Month: March 2020

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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YOUR EMPLOYEES’ LAST TWO WEEKS MATTER JUST AS MUCH AS THEIR FIRST

Every hiring manager and HR person knows that the first few weeks of employment are critical to the success of the employees. But what about the last two weeks?
We know the last two weeks matter from an employee’s perspective: This is the time to secure references for the future, train people to take over their role and influence how their coworkers remember them. Almost every employee knows they should work diligently and efficiently during their last two weeks on a job, even if they’re counting down the minutes until they head out the door.
But the last two weeks should be equally important to you as an employer. The way you react and treat departing employees is reflective of your culture as a whole. Here are five reasons why you should make sure the last two weeks are a positive experience for employees:

1) You want at least 2 weeks notice

When you get angry because someone gave notice during the busy season, it gives a bad impression to the remaining staff and makes them wary of announcing their own departure in the future. While two weeks is the cultural standard, you’ll likely find that reacting angrily might result in people giving less notice — whereas if you are supportive when someone resigns, you may find people giving you additional notice (which will make replacing them a lot easier).

2) You need top performance

Sure, the temptation for “lame duck” employees may be to slack off — after all, they’re focused on their new job or new adventure ahead. You, however, need them to be on their A-game. It’s nearly impossible to hire a replacement before the current employee leaves, so it’s in your best interest to encourage the departing employee to leave things organized and easy to transition. If you treat employees with respect and congratulate them on their next opportunity, they are more likely to leave things in good shape for you.

3) You’ll have company ambassadors

Employees may go, but they certainly don’t forget. I belong to a Facebook group for former employees of a company I worked for and it’s a resoundingly positive group (although, granted, people who hated it aren’t likely to join). I worked there for nine years in the HR department, and the company’s effort to treat people well shows in how their former employees feel.However, I also receive stories from readers on my blog about horrific final weeks at work.
The last thing you want is for your former employee to discourage quality people from applying to your company. If you treat them poorly, they won’t refer people from their network. But if someone’s last interaction with your company is with a friendly and respectful HR person, they will likely remember things more fondly and speak about the company positively.

4) You may connect with them again

Lots of employees boomerang back to old employers. This is not a bad thing at all — most companies cannot provide all the developmental opportunities someone needs or wants. In particular, smaller companies don’t generally have lots of middle levels where people can gain experience—they are either the worker bee or the boss, and there’s nothing in between. So, a star employee may leave to gain experience elsewhere and want to come back. These employees come with not only general experience, but also company-specific experience, and you want them to come back.

5) Your tone influences the remaining staff

If you are positive and polite about the departure, your remaining staff will remain positive and polite. You don’t have to throw a going away party, but a simple “We’ll miss you, Jane!” cake is a nice gesture. If you start moaning, “Oh no, it will take six weeks to replace Jane, and we’ll die under the workload,” the rest of your staff will think that this six week period will be intolerable. Instead stay positive: “Okay everyone, give me your best ideas on how to manage without Jane until we can get a replacement on board!”
There’s no doubt that it’s hard to lose an employee. But it’s even harder when people react poorly. Treat your departing employees with respect, speak positively about them after they goes and be supportive of your remaining staff — in the end, the transition will be much easier.

Instructor’s Blog: Final Exam Tips from an Instructor’s Perspective

Many students are stressed about final exams, and I’d like to offer some strategies to alleviate some of that stress. 
The first step for succeeding at a final exam is to find out what you can about your final exam. There is usually a brief description of the final exam located in the tracking calendar (which is your best friend!). Also, many final exams are not timed, which means you can open the activity and submit it at a later date. Here are a few more final exam tips to remember this semester and beyond:
Final exams are not mysteries
Final exams are not meant as a torture device, testing students on random, obscure knowledge. Your final exam will address course outcomes (which are also in the tracking calendar) and content presented throughout the course. Preparing for a final exam, even before you can view it, should involve reviewing lectures, textbook reading and especially past assignments. Look closely at the feedback from your instructor. Identify areas where you struggle and focus on those. Studies have shown that cramming for an exam is ineffective. The week before a final exam is not the time to learn an entire coursework of material. Studying for short periods of time each week ensures that you can actually absorb the information. Even during a final review, losing sleep to study is counterproductive.  Read more about study strategies here.
Taking the exam
When you are able to look at the exam, spend time looking at the requirements. If there is a rubric, pay close attention to each category of the rubric. Email your instructor if you are unsure of any part of the directions. Also, many final exams include reflection questions. This is because reflection is so essential to learning. I have seen many students forget this part of an exam. If the exam is untimed, take advantage of the opportunity to present your best work. Begin the exam on Friday, but don’t submit it until the next day at least. Looking at your work with fresh eyes and checking the requirements again is a critical step. There is little advantage to submitting a final exam early.  Your instructor may still be grading assignments from the previous week. A final exam waiting to be graded is a missed opportunity for revision and thoroughness.
After the exam
To learn the most, look over your exam after it is graded. How did you do? Do you understand the feedback or why you were marked down?  What could you do differently in the future? Reflecting on past experiences is a great way to learn in the classroom and in your career!

