Westport Wheel
Westport Wheel June 2012
Westport History The Westport Chapter was chartered on October 12, 1943. Westport IAAP belongs to the Missouri Division, within the Southwest District.
Westport Mission To be acknowledged, recognized leaders of office professionals; to enhance their individual and collective values, image,
Inside This Issue
competence and influence; to provide education and training; and to set
A Word From The President
2
standards of excellence recognized by the business community in the
Int’l President’s Message
3
Kansas City area.
“Culture Matters” by Jim Whitt
4
“Extinguish Burnout” by Susan Fenner, PhD
5
2011/2012 Board of Directors
6-7
President: Crystal L. Thomas, CAP-OM
Members of Excellence
8
Contact Information
9
Treasurer: Pamela K. Creasman, CAP-OM
MDAM Highlights
Schedule of Events
Secretary: Lillian Walker, CAP-OM ≠≠
July 10, 2012 Chapter Meeting 5:00 pm Networking; 5:30 pm Dinner; 6:00 pm Program
Committees
#
Bylaws & Standing Rules: Crystal L. Thomas, CAP-OM
July 21-26, 2012 EFAM Grapevine, TX
Membership/Sunshine Committee: Pamela K. Creasman, CAP-OM
# August 11, 2012 Leadership Workshop Columbia, MO # August 14, 2012 Chapter Meeting
Newsletter: Sandy Price, CAP-OM Nominations: La’Sherry Banks Ways & Means: Alicia Anderson Website: Crystal L. Thomas, CAP-OM
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A Word from the President The year is almost over and my term as president is almost at an end. I had a lot of fun as chapter president and will look back fondly on my time as president. Westport has accomplished a few things that I am proud of. Westport donated nearly 100 pounds of food to Harvesters Food Bank. At Christmas we had our first Holiday Open House, and from the fun that we and our guests had, it will not be the last. We were able to donate to the City Union Christmas Store and made Christmas very happy for area families in need. Westport won a number of awards at Missouri Division this year. Westport donated the most money to R &E for a chapter with a total membership of less than 20 (copy of certificate below). Westport also won for the most number of certified members for a chapter of 20 or less (copy of certificate below). Once again, Westport will be a Chapter of Excellence. I look forward to the 2012-2013 Westport year. We will have a full slate of officers. There are still committee chair positions open, and volunteering could be the start of your IAAP career. Many past International Presidents started out volunteering for committee chairs in their home chapters. I have enjoyed this Making a Leap to Remarkable year and serving as your Chapter President. As Always, Making the Leap Together . . . Crystal L. Thomas, CAP-OM Westport Chapter President 2011-2012
The achievements of an organization are the results of the combined effort of each individual. -Vince Lombardi
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International President’s Message This time of year is always busy and exciting as IAAP members gather across the continent for division annual meetings. These events remind me why IAAP is a relevant, thriving association: It’s you, our leadership. You are the dedicated volunteers who generously share your time for the good of the association and the profession. That’s been the case for our entire 70-year history. We are a true grassroots, community-driven organization. If I haven’t said it in a while, thank you for your part in making IAAP great. Strong leadership is essential to a strong association. IAAP is a family, which means we celebrate each other’s successes and offer comfort in times of sorrow. On Saturday, May 21, members Julie Davis, CAP, and Wendy Sak, CAP, were killed when the car in which they were traveling rolled over in Traverse City, Michigan. A third member, driver Carol Saxton, CAP-OM, was injured. The three North Michigan Chapter members were on their way to the Michigan Division annual meeting so that Julie and Wendy could be recognized for earning their professional designations. We are all deeply sorry for the loss experienced by the Davis and Sak families, the North Michigan Chapter and the entire Michigan Division. We also offer our well wishes to Carol Saxton and her family. Condolences for the Davis family can be sent to her mother Marilyn Davis, teen son Patrick Davis and sister Amy Davis at 1884 Oak Drive, Traverse City, MI 49686. Wendy Sak's parents Robert and Karen Sak and her brother Alex can be reached at 3172 Eastgate Street, Burton, MI 48519. Wendy's fiancé Mark Crane can be reached at 6667 Lake Ann Road, Lake Ann, MI 49650. You can read a very good article by the Traverse City Record-Eagle if you wish to learn more about Julie and Wendy. They were both amazing people and they will be missed. I’m incredibly proud of the job you all have done recruiting new members under the 70th Anniversary Membership Campaign! We have 2,689 new administrative professionals in the association as of May 31. Special thanks go out to our division, chapter and individual recruitment leaders: The Texas-Louisiana Division (193 new members); East Coast Admins Chapter (44 new members); and Melissa Westcott of Middleton, Nova Scotia (23 new members). Learn about the campaign and track our recruitment leaders by visiting the IAAP Web Community. As we make the “Leap to Remarkable” in 2012, IAAP is constantly looking for new educational tools that administrative