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The magazine of the Healthcare Businesswomen’s Association winter 2010 m co
To the Point: s. US Fencing Association oto ingPh c en President Kalle Weeks on Volunteering F heff/
See Great Performances page 4 ac Tim Mariel Zagunis (current World Champion) vs. Olena Khomrova of Ukraine at the World Championships in Antalya Turkey, October 2009.
Social Responsibility and Philanthropy page 2 Hot Topic… Benefits of Volunteering page 3 The ROI of Mentoring Programs page 6 FOCUS on… Abbott: HBA ACE Award Winner page 7 Leading Without Positional Power page 9 in the know… Planning Medical Treatment Abroad page 10 PLUS: President’s Forum page 11 • CEO’s Corner page 11 • editor’s desk page 2
Healthcare Businesswomen’s Association | required Experience for Healthy Careers | www.hbanet.org The Editor’s desk Donna K. Ramer Benefits of CSR
In September ’09, the Boston Chapter Julie Kampf, CEO & President, JBK Associates, Inc. sponsored a Star Volunteer Roundtable with six of the most recent award re- Corporate philanthropy and social responsibility (CSR) are one of the cipients offering personal insights into critical keys to recovery as we emerge from tough times that have caused such issues as how volunteering can translate precipitous declines in public trust in industry. into success in the business world, volunteering When the economy first began its downward spiral, many companies had a difficult choice: shrink, merge or close the doors. Stock prices fell, pensions eroded as a way to network and volunteering as a way and the unemployment rate hit double digits, a level last seen in June 1983. The demand to grow personal leadership agendas. for social services skyrocketed, while charitable giving declined by 2%, the largest drop As we all know, volunteerism is a Hot Topic, since records were kept and the first since 1987. which is why Julie Kelly’s in-depth look is the Not surprisingly, trust is in short supply, at least as far as business is concerned. In feature of this issue. But also be sure to read fact, in the US, trust in business is at its lowest level ever, according to the 2009 Edel- Irena Petsche’s Great Performance profile of man Trust Barometer. A vast majority (77%) of informed publics age 25 to 64 say they Kalle Weeks, president of the US Fencing trust companies less today than they did last year. Moreover, no sectors in the US were Association, who says that relationships, rec- spared this erosion of confidence. Only two out of five Americans trusted businesses in the healthcare sector “to do what’s right,” a drop of 16% in just one year. ognition and responsibilities truly distinguish Does trust really matter? Absolutely! A company’s license to operate is contingent volunteer activities from professional activities. upon trust and is a critical determinant of a company’s success. In fact, trustworthi- Helen Cooke takes a close look at leading with- ness is rated more important to the overall reputation of a company than “giving value out positional power (particularly important for money” or “being known for innovation.” Worldwide, 91% of the people surveyed in a volunteer environment); Julie Kampf by Edelman chose to purchase a product or service from a company they trusted and, underscores the importance of corporate so- conversely, 77% refused to buy from a “distrusted” company. Trusted companies also are cial responsibility; and The ROI of Mentoring in the best position to attract and retain high-quality staff, thereby reducing employee programs in the workplace by Dana Shkolny is turnover rates and recruitment costs. One of the most effective ways to cultivate trust is committing to philanthropy accompanied by a quick overview by Liz Stueck and social responsibility. The most successful corporations align their activities with of the Metro Chapter’s mentoring program. the expectations and passions of their stakeholders. CSR is expressed differently by Also, don’t skip the inspirational quotes each company, but all tend to encourage employee volunteerism and focus areas that from several HBA Star Volunteers, which are support company goals. peppered throughout the issue. As the 2005 “We believe that a major part of being a good corporate citizen involves a firm com- Star Volunteer, my mantra has always been: mitment to the communities in which we work and live,” said Genentech CEO Ian T. “Your job pays to feed your body, volunteering Clark. “We support our local communities through a variety of programs, including helps feed your spirit.” HBA charitable contributions, employee volunteer projects and our signature community relations program, ‘Genentech Goes to Town,’ which supports local merchants in several cities in which we are based.” Despite the fact that the healthcare industry contributed more than 20 organizations
THE to Fortune’s list of “Most Admired” companies last year, the pressures we face will only increase as a result of the debate over healthcare reform. It’s important to acknowledge ©2010 Healthcare Businesswomen’s Association. The HBAdvantage is published quarterly for the members of the Healthcare Businesswomen’s that CSR involves more than making grants and minimizing the company’s carbon Association, 373 Route 46 West, Bldg. E, Suite 215, Fairfield,N J 07004. footprint. It may also involve a change in the financial reporting process to make the Phone: (973) 575-0606 fax: (973) 575-1445 E-mail: [email protected] web: www.hbanet.org company and its accounting practices more transparent. editor-in-Chief Donna K. Ramer There are many reasons to create or reenergize your company’s commitment to social Senior editors Daria Blackwell and Susan Youdovin managing editor Joanne Tanzi responsibility and philanthropy: To give back to the community, build relationships with art director DeborahAnne Chingas Sandke opinion leaders, mitigate taxes, honor or memorialize an individual important to your administrative coordinator Lisa Kelly Please send correspondence regarding The HBAdvantage to organization or just because it feels good and it’s the right thing to do. CSR also is an im- Joanne Tanzi at the above address. portant strategy that can help you achieve your company’s bottom-line business goals. Executive staff “The importance and impact of corporate and social responsibility should never be Chief Executive officer Laurie Cooke, RPh, CAE EXECUTIVE DIRECTOR Carol Davis-Grossman underestimated,” said Robert C. Garrett, President and CEO of Hackensack University 2010 HBA Committee Members Medical Center. “We are well aware that our mission extends far beyond our hospital’s PRESIDENT Susan E. Torroella | PRESIDENT-ELECT Lori Ryan walls. We are all part of a larger community, one dedicated to progressing even further FIRST VICE PRESIDENT Deborah Coogan Seltzer in our missions of healthcare, community service and research.” HBA SECOND VICE PRESIDENT Buket E. Grau immediate PAST PRESIDENT Ceci Zak TREASURER Revathi Rammohan | secreTARY Sheryl Williams Julie B. Kampf is founder and CEO of the award-winning executive search firm JBK Associates, Inc. She can be reached at www.jbkassociates.net.
