t know anyone. I started from the ground up, and today nearly 50 percent of our business is from referrals.” —Bill Fuchs, BSB/a ’99

the realtor commented that Bill was a natural for real estate. When they moved to Scottsdale, Bill remembered his words of encouragement. “I got my real estate license, and the rest is history,” he says.

From the ground upBill founded The Fuchs Group, which focuses on residential real estate. Initially, Cathy continued to work in the telecommunications industry while he was establishing his new venture. Bill’s business was such a success that Cathy eventually decided to join him. “I decided to go to real estate school,” she says, “and now I have had my license for almost six years.”

Because they were in a new city where they didn’t have any acquaintances, the Fuchs didn’t rely on friends and family, as many starting out in real estate do. Instead, Bill made his own connections. “I started from the ground up, and today nearly 50 percent of our business is from referrals,” he says.

Making connectionsBill and Cathy bolstered their network by getting involved in professional groups and their community. Bill joined his homeowners association, and they are both active volunteers. “I am on the maricopa County Elections Board, and we participate in a community clean-up program,” says Cathy. “It is all about connections.” This visibility in the community has been a boon to their bottom line.

“Real estate is a belly-to-belly business. You can use the Internet, but it is most important to truly talk to people so you

can show them what you know,” adds Bill. “Then you gain their trust and confidence, and everything works out from there. When we help someone buy and sell, they become clients for life.”

The Fuchs know that real estate is not about driving clients around and unlocking doors. “Rather, it’s about mathematics and statistics,” Bill contends. “You delve into the raw numbers and create statistics of your own that convey the message of market direction to your clients. While other real estate agents are trailing market direction, I coach my clients to buy or sell to take advantage of the best price point.”

The Fuchs credit their corporate experience and their University of Phoenix education with preparing them to succeed, regardless of industry. “I cannot emphasize enough the importance that business skills have made in our success in real estate,” says Bill. “Skills such as building business models, identifying our target customers, capitalizationandcashflowanalysiscame from the many hours we invested with University of Phoenix.”

Today, the Fuchs are content to enjoy the prosperity they have created during the second phase of their professional lives by using their diversity of experience and drive. “I have a favorite saying,” says Bill. “anyone can succeed in real estate. You just have to show up for the job.”

How do husband and wife team Bill and Cathy Fuchs run a successful business while maintaining a happy home life? For them, the answer is simple. “We complement each other perfectly,” says Bill. While he wants to talk numbers with clients, Cathy connects with them on a personal level. “Because of this, we are able to resonate with whomever we work with.”

The perfect Balance


alumni profiles | David Croslin

S ome of the best professional advice David Croslin, Master of Business Administration with a Concentration in Technology Management (MBA/TM) ’07, ever got was when his boss told him, “If you want to get ahead in the technology industry, you need to be more visible.” Croslin took this counsel to

heart and began writing articles and speaking at tradeshows, a move that eventually would transform his career and his life. Today, as a published author and consultant, he is helping other businesses reinvent themselves through innovation so they can stay relevant to their customers, now and into the future.

Business of reinventiondavid Croslin, mBa/Tm ’07 From IT to speaker, author and consultant

A unique perspectiveHistorically, Croslin had been the stereotypical technology professional who preferred to work alone on his computer, deep in concentration. “I was the tech guy in the corner who you would throw meat to,” he says, laughing. despite his penchant for working autonomously, Croslin rose through the ranks, holding high-level positions at Hewlett-Packard and Verizon/mCI. In both roles, he led efforts to keep the focus

of the business on the customer and to determine which technologies aligned with their requirements.

“Innovation came naturally with the responsibilities I had,” he says. “I had to deliver functionality and products that met customers’ needs or competed aggressively in the marketplace.” Over the years, Croslin’s ability to look at things from all angles set him apart from his peers and positioned


him as an expert on innovation in IT—and across the board. His degree program at University of Phoenix helped reinforce his natural tendencies to view things this way. “I no longer thought of innovation and invention as they apply to telecommunications,” he says. “I saw that these concepts could be applied anywhere.”

A transformationIn 2009, Croslin left the corporate world to begin a new career as consultant and author. Since then, he has worked with start-ups to help them see things from their customers’ point of view. “The problem is, people don’t think this way,” he explains. “They get stuck inside their box, which is something they created themselves.”