professionals can use to stay savvy. That’s why we are proud to unveil Constructing Your Career, a series of 12 training modules developed just for IAAP chapters to use at their monthly meetings. Each module comes with a description for marketing the program, a guide for facilitators, participants’ booklets, a PowerPoint slide program and instructions for the trainer. Each module is also eligible for one recertification point. Be sure to take advantage of all this great new material! If you are a division or chapter president-elect (or vice president-elect, if that is your governance structure), and you haven’t already registered for EFAM 2012, please do so as soon as possible. You can register now even if you have not been named the official delegate or alternate. Delegates who are registered for EFAM 2012 but who have not sent in their delegate paperwork can download the proper forms at the Web community. Email [email protected] for questions. Speaking of EFAM, please consider signing up for one of our Trips and Tours outings. We’ve scheduled shopping, entertainment, cultural and recreational opportunities this year, but we need you to register now because there will not be any sign-ups at the event unless we meet our minimum number of participants by July 3. All this talk about EFAM 2012 is getting me SO EXCITED!!! We’re going to have an absolutely amazing experience in Grapevine. The best part is getting to spend time with all of you. Few things re-energize me quite like quality time with administrative professionals who know how to have fun and are as serious about their profession as I am. It really is a blast and I hope to see you there! Tamra Goodall, CAP-OM International President
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I just read an article by Bill Barnett in the Harvard Business Review entitled When Choosing a Job, Culture Matters. That is an understatement. Let me share an example. I know of an employee who went to work for a company and was so excited he couldn't wait to get started. This exceptionally talented and qualified candidate was hired for a newly created position and he was determined to show what a difference he, and the new position, could make.
Culture Matters By Jim Whitt
look in the mirror because the culture is a reflection of you. Now, ask yourself a question. What am I going to do about it? If your answer is "nothing" you should be fired because you're not a leader - and you never will be. The correct answer is, "I'm going to change the culture." If that's your answer get ready to cowboy up because you're in for a ride.
Culture change takes place when leaders commit to an organizational development The problem was that he discovered he was the only process. People become acclimated to a culture, one who cared about making a difference. His most whether it's good or bad. Those who have dominated innovative ideas were shot down by his boss. He found a bad culture are not anxious to have their playhouse himself surrounded by coworkers who when at their renovated. They're like cockroaches that head for the best were unengaged and when at their worst were woodwork when you turn on the light. I've actively disengaged, undermining and sometimes experienced it firsthand in my work as a consultant. hostile. In a matter of months this excited new hire lost his enthusiasm. He stopped contributing ideas and On the other hand, a positive change in culture brings out the best in an organization. Good people who have kept quiet during staff meetings. Eventually he previously gone unrecognized come crawling out of became convinced any effort to positively influence the culture wouldn't do any good. Here's what's really the woodwork when you turn on the light. I help organizations create purpose-driven cultures and it's sad - his coworkers who negatively influenced the fun to watch what happens to the people who "get it." culture dominated the culture. They excel in a culture where they can be partners in a I can give you examples of people who work for purpose that is positive, powerful, simple and serving. companies that once had great cultures that have Changing a culture is not easy and requires an deteriorated. The result is the same as I used in my example of the new hire. Eventually people give up on investment of time and money. You have to, in Texas Hold 'Em terms, go all in. But the benefits are worth trying to make a difference and they learn to keep their heads down and their mouths shut. The culture the investment. Productivity and morale improves, turnover decreases. Finding, hiring and keeping good continues to deteriorate. Productivity and morale drops, turnover increases. The best people leave and people gets easier because when choosing a job, culture does indeed matter. So, leaders, what kind of the worst people stay to make an already people do you want in your organization? Good or dysfunctional culture even worse. bad? It's your choice because you're the keepers of I can take anything that is critical to building a the culture. successful organization and end the sentence with culture matters. The culture is the responsibility of the Reprinted from the Purpose Unlimited E-Letter: For a free leadership. If you are a leader in an organization that subscription, go to www.PurposeUnlimited.com. Copyright looks like what I have just described take a long, hard © 2012 Jim Whitt Purpose Unlimited.