The HBAdvantage | winter 2010 | www.hbanet.org Hot Topics… Benefits of Volunteering The Growing Call to Volunteer
Julie Kelly popular recipients of volunteer services. They rarely go without President, HBA Metro Chapter volunteers to lead their many initiatives, from community service projects to social activities and tend to be long term. In fact, 70% Despite the dwindling economy resulting in fewer jobs and a of volunteers who serve primarily through faith-based organiza- decline in charitable contributions, for the first time in over tions continue serving from one year to the next, boasting the 20 years, the rate of volunteerism in the US actually increased highest retention rate of any type of organization through which from 26.2% in 2007 to 26.4% in 2008, netting an additional one volunteers serve. Charities and other non-profits that partner million volunteers. This surge was attributed to an increase in the with religious organizations can boost their volunteer hours percentage of young adult volunteers, which grew from 20.8% by combining forces with this to 21.9% during the same time period. In total, 61.8 million dedicated group of volunteers. In total, this past year American volunteers donated 8 billion hours of service worth Although few non profits 61.8 million American $162 billion this past year. collaborate with faith-based Who are the beneficiaries of this free labor and, more impor- organizations, volunteers are volunteers donated tantly, what drives people to volunteer? critical to the survival of most 8 billion hours of It is not surprising that faith-based organizations are the most organizations. In fact, between service worth $162 September 2008 and March 2009, more than one third billion. The Top 10 Tips for Leading Volunteers (37%) of non-profit organiza- While you may be a stellar manager in the workplace, leading volunteers tions report increasing the number of volunteers they use, and requires a few different skill sets and a bit more TLC. almost half (48%) anticipate and increase in usage of volunteers in the coming year. 1. Express passion for the mission. Passion is the fuel that drives team productivity so be sure each member of your team under- Many non-profit organizations have limited resources so stands how they contribute to the organization’s overall mission. board members typically serve without compensation along with other dedicated volunteers who perform the tasks required to 2. Demonstrate your competency. Volunteers want to know they can fulfill the mission. rely on you for answers and direction so they can be productive. 3. Reflect a caring attitude. Volunteers won’t tolerate a leader who A Changing Stereotype is unkind, cold, rigid, insensitive or comes across as insincere. The classic stereotype of a volunteer has evolved from some- 4. Be accessible and approachable. Offer alternatives if you can- one with a plethora of spare time to people who are very busy, but not be immediately available to volunteers to answer questions. motivated to volunteer for any number of reasons. Volunteers are Remember, they may need a little more attention. different today. “Don’t assume that all of a volunteer’s free time 5. Aim for consistency. Inconsistency leads to frustration and will is your time,” states Ann Wead Kimbrough, a financial writer negatively impact productivity. for the Atlanta Business Chronicle, adding that “most people who 6. Provide a job description. Volunteers need to know exactly what is have the time to volunteer are very busy.” In fact, those who are expected of them so draft a job description that includes an estimate the most likely to volunteer are also most likely to be balancing of the time needed. many things and consider time a premium to be spent wisely. The key to successful recruitment of volunteers is to identify 7. Offer training. Your volunteer staff will be most efficient if you have taken the time to assess their skills and provide initial and ongoing what intrinsically motivates each volunteer to donate their lim- training for both the task at hand and other future responsibilities. ited time to support a specific organization or cause rather than something that would reward them financially. 8. Provide feedback. Open, honest and positive feedback is a power- For example, what if Helpful Harry or Harriet were first to ful motivator and provides opportunities to connect their efforts raise their hands to plan the annual township charity event to with the overall mission of the organization. raise money for kids with cancer. On the surface, you may think 9. Share information. Sharing information with volunteers builds these volunteers are just kind folk, helping out the community. trust and keeps them engaged for the long term. Diving deeper, Harry and Harriet may be seeking a purpose. As 10. Express your appreciation. Formal and informal expressions of Eleanor Roosevelt so candidly said, “When you cease to make a appreciation are essential for continued commitment by volunteers. contribution, you begin to die.” After all, there is no pay check. Suppose another scenario: Having successfully made friends turn to Growing Call to Volunteeer on page 11
What is the best way to maximize the volunteer experience? Terri A. Pascarelli, CV Sales Strategy and Alliance Director, AstraZeneca Pharmaceuticals LP Volunteering is an opportunity to stretch and get involved outside your current core strengths in a supportive environment, like the HBA. What a great chance to build up a skill set that will likely help you do part of your job better, today or in the future!
