November 26, 2014

How to bring your idea to reality

 

 

When I ushered in the new year, I came up with an idea for a book I wanted to write, a business I wanted to start and an app I wanted to launch. Now, I am eating a turkey feast and realizing I have not focused on turning any of them into reality.

This Thanksgiving, I’m going to step back, look at all I am grateful for, and ponder the ideas I had wanted to pursue in 2014. With one month left in the year, I plan to ask myself some tough questions about where I have gotten stuck and what I can do to move at least one idea into action.

A friend of mine says she, too, has stalled while trying to move an idea forward. She wants to add an ancillary service that could help her pet-sitting business become more profitable. But like me, she has become bogged down in the daily struggle of balancing work and family.

Recognizing we all need help bringing our ideas to reality, I have turned to experts to share their best methods for follow through. These tips appeared today in my Miami Herald column.

 

 

Missy #5

(Above: Anne Louise "Missy" Carricarte, author of Power Wishing: Visualization Technology for Manifesting, at her appearance at the Miami Book Fair International)

▪ Do your research. Wifredo Fernandez has seen dozens of ideas come to fruition as co-founder of The LAB Miami and now as founding director of CREATE Miami, a venture incubator and accelerator at Miami Dade College. Fernandez tells entrepreneurs to propose their idea to at least 100 potential customers and even ask for feedback on how to improve on it.

 Let passion drive the idea: The pivotal shift from idea to reality happens once you find yourself unable to think about anything else but solving the problem. “The specific idea may change, but if you’re passionate and focused, your drive to solve the problem will push you to execute,” Fernandez says. 

 

▪ Believe in the idea. Most people fail in pushing forward an idea because the unexpected challenges become more than they think they can handle. If you want to be successful, “stage the day,” says Anne Louise “Missy” Carricarte, entrepreneur and author of Power Wishing: Visualization Technology for Manifesting. Take a moment before you step out of bed to think about what you want to accomplish and plan your intention for how it will happen.

▪ Continue with what works. With a month left in 2014, consider what you have done already to move an idea forward, rather than what remains unfinished. “That can shift the outcome,” Carricarte says. If you have moved an idea forward 10 percent, look at how you accomplished it, rather than at the 90 percent you haven’t achieved. “Build on what’s working,” she says.

▪ Tap your network. Whether an idea involves starting something new or building on something that exists, look at who you know that can help you convert it to reality. When Kim Weiss got an idea to package her photos of sunsets into a book, she enlisted her boyfriend to write the accompanying haikus and a publisher friend helped to get it into print. “There are people you surround yourself with who can help you realize your dream,” says the author of Sunrise, Sunset: 52 Weeks of Awe and Gratitude. “Everyone has a network they can tap.”

▪ Stay strong, focused. Shark Tank fans know successfully converting an idea into a reality is a marathon, not a sprint. Real work life conflicts will arise, as will naysayers. “The only way to get over disappointment, frustration or distraction is to get to work on your idea,” says Janet Burrowayauthor of plays, poetry, children’s books, eight novels and two textbooks. “It’s easy to terrify yourself into inactivity.” Burroway believes the longer an idea rumbles around in your brain, the less likely you are to act on it. When she has an idea for a book, she says she puts anything that pops into her head down on paper. From there, she allows her creativity to expand.

▪ Do something now. Rather than wait for the next calendar year, or for when you have more time or money, “take some sort of action today towards making your idea happen,” says Dave Lorenzo, founder of Miami’s Valtimax Consulting. “Even if you proceed in the wrong direction and make a mistake, you can take quick corrective action.” As a business owner, Lorenzo says he carries a notebook and jots down ideas all the time. Some morph into newer ideas and go through twists and turns before he brings them to life. Remember, he says, “The idea is not dead until you decide it is.”

What stops you from moving forward with ideas? Money? Time? Fear? Do you see yourself taking the first step toward moving an idea to reality by year end?
 

November 20, 2014

How to Get on a Corporate Board and Why it's Worth Doing

This morning at Women Executive Leaderhip's Corporate Salute, I listened as a handful of powerful women talked about how they landed a board seat at some of the biggest companies in America (McDonald's, Cox Communications,Pennzoil-Quaker State Corporation)

Being on a board not only pays well, it can allow someone to influence corporate strategy at a company they patronize. Yes, it is a time commitment, but it comes with a great deal of prestige, a chance to exert a strong voice and an opportunity to meet influential people.