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Extinguish Burnout By Susan Fenner PhD, IAAP Staff I always used to think that burnout happened when you worked too hard for too long without any respite. It was the physical, mental, and emotional exhaustion that resulted. In the past, we’ve all experienced bouts of burnout that might have been cyclic, seasonal, or occasional. But lately, many of us have been living with it daily. With the downturn in the economy, companies have cut back on staff, funding, and resources to support all the work that needs to be done. In fact, as we struggle with having less, we’re being asked to do more. It’s like the wicked stepsisters in Cinderella. We’re trying to stuff a big foot into a tiny shoe and then being frustrated and surprised when it doesn’t fit. However, there’s another aspect to burnout. It’s when your efforts don’t produce the results you expected. Let me give you an example. Most of us understand that there’s not a lot of money available for salary increases. So, even though we’re working longer hours and taking on more, we don’t really expect a raise or a big bonus. What we do expect is recognition for our contributions, appreciation for what we’ve accomplished (namely pulling rabbits from hats), and backup when we need it. It’s when we don’t get the things we expect out of all we put in that produces burnout. Burnout is more than working long and hard. It’s working long and hard and not getting what we feel is our fair due. So, what can you do to prevent or alleviate burnout in your workplace or chapter? Here are some ideas. 1. Lower your expectations so that they are realistic with past returns. 2. Let people choose from a list of rewards when a job is completed well. Plaques may be cool to
some, while time off may be coveted by others. 3. End every big event or project with a celebration. In fact, you may want to create a celebration committee. I bet this committee position won’t be hard to fill. 4. Make the work fun. Build in breaks, add activities, interject humor, provide snacks and treats. 5. Focus on team output. Don’t burden a few, but spread the tasks out equally. Allow and encourage members to take parts of the job that are new to them or stretch their comfort zones. 6. Realize when too much is too much and pull back. There’s a reason elevators post weight limits and have bells that give warnings when it’s exceeded. Correct the situation before the crash occurs. 7. As situations change, take a hard look at past procedures and get rid of extraneous “stuff.” Change what you do, how you do it, how often it’s done and make the work fit the time and number of hands available. Analyze cost vs. benefit not only in terms of money, but people. 8. Force individuals to take breaks. Discourage long hours, eating on the run, weekend catch up, vacations not taken, etc. After some time off, you can come back and get twice as much done than you would tackling a job dog tired. Attitude needs to be refreshed, just like a stuffy room. 9. Look for creative ways to fill holes. Volunteers, interns, temps, barters, co-ventures can all be ways to add bodies. Equipment, furniture, and supply trades can shore up empty places and cabinets. Upgrading and sharing, like purchasing a new printer two people can use, might be better than each person wrangling with an outdated, close-tonon-functional one. Burnout may be rigueur du jour at your workplace or chapter. But it doesn’t have to be. With a little thought and planning, you can turn your work life from havoc to haven.
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MDAM 2012 Highlights
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MDAM 2012 Highlights
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Congratulations to 2011/2012 Members of Excellence Terry Anderson, CAP-OM Crystal Thomas, CAP-OM Pamela Creasman, CAP-OM Sandy Price, CAP-OM
July
Thank You
Happy Anniversary Lillian Walker, CAP-OM— 16 YRS
Happy Birthday Sandy Price, CAP-OM—7th Alicia Anderson—11th Sue Ward—16th
for Your Support
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Visit Westport: www.iaap-kansascitywestport.org www.Facebook.com/Westport [email protected] Visit Missouri Division: http://www.iaap-mo-div.org Visit IAAP HQ: http://www.iaap-hq.org
Westport History The Westport Chapter was chartered on October 12, 1943. Westport IAAP belongs to the Missouri Division, within the Southwest District.
