Health Administration
Section Newsletter
Summer 2005

Chair's Report Summer 2005, by Jörg Westermann

Image of Jorg Westermann, Chair, HA Section, 2004- 
Jorg Westermann, HA Section Chair, 2004-2005
Dear Health Administration Section Advocate,

How are you doing? I hope you are enjoying the summer.

Shas been busy with all kinds of activities, as you can tell from this newsletter.

Thanks to the excellent work of our committee chairs, we have been able to expand our committees and draw in new members and are now in the process of reorganizing and revitalizing our activities.

The Planning Committee, under the leadership of Bud Nicola, put together an excellent program for our Annual Meeting in New Orleans. I am especially excited about the invited session that Bud and his committee organized for the meeting. I have been busy recommending several people for national APHA committees in order to make sure that we are well represented across the association.

Thanks to Laura Larsson’s efforts, you are able to enjoy this newsletter. She has secured a new Web address for our Section as well and is working on putting a new design together. If you want to get involved in this process, please contact Laura at <>.

Under the leadership of Ruth Roman, the Awards Committee is revising and clarifying our Section awards rules and procedures in order to better reflect our intent of recognizing achievements of APHA members. We also had additional conversations with the American Management Association and the American Medical Association to explore potential continuing education collaborations. Stay tuned for updates.

These are just a few examples of our recent activities. I invite you to contact me if you are interested in any of our committees.

We are looking for a tag line for our Section, so please send Laura Larsson or myself any ideas you might have! This is important for our section and helps us to be easily recognized and identified, so please get involved!

Please follow this temporary link for a list of our committees and short a description.

Thanks for your time, and have a good summer!

Jörg Westermann
Chair, Health Administration Section of APHA

Section Business

Section news, events, decisions, and personal news from members making a transition are all shared in this section. To add content, contact the editor: <>.

What's A Tag Line and Why Should I Care?

HAS leadership has been wrestling with the idea of creating a tag line for use on our Web site and Newsletter since late last year.

What is a tag line you ask? Excellent question. It is usually the one- or two-line descriptor that often accompanies a business's logo. It is often found on or near the logo on the business's Web site.

Examples of tag lines from sources we recognize include:

APHA - "American Public Health Association - Working for a Healthier World"
Minnesota Public Health Association - "Minnesota's Voice for Public Health"
The Medical Library Association - "MLA - Quality information for improved health"
AcademyHealth - "Advancing research, Policy and Practice"
National Library of Medicine - "Trusted Health Information"
Public Health - Seattle King County (Health Department) - "Healthy People. Healthy Communities"
CDC - "Safer healthier people"
AMA - "Physicians dedicated to the health of America"

Trisha Todd reminded us in a recent e-mail message that "a tag line, like a graphic identity, is a "quick snapshot" of what you are about...or why you are special (think the swoosh of Nike and the "just do it", or the Monsters Inc. movie "You won't believe your eye" --- or the classic "You're In Good Hands with ... Allstate"). She went on to suggest some good guidelines for tag lines.

Trisha also offered the following suggestions to help us think about tag lines:

  • tag lines are catchy;

  • tag lines are only a few words long;

  • tag lines are creative and have more than one meaning;

  • tag lines speak to the core mission and values of your company and organization.

One online article that is heavily cited on the Web describes five steps for developing a tag line. These are:

  • Decide what you want to communicate with your tag line.
  • Prepare to brainstorm.

  • Brainstorm.

  • Consolidate your list.

  • Choose the one best tag line. (1)

We want to convey a strong, clear vision and value proposition to our target audiences, our current and future members and the public. It would also a little more creative if we could think of a tag line which uses the letters H, A, and S - but for something catchier than "Health Administration Section."

Taglines suggested by a few of the HAS leadership include:

HAS - Leading you into a healthy future
HAS - Managing for a healthier future
HAS - Developing leaders for a healthier future
HAS - Leaders in public health
HAS - Public health leadership and management
HAS - Leading public health into the future
HAS - Public Health Leadership and Management
HAS - Helping Administrators Soar
HAS - Hatching Action Successes
Health Administration. Making vision reality
HAS: Making Better Health Managers
Leading the way to a healthy future
HAS: Making managers better
HAS: Making better managers
HAS: Improving management skills
HAS: We bring meaning to health administration
HAS: Developing Better Health Leaders

These are the suggestions we have had to date. It would help us if you would take a few moments and add your suggestions to the online survey - or vote on the tag lines you like. The survey is located at <>. You can vote for existing taglines or add your own. View the results at the end of the survey.

We welcome your ideas. Each suggestion will be carefully considered. [Editor's note: I will try to remember to include the results in the next issue of the Newsletter].


1. 5 Steps for Developing a Tag Line for Your Product, Business, or Website By Bobette Kyle. 2003 [Online] Site URL: <>.

Health Administration Section Mentorship Programs

  • Have you ever been to an APHA meeting and become overwhelmed by all the meetings, sessions and receptions?