Some key strategic moves:

Get connected. Hearing these women speak, it dawned on me what these board directors had in common: they knew the right person who advocated for them. While these women were qualified, they got the position after being recommended by someone with an in. Chances are you have the right connections, too. You just have to use them."I can't stress enough the importance of networking with other women in power," said Terry Savage,  a nationally known expert on personal finance, the markets, and the economy.

Put the word out. Last week, when I was out at Perry Ellis International and spoke with CEO George Feldenkreis, he told me that women are often low key about their skills or interest in being on a board. You have to make yourself visible to sitting board members, and you have to make them aware of your strengths and skills, he told me.

Gain the confidence. You also have to believe that you have what it takes to serve on board. "It's amazing to me how prepared women are without knowing it," said Lynn Martin, former U.S. Secretary of Labor who has held numerous board seats.

Make an action plan. Stephanie Sonnabend, co-founder of 2020 Women On Boards, advises creating an action plan that includes deciding what companies or industries you want to target for a board position, inventorying your skills to fill the gaps and preparing your resume, bio and elevator speech.

Get past work life concernsMy Miami Herald column goes more in depth about the status of women in the boardroom in Florida and nationwide. I found these comments by Korn Ferry's Bonnie Crabtree right on point:

To land board seats, you need to go after them and get past the real or perceived work/life balance concerns or lack of confidence that holds you back.

“Women say they would love to be on a board, but that isn’t enough. They must research what boards are looking for, their own experience, and work to close the gaps.”

Crabtree said qualified women need to believe they can do the job and step up for consideration. “Women worry more about travel or the time investment to be on a board or getting permission from their CEO, and they unconsciously take themselves out of the running.”

Do you think you have what it takes to land a board seat? Having diverse boards makes good business sense. Are you willing to help prove that point?

 

 

WEL2-1

(Cindy Goodman, Michelle Eisner, Stephanie Sonnabend and Shari Roth at Women Executive Leadership's Corporate Salute)

 

 

November 18, 2014

Never bring your boss a work life balance problem

This morning, a male friend called me with a management issue. He wanted my thoughts on how to handle a situation with one of his female employees who is struggling with a work and family conflict. 

The problem is that each member of his staff takes a turn with a task that requires they stay late at the office one night a week. This one employee, a mom, has a young child at daycare and finds it impossible to rely on her husband or a family member to pick the child up when it is her turn to stay late.  She approached her boss and told him she couldn't continue to stay late once a week. 

"She's a good employee," my friend explained. "I don't want her to quit. But we are making everyone else take a turn at staying late."

My immediate response was to rattle off questions. 

First, why is this just this woman's problem? If there's a father in the picture, why isn't he working to find a solution, too?

Second, if she knows in advance she needs to stay late once a week, why can't she plan for it?

Last, and most important, why did she approach her boss with a problem, rather than a solution?

The number one rule in negotiation of a work life accommodation is bring a solution to the table.

I advised my friend to tell his employee to come back with a proposed solution to this dilemma. Then, she and her boss can negotiate from there.

If I were the frustrated mom, I might have asked my boss if there's a task I could take on early in the day in order to skip my turn on the late night rotation.

Long ago, I learned that bosses respond best to proposed solutions rather than problems. Because this woman's co-workers are single or have no kids, there is a possibility of resentment. As a manager, my friend needs to make sure whatever accommodation he makes for this working mom comes off as fair to all. 

We work in an era when the needs of the 21st Century workforce must be considered. In two-job families, men and women may both confront work life balance challenges. No one wants to lose his or her job over a child care issue. And, a good boss wants to keep a good employee. 

As I hung up with my friend, he said: "Let's see what she comes up with. I really want this to work out."

I pretty sure most bosses feel that way. 

 

November 05, 2014

The Way Men Use Flex is Different

Flexibiilty at work. 

For many years, those three words have been associate with working mothers.

But quietly, working fathers are tapping flex, too.

Rather than making the formal flex arrangements that moms make, dads are using flex under the radar. 

Take Phil Ward, for example. Twice a week, Phil arrives at his Fort Lauderdale law office earlier than usual and plans his day knowing he wants to watch his son’s lacrosse practice at 6:30 p.m. If his wife can’t drop his son off at practice, Ward does some extra maneuvering of his schedule to leave his office earlier. He might work through lunch or log on later in the evening. 