Westport Mission To be acknowledged, recognized leaders of office professionals; to enhance their individual and collective values, image,
Inside This Issue
competence and influence; to provide education and training; and to set
A Word From The President
2
standards of excellence recognized by the business community in the
Int’l President’s Message
3
Kansas City area.
“Culture Matters” by Jim Whitt
4
“Extinguish Burnout” by Susan Fenner, PhD
5
2011/2012 Board of Directors
6-7
President: Crystal L. Thomas, CAP-OM
Members of Excellence
8
Contact Information
9
Treasurer: Pamela K. Creasman, CAP-OM
MDAM Highlights
Schedule of Events
Secretary: Lillian Walker, CAP-OM ≠≠
July 10, 2012 Chapter Meeting 5:00 pm Networking; 5:30 pm Dinner; 6:00 pm Program
Committees
#
Bylaws & Standing Rules: Crystal L. Thomas, CAP-OM
July 21-26, 2012 EFAM Grapevine, TX
Membership/Sunshine Committee: Pamela K. Creasman, CAP-OM
# August 11, 2012 Leadership Workshop Columbia, MO # August 14, 2012 Chapter Meeting
Newsletter: Sandy Price, CAP-OM Nominations: La’Sherry Banks Ways & Means: Alicia Anderson Website: Crystal L. Thomas, CAP-OM
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A Word from the President The year is almost over and my term as president is almost at an end. I had a lot of fun as chapter president and will look back fondly on my time as president. Westport has accomplished a few things that I am proud of. Westport donated nearly 100 pounds of food to Harvesters Food Bank. At Christmas we had our first Holiday Open House, and from the fun that we and our guests had, it will not be the last. We were able to donate to the City Union Christmas Store and made Christmas very happy for area families in need. Westport won a number of awards at Missouri Division this year. Westport donated the most money to R &E for a chapter with a total membership of less than 20 (copy of certificate below). Westport also won for the most number of certified members for a chapter of 20 or less (copy of certificate below). Once again, Westport will be a Chapter of Excellence. I look forward to the 2012-2013 Westport year. We will have a full slate of officers. There are still committee chair positions open, and volunteering could be the start of your IAAP career. Many past International Presidents started out volunteering for committee chairs in their home chapters. I have enjoyed this Making a Leap to Remarkable year and serving as your Chapter President. As Always, Making the Leap Together . . . Crystal L. Thomas, CAP-OM Westport Chapter President 2011-2012
The achievements of an organization are the results of the combined effort of each individual. -Vince Lombardi
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International President’s Message This time of year is always busy and exciting as IAAP members gather across the continent for division annual meetings. These events remind me why IAAP is a relevant, thriving association: It’s you, our leadership. You are the dedicated volunteers who generously share your time for the good of the association and the profession. That’s been the case for our entire 70-year history. We are a true grassroots, community-driven organization. If I haven’t said it in a while, thank you for your part in making IAAP great. Strong leadership is essential to a strong association. IAAP is a family, which means we celebrate each other’s successes and offer comfort in times of sorrow. On Saturday, May 21, members Julie Davis, CAP, and Wendy Sak, CAP, were killed when the car in which they were traveling rolled over in Traverse City, Michigan. A third member, driver Carol Saxton, CAP-OM, was injured. The three North Michigan Chapter members were on their way to the Michigan Division annual meeting so that Julie and Wendy could be recognized for earning their professional designations. We are all deeply sorry for the loss experienced by the Davis and Sak families, the North Michigan Chapter and the entire Michigan Division. We also offer our well wishes to Carol Saxton and her family. Condolences for the Davis family can be sent to her mother Marilyn Davis, teen son Patrick Davis and sister Amy Davis at 1884 Oak Drive, Traverse City, MI 49686. Wendy Sak's parents Robert and Karen Sak and her brother Alex can be reached at 3172 Eastgate Street, Burton, MI 48519. Wendy's fiancé Mark Crane can be reached at 6667 Lake Ann Road, Lake Ann, MI 49650. You can read a very good article by the Traverse City Record-Eagle if you wish to learn more about Julie and Wendy. They were both amazing people and they will be missed. I’m incredibly proud of the job you all have done recruiting new members under the 70th Anniversary Membership Campaign! We have 2,689 new administrative professionals in the association as of May 31. Special thanks go out to our division, chapter and individual recruitment leaders: The Texas-Louisiana Division (193 new members); East Coast Admins Chapter (44 new members); and Melissa Westcott of Middleton, Nova Scotia (23 new members). Learn about the campaign and track our recruitment leaders by visiting the IAAP Web Community. As we make the “Leap to Remarkable” in 2012, IAAP is constantly looking for new educational tools that administrative professionals can use to stay savvy. That’s why we are proud to unveil Constructing Your