Croslin helps his clients see the transformative value of their offerings, which is anything that makes their customers feel good. He contends that—luxury goods aside—consumers have simple needs. “They want to save time, save money and simplify their lives,” he says. “most companies fail because they focus on technology or products and not the customer.”

Croslin’s role as consultant is to drill down to get to the heart of the challenges his clients are facing. Then, he helps them adopt a customer-centric perspective and adapt their offerings accordingly so they can provide something their customers both want and need. “To me, invention is building a box, and innovation is selling it,” he explains. “It is getting someone to embed something into their daily lives.”

Down on paperWhen Croslin began public speaking six years ago at the urging of his then-boss, his new endeavor took him by surprise. “Once I got past my palms sweating,” he remembers, “I found out I was pretty good at it.” audiences enjoyed his interactive style and fresh perspective

on industry challenges, and so did that former boss and mentor—today also his best friend—who encouraged him to write it all down in a book.

Croslin started writing down his methodology on innovation so he could share it with a broader audience. In 2010, Prentice Hall published his first book, Innovate the Future: A Radical New Approach to IT Innovation. In the book, Croslin outlines his innovation lifecycle (see sidebar), which illustrates his process for consistently developing products and services that keep companies on the leading edge of their industries. “my book is now a textbook at Case Western University,” he adds, “and it’s also being translated into Chinese.”

Croslin’s first foray into writing has been such a success that he has other books in the works. Today, he is writing a highly targeted series of books on how to innovate in various

industries. “These books will answer the question, ‘How do I help you innovate in your area?’” he says. For now, though, he is enjoying his success. “as a meat-in-the-corner guy, you worry about someone stepping on your ego,” he admits. “Writing a book sticks it all out there, so it’s been very rewarding for people to say that it’s pretty darn good.”

“To me, invention is building a box, and innovation is selling it. It’s getting someone to embed something into their daily lives.” —david Croslin, mBa/Tm ’07

5 ways to optimize innovation

david Croslin shares five of his best tips for maximizing innovation in any industry.

1. Define “good enough.” a product with more positives than negatives will sell. Focus on this goal before refining for enhanced features and niche crowds.

2. Kill assumptions. Base evaluation of success or failure upon known facts, not subjective interpretation.

3. Isolate intellectual property. Break products into components so intellectual property behind each can be recombined into new products.

4. Don’t confuse invention for innovation. a highly inventive product won’t necessarily move markets. a highly innovative one will. Know your market.

5. “Cool” is not key. Cost, availability, consistency and ability to integrate within consumer’s lives matter much more.

INNOVATE THE FUTUREDavid Croslin runs one of the largest innovation groups on LinkedIn, Innovate the Future, with more than 4,000 members from 85 countries. Go to linkd.in/innovatethefuture.


Published by alumniThe Heritage Tree: Planted by Mom, Dad, and the GirlsBy Robin K. Johnson (alumnus Kevin Wade)

Under the pen name Robin K. Johnson, alumnus Kevin Wade, Bachelor of Science in Psychology (BS/P) ’10, wrote The Heritage Tree: Planted by Mom, Dad, and the Girls, a book of fictional short stories and poems. The book is based on five characters “who experience life in ways that simplify why we should all reach within ourselves when faced with the problems that seem to have more strength than we do,” according to Wade.

a father to seven girls, Wade says writing short stories helps him deal with the daily grind and is an outlet for his skills. “I hope that people of any age or background can read and relate to the trials depicted within The Heritage Tree,” he adds. “I feel we can all learn a little from another person’s struggle and triumph.”

For more information, visit www.robinkjohnson.com.

Rita Red: Money, Men and Memories By Rachel J. Verstegen

In her first novel titled Rita Red: Money, Men and Memories, Rachel Verstegen, Master of Business Administration (MBA) ’09, tells the story of four wild women from the midwest who go to Nevada on their first Vegas vacation. Each one of them plans to relax, renew and reform the bond of friendship. What each woman brings back is a new understanding of life as they know it.

The story includes a somewhat lewd and quirky cab driver, a run in with counterfeit money, a big win at the roulette table and attendance at a private party with 900 gay men. This is a Vegas vacation that is action packed, over the top funny and speaks to men and women alike.

