Is Time on Your Side?
OIWC Professional Development topic of the month
As Mick Jagger so famously belted out, "time is on my side.” For a multi-millionaire rock star who can afford countless personal assistants, this might be true. But for everyone else, juggling a career, family, friends and personal time can seem like quite a challenge. So what’s the secret? Get organized!

• Tara Moeller: Marketing Manager, Specialized Bicycles   
• Megan McGovern: Sales and Brand Development Manager, Overland Equipment   
• Elizabeth Howland: Owner,and How Marketing

The evening is a great opportunity to learn something that is useful for your career as well as to meet and network with OIWC members before and after the discussion. Spaces are limited so register now. Thank you to the sponsors of this event:

                 

• Boulder
  
• Burlington
  
• Seattle
  
• Portland

To be successful in today’s economy, you can’t ignore that 85% of all consumer purchases are made by women – including home and business purchases. To help OIWC members better understand the power of this purchase power, this month's professional development topic is focused on marketing to women.

By offering online articles, co-hosting an Outdoor Retailer seminar with Women's Adventure Magazine, hosting a Regional Event in San Carlos (CA) and Network Nights around the country, OIWC offers tips to tap into the power of this $7 trillion American market segment (which exceeds the size of the entire Japanese economy).  Learn more by visiting the August resource page. And be sure to register for this month’s upcoming events.

Thanks to Women's Adventure Magazine for support of these awards!

Nominations are being accepted from now until August 16 for the 2010 OIWC Bike Industry Pioneering Woman and First Ascent awards. The nomination process is quick, easy and can be completed online. Please nominate individuals who will be at the upcoming Interbike trade show and who are able to attend the OIWC awards ceremony on September 23, 2010.

The Outdoor Industries Women’s Coalition is a membership community dedicated to developing leaders, supporting women in their career endeavors and generating champions to inspire other women. One way we do this is through recognizing our peers in the industry for their significant contributions. We encourage you to show your support by nominating your mentor, a co-worker, employee or anyone who has inspired you within the Bike Industry. Find out more about the OIWC awards and past award recipients.

Photo: Ashley Korenblat of Western Spirit Adventures accepts the first Pioneering Woman Award for the bike industry in 2006. Other recipients include Ariadne Delon Scott (previously of Specialized), Deborah Hubsmith (Safe Routes to School), and Georgena Terry (Terry Precision Cycling).

Thanks to Women's Adventure Magazine for support of these awards!

OIWC is seeking two volunteers – one for each region. The ideal volunteer lives in or near one of these two regions and is comfortable making ‘cold calls' to encourage companies to join OIWC. OIWC provides all the tools, training and support you need to be successful in this role.

In addition, OIWC's Regional Outreach Committee is seeking a lead volunteer for the Boulder (CO) area. This volunteer leads a team of volunteers to coordinate OIWC Regional Events and Network Nights. It's a great way to expand your personal network, while gaining new skills for your résumé.

Interested? Fill out a volunteer form to learn more.

Nominate your mentor, a co-worker, employee, or anyone who has inspired you within the Bike Industry for their leadership contributions. Nominations are being accepted from now until August 16 for the 2010 OIWC Bike Industry Pioneering Woman and First Ascent awards. The nomination process is quick, easy and can be completed online. Please nominate individuals who will be at the upcoming Interbike Tradeshow and who are able to attend the OIWC awards ceremony on Sept 23, 2010.

Find out about past OIWC award recipients. 
Thanks to Women's Adventure Magazine for support of these awards!

The data doesn’t lie! In today’s slowing economy, you must consider these statistics:

• Women account for 85% of all consumer purchases, including everything from autos to health care
• 70% of new businesses are started by women
• 91% of women feel like advertisers don’t understand them

Learn how you can incorporate this great information into your career. Network before and after the discussion. Register now.

Volunteer Recognition Dinner: All OIWC members are encouraged to attend! Get away from the craziness of the show and enjoy a relaxing dinner while networking with other OIWC members. All volunteers who attend receive special recognition for their contributions to OIWC. You must be an OIWC member to attend, but you do not need to be a volunteer or a trade-show attendee.

• WHEN: Wednesday, August 4, 7pm
• WHERE: Copper Onion, Salt Lake City, Utah
• COST: $30 pre-payment includes all food; purchase cash-bar items separately

Space is limited and pre-registration is encouraged. Register today! 