  • Do you want to be more involved in the activities of the HA Section and APHA?

  • Would you like to make your voice heard?

  • Well, getting involved is the key.

  • The HA Section is looking for students and members who want to have a seasoned HA member to show them the ropes.

    The APHA Health Administration Section will be a cutting edge forum for public health administrators providing timely and reliable information on the best practices of health administration, providing focused deliberation on and advancement of sound public health policy, and by providing interactive networking and mentoring opportunities and skill building for members and future members.

    Adopt a Student

    HA Section members are encouraged to "Adopt a Student" at the Annual Meeting in New Orleans this November. It is a win-win for everyone involved. Students get a chance to spend time with and learn from leading experts in the field. Mentors get the opportunity to see public health from a fresh perspective, as well, identify future talent. The HA Section is strengthened with informed students who become members. Your time commitment is minimal to the investment in the future of public health.

    Mentor Responsibilities

    • Be in touch with the student ASAP to become acquainted with the student.

    • Work out a schedule with the student, involving them in any advance conference calls, e-mail exchanges or other activities, as well as relevant Section and committee meetings and scientific sessions at the Annual Meeting. Take the student to lunch or dinner.

    • Make a plan to meet the student as early as possible in the meeting. Connect with them throughout the meeting. Make sure that they stay engaged, and that they are learning how APHA and the Section operate.

    Student Responsibilities

    • Connect with the HA Section mentor ASAP to become acquainted with the mentor’s job responsibilities, interests, role in HA Section or APHA.

    • Make yourself available to attend section meetings with mentor, and scientific sessions as appropriate. Attend lunch or dinner with mentor.

    • Be in touch with the membership committee beforehand to ensure that you understand fully your responsibilities as student mentee.

    HA Section members are encouraged to mentor a new or not so new HA member at the Annual Meeting in New Orleans this November. It is a win-win for everyone involved. The Section and APHA offer a variety of activities for members to be involved in making a difference in the public's health by advancing the quality and practice of health administration. Mentors get the opportunity to meet other public health professionals. The HA Section is strengthened with informed members who are fully engaged in the activities of the HA Section and APHA.

    Mentor Responsibilities

    • Be in touch with the HA Section member ASAP to become acquainted and learn about their interests.

    • Work out a schedule with the HA Section member, involving them in any advance conference calls, e-mail exchanges or other activities, as well as relevant Section and committee meetings and scientific sessions at the Annual Meeting. Take the new or not so new member to lunch or dinner.

    • Make a plan to meet the HA Section member as early as possible in the meeting. Connect with them throughout the meeting. Make sure that they stay engaged, and that they are learning how APHA and the HA Section operate.

    HA Section New or Not so New Member Responsibilities

    • Connect with the HA Section mentor ASAP to become acquainted with the mentor’s interests, role in HA Section or APHA.

    • Make yourself available to attend section meetings with mentor, and scientific sessions as appropriate. Attend lunch or dinner with mentor.

    • Mentors and mentees will be matched based on field of interest, region, academic affiliations, etc as best possible. We look forward to every HA Section Member being either a mentor or a mentee or both. Please complete the attached Information Sheet and email to <>, or fax to (313) 794-7267. If you have any questions, please feel free to contact Audrey E. Smith at (313) 402-9608.

      PLEASE RETURN BY August 1, 2005 to Audrey E. Smith, <>.

HAS Annual Meeting Program Takes Shape

The Health Administration Section’s scientific program for the 2005 Annual Meeting of the American Public Health Association is shaping up nicely. After receiving 168 abstracts for consideration, three Section reviewers were assigned to each abstract, and reviewers used a list of criteria in rating abstracts. Criteria included: Originality and importance of subject matter; Quality and description of subject matter; Clarity and Interest of subject matter; Quality and completeness of supporting data or philosophy; Ability to replicate in other areas/programs; and overall usefulness/rating. The Section received an excellent group of abstracts this year.

In addition to the Section’s early morning business meetings, the program will include 28 oral sessions including special invited sessions, and five poster sessions. The Annual Meeting theme focuses on evidence-based public health, and there will be several sessions which reflect the theme. Special invited sessions include: "Eliminating Health Disparities Through Collaborative Leadership;" "New Directions for Quality Improvement;" a panel and roundtable, "Meet NIH Researchers, Staff, and Volunteers - Reducing Cancer Disparities;" and "Public Health Systems Research." You are invited to view the entire HAS scientific program at: <>.

2004 APHA Annual Meeting Pictures Needed for 2005 Booth

We need your pictures of HA Section activities from past conferences. We would like to create a collage of pictures showing the exciting times of being a part of the Health Administration Section. Please forward these pictures to <> by August 1, 2005. 

Please plan to help staff the HA Section booth at the 2005 Meeting in New Orleans. It is a great time to meet, greet, and network with public health and other professionals across the country and stay in one place. We need you to make our Section the best it can be.