Career, a series of 12 training modules developed just for IAAP chapters to use at their monthly meetings. Each module comes with a description for marketing the program, a guide for facilitators, participants’ booklets, a PowerPoint slide program and instructions for the trainer. Each module is also eligible for one recertification point. Be sure to take advantage of all this great new material! If you are a division or chapter president-elect (or vice president-elect, if that is your governance structure), and you haven’t already registered for EFAM 2012, please do so as soon as possible. You can register now even if you have not been named the official delegate or alternate. Delegates who are registered for EFAM 2012 but who have not sent in their delegate paperwork can download the proper forms at the Web community. Email [email protected] for questions. Speaking of EFAM, please consider signing up for one of our Trips and Tours outings. We’ve scheduled shopping, entertainment, cultural and recreational opportunities this year, but we need you to register now because there will not be any sign-ups at the event unless we meet our minimum number of participants by July 3. All this talk about EFAM 2012 is getting me SO EXCITED!!! We’re going to have an absolutely amazing experience in Grapevine. The best part is getting to spend time with all of you. Few things re-energize me quite like quality time with administrative professionals who know how to have fun and are as serious about their profession as I am. It really is a blast and I hope to see you there! Tamra Goodall, CAP-OM International President
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I just read an article by Bill Barnett in the Harvard Business Review entitled When Choosing a Job, Culture Matters. That is an understatement. Let me share an example. I know of an employee who went to work for a company and was so excited he couldn't wait to get started. This exceptionally talented and qualified candidate was hired for a newly created position and he was determined to show what a difference he, and the new position, could make.
Culture Matters By Jim Whitt
look in the mirror because the culture is a reflection of you. Now, ask yourself a question. What am I going to do about it? If your answer is "nothing" you should be fired because you're not a leader - and you never will be. The correct answer is, "I'm going to change the culture." If that's your answer get ready to cowboy up because you're in for a ride.
Culture change takes place when leaders commit to an organizational development The problem was that he discovered he was the only process. People become acclimated to a culture, one who cared about making a difference. His most whether it's good or bad. Those who have dominated innovative ideas were shot down by his boss. He found a bad culture are not anxious to have their playhouse himself surrounded by coworkers who when at their renovated. They're like cockroaches that head for the best were unengaged and when at their worst were woodwork when you turn on the light. I've actively disengaged, undermining and sometimes experienced it firsthand in my work as a consultant. hostile. In a matter of months this excited new hire lost his enthusiasm. He stopped contributing ideas and On the other hand, a positive change in culture brings out the best in an organization. Good people who have kept quiet during staff meetings. Eventually he previously gone unrecognized come crawling out of became convinced any effort to positively influence the culture wouldn't do any good. Here's what's really the woodwork when you turn on the light. I help organizations create purpose-driven cultures and it's sad - his coworkers who negatively influenced the fun to watch what happens to the people who "get it." culture dominated the culture. They excel in a culture where they can be partners in a I can give you examples of people who work for purpose that is positive, powerful, simple and serving. companies that once had great cultures that have Changing a culture is not easy and requires an deteriorated. The result is the same as I used in my example of the new hire. Eventually people give up on investment of time and money. You have to, in Texas Hold 'Em terms, go all in. But the benefits are worth trying to make a difference and they learn to keep their heads down and their mouths shut. The culture the investment. Productivity and morale improves, turnover decreases. Finding, hiring and keeping good continues to deteriorate. Productivity and morale drops, turnover increases. The best people leave and people gets easier because when choosing a job, culture does indeed matter. So, leaders, what kind of the worst people stay to make an already people do you want in your organization? Good or dysfunctional culture even worse. bad? It's your choice because you're the keepers of I can take anything that is critical to building a the culture. successful organization and end the sentence with culture matters. The culture is the responsibility of the Reprinted from the Purpose Unlimited E-Letter: For a free leadership. If you are a leader in an organization that subscription, go to www.PurposeUnlimited.com. Copyright looks like what I have just described take a long, hard © 2012 Jim Whitt Purpose Unlimited.