Thanks to Osprey for providing volunteer gifts and support of the dinner!

Seminar: What Women Want (and how to convince them you’ve got it): In partnership with Women's Adventure Magazine, OIWC hosts a panel discussion aimed at understanding the female consumer. She doesn't fit one mold: there's the hard-core adventurer, the first-time triathlete, the stroller-jogging mom, and one lucky lady who's all of the above. What do they have in common? From the moment they get online to their first long run in a new pair of shoes, these women want an authentic, custom-fit experience. In this panel discussion a designer, manufacturer, merchandiser, retailer and marketing/media guru offer tips to talking to these different women, keeping your message authentic and leaving a long-lasting impression with your female audience.

• WHEN: Thursday, August 5, noon - 1 pm
• WHERE: Salt Lake City Marriott Downtown, Salon D
  

Learn more and read about the panelists. No pre-registration necessary!

Outdoor Retailer Forum: OIWC members, take advantage of the Outdoor Retailer forum on OIWC.org. Whether you’re looking for a roommate or a breakfast buddy, want to promote your favorite events or wondering what the ‘must-attend’ events are, this is a great way to connect with other members.

Don’t be shy… post your questions and events today. (P.S. There’s one for Interbike, too!) You must be logged in as an OIWC member to post to or view this forum.

Join OIWC and local industry leaders at REI for a panel presentation on Marketing to Women,August 19 from 4:30-7pm. Panelists will discuss how they market to this highly educated consumer group and why you should too. You will also have the opportunity to network with other OIWC members before and after the event. Space is limited, pre-registration is encouraged. 

 

          

Thanks to REI, Mountain Hardwear, Royal Robbins and The North Face for support of this event.

Panelists shared experiences and insight on how they made tough decisions in their careers. The discussion covered:

• Working with fear
• Managing upwards
• Building a Board of Directors with your network

There are three ways your company can work with and benefit from OIWC:

• CORPORATE MEMBERSHIP in OIWC boosts your human resources programs, providing your employees with professional development resources as well as networking and learning opportunities – online and in your area…for only $250/year!
• MARKETING SPONSORSHIPS focus on a specific program or event, and are customized around your marketing goals to help you get your brand in front of industry professionals and female consumers.
• GIVE BACK with a 100% tax-deductible donation and help build an industry where women have the opportunities, skills and confidence to succeed in their careers.

To learn more, download the NEW Corporate Partnership brochure or contact us today.

Hear from local industry leaders on how they market to this highly, educated consumer group. In addition, network with panelists and other OIWC members before and after the panel presentation.

Register now!  The event will take place at the REI store in San Carlos.

Of those 100+ volunteers, some take the commitment a step further by joining the OIWC Board of Directors. As a Board member, they wear two hats: strategic development of the long-range vision and a specific leadership role.

OIWC does not simply recruit 'warm bodies' for the Board of Directors. Each Board member is selected for specific skills that will be applied in dedicated roles. Currently, OIWC is seeking new Board members for five roles, listed below. Nominations are due July 23; self-nominations are encouraged.

• Secretary: Supports the board with recording activities and taking notes of meetings; is also responsible for understanding the OIWC "rules” – to help guide the Board
• Corporate Membership Services: Works with the HR departments of Corporate Members to ensure their employees are taking full advantage of their OIWC membership
• Regional Programs Committee Chair: Leads the Regional Programs Committee, nurtures current successful regional presence and develops a strategy to develop new regional relationships
• Professional Development Content: Oversees the development of OIWC Professional Development topics and content
• Fundraisers: Communicates and encourages financial support for OIWC from corporations and individuals

Learn more and submit a nomination today.

• Build a diverse group: Fresh perspectives can be healthy.
• Network, use social networking tools, industry partners and the OIWC: How about those Network nights!
• Volunteer: Develop contacts through volunteering can be a great way to meet others.
• Find a mentor! Use a mentor for your career decisions.
• Experience: Your experience is valuable. Trust it.

• 78% of members agree that the opportunity to attend regional events make OIWC membership even more attractive.
• 88% read the OIWC newsletter for news about upcoming events – the number one topic that garners attention in the bi-monthly email.
• For women working in smaller markets, building a cyber community is the preferred route: 76% use OIWC.org to network and 70% report using the OIWC website to access on line articles that pertain to her career.