Healthcare Businesswomen’s Association | required Experience for Healthy Careers | www.hbanet.org Great Performances To the Point: US Fencing Association President Kalle Weeks on Volunteering
Irena Petsche events. I’ve served in a variety of roles at President, Tip Research and local, division and national levels for the Editor, Great Performances last 20 years. There are three reasons I’ve stayed involved for so long: It is often said that sports are a good 1. Colleagues Fencers are a terrific group training ground for the business world. of people. Everyone’s opinionated, yet Young athletes learn to work in teams to they tend to be respectful of each oth- achieve a common goal. If that is the case, er’s points of view, which leads to lively then the sport of fencing is a good training debates. They are passionate about ground for leaders. their sport and often other things in While there are team dynamics, for their lives. Fencers also are of all ages, club, school or country, fencing is at its which is refreshing and invigorating. heart an individual sport. All eyes are on It’s a wonderful community. I look for- you and your opponent as you each try to ward to all my exchanges; sometimes be the first to score five touches within the there may be some discontent or disap- three-minute bout. Often called physical pointment on the part of a group or a chess, you must think on your feet and person, but I know they always have a constantly assess strengths, weaknesses, strong commitment to the success of opportunities and threats to outmaneuver the sport and organization. your opponent. How you handle the pres- 2. Culture There’s a terrific competitive sure is visible to your competition and the is run by a combination of a paid profes- culture that leads to positive and ener- world at large. sional staff and hundreds of volunteers. gizing experiences. It’s about “how can The US Fencing Association (USFA) is The HBAdvantage spoke with USFA vol- I succeed and win,” but not at someone dedicated to the development of athletes, unteer and president Kalle Weeks, PhD, else’s expense. It’s a noble competition. both able-bodied and wheelchair, from about the challenges and rewards of run- 3. Challenge There are significant organiza- ning such a large volunteer organization tional challenges and problems that my while balancing her fulltime professional years of professional and personal ex- Both professionally and as a career and family life. perience are helpful addressing. We are volunteer I have always had/ experiencing tremendous growth and built strong support systems How do you balance your work, home change, especially in areas of technologi- and community lives? cal advances, which require us to think in the teams I led/lead; I cannot • Have a clear sense of priorities; say yes about how we are organized, about how accomplish what needs to be when you can, be comfortable saying no. we could do our work more efficiently done on my own. • Remember to take care of yourself, and to make sure we have the resources physically and emotionally. to accomplish what we want to do. • Choose volunteer activities that nour- novices as young as eight to elite fencers ish parts of you that are not in the fore What is your support system? on the Olympic stage to veteran fencers elsewhere in your life. Both professionally and as a volunteer of 90. The USFA’s mission to develop I have always had/built strong support fencers to achieve international success How did you become involved with systems in the teams I led/lead; I cannot was realized at the 2008 Olympics, where USFA? accomplish what needs to be done on my US Women’s Saber fencers demonstrated Although I fenced briefly at Smith Col- own. Our vice presidents are great; we their leadership in the sport by winning lege, my USFA volunteer activities began share a vision. And there are hundreds of gold, silver and bronze. when my children began to fence com- volunteers who make it possible for the The USFA has 23,000 members and petitively in New Jersey and at national USFA to serve our members at tourna-
How do you link your volunteer experience to your career development? Sharon Callahan, EVP/Director, DAS Healthcare Diversified Agency Services (a division of Omnicom Group) Volunteering for HBA has given me enormous enjoyment and the opportunity to learn from others and to work on real projects and actual problems. In 1997, I was HBA president, there were some big personalities on the board with widely differing views and opinions. My experience managing senior people was limited, and while that year was tough, I learned more about managing with discipline and diplomacy then I ever did in my “day” job.
The HBAdvantage | winter 2010 | www.hbanet.org Great Performances
ments all across the country. My focus has difficult problems. That’s all part of the change a woman’s life in ways that are pro- tended to be on the domestic side; there support structure as well. found and everlasting. It was perhaps my are lots of things to be done internation- first inkling that change would be my new ally, but we have very strong people who What are some ways direct reports way of life. We now know that change is are known around the world and who working remotely demonstrate inevitable and must be assumed and cher- represent the organization well. Again, as leadership skills to keep moving up ished as it is the only way we grow and learn. an individual you can’t do everything; it’s the ladder? about priorities and having the team in Demonstrating leadership skills at a What is your mantra? place to get things done. In many ways I distance is not really much different from Not sure it is a mantra, but I often take more the role of stage manager than being on-site either professionally or as a repeat what one of my former associates that of a front-and-center performance volunteer: show initiative, follow through, and I said to each other years ago when artist, working behind the scenes to make keep others informed. things didn’t go quite as we had expected: things happen. “You can never be too clear.” What are some of the unique chal- What are the challenges with a large, lenges that distinguish volunteer ac- virtual/remote organization? tivities from professional activities? Demonstrating leadership skills A major challenge has to do with the Relationships. While there are lines of at a distance is not really much diversity of the membership, athletes of responsibility among volunteer tasks and different from being on-site either all ages and all skill levels, coaches, fencing activities, the volunteer corps is just that, clubs, parents, referees, volunteers, each so there is no guarantee that any particular professionally or as a volunteer: with different needs and expectations for individual will be in place for a particular show initiative, follow through, the organization. period of time; we need to ensure there keep others informed. Another challenge is communication, are backups and succession plans. as our website (www.usfencing.org) and Recognition. There are no salary incre- other technologies don’t currently lend ments or bonuses for volunteers; our or- What career tips can you offer the themselves to getting the news and infor- ganization is paying more attention to this next generation of women leaders? mation out in as friendly/timely a fashion aspect of our work with volunteers. And My sense is that everyone who is suc- as we would like. We’re exploring ways conversely, when a volunteer is not per- cessful — in whatever career or volunteer to communicate with our membership, forming well, it can be difficult to find a way activity— is in many ways a teacher, so here including development of a new Web site to ease him or her out of his or her position; is what excellent teachers do, every day, to and using Facebook and Twitter, but these “firing” a volunteer more often involves see that their students learn and grow: are still in the early stages. finding another way to make use of his or • Know their field(s), both in terms of Also, managing the growth of the orga- her skills as we want to preserve loyalty and content and processes nization — more members, more tourna- commitment to the organization and sport. • Plan and organize ments, more people wanting to fence — is Responsibilities. Our organization is • Communicate clearly another challenge. There are nine national managed by a paid staff of 16 at our na- • Listen carefully/actively events organized by the national office as tional office, with hundreds of volunteers • Collect information/data on progress well as regional divisions and local club doing a great deal of work through com- toward goals events. We have a widespread network mittees and at our tournaments; making • Provide accurate feedback of volunteers working at the local level sure that the professional and volunteer • Reflect on their performance and act running thousands of events. This can be activities are well-coordinated is critical to on what they have learned an issue because one of the challenges we efficient and effective functioning. Whether in marketing, manufactur- are grappling with is ensuring standardiza- ing, finance, insurance, pharmaceuticals, tion. We have set up a task force to look Was there a revelation along the medicine, construction, whatever, these at alternate tournament formats. How do way that changed how you looked teaching skills are at the core of what suc- we make sure they are fair? That’s been at things? cessful leaders do, every day. HBA our style; when issues come up we set I had a real moment of truth one morn- up ad-hoc task forces of knowledgeable ing when my son (first-born) was about Irena Petsche is president of TIP Research, which people that have a particular mandate three weeks old and I realized that I would provides competitive intelligence, conference sur- and a timeline. So far it’s been a good way never again experience what I thought of veillance, and KOL identification services. She can to address the interesting and potentially as “normal” ever again. Children really do be reached at www.tipresearch.com.
