From the President In our continued quest to shake things up and change the status quo, this year’s Fall Conference was held for the first time in Northern Colorado in the beautiful town of Loveland! Committee Executives, Gini Adams and Vickie Moore, coordinated the details of the venue and food ensuring we were well taken care of. Additionally, we had a diverse mix of veteran and new members participate in the conference and another panel of amazing speakers! Please read on to get some insight on the topics that were presented. As anyone who has attended a conference knows, the group is always invited to attend dinner with the Executive Committee Thursday evening at a local restaurant. This year, we enjoyed Italian cuisine from Biaggi’s Ristorante. The restaurant surprised us by packing up our dinner leftovers in individual containers. As a team, we all agreed to donate the food to a local shelter. Committee Members, Gini Adams, Carrie Rico and Cindy Stults found that the shelter had closed for the evening, so instead, took time to deliver food to needy individuals around the area. I acknowledged these fine ladies and their generosity during the conference, but again, I would like to highlight them and their heartfelt service. I am also proud to report the success of our very first food drive that was held in conjunction with the conference. Of the 30 or so people who attended, we collected 67 pounds of goods! I would like to give another special shout out to Vickie Moore who delivered the collected goods on our behalf to the Larimer County Food Bank. It is with great sadness that I report a situation that has occurred with one of our team members. Terry Huskins, a long-standing member of the Executive Committee and this year’s President-Elect, reported to us he experienced some medical complications that would require him to step down from the team. Terry has been a very active, supportive team member to us and the committee over the years and he is going to be missed. We all wish him the very best.

Current Executive Committee Member, Tanya Rippeth, Director of Human Resources at Vail Valley Medical Center, will transition into the President-Elect role. Tanya has been a great asset to our team thus far and I am confident we will work well together as we transition duties and responsibilities this coming year. Please see related article for more information on Tanya. The Executive Committee will soon begin planning and preparation for the 2017 conferences. The team will be preparing goals for the year which will be published in our Winter Newsletter in December. As usual, we welcome any ideas for topics and suggested speakers for us to consider to ensure we are meeting your needs, while also providing opportunity for networking and hopefully some relaxation. This newsletter contains information on dates/locations for our Spring and Summer Conferences. Mark your calendars and recruit your friends! I am excited to report that for the 17th consecutive year, CHAHRM was awarded ASHHRA’s highest award – the 4-Star Chapter Management Award! CHAHRM is one of the country’s premier HR chapters as demonstrated by our track record of awards, along with many of our chapter team members earning personal acknowledgements and awards over the same time period. At the ASHHRA Conference this past September, Pamela Drake was individually honored with the 2015 Chapter Achievement Award. This award is earned after an individual has received three recommendation letters from chapter members who attest to the nominee’s contribution to the chapter and/or the health care human resources field. Congratulations again, Pam! I was not able to attend the ASHHRA Conference, but during our own CHAHRM Conference, I was honored with ASHHRA’s 2015 Chapter Officer Award. Thank you to the team members who nominated me for this award. It is so rewarding to be a part of this professional organization and I look forward to serving another year as your Chapter President.

F cus CHAHRM’s Quarterly Newsletter

Fall

2016

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In closing, I would like to extend acknowledgment to each member of our Executive Team who volunteer their time to keep our amazing chapter up and running: Greg Thress, Pam Drake, Tanya Rippeth, Gini Adams, Sharon Greenman, Brenda Greicar, Vickie Moore, Jayme McGraw, Michelle Pollart, Barb Lutz, and Gail Finley. Thanks for all you do!

Sincerely,

Mandy L. Crockett, SPHR 2016/2017 CHAHRM President Director of Human Resources San Luis Valley Health mandy.crockett@slvrmc.org (719) 587-1462

Upcoming Events

Mark your calendars!

March 2 & 3, 2017 Spring Conference Manitou Springs, CO June 22 & 23, 2017 Summer Conference Breckenridge, CO Watch your email for Save the Dates and Invites and information is always available on our website at www.chahrm.org.

Career Strategies As the Career Strategies Director for CHAHRM, I assist individuals with job searches in the human resource field, within and outside of healthcare, on a confidential basis. I network with a number of recruiters both locally and nationally. If you have a need, or are aware of available positions, please contact me as soon as possible. All inquiries are kept in strictest confidence. Thank you so much! Please check the CHAHRM website to post a position or upload a resume. Using the page to post your positions benefits you and CHAHRM: CHAHRM members receive a 25% discount; and CHAHRM receives 50% of the revenue driven by the job posting activity.