We will have an online signup calendar available. We will notify you via e-mail and the next Newsletter when it is accessible.

Audrey Smith,

Results of Newsletter Content Poll

You will recall that we ran a poll in the last issue of the HAS Newsletter asking you to indicate what was important to you in the newsletter. It was informative. The main requests were for more news items, more personal knowledge management/information technology articles, more bibliographies of good management/leadership books to read and, most importantly, a calendar of events. The good news is that I can continue to provide you with good information on the first three areas of interest.

If you looked over this issue's table of content you will notice that I did include a Calendar of Events. It would help the newsletter editor if you could forward me interesting conferences and regional meetings of interest.

Health care administrators in this Section are a very mixed group of people with different needs and interests. In order for the calendar to be of any use, you will need to 1) point me in the direction of the meetings that are important to you and 2) let me know when you find a meeting of interest that you want added. I can be reached at: <>.

Testing the Pulse of the Section (Poll)

In keeping with our desire to get feedback from you, please take a moment to click on the link - <> - and take the poll. This poll asks about your competencies, or actually, what you feel least proficient in - as a leader. This can help us think about elearning and training efforts and about content for the newsletter.

In which professional competency listed below do you feel the least proficient?

  • Communication skills
  • Organizational skills (getting things done)

  • Analytical skills (decision-making)

  • Leadership skills

  • Technology skills (managing information)

  • Cultural competency skills

  • Professionalism (what it means to act professionally)

Take the poll, available through SurveyMonkey, to give us feedback.

Calendar of Events 2005-2006

To add meetings to this list, send name of association/agency, inclusive dates, location of meeting and the URL for the meeting's home page.








  • APHA, November 5-9, 2005, New Orleans

  • OSHA, various dates and locations


  • ACHCA, December 2-4, 2005, Las Vegas


News, Views, and Web Sites

This section is intended to help you with news and Web sites that you can use in your work.

What's New(s) on...?

This section links you to Web sites that have information useful to those working in health administration. To visit the site, just click on the underlined link. Valuable resources all. These links will remain as part of the Newsletter.

(Keep in mind that some of the links might take a few seconds to load as they are doing searches of very large databases – and that takes time).

What's New on the APHA <> Web Site?

What’s New on the AHRQ Web Site? <>

What’s New on the DHHS Web Site? <>
DHHS Reference Collection? <>

What’s New in Medicine and Public Health on the National Academy Press Web Site? <>

What’s New at the National Quality Measures Clearinghouse™? <>

What's New on the Joint Commission on Accreditation of Healthcare Organizations Web Site? <>

What’s New in the Grey Literature? (New York Academy of Medicine) <>

What's New in Health Administration on the Yahoo! Web Site? <>

What's New in Healthcare Management on Google? <>

What's New in PubMed on Organization and Administration in Public Health? <>

Detroit’s Angel Group Receives National Award For Children’s Environmental Health

Recognition Award for 2005 
Recognition Award for 2005 from Children's Environmental Health
The organization is the only Metro-Detroit agency to receive the honor.

DETROIT, MI (April 28, 2005) – The Office of Children's Protection at the U.S. Environmental Protections Agency (EPA) has awarded Detroit-based Angel Group with a 2005 Recognition Award for Children's Environmental Health. The EPA also honored a number of other programs around the country for their environmental health efforts. The Angel Group’s education and outreach program, Asthma Awareness and the Environmental Triggers, was designed to engage the child, parents and school officials in the management and reduction of exposure to environmental risk factors. It is based on a partnership between a leading Detroit health plan and several local targeted schools.

It is estimated that one out of every 15 children in a classroom in the United States has asthma. In 1995, the U.S. Government Accounting Office reported that more than half of the nation’s schools had problems that affected indoor air quality. The most significant environmental asthma triggers include tobacco smoke, cockroach allergen, mold and fungi. EPA encourages communities, citizens, and organizations to become leaders in protecting our children from environmental health hazards. 

“We are grateful that the EPA has recognized the Angel Group’s leadership position with this distinguished award.” said Audrey Smith, executive director of the Angel Group. “ We believe that prevention is key to protecting our children from environmental hazards. The best part of our education and outreach program was to hear kindergartners and special education students talk about keeping themselves healthy. It was especially useful for teachers of students with asthma. “

The education and outreach program was implemented in six schools. Approximately 3,413 children received the education and took home the Environmental Survey, and 635 (18.5 percent) children returned the survey for analyses. Of the children that returned the survey, 144 (23 percent) had asthma or asthma- related symptoms, and 210 (33 percent) had someone in their home that smoked and for whom the EPA Smoke Free Home Pledge packet was mailed to parents.

The U.S. Environmental Protection Agency located Washington, D.C., leads the nation's environmental science, research, education and assessment efforts.

The Angel Group based in Detroit is a consultative and direct service organization that partners with health plans and organizations to improve the health and well being of young children and their families, through a variety of programs. The Angel Group has particular expertise in coordinating the care needs for children with chronic illness and special needs, such as asthma.