FROM THE EMPLOYEE MOTIVATION DESK: FIVE SPRING-CLEANING TIPS FOR YOUR GOAL SETTING PLAN

Springtime signifies new beginnings:  hard weather subsides, giving way to greenery and blossoms. People clean out their houses and prepare for the upcoming warmer months. In other words, time for a fresh start.  
From the employee motivation desk, now is as good a time as any to clean your clutter, fix your house, plant some seeds or any other analogy that works for you. Bottom line, if you haven’t started setting goals yet, it is time to get busy.

The Case for Goal Setting

There is abundant research about how important goal setting is to performance. It goes far beyond merely understanding what SMART goals are (not to discount the importance of those). Goals are the essential building blocks that drive employee motivation. They provide structure and create focus. They align manager with employee; organization with department; and they glocalize virtual teams.
While many people set their own goals, many goals (probably most goals) are “forced” – that is, they are set by others. If your organization leverages goals, they are most likely a core part of the performance review process, which is a great start.

Making Sure Goals Impact Motivation

There are a few core points (by no means is this the exhaustive manifesto on goal setting) to consider when understanding how to leverage goals to drive employee motivation:
  • Involve employees in the goal setting process. Managers that unilaterally assign goals can often drive performance and performance is critical. However, performance that is more closely tied to organizational culture can have deeper impacts on both employee performance and retention.
  • Specific, challenging goals lead to enhanced performance. This is the crux of the work of Locke and Latham, the seminal authors on goal-setting research. When goals are established that are focused and challenging, you see significant performance increase when compared to goals that are vague or simple.
  • Break goals into meaningful chunks. Often times, employees get demotivated when a project is massive. Coach employees to break huge projects into manageable chunks with accountable timelines that are, in fact, realistic.
  • Get commitment on goals. Managers that want to build increased motivation need to ensure that the employee is vested in the outcome of the goal. Do they see the value of the work? Do they understand that the outcome will have a positive impact on business results? Do they understand the “why” behind the goal or is the objective a “do it because I told you to do it” delivery?
  • Provide regular and constructive feedback. When I work with managers and leaders, I try to coach them to not only ask for feedback but demand it. Building a motivated team means having employees that feel both safe and responsible to drive business forward. Giving honest, and appropriate, feedback is essential. That said, managers really need to create the environment where feedback is both encouraged and expected.
Goals do several critical things, including providing direction and getting us motivated. And as such, goals are critical in the managerial coaching process. When managers set specific, meaningful goals collaboratively, and coach to those goals to drive employee performance, that is a clear and consequential investment in the team. Employees feel empowered and motivated and the research certainly shows that managers that leverage these skills have more productive, self-directed employees. Who doesn’t want that?
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Misconceptions of Online Education at Bryant & Stratton College