Brenda Greicar CHAHRM Career Strategies Director Vice President, Employee Benefits Woodruff-Sawyer and Company bgreicar@wsandco.com

(720) 593-5408

Scholarship News The CHAHRM association is a strong advocate for continued education and growth in both the Human Resources and Medical field. To support further education in both, CHAHRM awards a $1000.00 scholarship to be applied toward an HR certification and an Allied Health program. This year’s recipient of the Allied Health scholarship is Tracey Banks of Heart of the Rockies Regional Medical Center. Tracy is currently a Staff Technologist/Lead Mammographer and is pursuing her MBA in Healthcare Management. Samantha Pomerantz of Centura Health, Corporate Human Resources was awarded the PHR scholarship. Samantha is currently an HR Specialist and is excited to continue to build her career towards a leadership role within the Centura Health System. In 2017 Samantha will

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be studying and testing for her PHR Certification. Congratulations and best of luck to both recipients!

Michelle Pollart CHAHRM Scholarship Chair Human Resource Manager Prowers Medical Center

michelle.pollart@prowersmedical.com (719) 336-7119

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CHAHRM Surveys Update An attractive benefit of CHAHRM membership is utilization of and access to the association’s survey process. Through this process, members can make inquiries to their HR colleagues about day-to-day issues, policies and procedures, and management challenges. Submit requests to chahrmsurveys@ hotmail.com. Survey requests are conveyed to HR professionals in the CHAHRM mailing database. When a response is provided, it comes to the CHAHRM survey email address. The response is then forwarded to the requester, they tally the responses, and send the tallied responses back to the Survey Coordinator for posting on the Survey page of the “Members Only” section of the CHAHRM website.

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We realize everyone’s schedules are very busy and our recent participation rates with the survey process have proven this to be true. Our response rate has been low and we’re looking for ways to increase the number of responses we receive and improve the overall functionality of the survey. If you have any feedback or insight about this process you feel would help us further enhance the survey program, please don't hesitate to share your feedback with me or any other member of the CHAHRM staff.

Tanya Rippeth CHAHRM Surveys Coordinator Director of Human Resources Vail Valley Medical Center tanya.rippeth@vvmc.com 970.479.5080 | 970.471.3893

Meet the President-Elect

Tanya currently lives in Edwards, CO and works at Vail Valley Medical Center as their Human Resources Director to support over 900 employees. She received her Bachelor’s from Colorado Mesa University and holds her Master’s in Business Management from Phoenix University. In December of this year, she will complete her final exam for her CEBS certification from Wharton University. In addition to CHAHRM’s Survey Coordinator, Tanya is a member of High Country Human Resources, ASHHRA, COSHRM and SHRM. Tanya has over 20 years of human resources experience, 10 of these years in healthcare. She thrives on change and challenges to improve processes in a team oriented and collaborative environment. While understanding there is no right or wrong decision, choosing the best decision in the moment is her standard. She has managed successful teams and projects and would transition seamlessly this year to the role of President-Elect and then confidently lead our CHAHRM organization for the next two years as President. Tanya is excited for the opportunity to be your next President-Elect to represent you, the Colorado Healthcare Association and our profession.

CHAHRM Meeting Minutes General Meeting – October 14, 2016 Loveland, Colorado Mandy Crockett welcomed everyone and meeting was called to order at 9:12 a.m.. Mandy called a motion to have the 3/11/16 minutes approved. Approved by Pam Drake. Seconded by Gini Adams. Treasurer’s Report: Greg Thress reported CHAHRM currently has approximately $26K in the account, $8K in expenses and$37K both accounts. Membership Report: Vickie Moore reported CHAHRM had between 130 to 140 members and she encouraged enrollment. She spoke about the changing fee schedule to accommodate organization budgets and timing: sliding scale fee beginning in 2017; incentives for referrals to increase membership; discounts to fees. Details will be published in the Winter Newsletter. Career Strategies: Brenda Greicar reported 7 HR openings in Healthcare. She clarified if any organization has an opening and would like to advertise via CHAHRM to email her at bgreicar@wsacd.com. Communications/Online Services: Jayme McGraw asked for volunteers to write summaries for the newsletter. Articles are due to her by October 21st. Any pictures taken during