Additional information on the Angel Group can be found at <>.

Center for Health Leadership and Practice: Moving into Succession Planning and Change Management

Do you know what the age demographics of your workforce are? Are you ready for critical positions in your organization to be vacated? Are you prepared to deal with the retirement of your baby boomer managers and leaders? Do you have knowledge transfer and staff development strategies in place to develop a pool of future leaders? Are you able to recruit and retain the next generation?

The Center for Health Leadership and Practice Public Health Institute has developed tools and strategies for moving into Succession Planning and Change Management. We also conduct workshops and trainings around Generational Diversity in the Workplace. Please contact Executive Director Carol
Woltring for more information at <>, and visit our Web site at <>.

Carol Woltring,

Rural Assistance Center

A product of the U.S. Department of Health and Human Services’ Rural Initiative, the Rural Assistance Center (RAC) - <> - was "established in December 2002 as a rural health and human services "information portal." RAC helps rural communities and other rural stakeholders access the full range of available programs, funding, and research that can enable them to provide quality health and human services to rural residents." Used by local health and human services providers, community-based organizations, State government offices, researchers, and other interested in rural health and human services issues. Along with technical support, the site offers funding opportunites, information guides, recent news, a calendar of events, and a searchable resource database.

Most interesting about the site is the large selection of annotated information guides divided up into
  • Tools

  • Funding

  • Documents

  • Organizations

  • Events

This is a site worth visiting for just this section alone, especially if you have an interest in rural issues, but the whole site is a gem!

Personal Knowledge Management Column

This column is devoted to personal applications and information that you, as an individual knowledge worker, can use to improve your information productivity without necessarily relying on your IT staff. The short articles and hints contained in this section will follow a framework originally developed by Prof. Paul Dorsey who has recently retired from Millikin University to work on PKM articles and teaching.

Dorsey’s framework consists of seven areas: 1. Accessing information and ideas; 2. Evaluating information and ideas; 3. Organizing information and ideas; 4. Analyzing information and ideas; 5. Conveying information and ideas; 6. Collaborating around information and ideas; and 7. Securing information and ideas, and is an attempt to combine computer literacy with information literacy. It’s an expansion of the: “find, organize, use and disseminate” school of thinking.

Tutorials on Tools: PowerPoint

Many of us create PowerPoint presentations for transmitting information. The following are sites that have particularly useful tutorials ranging from very basic to advanced uses of PowerPoint.

Get Wise - Get Organized

Even if you live within shouting distance of your job, it's nice to spend a few minutes listening to the news or to talk radio. One aspect of talk radio that is so valuable is the plethora of self-help programs that are now ready for you to download to your iPod, handheld device, phone, or even to your Sony PSP. One site that many find useful as they try to figure out how to keep from being overcome by clutter, by the plunder that all of us seem to acquire all too frequently, is World Talk Radio, specifically the section on getting organized. The archives are located at: <>. This site is excellent for recovering pack rats and for those who can't say "no" to collections of things.

Recent shows include:

Other topics can be examined on the home page at <>. Learn to write better, improve your health and fitness, and learn more about technology, among other topics.

There's More to Life than Google: Search Engines Help

There is more to life than Google, although most of us would agree that it is a pretty wonderful and very useful search engine and does most often get us the information we need. But, there are other search engines and different ways of searching that will provide more targeted or different information. For example, you can get an overview of a subject, compare results from different search engines, examine only recent additions on a topic to a search engine. You can even do a comprehensive search across serveral search engines. For a visual display of how your results are linked, well, there are several search engines that do that, too.

So, where can you go to get great hints for searching a variety of search engines for your different information needs? Try this page: <>.

Leadership Articles

This section will concentrate on articles that are intended to help you think about your role as leaders in health administration and in public health and to offer practical tips for doing so. Wherever possible, we will include articles on best practices.

This is a request to readers to submit their most important questions regarding leadership issues and best practices in public health to Laura Larsson at <> for possible inclusion in future issues of the Newsletter.

The Importance of Cultural Competency in Community Health Nursing

Azella C. Collins, MSN, RN, is the Second Vice-President of the National Black Nurses Association.

KEY WORDS : Cultural Competence; Cultural and linguistic competence

In 1975, I was a young energetic community health nurse armed with Orem’s theory, a desire to improve the health status of my patients, and a never ending thirst for increased knowledge. How could I fail?

One of my more difficult cases came when the agency for which I worked began receiving large numbers of referrals for Hispanics with diabetes. We didn’t have an Hispanic nurse on staff, and the patient was in the area I served. I purchased a book entitled, Spanish for Health Care Workers, sat in my car and looked up the Spanish words for nurse…syringe…medication…diet…..exercise…and tried to develop a plan for communicating with my new patient. I did not have a clear plan for teaching this 43 year old Hispanic women who had limited English proficiency, and in 1976 we did not have any Spanish teaching literature for diabetic patients. I went to a South Chicago Hospital and explained my plight to an assistant administrator, who helped me find staff who spoke Spanish. She agreed to translate for me over the phone. I was an excellent nurse but did not trust my ability to learn Spanish in 15 minutes.