How Men Flex, a newly released report commissioned by Working Mother, shows that seven in 10 men enjoy the ability to influence their schedule and do so without fear of negative consequences. But only 29 percent report that their flexible work schedule is a formal arrangement that repeats week to week. Men “flex” mostly as needed.

To better understand how men are navigating the flexible work and home terrain, the Working Mother Research Institute (WMRI), with support from Ernst & Young, surveyed 2,000 men and women about the impact of “flexing” on their lives. Researchers discovered that working dads, whose spouses now work too, increasingly want and need flexibility in their schedules as they partake in the juggling act once considered the exclusive domain of women.

Jose Hernandez-Solaun, president of a Miami real estate firm, notices that most men who need informal flexibility — in jobs where it is possible — negotiate it on the fly, and get it. Yet, “flex” comes paired with expectations, he says. “If I need you to produce spreadsheets and a presentation by Friday and you ask to leave early because you need to be with your kids, you better produce that information. It’s really about accountability.”

Hernandez-Solaun, a father of young children, says the expectations are two-sided: men expect leeway in their schedule and, in return, bosses expect a certain level of availability — even at home or on vacation. “Ten years ago, that wasn’t the case.”

Going beyond informal flexibility gets trickier for men. Most men fear that formal arrangements — such as a scaled back work schedule, telecommuting from home or leeway in starting times —  create the impression that they aren’t fully committed. 

For men in particular, there is a real fear of the stigma, too. “The No.1 concern … is that men feel the moment they step out or step back, they become dispensable. That’s the greatest insecurity of every man I know,” says Mike Tomas, a South Florida entrepreneur.

Like women, men with access to flexibility are more likely to say they are happy at work, productive, loyal and have good relationships with co-workers. And, those men who do flex — even informally — report higher levels of satisfaction with their relationships with their children.
 
The men surveyed say the ideal mix is working in office but from home occasionally as needed. To do that regularly, requires a workplace that allows that type of schedule. It looks like slowly, with more managers doing the balancing act, we're moving in that direction. Working moms may have paved the way, but men are quickly learning that flexibility has benefits.
 

October 31, 2014

Should we care that Apple CEO Tim Cook is gay?

Tom cook

Tim Cook, CEO of Apple, has announced he is gay. 

We should be saying who cares about someone's sexual preference. But we're not. We've turned his public outing into big news because unfortunately, it's still news. Cook is the most high profile CEO to openly say he's gay.

Some will say this is a turning point in the evolution of business, that this announcement expands economic opportunities for LGBT poeple. 

To me, it's a signal that the lines between personal and professional are gone. We bring our whole selves to work -- we're moms, we're dads, we're grandkids, we're domestic partners -- and no one should care. Today, we trouble shoot our home life from the office and our office life from home and it's all good. Cook says he's been open in the workplace about his sexual orientation and that it doesn't make a difference in how his co-workers treat him. It shouldn't. I don't care if my boss is gay. I just care if he or she is a good boss.

I asked my teenage son what he thought of Cook's public announcement about being gay. My son quickly replied "what's the big deal if he's gay?" That's the outlook of the next generation: a big "who cares" about someone's sexual preference.

The highest level corporate executive to come out of the closet has signaled that there is a place for all in the business world. He's shown that we don't need to hide who we are outside the office.

We're still going to buy Apple products. We're still going to apply for jobs at Apple. We're still going to want to work for Tim Cook because we like his management style.

Should we care that Tim is gay? We're getting much closer to the day when society's answer will be no. 

October 24, 2014

When wearing a halloween costume to work gets ugly

The costume shops will be crowded this weekend with last minute shoppers. If you're one of those shoppers trying to figure out whether to dress up at work for Halloween and what to wear, be smart about it.

Wearing a costume to work could help you shed your stuffy image --  or it could make you come across as unprofessional.

A lot depends on where you work, what you do for a living, and what costume you wear. A beefy guy in a ballerina costume in a conservative workplace? That might be frowned on. Dressing up as a hooker or sexy cat? That just gives grist to the office gossip mill. Years ago, one of my co-workers dressed as a penis. What was he thinking? It became the reason he was called Dick the rest of the year.

I once had a boss who wore a cat suit to work. He thought he looked cute but the costume revealed way too many bulges and he looked bizarre. That was a tough image for me to shake -- even when he wore his business suit the next day.