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the conference should be sent to Jayme for the newsletter and the website. Scholarships: Michelle Pollart reported an email went out to gain interest in scholarship application. Michelle explained CHAHRM’s scholarship opportunities and the process. She announced two selections were made for a recipient of the PHR/SPHR/CHHR certification (Samantha, Centura) and one recipient of the ancillary scholarship (Tracy, Heart of the Rockies). Surveys: Tanya Rippeth discussed the process of surveys and how it could impact each member by contributing and viewing the results. The process was explained to ask all members to respond to a survey with data or with a response stating they have nothing to contribute to the data if their organization truly does not. All responses are appreciated. Tanya stated we would begin to put the survey data on the membership site of CHAHRM for access since the data was not currently available due to a web update. Tanya asked for ideas/suggestions regarding different techniques to manager our communication better. Sponsors/Business Partners: Mandy recognized the CHAHRM sponsors and each vendor was able to introduce themselves and their products, encouraging members to stop by their table during break to learn more. Old Business: Mandy recognized Gini, Carrie Rica and Cindy Stults for taking leftover food from our membership dinner the night before to downtown Loveland and distributing to any person in need. This was an unplanned event and these three members were honored for their decision to take action. New Business: Terry Huskins, current President-Elect asked to step down from position. This action triggers an election and membership voting. More information will follow via email. Canned food drive during conference will be managed by Vickie M. who will drop food at the food bank in Larimer. March 2nd and 3rd will be the Winter CHAHRM conference in Manitou Springs.

June 22nd and 23rd is the Summer CHAHRM conference, TBD. September 2017 is the ASHHRA conference it Seattle, WA. Attendance was encouraged. Mandy motioned to close the meeting at 9:28 p.m.. Submitted by Tanya Rippeth for Christie Velasco CHAHRM Secretary Employee Relations Manager Parkview Medical Center cnv@parkviewmc.com (719) 584-4560

Are You an ASHHRA Member?

Your answer to that question should be. “Yes!” Here’s why: The American Society for Healthcare Human Resources Administration (ASHHRA) of the American Hospital Association (AHA) is the nation’s only membership organization exclusively dedicated to meeting the professional needs of human resources leaders in health care. Founded in 1964, ASHHRA represents more than 3,500 human resources professionals across the nation. ASHHRA is governed by a 13-member board of directors, four standing committees, and more than 45 affiliated chapters who are all committed to enhancing the profession and moving forward toward one common goal – excellence in health care human resources. Check out all the great things ASHHRA has to offer. Then, click here to review your ASHHRA membership options and join today!

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A REVIEW OF PRESENTATIONS FROM THE FALL CONFERENCE!

2016 ASHHRA/PwC Saratoga HR Metrics Tool

Benchmarking Survey Results Speakers: Kristina Dunphy, & Annalyn Jacob, PwC Saratoga

PwC Saratoga and ASHHRA have partnered to offer the HR Metrics Tool to enable ASHHRA members to benefit from PwC Saratoga’s expertise in workforce, HR measurements, and knowledge of the healthcare industry and obtain relevant benchmarks for critical metrics. Data was collected from January to April 2016 and reflected data for the calendar year 2015. Benchmarks represent data from a total of 115 U.S. organizations. Here are some to the metrics represented at the CHAHRM Fall Conference. Turnover - Voluntary Separation Rates continue in increase steadily. Voluntary Separation Rates for Hospital Turnover. 2012 10.1%; 2013 11.4%; 2014 12%; 2015 13.8% All industry: 9.2% Bedside Nurse Voluntary Separation Rates: 2012 11.2%; 2013 12%; 2014 12.6%; 2015 13.9%; l Quality of Hire - Bedside Nurse 1st Year Turnover increased in 2015. First Year of Service Turnover Rate: 2012 26.4%; 2013 28.6%; 2014 28.3%; 2015 28%; All industry: 22.6% Bedside Nurse 1st year of service turnover rate: 2012 19.6%; 2013 19.9%; 2014 18.8%; 2015 23.4%. How can data be used to predict who will leave the organization. What drives voluntary nurse turnover. Findings from PwC research. Nurses need to be scheduled the right amount of hours, but not too few! Nurses that worked fewer hours were more likely to leave. While this accounts for both standard and overtime hours, the percentage of overtime hours is an additional factor that impacts flight risk with the impact differing by organization. There seems