“This book is in the comedy/Sex In The City genre,” Verstegen says. “I believe women ages 21 to 99 years young will enjoy it and appreciate the bond among the characters in the book.” The novel is based on life events with fictional characters.

For more information, visit http://bit.ly/RitaRedmmm.

We want to celebrate you in our alumni announcements. Share your story and be part of “The Buzz.” Email us at [email protected].


CaliforniaCorona Del MarDavid Rueda, Associate of Arts with a Concentration in Communications (AACOM) ’10, was hired as U.S. regional manager of london International Group’s Consumer Goods team based in Irvine, California. london International Group is a privately-held, global management consulting firm which utilizes the extensive business, finance, legal and political expertise of its consultants to assist clients in seeking out and expanding global business opportunities. Rueda credits his degree program with helping him get ahead in his career. “[my education] has given me the credentials, knowledge and confidence to get to a high position in the ever-evolving business world,” Rueda says, adding that he is currently enrolled in UOPX’s Bachelor of Science in Business with a Concentration in Global Business management program.

San JoseCarolyn De Leon, Doctor of Management in Organizational Leadership (DM) ’07, has been named a 2011 YWCa Silicon Valley Tribute to Women award Honoree (YWCa TWIN). The YWCa TWIN awards Program is in its 27th year and honors women executives who exemplify excellence in executive-level positions. dr. de leon is the vice president of human resources at Good Samaritan Hospital.

Colorado BoulderCarlos Pacheco, Bachelor of Science in Business with a Concentration in Administration (BSB/A) ’06, has been appointed chief executive officer of Premier members Federal Credit Union in Boulder, Colorado. In his new role, Pacheco oversees financial services companies, providing financial solutions to members around the denver metro area. Pacheco has more than 25 years of banking industry experience and previously served as executive vice president of desert Schools Federal Credit Union in Phoenix, arizona.

Castle RockKay A. Cleland, Associate of Arts with a Concentration in Business (AAB) ’10, has been recognized by Cambridge Who’s Who for demonstrating dedication, leadership and excellence in finance. Cleland started her own company, KC mortgage llC, in 2010. She is a certified paralegal and the 2010 Colorado president of the Colorado association of mortgage Brokers.

RecognitionConnecticut Simsburyalthough december 2010 graduate Johnny Magwood, Doctor of Business Administration (DBA) ’10, held an executive position before he received his doctoral degree, he says, “University of Phoenix’s teaching and courses have equipped me with enhanced management skills and knowledge to lead and transform a large organization. I am better equipped to manage complexity and contemporary changes in the corporate environment and changing customer demands and expectations.” magwood is the vice president of Customer Experience and chief customer officer for Northeast Utilities Service Company.

New YorkDexterErika F. Flint, Master of Business Administration (MBA) ’10, has been appointed executive director of The Watertown Urban mission. In her new position, Flint said her first goal is to re-energize the community’s interest in the Urban mission. Flint also serves on the board of directors for: North Country Children’s Clinic, Jefferson County Community Services, WPBS, Samaritan auxiliary and Greater Watertown Jaycees. Flint is a member of Watertown Noon Rotary.

OhioColumbusReginald Gardner, Doctor of Management in Organizational Leadership (DM) ’08, has been named University of Phoenix Campus College Chair for the School of Business in Columbus, Ohio. dr. Gardner has been a faculty member at the University’s Chicagoland campuses since 2006. He also serves as vice president and chief information officer of a privately-owned luxury motor coach company.


3+ times45%

Never15%

Once 20%

2 times20%

alumni Facebook poll

How many times have you reinvented your career? Take the April poll:

In what interesting ways are you helping the environment?Take our monthly Facebook poll by clicking on the “Polls” tab on the alumni association Facebook page.

www.facebook.com/uopxalumni

* Results of those who responded

Facebook poll comments:

“After serving in the Army, I decided to become a teacher. Then, I attended UOPX and now I’m an administrator.”

“I started at UOPX to reinvent my career out of necessity after an injury led to me being unable to continue my career as a nurse. My road eventually led to the field of psychology. I completed my bachelor’s degree in January.”

“I am not so sure that I reinvented myself as much as I have improved myself. This experience has been very empowering and liberating.”


university news

al de Seta is the dean and executive director of the new School of Continuing Education.