On the other hand, dressing up (tastefully) shows you have a fun side and you're more than just business. People like that in their co-workers and bosses.

If your workplace encourages dress up, then you probably should participate. One guy quoted in the Chicago Tribune said  "It really wouldn't look right to see some people doing it and others being completely uncooperative." 

If your workplace doesn't encourage dressing up for Halloween, I think it's okay to wear something fun without it being an entire costume...maybe a fun hat, wig or glasses.

 A new Harris poll shows half of U.S. adults (51%) feel Halloween is an over hyped holiday and one-third (32%) believe only children should dress up for Halloween. That's two-thirds of adults who don't think they should dress up! Because Halloween falls on a Friday this year, I think you will see more people dressing up at work -- Fridays tend to be casual days anyway.

Fess up...are you planning to  wear a costume to work? Would you think any less of a co-worker for wearing a costume or not wearing a costume to work on Halloween?

Smurf_Costume_Party 

 

 

October 23, 2014

Friends at work, but how about outside the office?

My daughter is having a great time in college. She has made a ton of new friends. Listening to her talk about her social life reminded me how hard the transition is from college to the workplace. Suddenly, a few months after being around people your own age, having a social life takes much more effort. It helps though, when you make friends at work.

Workplace friendships might seem like our personal business, but our social connections have become our employer’s concern too. Research shows employees who have close friends at work are more engaged, more likely to stay, and more likely to say they love their companies. 

But there seems to be a gap what expectations are around workplace friendships.

Younger workers view the workplace as an ideal venue to look for people to have dinner with, to catch a movie with and hang out. At the same time, many Generation X workers, the mid-level leaders who are in their late 30s, 40s and 50s, want friends in the workplace but aren’t as interested in socializing with them outside the office. 

The challenge for managers becomes how to encourage those bonds and balance a workplace that young workers see as a venue to expand their social network and older generations see as a separate from their personal lives.

Some companies organize social activities that will get their entire staff engaged. Some do nothing and the office morale reflects it. Some employers try another approach -- empowering their younger staff to come up with ideas. 
 
Marston, president of Generational Insights, which consults businesses on generational trends in the workplace, says the more successful companies encourage young workers to take charge of creating the camaraderie they want at work. “Young people are saying we want a happy hour or we want a cooking class and we would like to organize it.” Marston says. “Employers are then facilitating those activities by giving millennials space on the bulletin board or Intranet to promote those offerings and not frowning when requests are made.”
 
Luis Vega, 25, a new hire at Grant Thornton in Fort Lauderdale says he is excited about the possibility of a company kickball team, but Vega says he would be as happy going to dinner with his team after a long day of work: “It doesn’t have to be a firm-scheduled event. It would be great just to socialize with people on my work team who have the same hours.” 

Marston says older generations are going to need readjust their attitude and  make more effort to connect with their team on a personal level if they want to keep their workers happy: “Millennials are saying I don’t feel connected to my workplace or my boss.” 

To be fair, Marston says that most people, regardless of generation, want friends at work: “It’s just a matter of how far that friendship goes.”

What are your thoughts on workplace friends?  Do you think it makes a difference in the workplace when people are friends outside the office, too? Has having a good friend at work ever affected your decision to stay or leave?
 

October 17, 2014

Lose the nerves and ask for a raise

Does asking for a pay raise make you nervous?

It does for most people, but it shouldn’t. The odds are in your favor.

Three out of four times women ask for a raise, they get it, according to a Glamour survey of 2,000 men and women. But that hasn’t stopped debate over whether there remains a need to ask.

Last week, Microsoft CEO Satya Nadella ignited controversy when he was asked at a computing conference about advice he would give women who don’t feel comfortable asking for a raise.

“It’s not really about asking for the raise, but knowing and having faith that the system will actually give you the right raises as you go along,” he answered. Not asking for a raise, he added, was “good karma” that would help a boss realize the employee could be trusted and should have more responsibility.

His comments set off a firestorm of outrage from women, and Nadella quickly back-pedaled and apologized.

Still, his comments brought pay inequity and women’s general reluctance to ask for raises to the forefront.

I asked a few CEOs for their thoughts on how to ask for more money. Here's what they said:
 
Watch your language. Neena Newberry, a leadership expert with Newberry Solutions, says in today’s workplace, few people   are offered sizable raises unless they negotiate it. When asking, she says to consider tone and language. You don't want it to sound like you're giving an ultimatum. You do want to tie the conversation to the value you bring the company and they value they get in giving you a raise.
 