to be a “sweet-spot” in the number of hours worked at which point attrition risk increases. This “sweet-spot” is organization specific. The more work hours decrease flight risk. Fewer work hours increases flight risk. Key takeaways would be to consider alternative work schedules as a solution to perhaps help mitigate flight risk. The impact of mandatory overtime work versus voluntary overtime hours might differ. Though more hours don’t necessarily trigger exit - instability in assigned shifts does. Stability in work shift segments encourages nurses to remain with the organization. The amount of volatility over the course of a year in work schedule increases flight risk. In general, the shift nurses are assigned make no difference in a nurse’s likelihood to leave. The length of time between shift changes is an important factor not explored. Key takeaways: closely examine the scheduling process and look for ways to provide more stability in the shifts worked, where possible. The frequency of changes may be a critical factor in flight risk, e.g., consistency in shift segments from week to week versus month to month or even quarter to quarter. Work environment is key to whether nurses stay or leave. The impact of the department on attrition risk is complex. Both department size and vacancy rate had an impact on nurse attrition. Nurses working in large departments or departments with higher vacancy rates were at a higher risk of leaving. When department metrics are combined, the impact on attrition can change. The type of department/division seems to make a difference. Nurses working in trauma divisions had a lower risk of leaving. Key takeaways: Though unable to be tested in our study, nurse manager span of control may play a large role in the effects found related to department. Pay close attention to the role nurse managers are playing and the support they receive in large, potentially unstable departments. Yes, pay matters! When nurse pay is at least 80% of the market rate, nurses are less likely to leave. This is also more important than peer equity. However, peer equity maybe important in rural areas. When nurses are paid at or above the median salary of their peer group, nurses are less likely to leave. Key takeaway: Developing a well-

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informed compensation strategy is critical to retaining nurses, by finding the right balance between market competitiveness and peer equity. Certain characteristics are tied to higher attrition risk. A number of demographics factors were found to be drivers of flight risk: Nurses with higher tenure are more likely to remain with the organization. Millennials are more likely to leave the organization. Males are less likely to leave the organization. Key takeaways: While certain characteristics cannot be changed, look for ways to implement retention programs for new employees, millennials, and women, along with other at-risk and pivotal populations. Implementing findings. Actionability - It’s important to distinguish between flight risk drivers that can be acted on versus those which the organization is unable to act on. Demographic factors are the least actionable as they cannot be changed. Other drivers may not be actionable due to your organizations constraints, e.g., compensation increases Implementation - Consider the finding that have been shared and the data you have available to examine them more closely in your organization. Identify strategies and retention programs that focus on the drivers identified. Flight risk modeling - Consider ways to implement predictive analytics to look at your own flight risk issues. Identify hypotheses unique to your organization and what data you would need to test them. Greg Thress, SPHR, CCP, CBP Director Human Resources Operations Denver Health and Hospital Authority Greg.Thress@DHHA.org (303) 602-7001

“Accountability – More than a Buzzword" Speaker: Evan Abbott, MSEC In today’s business world there are so many buzz words thrown around that they lose their effect. Such words as Buy-In, Best practices, Hard Stop, just to mention a few, are so over utilized that they no longer make an impact. “Accountability” is set to be one of the newest

additions to the growing list. Looking at “accountability” what does it truly mean? How is it defined at the individual, managerial, and organizational level? Accountability is a compliance based system of answerability. So, why is accountability avoided? For starters there is more focus on assigning of fault, than learning from past behaviors, legal consequences, and the thought that Accountability=Punishment. But to change the avoidance of accountability organizations need to change their culture by how results are measured and reported, how successes and failures are reached, and how ownership is supported/encouraged and rewarded. The presentation by Evan Abbott was upbeat, informational, and engaging while making the audience really appreciate the meaning and usage of Accountability in our everyday lives. Michelle Pollart Human Resource Manager Prowers Medical Center michelle.pollart@prowersmedical.com (719) 336-7119

“Burning UP while Burning Out! How to Keep Your Inner Fire Burning” Speaker: Howard Baumgarten

Howard Baumgarten, a licensed professional counselor, spoke to us about how to keep our fires burning for our profession without reaching burn out. He states everyone reaches burn out at certain times in their career. What we need to learn is what to do when we reach or get near the burn out stage and what to do in order to fuel the fires of our passion for our job.