School of Continuing Education gives alumni 10 percent discountUniversity of Phoenix launched the School of Continuing Education in January. The school provides professionals and working adults with the skills and expertise necessary to thrive in today’s highly competitive job market.

dean and Executive director al de Seta is heading the School of Continuing Education. de Seta has developed and marketed educational programs and services for a number of corporations and learning institutions, and most recently served as president and chief operating officer of Penn Foster Education Group.

Through 2011, alumni can receive a 10 percent discount on continuing education offerings. For more information on courses, call (866) 832-9737 or visit www.phoenix.edu/programs/continuing-education.

College of Nursing re-accredited for 10 yearsThe Commission on Collegiate Nursing Education (CCNE), the autonomous accrediting agency for nursing education, has re-accredited University of Phoenix College of Nursing for 10 years. This is the longest period of time for which the CCNE grants accreditation for nursing programs reflectingCCNE’ssatisfactionandconfidence that the University’s College of Nursing is meeting and will continue to meet its rigorous standards for nursing education.

CCNE, officially recognized by the U.S. Secretary of Education, is a national accreditation agency. Its accreditation ensures the quality and integrity of bachelor- and graduate-level nursing programs and serves the public interest by assessing and identifying programs that engage in effective educational practices.

dean of the College of Nursing, Pam Fuller, Ed.d., RN, said, “CCNE accreditation is an important national evaluation of program quality that students, alumni and the public-at-large can rely upon for assurance that a University of Phoenix College of Nursing degree is viewed with credibility and respect.”

For more information about the College of Nursing, visit www.phoenix.edu/colleges_divisions/nursing.html.


The louisiana Campus was named one of the best places to work by New Orleans CityBusiness.

New resource website for nursesUniversity of Phoenix College of Nursing announced the launch of a new online site for nurses, www.medscape.com/infosite/phoenixnursing, hosted by medscape from Webmd, the leading source of medical information for physicians and health care professionals. Visitors to the new destination have access to information about developing trends in the nursing profession, as well as the implications of those trends on their professional aspirations.

Specifically, the University of Phoenix College of Nursing’s destination on medscape “contains a wealth of information about the importance of continuing higher education in the medical profession so that nurses may have the opportunity to explore the multiple facets of health care where they can make a difference and take on increasingly important roles as advocates for patient care,” said University of Phoenix President dr. William Pepicello.

The site also features a number of modules that provide information on accredited nursing degree programs, expanded nursing professional roles and projected career opportunities.

Louisiana Campus named best place to workUniversity of Phoenix louisiana Campus was named among the best places to work in New Orleans CityBusiness’ Best Places to Work 2010 special publication for the second year in a row. Started in 2003, Best Places to Work recognizes the city’s 50 top employers, including 35 large companies and 15 small. Honorees are chosen based on a questionnaire regarding benefits offered, including average salary, health care, paid time off and employee programs, coupled with an online survey.

Norwalk Campus unveils new Student Resource CenterUniversity of Phoenix Fairfield County Campus in Norwalk, Connecticut, unveiled its new Student Resource Center in February. The new 1,800-square-foot center includes about 20 computers, a library and a meeting room that students can utilize.


campus news

lewis W. diuguid speaks at the Kansas City Campus Black History month event. From left: Etta Gray, lewis diuguid, Jeannine lake and India Williams.

Kansas City celebrates Black History MonthThe Kansas City Campus celebrated Black History month with a special event featuring guest speaker lewis W. diuguid. He serves on the editorial board for the Kansas City Star, is an opinion page columnist and is responsible for the paper’s philanthropic efforts in the community. Since 1995, diuguid has co-chaired the diversity initiative at The Star, and he has facilitated diversity workshops for Star Co. staffers, colleges and community organizations since 1933.

San Diego Campus clothes the homelessThe San diego Campus hosted a warm shelter drive for the alpha Project. The alpha Project for the homeless is a nonprofit human services organization that serves more than 2,000 men, women and children a day. Volunteers collected 30 large trash bags of clothing, blankets, pillows and toiletries and took a team of staff members to the alpha Project shelter to hand them all out.

Volunteers from the San diego Campus hand out clothing to the homeless during a shelter drive for the alpha Project.