My husband is a self-professed, non-reader. He was never terribly fond of school, or writing or homework. But, he knew if he was going to advance in his career he had to earn a degree. His buddies convinced him that an online college would be easier. There would be less work, less reading, less writing, they claimed. And, no traffic to travel to class! They were right about the traffic. It seems there are a lot of misconceptions about online degree programs.
“People think it is going to be easier than traditional campus classes,” says Ricky Braun, Admissions Manager for Bryant & Stratton College Online Education. “But the curriculum is identical to our other 19 campuses.
“People may think they are going to come and glide through but that’s definitely not the case,” he says.
So, why the confusion? People make a lot of assumptions. Here are the facts for Online Education at Bryant & Stratton College
Tests: While they are often not proctored, and are open book, they are not easy. Generally, exams consist of essay questions, not multiple-choice questions.
Class participation: While there may not be any public speaking, students at online schools are often expected to participate in discussion forums. Students aren’t graded not just on how often they log in but also by the depth and understanding they demonstrate in their posts. At Bryant & Stratton College, student’s attendance in class is tracked through their activity and participation in the discussion board in their classes.
Lectures: Every instructor at Bryant & Stratton College will post a text-based lecture to their classroom. This means you don’t need to be in front of your computer at any specific time and there’s no worry about having to rewind to get proper notes written time and time again. Like with book reading, some additional assets and supplemental study materials may be video or audio assets, but that varies on a class-to-class and week-to-week basis, just like a traditional classroom.
Books: Bryant & Stratton College uses real, physical textbooks which are mailed to students for each semester. Often, supplemental reading will be provided via e-mail or other electronic means, giving students the information right at their fingertips through the online classroom.
Professor office hours: There are a number of ways to contact instructors at Bryant & Stratton College. Every instructor will provide students with an email address and each classroom also features a questions forum, which instructors monitor regularly and are required to reply to when questions are posted. Additional contact methods will vary by instructor but will include options such as Skype or other instant messaging services. Those methods typically are used for office hours each week. So, while there are differences in terms of traditional methods of communication, online classes at Bryant & Stratton College are very similar to attending class in a traditional class setting. But that doesn’t mean the program is without its perks.
Benefits of Online Education
Flexible class times: Most adult students work during the day or have responsibilities like caring for their family. Most traditional universities don’t offer the same variety of classes at night that daytime students enjoy. Online students go to school when they can, no matter what time the clock reads and have access to the same variety of subjects and classes. Each class at Bryant & Stratton College Online runs from Sunday to Saturday and students have 24/7 access to their courses. This means you can log in and access your classes at any point during the week.
Well-planned assignments: At Bryant & Stratton, students generally have a week to complete homework. Some work is assigned on the first day of the class week while others will come up in the middle of the week. However, students will have a course calendar that illustrates every assignment, reading, test and quiz that will make up the program. Still worried about the workload at an online college? Bryant & Stratton College administers placement tests to every student before they enroll in classes so they are not placed in a math or English class that is above their current level. The placement tests set students up to succeed in classes that allow them to progress. Additional support through our academic advising team and career services is available to all students, ensuring success in the classroom and beyond.
Student Support
Student Services: New students are each assigned a personal academic Success Coach for their first semester to help reinforce positive academic practices for new students. After their first semester students will begin to work with a new academic advisor for the remainder of their degree.
Career help: Upon graduation, you don’t have to road trip back to your alma mater for help building career connections. Bryant & Stratton College’s career services help graduates fine tune their interview skills, resume, portfolio and cover letter, even for students in remote locations. For students like my husband, what this all means is that there is no easy road to earning a degree. For students at Bryant & Stratton, however, that road is a little less bumpy.
“A lot of our students are working full-time and have children. Gas prices are high. Once you put the kids to bed, it’s a great time to get class work done. That’s why online school is so popular,” Braun says. “It is so flexible.  We’ve eliminated the commute, the stress and the childcare.”

The Importance of Outdoor Leadership: An Inside Look

Looking for adventure in the great outdoors? Let John Abbott be your go-to guide.
A faculty member in the UVM Environmental Studies and the Parks, Recreation and Tourism programs, Abbott has traveled with UVM students to explore the backcountry in the Adirondack and White Mountains, and in Peru and Ecuador.
abbott-uvm

John Abbott
For Abbott, who began his wilderness leadership work in 1988 as an instructor and course director at the Hurricane Island Outward Bound School in Maine, wilderness leadership development is all about taking risks to expand our learning and achieve things that we never thought were possible.
He teaches several outdoor and recreation courses to UVM students, including Introduction to Mountaineering in Peru, Winter Leadership Skills & Mountaineering in the White Mountains in New Hampshire, Wilderness Education & Leadership in the Adirondack Mountains, and Backcountry Ski and Avalanche Education in Idaho. Abbott is also UVM’s Outdoor Program Coordinator.
We talked to him about the importance of learning in the outdoors.

How did you get introduced to outdoor leadership courses?

My first exposure to the structured outdoor leadership course was when I worked as a field instructor at the Hurricane Island Outward Bound School in Maine, soon after leaving college.

What do you enjoy most about teaching your wilderness courses?

Field-based courses provide the opportunity to immediately apply theory and learning to practice. By definition, field-based group experience requires teamwork that allows us to experience interconnection and mutual accountability for learning outcomes. Oh yes…and of course each of these areas offer stunning scenery and cultural experiences as a contextual backdrop.

How are your courses similar? How are they different?

