Day: March 19, 2020

3 WAYS TO SET A GREAT EXAMPLE FOR EMPLOYEES

Being a manager means you’re in charge of a group of people and a business function. You assign tasks, you probably have financial goals and you are responsible for everything that happens. When things go wrong, the people up the chain will want to know what mistake you made and what you are going to do to fix it. It’s a lot of responsibility.
Some managers think the above is plenty of responsibility, but great managers know that there is one more critical thing they need to do: take care of their people.
Here are three things all managers should do to be a good example for their staff.

Take the Blame, But Share the Praise

This is the exact opposite of our self-preserving instincts. Whenever something goes great, well, it was because I did this. And whenever something becomes a complete disaster? It’s because you did that. In reality, that’s often the case. (I assume my readers are awesome employees.) Sometimes, you need to correct errors and sometimes you need to discipline people for their errors, but as a manager, you also need to think carefully about how you do this.
Consider the following situation: You have a multi-part presentation that your entire team worked on. Senior management is thrilled with the outcome and applauds you for the work. You respond, “Thank you, I worked very hard on this project.”
How does your staff feel? “I worked very hard?” they’ll mutter. “We all worked very hard!”
Even if you thank your staff profusely behind closed doors, your communication to leadership shows that you don’t value them. Instead, you should say, “Thank you, the whole team worked very hard. I’m especially grateful to Celine for the data, James for the analysis, Juan for running communications with the finance team and Barbara for pulling it all together at the end.” Your employees will walk around with smiles on their faces and will want to work hard for you in the future.
On the opposite end, you should take credit if your presentation tanks. Don’t say, “Yeah, my team really screwed up. I’ll fix it and get back to you.” Instead, apologize. “I should have caught these errors sooner. I’ll take it back to my team, we’ll fix it and get back to you.”

Be What You Want Them to Be

You hired your team because they have different skills than you have, but you do want to set examples for attitude, leadership style and communication. If you want them to be out-of-the-box thinkers, be one yourself. Don’t just say you encourage creativity and then go back to the same solutions you’ve been using since 1974. Don’t say you want everyone to follow the guidelines exactly, and then take shortcuts yourself because you’re the “boss.” Don’t get angry with people for getting cliquey, but then go out to lunch with the same people three times a week.
Employees willpick up on your true character really quickly. Great managers need respect to operate, and respect must be earned.

Be Kind

What’s the best example you can set? Kindness.
If your employee gets the flu, send him home, tell him to get the rest he needs, and divide up his workload. If an employee’s cat dies, you may not understand why she’s so upset, but keep your personal feelings to yourself and express sympathy for her loss. If your top performer starts to struggle, sit down with her and find out what you can do to help.
Don’t mistake kindness for wimpiness. The two aren’t related. You can still sit down with your troubled employee and say, “Jane, I noticed your work performance seems to be faltering, what’s up?” After she tells you, discuss options, make a plan, and end with, “I am always here to help you and I need you to meet these new goals that we discussed.”
Note the use of the word “and” where you probably expected a “but.” A “but” tends to indicate that the two sides of the sentence aren’t really compatible; the “and” shows that they are. You are there to help and Jane must meet her goals. As long as you are realistic, employees will perform better because they know precisely what is expected of them.