I went to the home, met my patient, and asked, via pointing, hand signs and broken Spanish if it was okay to use the telephone. I called the hospital staff that had been volunteered to assist me and had her ask the patient if it was okay to use her as the translator. My patient agreed. It took more than two hours to complete a task that I would normally have completed in 45 minutes; I had to trust what I was being told.

During each visit, my patient always seemed anxious and on the verge of tears. I had to become strategic in my approach. I found myself smiling and nodding more, having the translator ask more open ended questions, stooping when I talked and motioned to her, and I also used a very soft voice when I was in her presence.

During the first two week period my patient’s blood sugars never normalized. She never shared what worried her with us. This question was posed in a mirad of ways. I filled her syringes; I observed her self administering insulin enough times to know that she properly administered the insulin. I knew what she was scheduled to eat because the translator and I had prepared the menus. Her breakfast was always prepared prior to insulin administration. She kept a list of the foods she ate times she ate, when and how long she exercised. All of this information was relayed to me by the translator.

The doctor increased the insulin by five units and told me to get ready to teach the patient how to adjust her insulin based on her blood sugars. I had nightmares at the thought of trying to explain the sliding scale concept to our translator, and I just did not trust my patient to comply. I did not have any evidence of non-adherence to the medication and dietary regime. But I intuitively knew something was not right.

The next day I thought to take the food lists over to the hospital and have another translator read them to me.

There was a difference in translation. I was now working with three Hispanic women, each from a very different culture. Long story short. My patient had told the first translator she understood what an 1,800 calorie ADA was….in reality she did not. My patient and the first translator did not consider avocados, sour cream, and cheese fats. There were not readily available Spanish teaching menu guides, and the preparation of something as simple as a taco varied from culture to culture. The second translator and her son typed and drew sample menus, with cooking instructions for me to use with this patient. I rearranged my schedule to coincide with her meal times so that I could observe her prepare meals.

The lessons learned from this patient are too numerous to detail in this article. Cultural competence is the ability to work effectively within the patient’s cultural context, which includes individual, family, and community cultural values, beliefs, and behaviors. There is a need for organizations and their staffs to respond with sensitivity to the linguistic and cultural needs of the patients served. During those few weeks, I learned that if I did not provide the appropriate services, in a way that was perceived as important by the patient, my patient might receive unnecessary insulin, experience increased stress, and quite possibly numerous adverse reactions.

Community health nurses (CHN) must understand their patient’s point of view; they must be creative in their approach as they invite their patients to share their needs and tell their story. The CHN must use a culturally based theory or model to guide their communication and assessment. Search the world wide web for resources on cultural competency. Today the CHN has access to mature practitioners who understand the importance of incorporating standards of practice for cultural competence into everyday demonstrable skills. Younger nurses may want to seek out a mature practitioner and develop a mentoring relationship.

This patient returned to Mexico during my fifth week of contact with her. I often wondered how she was adjusting to diabetes, if she was still on insulin, and whether she had conquered the changes in her lifestyle that were necessitated by diabetes. I was working an a Master’s degree in Psychiatric Nursing during this time and used this patient experience as one of my antecedents on the importance of quality care to patients with limited English proficiency. In 1976 culturally competent care had not yet become a buzz phrase. It would be 25 years before health care professionals developed consensus on what constitutes cultural and linguistic competence.

From 1976 to 1983 I utilized a mélange of notes collected over the years to care for patients whose culture and language was different than mine. Those notes consisted of the needs and preferences including home remedies for patients which I had to work with whenever I left the comforts of providing nursing care in the inner-city of Chicago. My cultural heritage and the heritage of patients I cared for, both inner city and Hispanic, were different in how we implemented what we believed, however; the end point - achieving and maintaining a high quality of life - was the same for each culture.

Our population is becoming more diverse each day. Culture and language are driving forces in how health care services are delivered and perceived. Today’s nurses have access to numerous resources where directions on implementing culturally competent care can be obtained and today’s nurses must be prepared to care for a more diverse population as we work to eliminate health care disparities.


Camphina-Bacote, J. (2003) Many faces: Addressing diversity in health care. Online Journal of Nursing. 8(1)

U. S. Department of health and Human Services, Office of Minority Health (2001). National standards for culturally and linguistically appropriate service in health care. Final report.

Volunteering as a Tool for Career Advancement

Many people will tell you that networking is a good way to find a new job. However, networking often seems like a vague term. In this job searching tip, we will discuss a specific way you can put networking to use to advance in your career. The approach discussed involves volunteering with specific organizations that can help you in the business world. Volunteering probably won't produce instant results, but it is a good long-term strategy to maximize your options.