What is the best way to maximize the volunteer experience? Susan Youdovin, EVP, Healthcare Division, Rosica Public Relations The best way to maximize the volunteer experience is to think of it as an opportunity, not an obligation. Working with the HBA, you have an opportunity to meet the most amazing people, help move the organization forward and make a difference in advancing women’s careers. You also have an opportunity to stretch your professional skills and learn new ones at a level that may not be available to you in the workplace.
Healthcare Businesswomen’s Association | required Experience for Healthy Careers | www.hbanet.org Second in a three-part series on the ROI of Women at the Top The ROI of Mentoring Programs
Dana Shkolny, MS, MBA themselves will not be a springboard to thing,’” reports Ingrid Devin, diversity Mersana Therapeutics. the corner office. manager for Dell’s Europe, Middle East A linear projection of historical trends and Africa regions. In “ROI of Women at the Top” (The of women graduates shows only mar- • A recent report on Sun Microsystem’s HBAdvantage, Fall 2009), Anne Camille ginal impact on getting women to the mentoring programs from 1996-2009 Talley summarized data from promi- top levels. revealed that women and minorities nent organizations showing positive cor- With more women in the workforce participated in mentoring opportu- relations between companies with women and more women graduating from uni- nities in a greater proportion than at top levels and higher profitability. Yet, versities than ever before, HBA’s E.D.G.E. their representation in the company. as CEO and President of Catalyst, Ilene in Leadership study team wondered what A case study by The Gartner Group H Lang, says, “…we languish at 15% of tools are available to increase women’s rep- showed that the benefits accrued to corporate boards, 16% at C-suites, and resentation at senior levels. Some of what Sun employees beyond mentees had a 3% of CEOs.” we found: Many companies and associa- business impact on mentors in salary Women are on the verge of becoming tions are already investing in mentor- grade, retention and promotion rates. the majority of paid US workers (The ing programs that are yielding results. In fact, both mentors and mentees Shriver Report) and are the majority of • Lloyds TSB recognized that even were at least five times more likely to graduates of North American and Euro- though women are 8% more likely to be promoted than those not involved pean universities. But a McKinsey report meet or exceed performance expecta- in the program. Using conservative cautions that educational credentials tions, they tend not to apply for promo- measures of salary grade change and tions. The company responded with job performance, the ROI of the Sun a mentoring program that increased mentoring program was estimated to HBA Raises the women in management positions from be 1000%… a worthy investment for 15% in 1998 to 39% in 2007. Over the anyone to consider. Bar on Mentoring same period, women in senior manage- In today’s environment, it is important Liz Stueck ment positions rose from 9% to 21% that companies take note of the abun- Director-at-Large, Mentoring, HBA Metro Chapter and four women are now on its nine- dance of talented women in the workforce I’m sometimes asked: “Why should women in member senior executive committee. and mentor them for senior roles. A VP- our organization participate in the HBA’s men- • “Women for Boards,” an initiative of Europe for a leading global healthcare toring program? We have our own internal mentoring initiative.” UK-based MWM Consulting, launched company states, “I have mentored many a mentoring program to increase the women in my career. I challenged them; I love this question for two reasons. First, I’m number of talented women on the they began to think in a more ambitious always delighted to hear that a company is investing in the professional development boards of FTSE 250 and FTSE 350 way. Today they have moved into very of women through mentoring; kudos to you. companies. Each candidate is paired senior positions.” Second, I get to describe how the Metro with a highly experienced female non- Mentoring programs are particularly Chapter’s mentoring program can comple- executive director to get more women valuable for women because they provide ment internal corporate initiatives. on the top boards. The Chairman of a path toward increased responsibility and How? The HBA program provides exposure to Centrica and Cadbury, Roger Carr, “promotability.” Progressive companies individuals from a wide range of companies, said, “Women win board positions on that invest in mentoring programs to sectors and functional areas. Mentoring takes merit, but add value to the role with a get women to higher levels of corporate place in small groups — typically two men- different mindset, a different skill-set management have the competitive tors paired with four mentees — that work and a different style. Boards are intel- advantage of better financial and or- together over six months. Participants gain a broad perspective plus a more diversified lectually and socially enriched by the ganizational performance. Increased network of contacts, increasingly valuable in presence of women and are consistently representation of women in senior man- our ever-more-complex industry. more effective through balanced judg- agement teams gives those teams a diver- Importantly, we measure outcomes with our ment and opinion in decision-making.” sity of ideas and broader options for deci- primary endpoint determining if mentees • Computer giant Dell is experiment- sion-making. More companies need to see achieved the goal they set at the beginning ing with “reverse mentoring,” where mentoring programs as a best practice in- of the program. We have comparative data on women in middle-management roles vestment to accelerate women’s potential whether mentees achieved their goals along are mentoring senior men. The feed- into opportunities and performance. HBA with 10 secondary endpoints for our 2008 and back from the men has been very 2009 program “graduates.” positive. The men “realized that they Dana Shkolny, MS, MBA, is program manager For more information, visit www.hbanet.org have a lot to learn about the challenges at Mersana Therapeutics, a start-up biotech com- or contact Liz at [email protected]. that women face in the workplace, pany in Cambridge, MA. She can be reached at especially learning how to do the ‘right [email protected].