International Influence

The recipe for success in college athletics varies by team and sport. At the “junior college” level that recipe can be even more challenging when it comes to recruiting and retaining players. Nick Dimitrievski and Alex Grigorita seem to have found one way to stay ahead in the ever competitive United States Collegiate Athletic Association and that is through a strong presence in international recruiting.dennis kicking ball
Both head coaches recruit heavily in the greater Syracuse and New York regions but they also have a strong international presence on their teams. The Bobcats soccer teams have a combined 24 international players between the two rosters; including players from as far away as Gold Coast, Australia, nearly 10,000 miles from Bryant & Stratton College’s Syracuse campus.
“It’s all about networking and trying to find the best possible student athletes,” Dimitrievski said. “Now we’ve ventured into the international market. At the end of the day it’s about finding the best soccer player, wherever [they] come from.”
Dimitrievski’s squad boasts 14 total international players, two each from England, Germany and Serbia and one each from Australia, Chile, Spain, France, Scotland, Jamaica, St. Lucia and Costa Rica. The women’s team features 10 international players, five from Antigua and Barbuda, four from Trinidad and Tobago and another from Barbados.
Bryant & Stratton College’s international presence has been a long standing foundation of the program. This dates back to Grenadian stars Ricky Charles and Sharlie Joseph, the seven-time MLS All Star and 2009 MLS MVP Finalist. Joseph’s legendary MLS career began with the Bobcats as he played two years with Bryant & Stratton College before transferring to St. John’s University to complete his education.
“We’re looking for those types of guys [like Sharlie], that’s the reality,” Dimitrievski said. “A lot of kids what to be that type of player.”
Having one of the most iconic players in MLS history as an alumni makes for a nice recruiting pitch, but another decision may have been more impactful in attracting students to don Bryant & Stratton College blue; the conference move from the NJCAA to the USCAA.Kai Jacobs (Antigua & Barbuda) has been dominant for the Bobcats this year. Scoring 12 goals and adding 11 assists.
The move opened the door for the Bobcats to offer more opportunities to more players. Eligibility rules in the NJCAA only allows student-athletes to play for a school for two years. Unlike the NJCAA, the USCAA allows student-athletes to play for four years as they pursue a bachelor’s degree. This is an added benefit for both the team and players as they have better options to complete their degree program.
That isn’t to say the option of playing two years for the Bobcats and transferring isn’t a popular choice. For example, Scott Robson’s impressive two-year career at BSC was parlayed into a transfer to Bellevue University where he’s already racked up three goals and 11 assists since moving on.
The ability to provide student-athletes the option of playing two or four years is a win-win situation in the eyes of the coaching staff. Every player, regardless of the degree they wish to pursue upon arrival, has the opportunity to turn their on-field exploits with the Bobcats into an offer from a Division I program just as they have the opportunity to spend four years at Bryant & Stratton College and earn a four-year degree. It’s a situation that benefits the program and athletes equally.
Following the footsteps of alums and fellow teammates becomes a pull for future recruits. The opportunity to earn a degree while playing the game they love attracts many international players to Bryant & Stratton College.
“Knowing [Scott] and watching him be able to find another opportunity is appealing to new players like myself,” said goalkeeper Harry Watson. “It gives us a goal to work for to work harder in class and work harder as a player.”
“Not only do players see this as an opportunity to further their education but to improve their soccer as well,” said Grigorita. “The alumni help because [new athletes] know what kind of soccer we play and the level of education they will get here.”
Grigorita has created a pipeline, of sorts, from the Caribbean to the Bryant & Stratton College Syracuse campus. He has had a great deal of success recruiting in areas such as Antigua and Trinidad; That includes leading goal scorers Kai Jacobs and Portia Davis, who both hail from Antigua and Barbuda.
Both Jacobs and Davis are mainstays on the Antigua and Barbuda women’s national team along with fellow Bobcat Kanika Buckley. The draw of Bryant & Stratton College came from the program’s track record and the Antiguan players who played for the program previously.
“Several girls had come in before me who have moved on to other schools,” said Jacobs. “Some are back home and working and are very successful. So that has given me more motivation to come in and have something to look forward to.”
Jacobs added that a previous teammate and fellow countrywoman was selected as a USCAA All-American during her time at Bryant & Stratton College and set the same goal for Jacobs to achieve. After a 12-goal and 11-assist season, Jacobs may just have the inside track on reaching that goal.
Grigorita’s pipeline has even enabled him to recruit three players from the same school in Trinidad and Tobago. Cherise Roberts, Njemile Charles and Jeanille Lawrence all come from the soccer program at Scarborough Secondary in Trinidad, a program that has unearthed a host of talent for the Bobcats. However, Grigorita is quick to point out that the program a student-athlete comes from is secondary for him.
He notes that when he goes to watch someone play, he’s there to watch the player regardless of the team they’re playing on. He contends that it’s more likely his recruiting will draw more players from the same programs as success with the Bobcats often draws more interest for players to come to Central New York for their collegiate soccer.christian perez
That trip is hardly a short one for Bryant & Stratton College’s international players. By comparison, the trip Jacobs, Buckley and Davis make from Antigua (roughly 1,984 miles) is a walk in the park compared to that of Josh Martin’s 9,522 miles from Gold Coast, Queensland in Australia or even the 5,302 miles Cristobal Rojas travels from Santiago, Chile.
Naturally, there’s also a difference in weather for many of the players who trek to a region famous for winter snow from otherwise sunny locales. While the weather surprised plenty of newcomers, particularly those who hail from the Caribbean, the welcoming arms of the Bryant & Stratton College community quickly counteract any nasty weather.
“Everyone is there for you everywhere you turn,” Jacobs said.
The feeling of family and community on campus is a key factor for ensuring the players don’t just feel comfortable in their new city, but they feel at home. As Dimitrievski points out, English is not the first language for many of Bryant & Stratton College’s international athletes. Providing the proper support system for help inside the classroom and beyond is a key aspect of what the coaching staff and academic departments focus on. This includes a new mentor program in which every student-athlete is paired with a mentor who not only checks up on schoolwork, but ensures the transition to life in Syracuse goes smoothly.
“Everyone here makes you feel like you’re family,” Njemile Charles said. “Here, the college is small and compact and not just on the soccer teams but everyone in the classroom and the faculty makes you feel comfortable.
“To be able to be here playing soccer and something I love gives me a sense of pride for both my country and my family. It’s a positive because I’m pursuing my education while doing something I love to do.”
That’s a sentiment echoed by nearly every player on both teams. It’s easy to find athletic teams that are tight knit on the field and in the locker room, but to have that sense of community carry over to the dormitories and classroom goes a long way in creating an enriching environment for every student athlete at Bryant & Stratton College.
It’s that sense of community which continues to play a major role in drawing elite talent to Bryant & Stratton College, keeping the Bobcats soccer teams in the top-10 of the USCAA rankings on an annual basis.