If you are looking for a new position right now, we recommend getting your resume posted on all the job sites as a good first step. This is an effective way to let as many recruiters and employers reach you as possible. Using a service like PutMyResumeOnline, you can have your resume posted on more than 90 job sites at once. That service lets you enter your resume once and have it posted instantly on Monster, HotJobs, CareerBuilder, etc. To find out more, visit this web address: <>.

Another good way to get noticed by employers and recruiters is to send your resume to them directly. By using ResumeArrow, you can have your resume sent instantly to thousands of employers and recruiters in your job category and geographic location. To find out more, visit this Web address: <>.

Volunteering as a Way to Increase Networking Opportunities
Seasoned networkers will tell you it's not the quantity of the people in your network that matters, it's the quality. This is why executives and top-producing sales people seek out targeted networking opportunities. They often find them in the form of volunteer positions. Aside from giving you an opportunity to give back, volunteering provides an extraordinary forum for networking. Most networking situations only give people a chance to get to know each other superficially. However, when volunteering on a long-term project, people can see each other in action and really get a feel for each others' personalities and talents.

Board Memberships

Many executives and top sales people find not-for-profit boards of directors and advisory boards to be especially valuable. These forums are primarily structured as a tool to provide management guidance to non-profit organizations. But in addition to giving the people who volunteer for them a sense of having done something worthwhile, they also provide very high quality networking opportunities. If you believe you could provide advice to a non-profit organization that they could benefit from, such as management advice, IT advice or marketing advice, try contacting some local organizations to find out if they could use another person on their board.

Professional and Trade Associations

Professional and trade associations can almost always use more help. If you're willing to volunteer for the association focused on your industry or profession, it could be a good way to meet some high-profile people who can open doors for you. If you're not sure which associations are relevant for you, check the ASAE Web site: <>.

Volunteering Opportunities Relevant to Specific Professions

If you don't think you would be right for a position on a non-profit board or in a role volunteering for your professional or trade association, there are other ways you can volunteer and still reap networking benefits. In fact, there are some non-profit organizations you can volunteer with that may be a very good fit for your background and provide a high likelihood that you will meet someone who can open some doors for you. Here are some suggestions:

  • Real Estate and Construction Careers: Habitat for Humanity and other housing organizations.

  • Sports and Entertainment: Make-A-Wish Foundation.

  • Media, Government Agencies and Legal Professions: Political Campaigns.

In today's era of highly litigious political campaigns, lawyers make up a big portion of a political campaign's volunteer staff. This also provides a good opportunity for legal assistants and paralegals to spend time with successful attorneys. Media and advertising are also a big part of political campaigns.

  • Legal Professions: Legal Assistance centers - such as those for non-English speaking people.

  • Human Resources: Job training and career resource centers.

  • Media/Communications: Media organizations such as those that focus on bringing awareness to certain issues.

The Web site provides an extensive directory of non-profit organizations and also lists specific volunteering opportunities: <>.
I hope your job search is going well. For information on other helpful job searching resources, please feel free to visit our Web site: <>.

(C) 2005 and used with permission of the author.

Behavioral Competencies for Health Care Leaders

By Don Hutton and Steve Moulton

The key to successfully managing a health care organization is having the right leaders. The right leaders will find a way to get the job done. But how do you know when you have the right leader? Why is it that some health care organizations succeed, while others with executives who are believed to be talented are struggling? A survey of hospital CEOs shows that many undervalue behaviors that are crucial for effective administration.

Although written for hospital CEOs, this article has something to say for those working in public health. Read more about this topic.

Prepared Ad Libs - What to Say When the Unexpected Happens ... and it Will!

Betty Pichon has been a professional speaker for more than 15 years and specializes in speech coaching for individuals who want to learn how to be their best when giving presentations. She has a Home Study Speaking Course that is offered to the public at

These ad libs will SAVE you when something goes wrong with your presentation. The lights may go off, the microphone starts squealing, or worse yet, you fall flat on your face... literally.

The best way to get through these situations is with a little humor. Use these specific come-backs to recover with style.

Situation: Your funny story or joke bombs

1) "OK ... here's another one you might not care for."

2) "That takes a while to sink in. Around 2 a.m., that's going to seem so funny that you won't be able to go to sleep."

3) "It was funnier last night."

4) "Obviously, you don't know who I think I am."

5) "Bob Parker told me to tell you that. See Bob, I told you it wouldn't work."

Then blame everything you possibly can for the rest of the speech on "Bob." It is a running gag and can be very funny. Funny faces and guilty looks are a must here. It must be acted out. The audience has to know you are making this up or it's not funny.

6) "That was a quote from the great philosopher Yogi Berra, who also said 'Half of baseball is 90 percent mental.' "

Or you can claim it came from the company president. It's a silly thing, but it gets you off the hook and gets them laughing.

7) "Some of you look puzzled. You don't know if I was making a serious point or making fun." ... (long pause) ... "To tell the truth, I don't know either!"