Memphis Campus gives $10K check to Memphis Talent Dividend The memphis Campus presented a $10,000 check to the memphis Talent dividend, a nonprofit dedicated to increasing college graduates in memphis. University of Phoenix’s donation establishes the University as the memphis Talent dividend’s first “Graduate Partner.” memphis is ranked 48th out of 51 among the largest U.S. metropolitan areas with the lowest percentage of college graduates. This donation will support increasing the educational landscape of memphis.

South Carolina supports United WayUniversity of Phoenix employees and students from the Columbia, South Carolina Campus joined together to collect new and gently used coats, gloves, scarves and hats for children and adults to support the United Way of the midlands’ winter “day of action.” The winter weather clothing drive was held from mid-december to mid-January. The campus donated more than 50 coats, gloves, scarves and hats.

Columbia Campus collects coats to support the United Way’s clothing drive.

memphis Campus presents a $10,000 check to the memphis Talent dividend.

Fort Collins donates booksduring Homecoming 2010, alumni at the Fort Collins Campus donated more than 300 books to a local school.

alumni donate more than 300 books to a local Fort Collins school.


Helping families in San Diegoduring the holiday season the San diego Campus had five teams adopt families through SaY San diego, a local nonprofit organization dedicated to supporting the positive development of young people, their families and communities in San diego County. The adopt-a-Family (aaF) drive is a holiday program that matches donors with SaY clients to ensure that these families enjoy a happy holiday. The teams purchased, wrapped and delivered items to the families in need. The campus also participated in Operation Gratitude. Campus volunteers wrote more than 300 letters and sent care packages to service members overseas.

San diego Campus volunteers wrap gifts for families partnered with SaY San diego/adopt-a-Family.

San Bernardino open houseThe San Bernardino Campus held a Community Counseling and Support Center Open House to celebrate almost a year of success. The event provided neighboring schools and agencies the opportunity to tour the center and learn how to refer their students and families for counseling. a total of 28 guests representing nine local schools and supportive agencies attended.

Teacher of the Month AppreciationUniversity of Phoenix and the la Kings launched the “Teacher of the month appreciation” program to recognize Southern California K-12 teachers in the counties of Orange, los angeles, Riverside and San Bernardino. Recipients were awarded two tickets to an la Kings’ regular season home game, parking and dinner for two at the San manuel Club at STaPlES Center, in addition to being recognized in front of thousands of fans at the game. Congratulations to Chris Scarfone, december 2010 Teacher of the month award Winner and Karen Roybal, January 2011 Teacher of the month award Winner.

North Florida facilitates Challenge DayThroughout January, employees at the North Florida Campus volunteered at area high schools as adult facilitators for Challenge day. as seen on mTV’s “If You Really Knew me,” Challenge day is a program that inspires people to be the change they wish to see in the world.

The Central Florida Campus helps local elementaryduring the holiday season, 50 staff members at the Central Florida Campus partnered with Hands On Orlando to help out Rock lake Elementary. The school educates 268 students from pre-K to 5th grade, 95 percent of which receive free or reduced lunch. While the children were out on holiday break, the volunteers spruced up their school with some external landscaping and by painting a mural on a wall in front of the school.

AlaskaThe Alaska Campus now has its own Facebook page for its approximately 2,000 students, alumni and faculty. Visit facebook.com/uopxalaska.

Chris Scarfone, december 2010 Teacher of the month award Winner.

The Community Counseling and Support Center Open House in San Bernardino gives attendees a look at the center’s resources. The Central Florida Campus spruces up Rock lake Elementary.

Karen Roybal, January 2011 Teacher of the month award Winner.


community relations

University of Phoenix Foundation gives $1.2 million grant to Roadtrip Nation. The new website expands the program’s reach to at-risk students.

RoadtripNation.org takes offUniversity of Phoenix Foundation gave a $1.2 million grant to Roadtrip Nation, a leading youth empowerment organization that encourages students to define their own road in life. In its seventh season, the Roadtrip Nation public television program follows teens on their journey across the country as they discover more about themselves and their future paths. RoadtripNation.org expands the program’s reach into high school education to help at-risk students in disadvantaged communities gain access and exposure to life pathways that they may not have otherwise known existed. The University also will assist with new program development including the Career & College Readiness district Tool, middle School Program–Virtual Roadtrip and Teacher Resources. Visit RoadtripNation.org for more information.

Campus Services employees clean up The Phoenix Zoo.