The HBAdvantage | winter 2010 | www.hbanet.org Focus On… HBA ACE Award Winner Abbott’s Women Leaders in Action: Building an Extraordinary Program
Wendy Hauser, Editor, Focus On
What do you call a women’s leader- ship program that has nearly 5,000 active participants and helped increase the representation of women in manage- ment by 36% and executive management by 90%? We call it an HBA ACE Award winner. Abbott’s Women Leaders in Action (WLA) is a great success story and an outstanding example of what can be accomplished with careful planning, More than 20 women from Abbott take some time to celebrate winning the 2009 HBA ACE Award for targeted goals, passionate members and their Women Leaders in Action initiative at the ’09 HBA Leadership Conference in San Francisco. executive support. It all started at the top. In 2001, inclusion of women at all levels across manage projects and plan events that are Abbott’s Chairman and CEO Miles White, Abbott through programs and initiatives outside their normal job responsibilities, in consultation with a recently hired that enhance leadership competencies and thus providing increased exposure op- female executive, saw the importance of align with business objectives. portunities. Ultimately, this increases job developing Abbott’s female leaders, felt The WLA focuses on specific goals that satisfaction and the variety of skills they there was value in establishing a dedicated include promoting women’s leadership can contribute to the business, opening program for women’s leadership across the and development, retaining and attracting new opportunities for the future. company and articulated a clear vision: the best talent, building an internal sup- Support the leadership, development and port system and encouraging diversity and The WLA Structure inclusion at all levels. WLA also is focused The WLA began with a three-phase on helping recruit Abbott’s next genera- pilot program that reached women across Measuring WLA’s Success tion of talented female employees. eight Abbott sites. This launch generated While articulating a clear mission excitement and was so successful that it For any leadership program to succeed, it’s necessary to establish specific success criteria. and goals is critical, success is equally resulted in a corporate-wide endeavor. Abbott uses metrics that include career based on strong tactical and executive Initially, many of the chairs and co-chairs development and growth plans as well as support. WLA is currently led by an of chapters were members of upper and employee satisfaction data. Today, it is clear that executive committee of 24 executive middle management. Today, employees at WLA is a company-wide success. sponsors across all areas and functions of all levels and across all divisions lead and • Number of women who have advanced: Abbott, including six corporate officers, participate in WLA. In addition to a large Management up more than 36% over the last the highest ranking executive level at central organization at corporate head- five years, executive management by 90% in Abbott. The Abbott Executive Inclusion quarters, WLA has 10 operating chapters the last five years. Council, which monitors the hiring and across the corporation. Close to 30% of • Increase in number of women leading Abbott advancement of women, minorities and Abbott’s 16,000 female employees in the revenue-generating divisions: Up 100% from two years ago. other key employee groups, works in US are members of the WLA. • Significant number of women with profit conjunction with the WLA Executive Each member of WLA’s executive board and loss responsibility: Women represent Committee to provide guidance to the sponsors a chapter and/or a committee. more than 25% of executives running major WLA organization. Executives meet with their group on a divisions or country operations. Through WLA, women develop and regular basis, mentoring women to fur- • Increase in number of women who have practice the skills they need for leader- ther develop their skills. To support the attained a desired qualification, certification ship roles and advancement, making interaction between the executive board or degree: Up 135% in seven years. them stronger, more engaged employees. and WLA membership, there are many Women can lead or serve on committees, different forums: town hall meetings,
How do you link your volunteer experience to your career development? Stephanie G. Phillips, PhD Volunteering allowed me to try on different hats, to gain hands-on experience in areas in which I had never worked before. With a little help from my HBA friends, I found that I had previously hidden talent in meeting planning and budget development—a real high! Thank you, HBA!