FROM THE EMPLOYEE MOTIVATION DESK: LEVERAGING FEEDBACK TO INCREASE MOTIVATION

“I would like to give you a little feedback” is often received with a shudder or some other physical manifestation of anxiety. The history of feedback is routinely polarizing. We get feedback on a great job or we get feedback on a really poor job. Sadly, when we get feedback on doing great work, it is usually called “praise” and feedback on clusterbombs is called, well…feedback.
Feedback is perceived, in many places, as the great demotivator. This is possibly why so many people shy away from it — asking for it or even just hearing it. Weirder yet, do you ever think that people who ask for feedback are secretly craving compliments? What an organization that craved feedback would be like? Here are a few thoughts on feedback that might make your life easier and create a more motivating environment:

1. When Has the Line Been Crossed?

Ask yourself these questions:
  • What are you willing to walk by?
  • Where are your lines for acceptable and unacceptable behavior?
Everyone has a different filter. When your line is crossed, connect with that person and discuss: what they are doing that is unacceptable, why it is unacceptable, and the implications of this behavior.
Your managerial obligation is to be consistent and fair. If you don’t know where to start to understand your filter, take a good long look at your organization’s core values. They are there for a reason. Please exercise caution around this principle. I shared this principle with a former manager who misunderstood the principle and couldn’t let anything pass without comment. Her filter ended up being stifling and took the personality out of the environment. Everyone resented her and became fearful to have their own, independent thoughts.

2. Feedback Should be Developmental

Feedback should be developmental and given to everyone. Managers frequently either praise or criticize extremes, and that middle ground is often overlooked. That middle ground is where the ripe coaching opportunities exist.
Great managers are great coaches. They look for every opportunity to make their teams and the individuals on those teams great.
Any manager on the planet should be able to recognize and make the time to reward strong performance. The vast majority of managers should also be able to point out when clusterbombs occur.
Great managers that want to motivate teams seek every opportunity to make people better. Their feedback is genuine. If you do this regularly, and you honestly want to build teams, feedback not only sits well, it inspires.

3. Embrace Gamification

We are, as Eliot Aronson wrote, social animals and today social media is pervasive.  We go on yelp to find restaurants, Pinterest to repin decorating ideas and we “+1” on Google+.
If your organization has a system to provide feedback through gamification strategies like badges, use them. When organizations start to leverage these tools, they become part of the cultural fabric. It takes a creative minority dedicated to positive change to become a critical mass. Find a group of people dedicated to embracing this technology and leverage it to change your feedback culture.  People want feedback. It is the context that drives that desire.

4. Be Cool About Giving Feedback, But Be Straight About It

If I were to oversimplify the role of a manager, it is about setting expectations/goals, monitoring performance, providing support and feedback.  Repeat.
A simple rule I coach people on: be straight with your employees. If somebody really did a poor job, you have to tell them they did a poor job. But be cool about it. Tell them exactly what they did poorly and coach them to understand what they could have done differently. Even the best employees, the superstars, can grow. Even Muhammad Ali had someone working his corner.

5. Use Technology to Make Feedback More Intimate

If you are a remote manager and have to give difficult feedback but can’t meet in person, harness technology other than a phone.  Use a video conferencing system like Skype or BlueJeans to have a meeting where you can make the conversation more personal.
Motivation, to a great extent, stems from clarity. Managers create that clarity by setting distinct expectations as well as delivering consistent feedback.
Feedback shouldn’t be scary. Feedback should be desired. It should be delivered regularly as a way to continue to inspire and motivate your team because teams (and individuals on those teams) are more motivated when they feel invested in. Delivering productive, constructive feedback is one core way to invest in the development of your team.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Key Technologies Featured in Office Management Training

If there’s one person who can be considered the “hub” of an office, it’s the administrative assistant. These professionals are typically in charge of doing all the daily activities that keep an office running.Woman typing at computer
According to a survey by the International Association of Administrative Professionals, the biggest self-identified need in administrative assistant training is technology applications. That means, more than ever employers expect administrative assistants and executive secretaries to be tech savvy. The Office Management associate degree and Office Administration Assistant diploma program provides students with courses that focus on key technologies used in the field. Having a foundation in these technologies is important for improving employability skills. Check out the list below and see if you measure up to succeed as an administrative assistant or executive assistant.

Hardware

Mobile devices – From smart phones to tablets, knowing how to operate a variety of mobile devices is important as an administrative assistant. Many executives rely on these devices to keep track of appointments, record ideas, communicate with their teams and basically run day-to-day operations so using one will become just as much part of your job.
Telephones – While the days of large, old school switchboards are long over telephone technology can still be complicated. Being comfortable answering, transferring and forwarding calls is still a big part of the job. You’ll likely receive on the job training for any phone system but being able to approach it with confidence of understanding a variety of technology will help you learn the new system quickly.

Software

Microsoft Office – How familiar are you with Word®, PowerPoint®, Excel®, Outlook®, and Access®? You’ll likely use one of these programs, if not all of them daily, as an administrative assistant. Since the Microsoft Office Suite is critical to many business functions, consider getting a Microsoft Office Specialist (MOS) certification as a way to demonstrate your abilities to potential employers.
Cloud computing – Many companies are using cloud computing software so employees can access programs and applications over the internet. As an administrative assistant you’ll need to have a basic understanding of how these platforms work and the individual capabilities and features of the one your potential employer uses. Calendar software – Scheduling appointments for executives, managing shared calendars, and other calendar functions will likely be a big part of your job as an administrative assistant. To practice before you get a job or go back to school try creating a shared online calendar for your family and managing commitments like soccer games, parent-teacher conferences and diner with friends like you would manage meetings at a job.
Email – If your email skills are limited to your ability to forward funny photos of your sister’s cat, then you may need to upgrade before looking for a job. Email is a central function of any business. Understanding how to organize folders, set up automatic filters, build distribution lists and create tasks and reminders will help you do your job better.