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Howard states awareness is key. Understanding the causes and the signs will help in knowing what tools and strategies to put in place. He states there is a specific type of burn out in the healthcare industry. It is called compassion fatigue. Whether we are healthcare providers or are HR professionals, we are drawn to healthcare because we want to “take” care of others. We have the compassion for others and want to make all things right for them. Howard states trying to achieve this is not always possible. Once we realize this we can better understand what to do before we reach burn out. What are the causes and symptoms of compassion fatigue? The causes can be one or all of the following – having ever increasing work demands, having to do more with less resources, having an inherent desire to help and care for others but finding we can’t always make whatever it may be better for them. The symptoms of compassion fatigue/burn out can show up in many physical, emotional or behavioral signs. Headaches, stomachaches, high blood pressure, irritability, concentration problems, low energy, overwhelming anxiousness, relational conflict, increase in substance use, withdrawal, eating issues, and sleep issues are all signs of compassion fatigue/burn out. What do we do? Howard says we need to implement the following strategies and tools. The strategies are having clear expectations, knowing our boundaries and setting boundaries for others, taking time for ourselves every day, and realizing in most all of what we do, it is a marathon not a sprint. The tools to use are in the acronym ZENS. Z is for Sleep. Get adequate sleep each night. E is for Exercise. Do 20-30 minutes of exercise at least 3 to 4 times per week. N is for Nutrition. Eat healthy, well balanced meals and many small meals per day. And lastly S is for Spiritual. Nurture your spirit. Examples are journaling, listening to music or inspirational talks, or even planning a vacation. You have to take care of yourself before you can take care of others. To really have it hit home, Howard had us go through several exercises to identify the causes of what may be our individual stressful and frustration/anger situations. After identifying the situations, we identified the signs of how it

affects us physically, emotionally and in our behaviors. By identifying the causes and the signs we are able to now take action with the strategies and tools he gave us so we are “Burning UP while Burning OUT and we are Keeping our Inner Fire Burning”. Vickie Moore Director of Human Resources Orthopaedic & Spine Center of the Rockies vmoore@orthohealth.com (970) 419-7007

Health & Welfare Benchmarking Survey Results & “Regulatory & Hot Topics” Roundtable Discussion Speakers: Brenda Greicar, Woodruff Sawyer followed by Greg Thress, Denver Health A BIG thank you to the 19 CHAHRM members who participated in the survey this year. Below is a summary of the results.

• Overview o 13th year of the survey

Nationally, 2nd year in Colorado, 1st year for CHAHRM members

o Participants: Nationally - 4,171, Colorado - 66, Healthcare - 663, CHAHRM - 19

• Healthcare Inflation o While still higher than inflation,

Medical increases have been slowing over the past few years

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dropping from 8% in 2011 to 5% in 2015

o 56% of survey of responses expect their healthcare premiums to increase 1-5% in 2017

• Affordable Care Act (ACA) o 30% of responses said 3-4% of

their cost increases were attributed to the ACA

• Plan Designs o PPO plans have been the

majority of all medical plans entered for many years. In 2016, 47% of all plans entered were PPO. This is slightly down from 47% in the prior year. While PPO plans decreased slightly, the number of HDHP plans increased over the past five years from 22% to 37%.

o PPO deductibles have increased over the past 5 years from $500/$1,000 to $1,000/$2,000

• CHAHRM survey results observations o CHAHRM and Colorado

Specialty Drug copay is $250, avg. is $60

o CHAHRM HDHP average Deductible is $2,000/$4,000, avg. is $2,500/$5,000

o CHAHRM HDHP average Coinsurance is 85%/50%, avg. is 90%/60%

o CHAHRM and Healthcare industry Dental coinsurance for Major services is 60%, avg. is 50%

o CHAHRM PPO monthly premium for family coverage is $1,438, 15% lower than avg.

o CHAHRM HDHP monthly premium for Employee coverage is $574, 21% higher than avg.

o CHAHRM HDHP monthly premium for Family coverage is $1,647, 17% higher than avg.