Healthcare Businesswomen’s Association | required Experience for Healthy Careers | www.hbanet.org leadership breakfasts, mentoring circles As needed, the WLA Benchmarking opportunities to build skills. Part of the an- and one-on-one interviews with senior Committee contacts organizations from nual WLA leadership conference is spent leaders. At a one-on-one level, WLA drives various industries to obtain information gaining insight from members to set goals and leverages mentoring across the orga- on best practices for women’s leadership for the next year. nization and it’s one of the group’s highest initiatives. WLA has implemented some priorities. of the best practices, including executive The Specifics of Communicating One of the first committees organized breakfasts and leadership seminar top- WLA to Employees in WLA was the Strategy Committee. This ics. WLA continues to take advantage of To support and champion the pro- standing committee uses two primary new technology, such as Web casts and gram and its participants, WLA chapters planning tools, the Long Range Plan (LRP) electronic program archives, to ensure publish quarterly newsletters as well as and the Marketing Plan. members have maximum access to all profiles of female leaders under the head- The LRP represents a 10-year global programs. ing “Real Abbott People.” The publication projection of the vision and mission of The WLA conducts a membership sur- focuses on discovering, sharing and WLA, aligned with business objectives. vey to assess its effectiveness in women’s celebrating Abbott’s female leaders. In This plan undergoes an update review advancement and the value of WLA addition, Abbott’s ongoing dedication to every other year, using different sources and its programs. The survey provides a diversity and inclusion is regularly com- to guide development, such as bench- glimpse of the WLA experience, the im- municated via employee e-mails, news marking, member surveys, focus groups pact of WLA on its members’ careers and releases, best-of-list rankings, the Abbott and Abbott’s Diversity and Inclusion LRP. assessment of membership value. Results employee Intranet and the company’s The Marketing Plan ensures the strategic indicate that members are increasingly external Web site. goals of WLA translate to specific, tacti- satisfied with the program and the skills To extend reach to decentralized cal initiatives and meet the needs of the they are learning as the WLA continues to employees, many WLA chapters develop members, which also is updated every make significant strides in core areas. Web portals where links to event calen- other year and alternates with the LRP Two workshops are conducted annually dars, invitations, profiles and educational updates. to provide WLA leadership with additional programs are offered. There also are WLA chapters focused on reaching sales staff. For example, WLA has a chapter called Pharmaceutical Products Division (PPD) Field Sales Network. Register Now to be Part of the The program also has evolved in the Celebration as we Honor the area of community involvement and outreach. Through a strategic partner- Healthcare Businesswomen’s ship with Abbott’s philanthropic founda- tion, the Abbott Fund, and a community Association’s 2010 clinic for the medically underserved, the WLA launched a preventive healthcare Woman of the Year: Deirdre P. Connelly, workshop. This workshop was the first glaxosmithkline, president of north america pharmaceuticals opportunity to align one of Abbott’s healthcare areas, Diabetes Care, with a Honorable Mentor: Mark Swindell, WLA outreach effort. president, vaccines business unit, pfizer According to Mary Szela, a Senior Vice President at Abbott, “The global market- Star Volunteer: Charlene Prounis, place has never been more dynamic or managing partner and founder, flashpoint medica challenging, that’s why Abbott’s Women Leaders in Action program is so critical. May 6, 2010 WLA ensures our ability to compete and 10:30 a.m. – 2:30 p.m. win, by supporting and strengthening the New York Hilton next generation of women leaders. This www.hbanet.org commitment to developing leaders is a key driver of Abbott’s current and future success.” HBA
What is the best way to maximize the volunteer experience? Barbara M. Pritchard, President, The Pritchard Group / Intermedica, Inc. To me, volunteering should be more than just raising your hand. You need to think about what you have to offer and what you will gain from the experience. If it’s giving back to an organization whose mission you feel passionate about, that’s great. But it might also be to strengthen your own skills and experience. Be strategic about giving your time, experience and effort. And then measure the results both in terms of what the HBA has gained by your volunteering and what you have personally gained.
The HBAdvantage | winter 2010 | www.hbanet.org Leading Without Positional Power
Helen Cooke Robert Cialdini, PhD, author of Influence: Science and Managing Director of Cooke Consulting Group, LLC Practice, specializes in scientific research and real-world ap- plication of ethical influence skills. I point out “ethical,” be- Influencing others when you have no direct authority over cause Cialdini compares influence techniques to dynamite, a them has become de rigueur. Even those with impressive powerful tool that can be used for good or for evil. Cialdini’s titles indicating formal authority still have to influence certain six principles are: constituencies. • Reciprocation: Foundational to all human societies Daniel de Vries, Program Manager Special Projects, John- • Liking: Can be activated by similarity, praise and son & Johnson Consumer Products, agrees. “This is the fast- cooperation est growing leadership scenario, with an explosion in project • Social Proof: When uncertain, people will look to see management and matrixed organizations. The only way to what others are doing succeed in today’s interlinked world is to develop the ability to • Authority: Expertise and trustworthiness are key lead and influence without having direct authority.” Donna J. • Consistency: People want to behave in agreement with Sturgess, Founding Partner, Buyology Inc. and former Head of the stands they’ve previously taken Innovation, GlaxoSmithKline states, “Influence requires you to • Scarcity: Opportunities that are less available strike us flex different leadership muscles. People who frame issues and as more valuable opportunities in a way that enlists people’s support will be the With these principles in mind, a US-based Vice President stars of the flat organizations of the future.” wants to influence his company’s non-US business units to How do you effectively address situations when you’re not implement a program that has been impactful in the US and in charge? Focus primarily on what is within your control and offers value for their operations. Since he’s aware of a bias influence. Don’t get sidetracked by issues beyond your control against US ideas, his approach includes: and influence. This will ensure forward momentum and mark- • Forging personal relationships with individual presidents edly less frustration. (liking) One coaching client wanted to increase her influence effec- • Providing success stories with this type of effort in non-US tiveness. Business partners were extremely pleased, but man- companies (social proof) agement had concerns with peers’ perceptions of her. Rather • Admitting the perceived “weakness” at the start — that than rail against the unfairness/inaccuracy of those perceptions, the effort was started in the US — and sharing his cre- she concentrated on what she could control and influence. She dentials with this process (authority) paid attention to her attitude, prepared for meetings and how • Tying this effort to their own espoused values (consistency) best to respond ‘in the moment’ and started meetings with • Framing the potential loss of not pursuing this initiative small talk (not her preferred approach). After meetings, she (scarcity) ‘teed up’ outcomes to management by acknowledging peer input The VP anticipates piloting the program in a European and emphasizing collaboration. Within a year, this manager was country in the next few months. positively influencing her peer group and was promoted. While a framework of tactics will enhance success rates in Kristin McCabe, General Therapeutics Sales Professional with influencing others, awareness of the idiosyncrasies of the situ- sanofi-aventis, emphasizes, “Although other teammates are more ation is paramount. As de Vries emphasizes, “Do not choose experienced and possess senior level positions, I never hesitate one single approach to influencing others; it requires a lot of to share ideas and product-selling initiatives. Taking ownership customization. Whatever approach you take, clarity of expecta- of potential customers and providing fresh selling strategies will tions is the starting point.” aid my team. Demonstrating leadership and accountability will It’s never too soon or too late to work on our influence skills. open doors to greater levels of responsibility.” As McCabe points out, “Leading without positional power Sturgess recommends to “start by listening; people will grooms employees like myself for a successful future within engage when your objectives and agenda coincide with theirs. the organization.” HBA The alignment of objectives is a powerful tool.” When de Vr- ies was asked how he overcomes situations in which he is not Helen Cooke is Managing Director of Cooke Consulting Group, LLC, where in positional power and yet needs to impact the outcome, he she partners with leaders in unleashing potential for themselves and their responded, “This is what I do everyday, pretty much the whole organizations through executive coaching, leadership development, team day. I always start with a clarification of expectations. Beyond development and organizational development efforts. She can be reached that it all depends on the situation.” at www.cookeconsult.com.