Extra Credit

Learn to code – If you want to go above and beyond in your quest to be more tech savvy, learning to code can really help. Managing and updating the company website can sometimes fall on the plate of an administrative assistant, especially at smaller companies and non-profits. Having a basic understanding of code could position you as a stronger candidate for jobs. There are plenty of places to learn code online such as, Codeacademy, courses on Udacity, or Code Racer.
Be a life long learner – While it’s not a technical skill, having the desire to be a life long learner is key to keeping up with technology. The technology you use today in your job will definitely change in a year, three years and ten years. Employers value employees who are adaptable and willing to take on new challenges. If you remain open to learning new technologies, or even suggesting new platforms, so a company can run more efficiently you will increase your job security significantly. Getting administrative assistant training by going back to school to earn a certification or college degree, can help you learn the basics of these technologies and demonstrate to employers you have the knowledge and skills to do the job. Younger job seekers who have grown up with this technology may be more naturally inclined to understand how to use it. But older professionals who have experience in an office plus are technically inclined may be able to develop an edge in the marketplace.

Vermont Asthma Rates Surprisingly Among the Highest in the U.S.

For most people, Vermont’s scenic beauty comes with the promise of fresh, clean, mountain air. Yet in reality, many Vermonters have trouble breathing. The state, it turns out, suffers from one of the highest asthma rates in the country.
“While Vermont has been rated the second healthiest state in the nation, the rising prevalence of asthma remains a problem,” says Jane Wolforth, MPH, manager of the Vermont Asthma Program, under the state Department of Health’s Division of Health Promotion and Disease Prevention. “Historically, New England asthma rates have been high, and since 2007 the current asthma rate among Vermont adults has been significantly higher than the U.S. average and in recent years it has been among the highest in the country.”

Vermont’s Asthma Rates

Asthma inflames and narrows the airways and causes wheezing, coughing, shortness of breath, and tightening in the chest. It is one of the most common chronic diseases in the United States and in Vermont and a leading cause of absenteeism among schoolchildren. The condition costs the country more than $56 billion annually to treat, according to the U.S. Centers for Disease Control (CDC). In Vermont, asthma-related emergency room visits and hospitalizations cost more than $7 million annually.
Asthma currently affects 11 percent of all adult Vermonters, and that rate has not changed since 2011, according to the latest data from the annual Vermont Behavioral Risk Factor Surveillance System (BRFSS). The U.S. rate is 9 percent. Asthma rates are even higher in the Rutland and Springfield areas.
However, no one knows what causes asthma, or why Vermont — and, in turn, Rutland County – has a higher asthma rate. Instead, public health officials know only which populations tend to suffer from asthma and which allergens and irritants promote asthma attacks.

Who Has Asthma?

According to the state’s Department of Health’s report on The Burden of Asthma in Vermont, asthma is more prevalent among women; those with household incomes below 125 percent of the federal poverty level (in the most recent guidelines, that would be about $29,813 for a family of four); those who did not graduate from high school; those who reported they were unable to work; and those who reported they were unemployed.
“The main biologic risk factor among adult Vermonters with asthma was the existence of co-occurring chronic conditions,” according to the report. “Adults with current asthma were significantly more likely to report having multiple chronic conditions than those without asthma,” the report states. “A third of those with three or more coexisting chronic conditions had severe persistent asthma. This is significantly higher than the proportion seen among those with one or less co-occurring chronic conditions.”
Specifically, the report notes that:
  • “Vermonters with current asthma were nearly three times as likely to report having depression” than Vermonters without asthma.
  • Vermonters with current asthma were “five times more likely to report chronic obstructive pulmonary disease (COPD) than Vermonters without asthma.”
  • “Adult Vermonters with current asthma were … significantly more likely to report arthritis, obesity, and diabetes.”

What Triggers Asthma?

When considering Vermont’s high asthma rates, state public health officials zero in on the allergens and irritants that trigger asthma attacks.
“Asthma can be triggered by environmental factors you wouldn’t necessarily think about: pets, older homes, mold, pollens, dust mites, wood-burning stoves, second-hand smoke and smoking,” Wolforth says.
However, because state public health officials’ main focus is on asthma treatment and prevention of asthma exacerbations, she explains, they can only make educated guesses about the connections between these triggers and Vermont’s high asthma rate.
“Asthma rates are higher among those who use wood stoves or wood-burning furnaces, which many rural Vermonters have. About 30 percent of people with asthma use wood stoves for heating purposes. But we can’t say for sure that that is what is causing their asthma, only that it’s a trigger for their asthma symptoms,” Wolforth says. “The same goes for pets. Vermont has one of the highest pet ownership rates in the nation, and a high asthma prevalence, but we don’t have the research to prove any direct link.”
In fact, “the single most common environmental trigger among adults was having an indoor pet,” affecting 73 percent of the adults with asthma and 80 percent of children, according to The Burden of Asthma in Vermont. “Carpeting in one’s bedroom and allowing pets in the bedroom were also common with more than half of youth and adults with current asthma reporting each respective trigger.”
In general, state public health officials surmise that Vermont’s high asthma rates are connected to “the older housing stock; the fact that Vermont is such a rural state, so access to proper care might be a barrier; to increased smoking rates; and to lack of awareness around asthma symptoms and how to properly control its symptoms,” Wolforth explains.
For instance, Vermonters who have difficulty breathing, she says, might attribute their wheezing to an allergic reaction, to obesity or to other factors. They don’t seek treatment because they don’t even know they have asthma.