In 2010, OIWC is focusing on providing resources to help you advance your career. The year kicked off with panel presentations, discussions at network nights, webinars and articles on the OIWC website. Be sure to check out the Professional Development Topics for a library of articles that focus on Developing a Clear Career Path, Persuasive Communications and Negotiations, Ins and Outs of Workplace Benefits, and more! This benefit is available to all OIWC members at no additional cost.

There are many different ways to tackle an important decision, ranging from immediately responding from immediately responding to slowly mulling over the options. OIWC asked a few industry professionals how they make their best decisions and where they look for support.

Read the full article

Join OIWC on June 23rd at 11amPST / 2pmEST, for a webinar focused on Interviewing Skills, presented by Lori Harrod, Co-Founder of plum: Fresh talent. Juicy careers.

Lori will share tips for interviewing such as:

• How to prepare for a phone, in-person or panel interview
• What questions to ask the recruiter or hiring manager
• When and how to follow up

This webinar is only open to OIWC members. Register today.

Can you help OIWC ensure that each volunteer finds the best fit for her goals, whether it’s networking, attaining new skills or simply learning about the industries? OIWC is seeking women with experience in volunteer management and / or human resources to help in a few areas, including: interview new volunteers, understand their goals, and place them in the right volunteer role; assist with the backend data management and tracking related to the volunteer program; and write and post volunteer job descriptions to the OIWC job board.

• FREE limited subscription to SNEWS – the industry’s best source for outdoor and fitness news – and a great discount on a full-access subscription
  
• Pro-deal forms from Cascade Designs and Haiku by Sharon Eisenhauer
• NEW BENEFIT: Access to the OIWC team on ProMotive – for pro-deals from Marmot, Moving Comfort, CamelBak, Yakima, Isis and ExOfficio, with more brands being added soon.

Check out the Member Discounts page on the OIWC website to learn more about how to take advantage of these great offers from OIWC's corporate partners.

Please note: You must be signed in as an OIWC member to access these resources.

The event is moderated by Kristen Sagan, Corporate Responsibility-Sustainability Manager at Columbia Sportswear and Treasurer of OIWC, and includes four panelists from the Portland area:

• Errin Cecil-Smith – Marketing Director, Ahnu/Tsubo/Deckers
• Michele Flamer – Board of Director, National Association of Retail Buyers
• Susan Parker – Chief Executive, Frank Creative
• Linda Tom – Marketing Manager, KEEN, Inc.

Space is limited; register today!

(photo: Kristen Sagan, event moderator, takes a spin on a bike inside Columbia's headquarters in Portland)

Thank you to Yakima, Columbia Sportswear, and REI for supporting this event!

• Donate online today with your Visa, Mastercard or American Express
  
• On a budget? Divide a donation into multiple payments. For example, divide a $100 donation  into $25 for four months. Simply select "Number of Payments" on the donation form.
• Work at a sponsor company? OIWC appreciates sponsor companies and the commitment they demonstrate to the women in the outdoor industry. As an employee of a sponsor company, all of the resources available through OIWC are available to you for free (including your membership). Consider making an individual contribution to support the professional development programs – a $20 donation goes a long way towards future events.

It’s a powerful statement. And one that OIWC believes speaks to a more "feminine” style of leadership, which includes and empowers.

OIWC members act on the pledge daily – each in her own style. Affirming the pledge can be as simple as viewing an OIWC-hosted webinar over the lunch hour to hear from one of the expert women in the industry who volunteers her time to share some business knowledge. Or attending a network night or panel discussion in your region and bringing a colleague whom might also benefit from OIWC. 

Many members go a step farther and volunteer for OIWC on either a project or ongoing basis. A little known but impressive fact about OIWC is that all of its programming, content and operations is delivered with just two part-time paid employees, with help from a diverse group of women in the industry who volunteer their time and energy.

OIWC members wanting to act on her pledge can click here to learn more about upcoming events  or volunteer opportunities  Have a unique talent and want to give back to the industry? Let OIWC know.

photo: OIWC members share their wisdom on a panel at the SIA trade show

• Monthly Topic Pages highlight tools designed to equip, educate and support members as they pursue their professional goals.
• Check out the Career Satisfaction Survey Results to find out what women thought about career opportunities, compensation and benefits.
• The OIWC Guide to the Industries is a detailed resource designed to help navigate new careers in the outdoor industries, and turn passion into a profession. Topics covered include information about the industry, tips on networking, resume building, and interviewing.
• Looking to improve your leadership skills? Check out some of the highlights from the Executive Roundtable Discussions.