When a joke bombs [and I guarantee 99.9 percent will], always pretend you were serious and making a point.

Situation: You forget your talk or freeze up.

1) "I just wanted to pause here in case any of you have lost your place."

2) "My mind is wandering and my tongue is following it."

3) "I seem to have lost my train of thought. Train? It's more like the whole railroad."

4) "Presentations are like freight trains... all of a sudden an empty car goes by."

Situation: You run out of things to say before the time allotted is finished.

1) "Well, I gave you a five-minute refund on your investment of time."

2) "Blessed be he who, having nothing to say, refrains from giving wordy evidence of the fact."

Situation: You stumble over the pronunciation of a name or word.

1) "I just spent $1,000 on my eyes, and now my mouth's not working."

2) "Sorry, these are rental lips."

3) "Wow, I seem to be rejecting that tongue transplant."

Situation: You Cough, Sneeze, have a hoarse throat or...

1) "Please excuse me. I sound like the car I used to drive in high school."

2) "You may have noticed I'm coughing (sneezing, sniffing and so on) a little. Please forgive me, as I am just recovering from the South American Lizard Fever."

3) "I've got to get that fixed."

Situation: You trip and fall.

1) "I will now take questions from the floor."

2) "Did you notice graceful wasn't in my introduction?"

3) "I'm a trained professional. Don't try this at home."

4) "Hey, this is an acquired skill..."

Situation: When there are microphone problems with buzzing or squealing.
Responses: (Say in concerned tones while looking to the left)

1) "You know I'm actually starting to like these sounds."

2) "Ok, Microphone, you take the lyrics, I'll take the melody."

3) "Whatever it is, it's getting closer!"

4) "Obviously someone in the control booth has heard me speak."

This content used with permission of the author. For more information visit:
<> (for html format).

Getting Things Done: Time Management Tips

This set of suggestions for increasing your productivity and reducing clutter were taken from several issues of Taylor's Time Tips, an electronic newsletter and used with permission of the author. Harold L. Taylor is the author of 'Making Time Work for You.' Subscribe to Taylor's Time Tips at <>.

TRANSLATING GOALS INTO ACTION - To be successful, we must translate future goals into present action. Goals cannot be accomplished in the future, for the future never comes. Where we are in one year, two years or three years is determined by what we are doing today. So once we have written down our goals and assigned target dates, we must schedule time each week, or if possible each day, to work on those goal-related activities.

FOCUS IS THE KEY - According to research, one unit of focused time is equal to four units of broken focus. You can accomplish the same amount of work in 10 minutes of focused time as you can in 40 minutes if you're not focused. (Article source: <>)

THE TIMED AGENDA - To prevent meetings from dragging out, issue a timed agenda. After consulting with the other people who are responsible for presentations, allocate a specific amount of time to each agenda item. Be sure to allow about 20 percent more time than you think it will take. With a deadline to work towards, each item will have less likelihood of being dragged out.

WHERE THE TIME GOES - According to Michael Fortino of Priority Management, Americans spend

  • Five years of their life standing in line.

  • Two years trying to return phone calls.

  • Eight months opening up direct mail.

  • Six years eating.

  • One year searching for misplaced objects.

  • Four years on major household chores.

Where does your time go?

Quotes To Think About and Use: Leadership Quotations on Communication

Remember that silence is sometimes the best answer. (The Dalai Lama)

Who speaks the truth, should have one foot in the stirrup. (Turkish proverb)

The most important thing in communication is hearing what isn't said. (Peter F. Drucker 1909-)

Be concise in your writing and talking, especially when giving instructions to others. (Epictetus 50-120, Greek stoic philosopher)

Honest disagreement is often a good sign of progress. (Mahatma Gandhi 1869 – 1948)


Today's humor consists of a link to a site for MBA students rife with humor related to "things they don't tell you in school." In addition to cartoons and pithy statements, the section called, "Crash Course in Management Speak" is particularly funny. So, take a break and visit <>. Laughter is the best medicine!

Interesting Management Articles on the Web: Business Communication

Occasionally it helps to read content out of the normal stream of public health for interesting insights. The following Web site, , offers links to content in a variety of business communication topics including:

The topics are quite relevant to our job functions even if not relevant to public health.

Management/Leadership References to Buy, Borrow or Read Online

The Emotional Intelligence Quickbook: Everything You Need to Know to Put Your EQ to Work, by Travis Bradberry and Jean Greaves. Fireside, 2005. $19.95. (Amazon)
Are you really successful if you are both an office success and a curmudgeon? This books explains the four skills that make up emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Up your EQ.

Bullies, Tyrants & Impossible People: How to Beat Them Without Joining Them: The Foolproof 4-Point Plan for Your Life, Home, and Work, by Ronald M. Shapiro and Mark A. Jankowski. Crown Business, June 2005, $25.00. (Amazon)
It would be surprising if you had not had a bully, a tryant or an impossible person in your work environment. What do you do about it.? This book helps readers "harness the power of ... N.I.C.E. to outnegotiate, outsmart, outmaneuver, outlast, outlogic, outthink, and outwin life's bullies, tyrants, and impossible people...." Their four-step process will help you keep your cool without taking on the traits of these people. The four-step process involves neutralizing emotions, identifying type, controlling the encounter, and exploring options. Seems like a pretty reasonable method of coping.