Education is Key

Statewide education campaigns, therefore, are key. Even among those who do know they have asthma, less than 10 percent have attended an asthma management course that would help them better control their asthma and avoid an emergency room visit or hospitalization, Wolforth says. And only about a quarter of Vermont adults and half of all children with asthma have received asthma action plans from their medical providers. Patients need the plans to understand how best manage their chronic condition.
When it comes to improving the overall asthma rates, Wolforth says, Vermont is “really focused on promoting asthma awareness, management, and prevention in the school, work and home environment. Our big focus is on asthma education so people can manage their condition. After all, asthma doesn’t go away; it’s for a lifetime.”
For starters, asthma patients should:
  • Identify triggers in their environment – and change or avoid them if possible.
  • Recognize symptoms and know when and how to use medications and seek medical attention.
  • Follow a “zero exposure” policy for tobacco and secondhand smoke, including at home and in the car.

How Vermont Reduces Asthma Rates

By understanding who gets asthma, state public health officials can better target their education campaigns and make a real impact on reducing asthma rates and hospitalizations, Wolforth says.
According to The Burden of Asthma in Vermont, the state’s education and prevention campaigns particularly should focus on:
  • Those with low levels of education.
  • Those with a household income below 125 percent of the FPL.
  • Those with co-occurring chronic conditions.
  • Smokers and those exposed to secondhand smoke.
  • Those with work-related asthma.
  • Those living in the Springfield and Rutland hospital service areas.
The Vermont Asthma Program, which is funded by the CDC, tracks asthma rates among these and other affected populations; educates patients, health providers and caregivers about proper diagnosis and treatment; works to increase asthma awareness; and works with partnering organizations to effect policy change, such as curbing tobacco use and car idling, to improve indoor and outdoor air quality for all Vermonters.
For instance, the program has:
  • Worked with Idle-Free Vermont to implement a statewide ban on smoking in cars where children are present and also to create a statewide idling law. The Asthma Program worked with local businesses in four rural counties to implement no-idling policies for their fleets.
  • Partnered with Vermont’s smoking cessation program, 802 Quits. The programs especially focus on populations with higher smoking rates: rural Vermonters, those with lower incomes, those without medical insurance, and those with mental illness. In addition, smoking bans have been implemented in many large public areas and institutions, including the University of Vermont and the Church Street Marketplace in Burlington.
  • Partnered with Support and Services at Home (SASH), part of Vermont’s prevention and health improvement plan, Blueprint for Health. SASH personnel provide in-home asthma education, link people with specialty asthma care and steer them to smoking cessation resources.
  • Established Asthma in the Rutland Region (AIRR), an in-home asthma education and environmental assessment program, with the goal of reducing emergency room visits and hospitalizations due to asthma.
  • Created the Asthma Learning Collaborative, in collaboration with the Blueprint for Health, to engage clinical practices in improving delivery of care to asthma patients.
  • Worked to increase the number of adults with Asthma Action Plans from 30 to 36 percent and children, from 51 to 61 percent, by 2018.

Vermont’s Hospitalization Rates for Asthma

Healthy Vermonters 2020, the State Health Assessment Plan, includes goals to reduce asthma rates in the state. The plan notes one bright spot: a decline in hospitalization rates among both adults and children with asthma.
Unlike its rates of asthma prevalence, Vermont is actually doing better than the United States overall when it comes to hospitalizations for asthma. The report notes reduced hospitalizations for:
  • Children under age 5: 19 hospitalizations per 10,000 people in Vermont versus 41.4 in the United States. The report seeks to reduce this further, to 14, by 2020.
  • People ages 5 to 64: 4.9 hospitalizations per 10,000 people in Vermont versus 11.1 nationwide. The 2020 goal: 9.3.
  • Seniors: 11.8 hospitalizations per 10,000 people in Vermont versus 25.3 nationwide. The 2020 goal: 9.3.
“Utilization of acute inpatient care for asthma is an indicator of the health of Vermonters who have asthma,” Healthy Vermonters notes. “Asthma hospitalizations have been declining over time with improved clinical care and patients following treatment guidelines, and may be due to efforts to mitigate environment triggers that can exacerbate asthma.

How to Reduce Stress During the Holidays

The holidays may be joyful, but for many, they also can be stressful. While many studies have found that it’s a myth that suicide rates rise during the holidays, it’s still true that many people suffer increased depression and anxiety.
Here are 10 tips for lowering stress so you can enjoy the holidays:
1. Focus on what’s important: Let go of your image of the “perfect holiday.” Focus on what the holidays really mean to you, whether it’s religious significance, family togetherness or reflection time. Put that front and center in your holiday plans
2. Connect with others: Don’t spend the holidays isolated and alone. Spend time with family and friends, or call your local United Way chapter to volunteer.
3. Divide and conquer: Whether it’s a big holiday meal or buying presents, don’t think you have to do it all. Part of the fun of a family gathering – and the way memories are made – is that everyone chips in. Think potluck, and give everyone a job in preparing and cleaning up after the meal. Draw names instead of buying presents for everyone in the family.
4. Exercise and eat well: The U.S. Centers for Disease Control (CDC) recommends 2-1/2 hours of exercise per week for adults and at least 1 hour per day for kids and teens. Eat plenty of fruits, vegetables and whole grains, and avoid too much sugar, fat or salt.
5. Avoid too much alcohol: Alcohol can contribute to anxiety, depression, sleep problems, lowered energy and weight gain. It can make any problems you encounter around the holidays – sadness over a death, fighting with your partner, memories of painful childhood experiences – even worse. Don’t drink too much, and if you do, seek professional help.
6. Get enough sleep: Getting a good night’s sleep can keep you healthy and happy. Yet about 29 percent of adults get less than seven hours of sleep a night, the CDC says. Make sure you turn in for the night at a reasonable hour.
7. Take a break: Go for a walk, get a massage, visit a friend or walk the dog. Disconnect yourself from electronics – the TV, computer and cell phone. Take time to relax and recharge by pulling yourself away from all the hustle and bustle.
8. Set a budget: With the bombardment of advertising and markdowns, it’s easy to overspend during the holidays. If you don’t set a budget, you could find yourself in the hole come January.
9. Mix it up: You may look forward to holiday traditions, but what about doing something completely new? Take a vacation and spend your holidays someplace else. Drop costly, time-consuming activities – over-decorating the house or sending out cards – and spend time on fun, cheap activities with family members and friends: ice skating, caroling or hiking.
10. Get help if you need it: Seek professional help if you find yourself increasingly depressed or anxious. Some of the warning signs include fatigue, irritability, sleep problems, overeating or appetite loss, or feelings of hopelessness or worthlessness