Volunteering in the wildTeam murch magic, a group of employ-ees from Campus Services, took to the wild (literally) at The Phoenix Zoo in their most recent volunteering efforts, working alongside horticulturists to improve and maintain the pathways and foliage around the bird cages and the jaguar exhibit.

Continuing Education employees volunteer with Habitat for Humanity.

Continuing Education spruces up homeEmployees in the Continuing Education division rolled up their sleeves and volunteered with Habitat for Humanity in Phoenix. Volunteers put the finishing touches on a home for the Solano family and spent the morning cleaning up construction material, installing baseboards and exterior and interior trim and painting.


Near or far, you’ll find a Phoenix wherever you are.Europe Reception May 6, 2011all University of Phoenix alumni are invited to a special reception in

Heidelberg, Germany on may 6, 2011. Connect with fellow alumni for

an evening of fun and networking from 6 p.m. to 8 p.m. at aRT Hotel,

Grabengasse 7, d 691117, Heidelberg.

Reserve your spot today.

+49 (0)6221-7050670

+1 (800) 333-5305

uopxalumnigermany.eventbrite.com

march

3Southern California CampusAlumni Game: LA Kings vs. Phoenix Coyotes with Pre-game MixerPre-game mixer: 5:30 p.m. to 7 p.m. Game begins at 7:30 p.m.la live’s Nokia Plaza800 W. Olympic Boulevard los angeles, Ca http://uopxalumnigame2011.eventbrite.com eventbrite.com

4Colorado CampusEducation Job Fair8 a.m. to 4 p.m.University of Phoenix Colorado Campus10004 Park meadows drivelone Tree, CO

5Hohokam CampusRe-Career Workshop10 a.m. to 12 p.m.4635 East Elwood StreetPhoenix, aZ

11Colorado CampusNursing Center Grand Opening3 p.m. to 6 p.m.SouthGlenn learning Center6972 S. Vine Street, Ste. 336Centennial, CO

19 San Diego Campus El Centro Grand Opening 11 a.m. to 3 p.m. El Centro learning Center 3095 N. Imperial Hwy. El Centro, Ca

april

1Charlotte CampusPhoenix at the Finn Mixer6 p.m. to 8 p.m.BlackFinn american Saloon210 East Trade StreetCharlotte, NC

6Hohokam CampusResume Workshop6 p.m. to 8 p.m.Northwest learning Center2550 W. Union Hills drivePhoenix, aZ

7Sacramento Valley CampusCareer Fair10 a.m. to 2 p.m.Fairfield learning Center5253 Business Center drive, Suite BFairfield, Ca

8Sacramento Valley CampusCollege of Social Sciences 2011 Site Fair 3 p.m. to 6 p.m.2860 Gateway Oaks drive Sacramento, Cahttp://uopxsitefair.eventbrite.com

14Hohokam CampusInterview Workshop6 p.m. to 8 p.m.Northwest learning Center2550 W. Union Hills drivePhoenix, aZ

events

Reinventing Management workshopThrough march 4, join your fellow alumni and students for Reinventing management for the 21st Century: an evening of new thinking and outside-the-box strategies on management innovation. University of Phoenix faculty will lead an interactive discussion about the current and future state of business leadership. Go to www.phoenix.edu/leadersworkshop to register for your local event.


Promote your company in the November 2011 Entrepreneurship issue.

Email your listing to [email protected]

Deadline: July 15, 2011

Get noticed.

Central Valley CampusAlumni Mixer6 p.m. to 9 p.m.The Petroleum Club of Bakersfield5060 California avenue #12Bakersfield, Ca http://cvalalumnimixer.eventbrite.com

18Cleveland CampusConversations of Life LessonsGuest Speaker Regina Brett5:30 p.m. to 7:30 p.m.Beachwood learning Center 3401 Enterprise Pkwy., Ste. 250 Beachwood, OHhttp://clevalumni.eventbrite.com/

19Hohokam CampusInternet Workshop6 p.m. to 8 p.m.Northwest learning Center2550 W. Union Hills drivePhoenix, aZ

30Southern California CampusALAC Fight for Air Climb7 a.m. to 1 p.m.aon Center, 707 Wilshire Boulevardlos angeles, Cahttp://bit.ly/climbforcleanair

www.phxfocus.com


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