If you participated in the survey and have not received your individual custom report, or if you are interested in receiving a custom report,

please contact Brenda Greicar at bgreicar@wsandco.com. Brenda Greicar Vice President, Employee Benefits Woodruff-Sawyer and Company bgreicar@wsandco.com

(720) 593-5408 ______________________________________“The Best Way to Predict the Future Is to Create It” Speaker: Scott Friedman Think of the tune “Happy” from Pharell Williams and play that in your head. Scott started out saying that laughing is good for you – it is sugar free, cholesterol free, no MSG, fat free, etc. We did a brain teaser activity to start off the session. Pick a number between 2-9 Now multiply that number by 9 You should have a two digit number – add those digits together Subtract by 5 Now correlate that number to a letter in the alphabet – if it is 2 your letter would be B Think of a country that starts with that letter Now take the last letter of that country and think of an animal Take the last letter of the animal and think of a color Then he said that there aren’t any Orange Kangaroos in Denmark! Most everyone had that as their result. Create a happier healthier workplace by adding value and fun! Continue to move forward but to enjoy what we do. When was the last time your heart raced with fear? Try and challenge yourselves. “Comfort never produced greatness” Scott had a lot of quotes – “The illiterate of the future are not those who cannot read and write, but those who cannot learn, unlearn and relearn.” Alvin Toffler Enjoy what we do everyday Scott threw out a lot of questions and gave away $2 bills. For example –anyone with a bday that day or week or month, anniversaries, etc. He

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had a $2 bill for the person who was most sexy and that ended up being Greg Thress and he wore it well! When asked what made him sexy he said it was his humility. What is Celebration? This reminds us of what is important, catching people doing something right. Staying passionate in what you do. Don’t walk but DANCE! Celebration =’s engaged employees. Full engagement represents an alignment of maximum job satisfaction with maximum job contribution. Change your attitude from deadline to finish line. Having a difference in approach. How can employers engage their employees? Celebrate more! How much celebration do you have in your life and how much celebration do you want in your life? What do employees want to feel recognized? 1 – Inclusivity-giving everyone a voice and feeling part of a team. Example – Richard Branson gives his ee’s his person cell #. 2- Gratitude 3- Play-letting go of negativity and live in the moment 4- Surprise – element of the unexpected. Giving them more of what they want. On the spot recognition. IGPS – TURN ON YOUR GPS WHEN YOU GET OUT OF BED – chances are that most of your days will be good days. He wanted us to have a reminder of this – we used the universal symbol of “hang loose” He broke down the acronym. Gratitude: An attitude of gratitude makes all the difference. Attitude is the single most important characteristic. What if everything in your life was taken away? And then given back to you – would you have something to be thankful for? Play the game – for 30 days anything that could be negative in your life – find the gift in the negative. What is the gift in those situations? Play Best of the Best – best meal, best thing that happened in your day. We all did this activity at

our tables. His example was that he had a SAAB and he was so proud of his car. One day his car was stolen from his garage. He celebrated that he had a car that someone wanted to steal! Remember that there is always someone in another place on earth who is less fortunate than you. Take a moment in staff meetings to celebrate – what is going well. Scott talked about starting a giving ritual. Give employees a chance to participate in something that is meaningful in their life. Always have a gift to spontaneously give someone. Try 10 coins – put 5 coins in each pocket. Every time you are positive move a coin from left to right pocket and every time you are negative move a coin from right to left. Goal is to have all 10 coins in your right pocket. Have a post it party – when a coworker is out – give everyone post it notes and have them write words of encouragement about that person and put where they can find them. Handwritten Thank you’s go a long way. “In 12 years of research, I have never interviewed a single person with the capacity to really experience joy who does not also actively practice gratitude.” Brene Brown Play: Have a good sense of humor. The highest form of humor is the ability to laugh at ourselves. Be able to laugh with your employees. 2 important questions – Have you decided you want it to be fun? What are you doing to make it more fun? Scott gave the example of the company Zappos. – They are in the business of delivering happiness. Create fun and a little weirdness. There is a National Day Calendar. You are only limited by your creativity. Have fun with the National Day Calendar. Have a re-gifting party or a Got Talent party instead of a DJ or band. Be Creative! Looking to the future – always be innovating. What’s next? What will it take to stay on the

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cutting edge? You either get busy living or get busy dying. Surprise: How can you tap into what your employees enjoy? Surprise them with a phone or something meaningful to them. Who is responsible for the events/parties? Have a celebration committee. Last challenge: Redesign one celebration at work. “We are all angels but with only one wing, and only by embracing each other we fly.” Luciano De Crescenzo Scott had many quotes throughout the day that were very thought provoking. We did many

activities. He had lots of energy and engaged the group with different questions and activities. It was a great session to sit in on and writing about it doesn’t do it justice. You really needed to be present to get the full feel of his presentation. Kyndall Coffman Human Resource Generalist GVH – Senior Care Center kcoffman@gvh-colorado.org (970) 648-7052

Many thanks to our sponsors/exhibitors!