I usually answer this question by explaining that all my courses are a variation on a theme. While each is rooted in specific skill sets and traveling in different environments, they are unified by their focus on personal and group expedition behavior, peer-to-peer skill teaching and use of situational leadership role plays.

What are the most important elements/skills that students gain from outdoor leadership experience?

I think students develop a healthy sense of capability, confidence, flexible leadership style and self-efficacy. There is something unique about wilderness experience that creates a primitive sense of well-being and accomplishment. The Director of HIOBS Land Programs in Bethel, Maine, Andy Bartleet, likes to say that we return from extended expeditions “feeling 10 feet tall and bulletproof,” meaning you feel ready to rise to the challenges of the world. Important to me is that UVM students translate this feeling to other dimensions of their lives as students.

If a student is considering one of your courses but can’t decide which course to take, how would you advise them?

I tell them to find the course that interests them and pull the trigger! There are always going to be other students with more skill and experience than you…wilderness leadership development is predicated on the fundamental notion that taking risk has the ability to expand our learning and the ability to achieve things that may have never seemed possible.

What can students expect from your courses: Where do they sleep? What do they eat? What’s the group dynamic like?

Ahhh, the details! We sleep in tents or shelters, eat lots of great pasta and rice-based meals (never dehydrated food; they are expensive and taste processed) and the team dynamic is very cooperative and supportive. Wilderness skill development draws out the best in everyone. The process requires that you take risk, lead with your heart, be a good listener and communicator, be an effective problem-solver and generally be the best person you can be.

What is something that you always pack / would not leave home without?

Extra headlamp batteries, Leatherman tool, hand sanitizer and a pair of dry socks, and double zip-locked are crucial. And I never leave home without pictures of my family. I miss them when I’m away!

Can you describe a scenario you were unprepared to address and what skills did you utilize to deal with it?

May favorite MacGyver moment was on my Backcountry Ski & Avalanche Ed. Course a few years back. We has skied and rode deep snow all day long in amazing open terrain. We decided to do one last drop into a gladed bowl. At the bottom one of the snowboarders discovered she’d lost the pin that connects her binding to the board mount. The rest of the group went back to the hut, we hiked up about 1,000 feet looking everywhere, and I had to zip-tie the binding to the board. Later in the hut when considering radioing to friends to have them snow-mobile a new pin in, I was able to create an effective pin with a heavy gauge nail and a clip from a telemarking retainer strap! It worked great!

What kind of wildlife have you encountered?

That’s what I love about my job; I bring the wildlife with me! Does it get any wilder than eager, inquisitive, impassioned UVM students? I think not!

Why is Leadership Development Important?

By Rocki-Lee DeWitt
Vermont is home to hundreds of business and social entrepreneurs looking to create or expand start-ups. Our state also hosts a number of established growth companies and family-run businesses that have built excellent reputations and contributed to local economies for decades.
But what happens once a company that employed five or 10 people suddenly ends up with a staff of 35? How does a company finance an expansion? What do you do when your small business is no longer that small, bringing in several million dollars in revenues?
If you lead a business that is experiencing rapid growth — or you would like to be in that category – then you need the knowledge and skills to make sound business decisions in what has become a much more competitive environment. If you don’t take the time to educate yourself about the ramifications of your growing success, you could lose customers and employees and, even worse, see all your hard work go out the window when your business fails.
With your pressing business needs and growing pains, now may not be the time to sign up for a two-year MBA program. But you might be able to carve out the time to network with and learn from other business leaders, join online communities that support entrepreneurs and business owners or pursue continuing education and corporate training programs in leadership development.
When exploring continuing education and corporate training programs for you and your employees, you need to understand why leadership development is so important in the first place. Leadership development is crucial to your business’ next stage of growth because it helps you and other emerging leaders in your company:
  • Develop strategies that give your business a competitive edge.
  • Figure out how your company can become more flexible, enabling you to prepare for and quickly adapt to changes in the marketplace.
  • Re-examine your business’ priorities, allowing you to pursue new opportunities and drop any efforts that aren’t worth the time or money.
  • More effectively manage your finances and growing profits, improving your business’ financial performance.
  • Implement sales and marketing strategies that help you carve out a niche in the marketplace.
  • Attract, motivate and retain employees who will be deeply engaged in supporting your goals and vision.
With your head down and focused on your day-to-day business needs, it’s not always easy to think about devoting time to leadership development. But in the long run, it will be time well spent and could keep your business on track for success