• Bay Area, CA – hosted by Haiku by Sharon Eisenhauer
• Boulder, CO – hosted by Women's Adventure Magazine
• Seattle, WA – hosted by Outdoor Research Professional Development

• WHEN: April 21, 2010 at 11AM PST
• WHO: Led by Kristin Carpenter-Ogden, President and Founder of Verde PR & Consulting
• COST: FREE for OIWC Members

• Flexible work schedule
• Supportive work environment
• Professional development and education
• Health and compensation packages
• Quality of fife and passion for the industry!

• Carolyn Cooke, Co-Founder/President, Isis - an innovative, performance driven apparel company for active women.
• Colleen Clark, VP of Human Resources, Eastern Mountain Sports - a New England based retailer since 1967.
• Berne Broudy, Authentic Outdoors - a Vermont-based writer and photographer.
• Anne-Marie Dacyshyn, PR Director, Burton - the world’s leading snowboard brand.

In January OIWC had the opportunity to recognize outstanding women in the Outdoor and Snowsports Industries. The OIWC Gathering at the Outdoor Retailer Tradeshow on January 23rd honored the Outdoor Industry Leadership award winners. The Pioneering Woman Award was presented to Wink Jackson, Zeal Optics and the First Ascent Award was presented to Devon Sibole, Outside PR.

During the OIWC Lunch Gathering at the SIA Tradeshow on January 30th OIWC honored the Snowsports Industry Leadership award winners. The Pioneering Woman Award was presented to Amy Magyar, Burton and the First Ascent Award was presented to Kelly Maggs, REI.

All four winners stood in front of their nominators, respected colleagues and peers to accept these coveted awards. As they humbly accepted the awards it was clear to everyone in attendance why these ladies were the winners.

Read more about this year's winners along with previous recipients or nominate a deserving leader you know..

Many of us have worked for a company that informally supports flex time, but does it really work without an official flex time policy in place? How many times have you been in the office by 7am so you could leave at 3pm, but when it comes time to leave early, you get a few ‘looks' as you exit? The same applies to working or coming in late and working late, regardless of the reason.

We've all seen it and wish it doesn't happen, but it does. And what's worse is that often one person turns their questioning looks into questioning the manager as to your schedule. Then, you get questioned and typically are asked to get back on a "regular” office schedule, at least for a period of time.

To be able to have flex time without an official policy, you need to have strong upper management support and management at all levels willing to deal with a variety of schedules to keep their team happy. A manager who trusts and supports your schedule, trusts the work is getting done and makes sure other employees know it.

It's hard to manage various schedules and the larger the company, the harder this may be, even if management wants it to work. So what about implementing an official flex time policy or as REI calls it a ‘customized work environment' or CWE? They implemented a flex time policy that has helped their bottom line. How? Happy satisfied employees = better productivity. In today's economy, where promotions and salary increases are far and few between, implementing an official flex time policy could be a way to retain and attract employees.

It would be interesting to hear from some OIWC members on this topic. Please share some ideas that could help with implementing flex time in your company. Does your company have a flex time option? Is it an official policy? How does it work? Tell us your experiences on this topic. We all work in these industries because we are passionate about our lifestyle and getting outside. Let's help each other make our industries an even better place to work!

Whether you are getting ready for adoption or a new baby, taking care of a family member or yourself with a serious medical condition, there will be a lot happening in your world. For me, taking family leave was definitely worth it, but it certainly wasn’t easy. The mental and financial preparation was quite an experience.

The first step is to pitch the leave to your HR dept and your boss. You need to prove to them that your job will be covered while you are out of the office and out of touch. This is not an easy task and can cause some serious mental anguish because, in reality, it is not 100% possible. Your ‘master plan’ involves coercing your team to help cover you while you are out, setting up adequate communication between the team and your manager, telling your business associates who to go to while you are out, and setting some reasonable goals for the team to achieve while you are gone.

However, a good plan may not be enough. What about all the day-to-day things that change? Everything might look good on paper but what happens when something unplanned comes up? Even if HR and management signed off on a great plan, flexibility is needed to deal with how the unexpected gets handled.