General Articles

Articles in this section can be on any topic, including leadership, personal knowledge management or rants.

The future is coming… And... the leaders are leaving

Emerging Leaders Network of Minnesota: A new leadership development model - www.mpha/eln

Tricia Todd, MPH, was staff to the Emerging Leaders Network from 2002-2004. Tricia has worked with the Minnesota Department of Health since 1993. Between 1993-2004, Tricia worked on contract with the Minnesota Department of Health, and consulted with a number of other organizations. Tricia is presently in a joint position with the Minnesota Department of Health, the University of Minnesota Health Careers Center, and the University of Minnesota School of Public Health continuing her work in the area of workforce development. Tricia has served as president of the Minnesota Public Health Association, and is presently the Affiliate Representative to the APHA Governing Council, and a Board member in the Health Administration Section.


Demographic data show potential retirement rates in public health near 35 percent, with more than half of those people in leadership positions. This news sent warning bells to current leaders in Minnesota and was a driving force in the development of Minnesota’s Emerging Leaders Network. In 2002 the Minnesota Department of Health, in collaboration with Minnesota’s Public Health Association and Local Public Health Association with funding from the Robert Wood Johnson National Excellence Collaborative on Leadership Development, joined forces to put together a leadership development program with a twist. Instead of providing leadership training to individuals already in leadership positions, this program was designed to identify and develop future leaders.

A steering committee of members from each partner organization began developing the Emerging Leaders Network (ELN) in July 2002. By November 2002, a program, and the application process, were in place. From an administrative point of view, creating and establishing the Emerging Leaders Network was a complex endeavor. The initial task involved creating a steering committee. After defining roles, the steering committee began developing a vision to describe and define what the leadership program would look like. The steering committee of very committed current leaders in public health spent hours developing a vision for the Emerging Leaders Network program. Even the name was carefully crafted to reflect the essence of the program --identifying and creating a network of emerging leaders.

Minnesota Public Health Leaders

Many current public health leaders in Minnesota were invited to have input in the development of the program, and were given the title of “advisors.” These folks were often tapped to provide key information for the program’s development. The program gradually took shape, and the content reflected the work from the National Turning Point Leadership Collaborative. Six practices of collaborative leadership provided the foundation for the curriculum and two additional topics 1) building ethical and resourceful professional networks, and 2) creating a personal leadership development plan rounded out the full curriculum.

Defining an Emerging Leader

The greatest challenge was defining an emerging leader. The steering committee eventually agreed that a flexible definition would allow us to look at what a person had already done in their career, but more importantly, what they hoped to do in the future. Through a survey of more than 40 current leaders in public health, we defined a set of qualities that describe an emerging leader. Those include people who:

  • Are highly motivated and enthusiastic;

  • Have a desire to learn and be mentored;

  • Are inclined to assume responsibility;

  • Can manage ambiguity;

  • See challenge as opportunity ;

  • Enjoy working with others in a collaborative environment;

  • Have the ability to share leadership, power and recognition;

  • Have integrity and are dependable;

  • Seek ways to grow, develop and work toward self-improvement;

  • Possess a positive outlook;

  • Value diversity and actively seek diverse perspectives;

  • And, for the purpose of choosing them as members of the ELN, have a supportive environment to practice and apply the skills and knowledge gained.

Once a definition was in place, the application process was designed. Following the advice of other leadership institutes, we chose individuals that would both gain from the program and contribute to the learning of the other members in the group.

Designing the Program

The program was designed using adult learning theory, and was primarily experiential in natures. Cohort members would learn more about collaborative leadership and the specific skills that allow someone to be an effective collaborative leader. They would also spend significant time learning about their own strengths and challenges in being a collaborative leader. In addition, cohort members would be challenged to recognize the value of professional networking, and would be given tools to assess their own professional networks and then work on building a network — both among themselves and with other leaders in Minnesota.

Progress to Date

The Emerging Leaders Network program is now in the third year. The program has been considered a tremendous success by those who have participated, and by those who have been engaged as faculty and guests. A long-term outcome is yet to be measured, but the program has been successful in raising the awareness of the need for leadership development and shining a spotlight on individuals who are interested in being considered future public health leaders.

The Emerging Leaders Network was started with funds from the Robert Wood Johnson Turning Point Program. To meet the funding requirements, an Emerging Leaders Program Development Handbook was created to allow other states and organizations some guidance in beginning their own leadership development programs that focus on emerging leaders. To access that Handbook, visit <> and click on 'training tools.'

If you have thoughts or opinions or a response to these statements, please address them to the editor: Laura Larsson <>.