Digital Marketing and Physical Therapist Assistant Degrees Come to Bryant & Stratton College

Students at Bryant & Stratton College will have the opportunity to pursue two new academic programs this fall as the school has announced programs in Digital Marketing and Physical Therapist Assistant.
The Physical Therapist Assistant (PTA) program awards an associate in applied science (AAS) degree upon successful completion of the program, which is offered at Bryant & Stratton College campuses in New York (Orchard Park and Syracuse), Ohio (Parma) and Wisconsin (Wauwatosa). Classes focus on the theory and practice utilized in a variety of healthcare settings through the assessment of skills, client/patient-centered and evidence-based interventions, as well as documentation and intervention planning. This structure ensures the program combines key in-class theory and hands-on, real-world scenarios.
At the core of the PTA degree program are two integrated clinical experiences and two full-time, terminal clinical experiences which give students insight into vital aspects of what a physical therapy assistant does on a daily basis. Graduates of the Physical Therapy Assistant degree program will have the skills required to serve as a PTA across the healthcare industry. This includes working in hospitals, nursing facilities, private practices, home health agencies, schools and even athletic facilities.
The Digital Marketing program awards either a Diploma, an associate in applied science (AAS) or a bachelor’s in business administration (BBA) degree upon successful completion of the respective degree requirements.  Digital Marketing students will have the ability to begin their studies with the diploma program and then transfer their completed credits to the AAS program.  In turn, students can then transfer their completed AAS credits to the BBA degree program.  Digital Marketing is only being offered at Bryant & Stratton College Wisconsin campuses at Bayshore, Wauwatosa and downtown Milwaukee.
The Digital Marketing program, at each degree level, provides students with an in-depth education in new and emerging applications of digital technologies used in the marketing industry. In addition to teaching fundamental business and marketing concepts, these program will have students engaging with current technologies and a combination of various digital marketing methods, including email, mobile, social media and other internet marketing strategies, such as understanding and analyzing web data and utilizing effective search engine optimization, to attract and engage with consumers, encourage brand growth, and increase sales.
Graduates of the Digital Marketing program are prepared to assess marketing and advertising effectiveness and to formulate a variety of digital strategies and tactical executions to create targeted digital marketing campaigns in almost any industry. To learn more about both of these exciting programs, contact a Bryant & Stratton College admissions representative today at 866-948-0571.  
Effective May 4, 2016, the Physical Therapist Assistant Programs at Bryant & Stratton College have been granted Candidate for Accreditation status by the Commission on Accreditation in Physical Therapy Education (1111 North Fairfax Street, Alexandria, VA, 22314; phone: 703-706-3245; email: accreditation@apta.org).   Candidate for Accreditation is a pre-accreditation status of affiliation with the Commission on Accreditation in Physical Therapy Education that indicates that the program is progressing toward accreditation and may matriculate students in technical/professional courses.  Candidate for Accreditation is not an accreditation status nor does it assure eventual accreditation.

How to Find Scholarships to Pay for Your Degree

Hunting for additional funding to help pay for school can be a daunting task as determining the starting point is difficult. There are a great number of resources available to students searching for college scholarships. Here are five great methods to get the search for scholarships started:
1. Meet with Your Guidance Counselor Students entering college straight out of high school have the advantage of having access to their high school’s resources. Your guidance counselor can serve as a helpful guide as you navigate the process of applying for scholarships. They can help you find opportunities that are relevant to you and the program you are pursuing, and they probably know a useful tip or two about effectively answering essay questions and filling out applications.
2. Ask Your Employer Companies often have scholarship programs for their employees. You should check with your employer to see what opportunities they may offer. Some companies also offer scholarships for dependents of employees, so ask your parents to check with their employers as well.
3. Check Out Organizations in Your Community Many churches, clubs and other local organizations offer support to students in the community through scholarship programs. Your chances for being selected are even better if you, or your family, are personally involved in the organization. Check with the groups you are connected to first, and then expand your search from there.
4. Google it There are a variety of online resources for finding and applying for scholarships. Many of these resources offer a scholarship matching service, in which you create a profile and enter information about your accomplishments and goals in order to find relevant scholarships. Helpful websites for locating college scholarships include:
  • CollegeBoard.org
  • Scholarship.com
  • FastWeb.com
Keep an eye out for scholarships for online learners – there are a lot of scholarships that are open specifically to students attending online schools.  Be thorough in your search, and fill out as many applications as possible. The more scholarships you pursue, the more money you’ll earn toward your college education.
5. See What Your College Program Offers
Once accepted to a college program, be sure to look into the scholarship opportunities that are offered by the school itself. Bryant & Stratton College Online offers scholarships for students in their online degree programs based on a variety of merits and needs, including:
  • Academic excellence
  • Early enrollment
  • Adult learners
  • Military spouses (Salute to Spouses program)
Bryant & Stratton’s financial aid advisors are available to help students identify scholarships and other financial aid options. To speak with a financial aid advisor, call 1.888.447.3528.