My advice: be ready for the plan to change and have some alternative scenarios set up. You know your team, your workplace and your manager, so consider the possible realities. Also, don’t say you’ll be available if something comes up right away because, in reality, you won’t be able to. You may think you can handle it, but you’ll have other priorities… You could be comforting a 1-week old baby, trying to breastfeed, or terrified that you are doing something wrong — a call from the office about any BS will not be welcome. Be real and let it go.

Things likely won’t go according to plan and the best you can hope for is that (1) your team will move forward in some aspect — they will because there are some great people on your team, right? and (2) you will still have the same job when you return. After a few weeks of being out, you may want to touch base with the office in case some damage control is needed.

Now the financial preparation for leave isn’t much easier. If you are eligible, you may have some vacation or sick days you can use for part of the leave. If you are lucky, you work for a company that provides a paid leave. (If you work for a company that does, please tell us so we can promote them!) Most likely you will try to work additional hours prior to your leave to help cover your missing salary while you are out. This will help pay for the bills that keep coming even though you aren’t working. The down side is that you are trying to work more when you have a lot of personal preparation to do. It may not be the best time to work more, but the additional funds will relieve some of the financial burden of taking time off.

As you plan your leave, create a budget immediately so you can see how you are – and will be – spending. Understanding your finances is important to reducing the stress of your situation. The impact of not bringing a paycheck, combined with additional costs related to the reason you are taking a leave, can be immense. Look for ways to cut costs now and in the future. Once again, face the reality and do the best you can. In the end, it usually works out somehow.

I don’t want this to a deterrent from people taking a leave, but consider it a reality check. In the end, it is worth it — life is about family and giving back. For me, being able to spend time with a newborn and getting to know each other was definitely worth the difficulties. We are lucky that we can take a family leave and still be guaranteed a job at the end, especially in today’s economy. We can only hope that our employer will work with us to helps make this life transition easier in some way.

In the recent OIWC Career Satisfaction survey, the highest ranking benefits relating to family are paid family and/or medical leave (76% said this was important) and allowing her to work flexible hours following family/medical leave (77% said this was important). If you are currently employed with a company that has these benefits, rejoice! Not all of them do. If you don’t, encourage your company to work towards these benefits so that employees can keep the jobs they love while caring for their families.

 It would be nice to hear about experiences people have had regarding medical leave. Tell us the good, the bad and the ugly. Even better, let us know about the companies that offer great benefits to their employee so we can give them the kudos they deserve. What is your advice on how to make taking medical leave easier?  Please share!

No argument there, but HOW does a person get others to follow them? The answer is: through their leadership style. In 1939, psychologist Kurt Lewin identified three major leadership styles:

• Authoritarian or Autocratic – a “command and control” approach, with decisions made by the leader with little input from the team. Decision making is often less creative, but this style works well in situations where decisions need to be made quickly.
• Participative or Democratic – considered the most effective leadership style; group members feel engaged by providing input to the decision-making, even if the leader determines the final course of action.
• Delegative or Laissez-Faire – the least productive of all Lewin's leadership styles; leaders provide little guidance and group members typically lack motivation and cooperation.

Lewin's concept focused on the style of the individual while more recent research suggests that good leaders use a situational approach which identifies the best style of leading in a particular situation or type of workplace.

Today, there are many theories on leadership styles. One example is outlined in “Primal Leadership”, in which author Daniel Goleman looks at emotional intelligence as a way for leaders to connect with people. Goleman specifies six leadership styles:

• Visionary – moving people towards shared dreams.
• Coaching – connecting what a person wants with organizational goals.
• Affiliative – creating harmony by connecting people to each other.
• Democratic ­– gets commitment through input and participation.
• Pacesetting – meets challenges and exciting goals.
• Commanding – soothes fears by giving clear direction in an emergency.

Goleman's theory is that the most effective leaders are able to move from one style to another, choosing the best style for the situation.

Other theories offer different definitions of leadership style, but most research agrees that no one particular style of leader is always the best. The trend in recent years has been a shift from the traditional autocratic, top-down approach to a more collaborative, team-focused style. However, the key to success is usually for the leader to be authentic with a style that suits their personality in addition to finding the right approach for a particular organization and situation.