How do you link your volunteer experience to your career development? Anne Camille Talley, Principal, Health Leaders Consultancy HBA Star Volunteer 2008 Many ways: Volunteer friends quietly advise me about job challenges and new opportunities. Also, I learned how to lead before anyone would pay me to lead. Finally, volunteering has given me industry visibility and credibility I would never have had just from paid work.
Healthcare Businesswomen’s Association | required Experience for Healthy Careers | www.hbanet.org in the Know… Planning Medical Treatment Abroad Is Medical Travel in Your Future?
Kathleen Rohrbaugh an acceptable alternative for elective care for employers that hire a large num- CGFNS International and Editor, In the Know that’s safe and cost effective if coordinated ber of Mexican immigrants (20,000 by reputable health plans and providers.” patients) for services in Mexico. In 2007, 750,000 Americans traveled He goes on to say: “Medical tourism rep- • Blue Cross Blue Shield of South Caro- abroad for medical care. With a sustain- resents an important option for patient lina for procedures organized through able annual growth of 35%, the 2008 De- populations who need care, but lack Companion Global, if their plans cover loitte Center for Health Solutions report, adequate out-of-pocket funds to afford travel, for services in Bummigrad Thai- Medical Tourism: Consumers in Search of a procedure in the US or those who seek land with follow-up visits with physi- Value, projected that US patients traveling lower prices for purposes of savings.” cians at Doctors Care. to other countries for medical care could Currently, at least 28 countries on four Deloitte’s Alison Hagan, US Life Sci- exceed 1.6 million by 2012 while foreign continents cater to the international health ences Senior Manager in San Francisco, patients traveling to the US for medical traveler, with more than 2 million patients says there is a wide spectrum of services care would grow to 561,000 by 2017. visiting hospitals and clinics each year in offered and facilitated through the use of countries other than their own. Those electronic medical records. However, she AMA Employer/Insurer Guidelines for who go abroad for medical care do so for cautions that you need to be your own Medical Coverage Outside the US cost savings, better quality care, excluded health advocate, do your homework and treatments, specialty treatments, shorter make arrangements for follow-up care 1. Medical care outside the US should be waiting periods, “in-patient friendly” ser- abroad and back at home. voluntary. vice and the lure of the new and different, Woodman offers the following steps for 2. Financial incentives to go outside the US according to “Patients Beyond Borders” planning medical treatment abroad: for care should not inappropriately limit author Josef Woodman. • Become a savvy, informed medical diagnostic and therapeutic alternatives or traveler restrict treatment or referral options. Is healthcare overseas safe? • Plan your health journey 3. Financial incentives should be used only for care at institutions accredited by recognized According to Woodman, “The best • Budget for your treatment and trip international accrediting bodies. hospitals and clinics abroad maintain • Work with a health travel planner 4. Local follow-up care should be coordinated health and procedural standards equal to, • Identify what to do when you are at the and financing arranged to ensure continuity of or higher than, those you encounter in the medical facility care. US. Many hospitals abroad are accredited • Plan what to do when you arrive back 5. Coverage for travel outside the US for care by the same US agency (the Joint Commis- home must include the costs of follow-up care upon sion) that certifies hospitals here.” • Discuss plans for what your travel return. companion should do 6. Patients should be informed of rights and legal Will my health insurance cover my For Philadelphia-based CGFNS Inter- recourse before traveling outside the US for overseas medical expenses? national, an internationally recognized care. Check with your administrator because authority on credentials evaluation and 7. Patients should have access to physician coverage is currently driven if an employer verification pertaining to the education, licensing and outcomes data, as well as facility demands it. For example: Deloitte’s medi- registration and licensure of nurses and accreditation and outcomes data. cal tourism report cites four pilot programs healthcare professionals, the interest lies 8. Transfer of patient medical records should be consistent with HIPAA guidelines. within health benefits plans in the US: in the credentialing of the nurses and 9. Patients should be provided with information • Anthem Blue Cross and Blue Shield other healthcare professionals employed about the potential risks of combining surgical (Wellpoint) in Wisconsin for Serigraph in facilities providing medical services to procedures with long flights and vacation employees to go to Apollo Hospitals in medical travelers. “We, like other organiza- activities. India for certain elective procedures. tions, are just starting to explore the whole • United Group Program in Florida for phenomenon of medical tourism,” said 200,000 individuals covered through CEO Barbara Nichols. HBA In a follow-up report, Medical Tour- self-funded health plans and fully- ism: Update and Implications, the center’s insured, mini-med plans for services Kathleen Rohrbaugh is Manager of Planning, Mar- executive director, Paul H. Keckley, in Bummigrad, Thailand and Apollo keting & Communications, CGFNS International PhD, writes that “medical tourism has Hospitals in India. and Editor, In the Know. Kathleen can be reached transitioned from a cottage industry to • Blue Shield and Health Net, California at [email protected].