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SHOULD YOU THROW A COMPANY HOLIDAY PARTY?

\’Tis the season, right? The lights, the music, the seemingly endless supply of treats that fill the break room? Yep. Time for holiday festivities.
A holiday party is a tradition for many businesses. Companies like to celebrate the passing of another year, plan for the future and simply jump at the opportunity for some team bonding. A lot of organizations use holiday parties to celebrate workers\’ accomplishments throughout the year, and recognition is good for everyone.
But, just because something is traditional doesn\’t mean it\’s right for your office. Here are five questions to help you decide whether you should throw a holiday bash or take another route.

1) How Is Employee Morale?

A party can be a great morale booster for a group of people that already like each other. However, if everyone is miserable, inviting them to a party seems like an ironic punishment. Forced fun is never actually fun.
A party won\’t fix a morale problem, even if people do come out for the food and libations. Fix the underlying issues before you try to get everybody together.

2) Is There a Better Time for a Party?

We have parties in December because people are celebrating holidays like Christmas, Hanukkah, Kwanzaa and the New Year, just to name a few. But, that means that almost everyone in your office likely has other social events to attend.
Perhaps there\’s a better time? Wouldn\’t a party on a gray February day be a better morale booster? Or maybe a picnic in June? But be careful: If you\’re going to cancel the holiday party in lieu of a later event, make sure you tell your staff what you\’re doing! You don\’t want them to feel forgotten.

3) Is There Something Your Staff Would Prefer Instead?

Instead of a holiday party, would your employees be interested in an extra vacation day? What about a nice gift? Would each department prefer to do something special on their own? Maybe they\’d rather go out to a nice lunch, without the holiday trappings?
A party can be tons of fun, but you certainly aren\’t obligated to throw one if your employees aren\’t into it. There are plenty of other ways to bond and build teams.

4) What\’s Your Budget?

If you\’re making employees buy tickets to cover the cost, then a holiday party shouldn\’t be on your schedule. There are tons of cheap alternatives to a holiday event—a pizza party, a Secret Santa game or even an afternoon off. Just bringing in cupcakes is an easy way to make people happy without breaking the bank.
Of course, if you have a big budget, you can throw a big party. But, don\’t feel the need to book a live band if your company can\’t even afford Spotify Premium.

5) Does Anyone Want to Plan the Party?

If no one wants to organize the party, then it\’s just not that important to your staff. Traditionally HR teams or administrative staff plan parties, but really anyone can do it. They key is for whoever is in charge to actually like what they\’re doing. Chances are if no one wants to plan the party, no one will miss it either.
And here\’s one last bit of advice: Remember, parties are always voluntary. Don\’t hold it against workers that want to skip it. Whether they\’re missing it for religious reasons or simply because they\’re not party people, that\’s okay.
As for me, my question is always, \”Will there be good food?\” If so, I\’ll get my Secret Santa gift and be right over!
Photo: Creative Commons
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Millennial Job Hunters! Manage the Future and Find Meaning in your Work

Are you interested in business management but you don\’t want to feel like you\’re selling out? Well, the odds are definitely in your favor if you are looking for meaningful jobs in management today. Nearly one-third of your 21- to 32-year-old millennial peers who have bachelor’s, master’s or postgraduate degrees have not only paved the way, but may also be in a position to hire you. According to The 2015 Millennial Majority Workforce study, commissioned by Elance-oDesk and Millennial Branding, 27 percent of millennials are already managers, 5 percent are senior management and 2 percent are executives. Furthermore, the Bureau of Labor Statistics reports that millennials will soon be the largest generation in the workforce.
What will take for you to join them in the ranks?
Technical Competency
In recent years there has been a trend of employers evaluating job candidates more on soft skills such as communication, teamwork and problem solving, than on hard skills.
However, The 2015 Millennial Majority Workforce study indicates that hard skills may be making a comeback as the priority for this group. Roughly 55 percent of hiring managers say they focus more on hard skills when hiring millennials and 45 percent of them expect to become even move skill-focused in ten years.
Since there is almost no way to determine on a case-by-case basis which of these your desired employer deems most important, would-be millennial managers should be prepared to sell their hard and soft skills, along with interpersonal and technological skills, too.
Interpersonal Skills
Today’s workplace is becoming more and more diverse in many ways. Typically, the more diversity there is among groups, the greater chances that conflict will arise. Millennials need to demonstrate that they recognize the value in diversity and that they know how to manage it to achieve organizational goals.
The best way to manage diversity, whether in preferences for communication (email, face-to-face, telephonic), workplace attire, etiquette, protocol, or work style is to use relationship skills.
“New managers need to build relationships with superiors, peers and team
members,” said Brian Braudis, an executive coach certified through the International Coach Federation. “Relationships can save you. It takes skill, finesse and talent to build relationships while holding people accountable.”
Technological Skills
Although it may seem unnecessary these days to point out how technologically savvy you are, it’s not. Just don’t state the obvious. Most millennials probably have umpteen social media accounts, know how to use the Microsoft Office Suite of products, and use email to communicate on a regular bases. What less common technological tools can you use? In what unique or creative ways have you used them to accomplish professional goals? What sets you apart from others who consider themselves technologically savvy, too?
Knowledge
Finally, the old saying that knowledge is power still holds true.
Jacob Engel, author and business consultant, suggested, \”Read extensively (or listen to audiobooks). Be knowledgeable about business in general and leadership in particular.\” Millennial job hunters who embrace diversity and positive relationships and have the knowledge for the job are going to excel.
If you are looking for more information on how you can expand your hard and soft skills to get a meaningful job in business, contact the Admissions office for available degree paths.
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Webinar: Career Change – Getting From Here to There