Of course, we all have an idea of what we think we should be paid, but there are many other factors that we take into consideration — it's not just salary but the entire compensation package: benefits, bonuses, other company perks. In addition, “quality of life” can be impacted by other things such as location and commuting distance, hours of operation, travel requirements, etc. Without knowing more about the company and the position, it is impossible to come up with a salary figure that is balanced against all these factors.

For example, I used to work for a company that was located about 6 blocks from my house. For 5 years, I walked to work everyday, regardless of the weather, and I loved it! Aside from the physical and mental benefits, it meant that I barely drove my car — my mileage dropped to a few thousand miles a year. Not only did I have more time and less stress from not being stuck in traffic, it saved me money thanks to reduced insurance and operating expenses. Together, these factors might have convinced me to take a lower salary to work at this company rather than a similar position at a company requiring a commute by car.

Career advice will tell you to never reveal your expected salary until you are seriously being considered for a position. Negotiation strategy says don't be the first to show your hand. So what do you do when a prospective employer insists that you state your salary expectations?

My thoughts:

• Avoid answering if possible — if you want to acknowledge the request, include a comment about being happy to discuss the matter once you have a better understanding of the position and its responsibilities and/or the overall compensation package.
• If they really insist, do your homework — learn as much as you can about the company and the position, ask smart people for advice, look for examples at similar companies, check out online resources.
• Before you answer, consider what's important to you — what do you want to make, what do you need to make, what benefits or perks are important to you (and what would it cost you to get them elsewhere if they're not provided), how interested are you in the position or the company.
• Provide a range — depending on the salary, a range of $10,000 – 20,000 is probably appropriate; depending on the position, you may also want to comment on what you expect for a bonus (whether you provide a dollar amount or a percentage, give them a range for it as well).

Most companies already know what they are willing to pay for a particular position. The cynic in me believes that they ask the question in order to weed out those who expect too much (or too little) or to determine how low they can go if they were to make an offer. Personally, I would prefer to have a dialogue on the subject when both parties have a better idea of what each has to offer. The optimist in me thinks that this would give both sides the opportunity to negotiate a satisfactory solution.

What do you think? How have you handled this issue? I'd love to hear your thoughts — particularly from those on the recruiting side. Give us you ideas and suggestions!

Key findings from this year's survey:

Likely due to falling gas prices and the trend toward the stabilization of housing markets in most states, relocation and commute issues have declined significantly in their impact on attracting and retaining key talent.  However, limited resources and budgets have made it more difficult to offer competitive compensation when hiring.

One question asked women to identify her most important career issue:

• The work-life balance provided by my employer: 47.3%
• I have a meaningful role within the organization: 24.9%
• The career progression provided by the organization: 18.1%
• I work in a comfortable, inclusive environment: 6.3%
• My company's commitment to important issues: 2.3%
• My company is open about sharing knowledge (cross training, financials, etc.): 1.3%

Clearly, work-life balance is number one, but what is interesting is that having a meaningful role within the organization and career progression are both much more important than other issues identified by women in the survey.

In January, Ali Sacash-Johnson presented an overview of the survey findings at Outdoor Retailer and SIA. At both events, she also provided some great suggestions on how companies can address the top three issues identified by women in the survey and increase the satisfaction of the female employees – for little or no cost.

Given the current economy, it seemed like a good time to review these ideas. Companies of all sizes are under pressure to do more with less. But while companies may be willing to make changes, they are likely to be increasingly risk averse, particularly when it comes to anything involving money.

Ali's ideas provide inspiration for both managers and employees on how they can improve employee satisfaction without having much of an impact on a company's hard costs. Programs such as mentoring or skills development and policies such as flexible work schedules and time off in lieu of additional pay are creative and desired ways our industry can retain and attract committed female workers.

For a summary of Ali's suggestions, check out “5 Ways to Improve Women's Satisfaction” on the August professional development resources pages.

For more inspiration on how to create change in your organization, take a look at the other resources for this month, including the SNEWS article on “Innovative and positive ways to rock the boat in your workplace”.

And, of course, if you have any thoughts on the best ways to create change, we'd love to hear from you. Just add your comments below.

So, it is helpful if you can talk about yourself in a way that tells a story not just about what you did but that is useful in a particular situation, such as giving an example of what you did to solve a similar challenge that you or your organization is facing.