What is the best way to maximize the volunteer experience? Shellie Caplan, President, Caplan Associates A way to maximize the volunteer- ing experience is to select a volunteer assignment that allows you to demonstrate skills and proficiencies not revealed in your job functions. Volunteer to work with new people you haven’t known before to exhibit your strengths while expanding your network, and increasing your visibility.
10 The HBAdvantage | winter 2010 | www.hbanet.org Growing Call to Volunteer continued from page 3 Rightside In, Inside Out with Tom and Tanya during the course the president’s Forum Susan Torroella of planning the charity event, Harry and My youngest son always asks me to make his shirt “rightside in,” meaning the Harriet are now the “go to neighbors” to opposite of “inside out.” help with home projects to reduce labor Inside out usually means something is on incorrectly, but this is not so when costs. Their friendship deepens as they it comes to leadership. Extreme leadership or authentic leadership is always help each other on a regular basis, all from Inside Out. the social interaction of their volunteer I learned about extreme leadership as an HBA volunteer and I encourage you to work. Now consider the possibility that become a volunteer leader within the HBA. Harriet is a professional “in transition” By becoming an HBA volunteer leader several years ago, I gained many experiential (a more contemporary phrase for unem- leadership opportunities and now have the great honor of being the 2010 president. ployed). Planning a local charity event (This is an OS!M for those of you at the recent Leadership Conference). enables her to leverage her skills, cover a As an HBA volunteer leader, I have learned from individuals such as leadership resume gap and perhaps to develop some speaker and coach Lelia O’Connor and Steve Farber, a leadership guru and keynote new skills to strengthen her resume and closing speaker at the conference. I have learned from Laurie Cooke, HBA’s CEO and increase her chances of finding a new job. Ceci Zak, VP, sanofi-aventis and the HBA’s immediate past president. Taking this one step further, through her I could fill a tome with the names of individuals and all they have taught me just by involvement with the charity event, Har- being a part of the HBA. I have learned business skills, leadership skills, diplomacy skills, riet could effectively network and meet life skills and so much more. But if I had to boil it down to one thing, these individuals potential employers as well as referrals and the HBA have taught me that what I stand for is Leadership from the Inside Out. with the benefit of having references to By caring deeply about the work I do as COO of MEDEX Global Group, as president vouch for her outstanding project man- of the HBA and by showing how deeply I care about the people I work with, I hope to agement capabilities. inspire others to do the same and to give others access to the fact that we can truly Barbara Haimowitz, PhD, Associate change the world through the work that we do. Director, Market Research & Planning With the HBA, we can change people’s careers to make them more successful and at Regeneron Pharmaceuticals, Inc. and more meaningful. We can help leaders at all stages of their careers be amazingly impact- Director of Marketing for the HBA Metro ful in their worlds. We can and do make a profound difference. Chapter, exemplifies just how valuable Consider making this the year you step up to become an HBA leader. HBA volunteering can be professionally. “De- veloping professionally into a leader is a process of osmosis; the HBA lessons filter in over time. My experiences on the HBA Metro Chapter board sped up this process The Cheese Stands Alone for me, making me uniquely qualified to The CEO’s corner Laurie Cooke, RPh execute complex management projects in my day job.” What do the nursery rhyme chant, “the cheese stands alone,” and the HBA Let’s not discount that volunteering Leadership Conference opening plenary session have in common? A notable makes Harry or Harriet feel good about message from keynote speaker Libby Gill. Libby humorously challenged audi- themselves and fulfills an inherent desire ence members to look behind them. If you are leading others and you’re all alone, to give back to help those in need. Re- that means nobody is following you. And if nobody is following you, then you’re search shows that this is the motivator of not really leading. the young, driving their increased interest Leading is not about formulating a brilliant vision and heading off confidently on in volunteerism. “By volunteering, you’re your clearly envisioned road to success. It’s about articulating that vision to those around helping others to learn and grow,” says you so they, too, can see the vision and gain the enthusiasm to join you on this journey. Robert Likoff, CEO, Group DCA, “It feels I would assert that to get the maximum number of people not only willing to follow good to help someone else reach their full your lead, but to do so as enthusiastically as you, you need to engage these people in potential.” the creation of this vision. So, giving back can be an incredible A striking example of my point is HBA volunteer Jeanne Zucker. Jeanne is the chair boost to your self esteem and lift your of this past year’s wildly successful leadership conference. She worked with the volunteer spirits. When you couple this with passion conference team to envision the leadership event and create a collective vision of success, for a cause, there is no greater motivation which the team enthusiastically embraced. Judging from the throng of exuberant for a volunteer. HBA volunteers who gathered on the stage at conference close chanting “Jeanne, Jeanne,” I think she can be confident that if she followed Libby Gill’s challenge to look behind Julie Kelly is President, HBA Metro Chapter. She her, she would not be “the cheese standing alone.” Jeanne would have seen the entire can be reached at [email protected]. leadership conference team joined by the more than 600 conference attendees. HBA
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12 The HBAdvantage | winter 2010 | www.hbanet.org