The “Getting from Here to There” webinar provides advice and tips on how to create and execute an effective career plan, including information on strategic planning, targeted goal setting and identifying valuable contacts and resources. The webinar will enable attendees to:
  • Clarify the type of career change they want to make and why
  • Identify what actions and information are needed to accomplish this change
  • Put together a realistic action plan for achieving this career change goal
Career Change- Getting From Here to There – Watch the recorded webinar NOW!
Kim\’s Take Away Resources:
“The Classics” for Exploring Personality and Career Matches
Career Match: Connecting Who You Are with What You Do What You’ll Love to Do. By Zoya Zichy and Ann Bidou. AMACOM, 2007.
Do What You Are: Discover the Perfect Career for You through the Secrets of Personality Type, 4th edition, revised and updated. By Paul D. Tieger and Barbara Barron. Little, Brown and Company, 2007.
Finding Your Perfect Work: The New Guide to Making a Living, Creating a Life. By Paul and Sarah Edwards. Jeremy P. Tarcher/Putnam, 2003.
I Could Do Anything If I Only Knew What it Was: How to Discover What You Really Want and How to Get It. By Barbara Sher. Dell, 1995.
The Pathfinder: How to Choose or Change Your Career for a Lifetime of Satisfaction and Success. By Nicholas Lore. Touchstone, 1998.
What Color Is Your Parachute? 2012: A Practical Manual for Job-Hunters and Career-Changers. By Richard N. Bolles. Ten Speed Press, 2011.
Zen and the Art of Making a Living: A Practical Guide to Creative Career Design, expanded and updated. Laurence G. Boldt. Compass, 2009.
Acclaimed Career Coach, Kim Dority is a frequent presenter for Bryant & Stratton College Online. Dority is an information specialist, consultant, career coach, published author and adjunct professor at the University of Denver in Colorado. She has written extensively on career development for students and new graduates and is a frequent presenter, lecturer and panelist on career-related topics. Kim’s areas of expertise include professional branding, career transitions and career sustainability.

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How to Reduce Stress During the Holidays

The holidays may be joyful, but for many, they also can be stressful. While many studies have found that it’s a myth that suicide rates rise during the holidays, it’s still true that many people suffer increased depression and anxiety.
Here are 10 tips for lowering stress so you can enjoy the holidays:
1. Focus on what’s important: Let go of your image of the “perfect holiday.” Focus on what the holidays really mean to you, whether it’s religious significance, family togetherness or reflection time. Put that front and center in your holiday plans
2. Connect with others: Don’t spend the holidays isolated and alone. Spend time with family and friends, or call your local United Way chapter to volunteer.
3. Divide and conquer: Whether it’s a big holiday meal or buying presents, don’t think you have to do it all. Part of the fun of a family gathering – and the way memories are made – is that everyone chips in. Think potluck, and give everyone a job in preparing and cleaning up after the meal. Draw names instead of buying presents for everyone in the family.
4. Exercise and eat well: The U.S. Centers for Disease Control (CDC) recommends 2-1/2 hours of exercise per week for adults and at least 1 hour per day for kids and teens. Eat plenty of fruits, vegetables and whole grains, and avoid too much sugar, fat or salt.
5. Avoid too much alcohol: Alcohol can contribute to anxiety, depression, sleep problems, lowered energy and weight gain. It can make any problems you encounter around the holidays – sadness over a death, fighting with your partner, memories of painful childhood experiences – even worse. Don’t drink too much, and if you do, seek professional help.
6. Get enough sleep: Getting a good night’s sleep can keep you healthy and happy. Yet about 29 percent of adults get less than seven hours of sleep a night, the CDC says. Make sure you turn in for the night at a reasonable hour.
7. Take a break: Go for a walk, get a massage, visit a friend or walk the dog. Disconnect yourself from electronics – the TV, computer and cell phone. Take time to relax and recharge by pulling yourself away from all the hustle and bustle.
8. Set a budget: With the bombardment of advertising and markdowns, it’s easy to overspend during the holidays. If you don’t set a budget, you could find yourself in the hole come January.
9. Mix it up: You may look forward to holiday traditions, but what about doing something completely new? Take a vacation and spend your holidays someplace else. Drop costly, time-consuming activities – over-decorating the house or sending out cards – and spend time on fun, cheap activities with family members and friends: ice skating, caroling or hiking.
10. Get help if you need it: Seek professional help if you find yourself increasingly depressed or anxious. Some of the warning signs include fatigue, irritability, sleep problems, overeating or appetite loss, or feelings of hopelessness or worthlessness
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