* Come prepared. Sandra Finn, president of Cross Country Home Services in Sunrise, says compensation adjustments are driven by the value you bring to the organization. “Have you demonstrated the drive and passion to stand out from the crowd and have you delivered more than what is expected?” If so, come prepared with the data, she says.

* Know that market. Maria Fregosi, Chief Capital Markets Officer at Hamilton Group Funding, says take calls from recruiters, not necessarily to leave your current position, but to know what is going on salary-wise outside your company. Know the prevailing salaries in your geographic area.

* Rehearse.  “It pays to practice the discussion with a trusted mentor who can help you think through potential objections,” Fregosi says. “I have found sticking to facts and working to take the emotion out of it to be most effective.”

* Don't make it personal. A boss doesn’t care that you need more money to pay for your divorce attorney or to make higher car payments. “I have had people ask for a raise because their personal expenses have gone up,” Fregosi says. “That is not a legitimate reason to ask for or to be given a raise.”

* Don't compare. Even if you find out your co-worker earns more than you, "make it about you, not Joe. Sell your boss on why you should earn more,” says Victoria Usherenko, a recruiter and founder of ITWomen. She also suggests identifying an internal mentor who will advocate a raise on your behalf, too.

* Start the conversation in advance. In most workplaces, salaries are reviewed annually. Start talking to your boss about getting a raise three to four months in advance of your review. Usherenko believes performance reviews are not the only time to negotiate salary. “If six months pass and you’ve done something outstanding, there’s no reason not to ask for a raise if you feel your contribution warrants it." 

* Be strategic. Peggy Nordeen, co-founder and CEO of Starmark International in Fort Lauderdale, suggests asking your employer how you can increase your value to the company in order to earn more money. 

Experts say the research shows most people who ask and make their case, get the raise. Of course, receiving a raise may have a caveat. You may have to take on more responsibilities. Think ahead about whether you are willing to do that and how it will affect your work life balance.

 


Read more here: http://www.miamiherald.com/news/business/biz-columns-blogs/cindy-krischer-goodman/article2768366.html#storylink=cpy

 


 

October 13, 2014

Workplace support important when breast cancer is a personal cause

This month, pink is everywhere. And that's a good thing. 

Look around your neighborhood and you will find all kinds of businesses supporting breast cancer awareness or sponsoring events to raise money for the cause. When there's a personal connection to the disease, those efforts take on new meaning. 

Throughout October, Scott Collins’ employees are wearing pink shirts in support of National Breast Cancer Awareness Month as they disperse across South Florida. Scott's wife, Lori, is battling breast cancer. At the end of the month, Affordable Window Cleaning Co. in Davie will donate a percentage of its profits to For The Gift of Hope, a South Florida foundation that helps local breast cancer patients with financial needs.

“I want to support my wife in every way I can,” Scott says. “My crew understands that.”

Some owners, like Scott, start small, asking employees to wear pink clothing or ribbons and to get involved in fund-raisers. Others, like Rocco Mangel of the popular Rocco’s Tacos, rally customers in a bigger way. Mangel raised $32,000 last year from an October promotion in which a portion of Tuesday night proceeds at all five restaurants went to the Susan G. Komen Foundation. (Rocco’s girlfriend’s mother, whom he is close to, is now fighting her second battle with the disease.)

The efforts of both represent more than just fund-raisers or awareness events. For spouses and family members of breast cancer patients, these are a way to ease heartache or show solidarity. Some small-business owners gain emotional support from signing up employees for local Race for the Cure teams.

Some take other approaches. Oscar Padilla says the annual cut-a-thon his Kendall salon helps him feel like a doer. A decade ago, Padilla said, he was “devastated” when his mother died of breast cancer. The memories of her rapid decline still sting, he says. “Anything I can do to spread awareness is gratifying.”

Every October, Padilla turns his Kairos Hair Salon pink for the month and donates 10 percent of sales from services and products to the Susan G. Komen Foundation. On Oct. 19, his 10 stylists will participate in a cut-a-thon with raffle prizes donated by neighboring vendors; “They see how important it is to me to give others the potential to survive.” The last three cut-a-thons raised about $3,000 each.