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Extinguish Burnout By Susan Fenner PhD, IAAP Staff I always used to think that burnout happened when you worked too hard for too long without any respite. It was the physical, mental, and emotional exhaustion that resulted. In the past, we’ve all experienced bouts of burnout that might have been cyclic, seasonal, or occasional. But lately, many of us have been living with it daily. With the downturn in the economy, companies have cut back on staff, funding, and resources to support all the work that needs to be done. In fact, as we struggle with having less, we’re being asked to do more. It’s like the wicked stepsisters in Cinderella. We’re trying to stuff a big foot into a tiny shoe and then being frustrated and surprised when it doesn’t fit. However, there’s another aspect to burnout. It’s when your efforts don’t produce the results you expected. Let me give you an example. Most of us understand that there’s not a lot of money available for salary increases. So, even though we’re working longer hours and taking on more, we don’t really expect a raise or a big bonus. What we do expect is recognition for our contributions, appreciation for what we’ve accomplished (namely pulling rabbits from hats), and backup when we need it. It’s when we don’t get the things we expect out of all we put in that produces burnout. Burnout is more than working long and hard. It’s working long and hard and not getting what we feel is our fair due. So, what can you do to prevent or alleviate burnout in your workplace or chapter? Here are some ideas. 1. Lower your expectations so that they are realistic with past returns. 2. Let people choose from a list of rewards when a job is completed well. Plaques may be cool to
some, while time off may be coveted by others. 3. End every big event or project with a celebration. In fact, you may want to create a celebration committee. I bet this committee position won’t be hard to fill. 4. Make the work fun. Build in breaks, add activities, interject humor, provide snacks and treats. 5. Focus on team output. Don’t burden a few, but spread the tasks out equally. Allow and encourage members to take parts of the job that are new to them or stretch their comfort zones. 6. Realize when too much is too much and pull back. There’s a reason elevators post weight limits and have bells that give warnings when it’s exceeded. Correct the situation before the crash occurs. 7. As situations change, take a hard look at past procedures and get rid of extraneous “stuff.” Change what you do, how you do it, how often it’s done and make the work fit the time and number of hands available. Analyze cost vs. benefit not only in terms of money, but people. 8. Force individuals to take breaks. Discourage long hours, eating on the run, weekend catch up, vacations not taken, etc. After some time off, you can come back and get twice as much done than you would tackling a job dog tired. Attitude needs to be refreshed, just like a stuffy room. 9. Look for creative ways to fill holes. Volunteers, interns, temps, barters, co-ventures can all be ways to add bodies. Equipment, furniture, and supply trades can shore up empty places and cabinets. Upgrading and sharing, like purchasing a new printer two people can use, might be better than each person wrangling with an outdated, close-tonon-functional one. Burnout may be rigueur du jour at your workplace or chapter. But it doesn’t have to be. With a little thought and planning, you can turn your work life from havoc to haven.
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MDAM 2012 Highlights
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MDAM 2012 Highlights
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Congratulations to 2011/2012 Members of Excellence Terry Anderson, CAP-OM Crystal Thomas, CAP-OM Pamela Creasman, CAP-OM Sandy Price, CAP-OM
July
Thank You
Happy Anniversary Lillian Walker, CAP-OM— 16 YRS
Happy Birthday Sandy Price, CAP-OM—7th Alicia Anderson—11th Sue Ward—16th
for Your Support
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Visit Westport: www.iaap-kansascitywestport.org www.Facebook.com/Westport [email protected] Visit Missouri Division: http://www.iaap-mo-div.org Visit IAAP HQ: http://www.iaap-hq.org