Breast cancer remains the leading cancer killer among women ages 20 to 59; more than 1.4 million cases are diagnosed annually worldwide. It is a life-changing event with repercussions that extend beyond the disease and treatment, and affect those who act as a support system.

If you see a business in your area supporting breast cancer, chances are high there's a personal connection. If you're an employee or customer who is asked to donate time or money, think about how much that support means.
 
Sherri Martens-Curtis, whose mother/business partner died of breast cancer, says she gets purpose from passionate colleagues and friends who participate in her fund-raisers and the knowledge that the money helps promote early detection: “For those of us with a personal connection, it’s that true collaboration that makes a difference.”
 

Scott collins

THINKING PINK: The wife of Scott Collins, above right, is being treated for breast cancer. Collins, owner of Affordable Window Cleaning, and employees wear pink in October, and some profits will aid The Gift of Hope.WALTER MICHOT/MIAMI HERALD STAFF



October 06, 2014

Can a workaholic really retire?

I remember the exact moment when the smile crept across my face. My friend, senior news editor Pat Andrews, was explaining to me that her husband was insisting they take a cruise. Pat knew exactly why he was proposing an at-sea vacation and she wasn't at all happy about going. 

As I listened to Pat, I tried to picture her at sea, floating in the middle of the Atlantic, miles away from the Miami Herald newsroom, basking in the sun on a lounge chair and trying to unwind. I just couldn't hold on to that vision. It was difficult to picture Pat anywhere other than the newsroom. 

Pat andrewsIn the newsroom, Pat is alive with delight -- a rare combination of fiery energy and reassuring calm. When news breaks, Pat doles out tasks with authority and gusto. Some might call Pat a workaholic. I call her a woman who considers the news business her calling. She has confessed to me:  "I have only one speed I roll on, I don’t recommend it to others." 

Last week, on a visit to the newsroom, I stopped by Pat's desk to catch up. She hit me with a bombshell.

"You know I'm retiring," Pat said. "Next Friday is my last day."

After 35 years at The Miami Herald, Pat, 62, no longer will be a daily presence.

As a business writer, I have interviewed CEOs, law firm founders and business owners when they announce retirement. With some, I have circled back a few years later out of curiosity. Those retirees who are most content are still engaged in some type of volunteer or corporate work on a scaled back basis. They have found balance when they least expected it. 

Can Pat really retire? Can a workaholic shift from one speed to a stop?

For days after Pat broke the news to me, I felt unsettled. I just couldn't get my head around the thought of Pat's work life balance tilting entirely toward a focus on her personal life. 

I prodded Pat to tell me more. Why, why, why? I wanted to know.

Pat explained to me that she recently lost her step-daughter to cancer. Natalie was only 37. Over the years, Pat had mentored Natalie, encouraging her to excel in her career. Having collected all the fine things in life -- the great job, the amazing boyfriend, the beautiful apartment and expensive car, Natalie had neglected something more important: her health. By the time Natalie went to the doctor, she learned she had advanced stage cervical cancer.  While Pat was by her side, the disease rapidly took Natalie’s life.

Watching Natalie's last days come to an end gave Pat a jolt. "I lost my zeal, my mojo for my job, and I just couldn't get it back," she explained. 

When I have spoken to retirees on their first day without an office to go to, they spoke of disorientation.  It’s an odd adjustment for them to shed a former identity and find new balance. At some point, almost all of us will confront that scenario. 

I asked Pat what she plans to do when she doesn't have to sit in on morning meetings or edit a story on deadline. "I don’t have the answers to where my journey will take me. I don’t have a map,” she said. "For now, I want to exhale and get bored. I don’t know what’s that like. I want to be away from the pressure of being 'on' every single moment." 

After Pat made it public that she planned to retire, current and former reporters and editors at The Miami Herald flooded Pat's Facebook page with tales of how she inspired them to stand up to government officials, guided them in their quest for the truth, and saved them from lackluster ledes.  Dozens even stopped by her desk to share memories of good times on the job or tell her how she made them better at what they do.

Now, that's a legacy to leave behind.

For most of us, our goal in striving for balance is to create a life where we've touched others in a positive way -- at home, in the community and in the workplace. Pat taught me this: Do what you do well, but teach others to do it, too. 

I don’t see Pat sitting idle for long. Going forward, she says she wants to do something to have a positive impact on the community, some type of volunteer work. "I want to do good," she told me. What her colleagues realize is that she already has.