A great way to do this is to develop PARs. A PAR is a summary or story that outlines a Problem, the Action taken and the Results. PARs are useful to include in resumes and cover letters when you are applying for a job, but it is good to have a repository of PAR-structured stories you can use as needed.

Here's an outline of what should be included in a PAR:

• Problem or situation — what were the circumstances that needed to be addressed; it could be the need to achieve a certain level of sales, meet production deadlines, reduce costs, etc.; focus on anything that is part of your job responsibilities or your organization's activities
• Action — what did you do; how did you address the issue and what steps did you take; stick with an overview rather than the details but be sure to include information that illustrates the abilities you want to promote about yourself, such as problem-solving skills, leadership ability or innovative thinking 
• Results — what happened; what were the results of your actions; if you can quantify results, even better

Documenting your accomplishments as they happen will help you capture details that are useful in writing PARs. Crafting the story for a PAR can come later, but it is key to write at least a few notes to help you remember the key facts. These notes can also be used to outline what you have done when it comes time for performance reviews or similar discussions.

If you are going to be at Outdoor Retailer, please join us for an OIWC Gathering at the prAna booth (#10027) on Thursday, July 24 from 4:30 – 6:00 pm. There will be music, drinks and an opportunity to network. At 5:30 pm, a special OIWC Pioneering Award will be presented posthumously to Sean Patrick of the HERA Foundation.

If you are in marketing or sales, this is a big part of your job – you need to convince customers to buy – but it applies to everyone. As you manage your work and career, you will need to get someone else to agree to what you want – whether it is asking for time off, negotiating a raise or recommending a new way of doing things.

For the greatest chance of success, you need to plan ahead. You are not the only person involved so you need to consider the other person’s point of view: What do they want or need? What are their motivations? What objections will they have to your idea or suggestion? 

Once you have a perspective on the “other” side, you need to create a strategy. Depending on what you are negotiating, your strategy doesn’t need to be complicated, but it should take the following into account:

▫         How will you start the conversation and position your idea?

▫         Do you have the answers to any questions they may ask?

▫         What will you say to overcome any objections?

The key to success is to find a way to meet the goals of both sides. In addition, you need to consider what success means to you – it may not be getting what you asked for going you. It is up to you to determine what you will be happy with.

Whether they are looking advice, to buy product or to fill a position, people are more likely to reach out to someone they know rather than a complete stranger. The purpose of networking is to not be a stranger to the people who matter to you.

If you are job hunting, the people who matter to you are those involved in hiring – the hiring manager, human resources and other key influencers in the company. Skills and experiences are important but the right people still need to know who we are. You want someone to say “I know the perfect person for the job” with you in mind.

So how do you get to that point? First, get to know who the right people are. Then, let them get to know who you are.

By targeting events or activities related to your interests, you will have the opportunity to meet the “right people”. For example, if you are looking for a job in the bike industry, try focusing your attention on events at Interbike.

Do some research in advance to learn about the companies you might be interested in working at, and find out the names of some key people at those companies. Be prepared to ask questions – people like to talk about themselves and what they know; it will help you gain insight into the industry, company or a specific role.

You should also be ready to talk about yourself. Prepare – and practice – a quick intro that outlines who you are, what you've done and what you are looking for. It should be a concise “elevator speech” (think 30 seconds) that provides key points about you and your capabilities. Be prepared to share some or all of it at the drop of a hat; it should come out sounding natural and conversational.

Remember, networking is about creating relationships and building a community; it is a two-way street. Look for common ground – it is a great way to connect with someone – and tap into each other's expertise or passion for a particular subject.

There are plenty of tips and tricks on how to network better – check out the Professional Development page on Networking for some suggestions.

We'd love to hear from you… What is networking to you? How often do you network? How important is it to you in your professional life?

When she was told that as a woman she couldn't join an expedition to climb Mt. McKinley, Arlene Blum recruited five other women and in 1970 led the first women's team up Mt. McKinley.

“When everyone says it's impossible, I go, well, I must be on the right track,” Blum told 65 women gathered last Thursday night at an OIWC Regional Event at the REI store in Berkeley, California.

In addition to an inspiring slide presentation highlighting her many mountain ascents, including the first American and all-women's ascent of Annapurna I, Blum led a compelling panel discussion of industry leaders focused on setting and achieving your personal and professional goals.

The panel included Julie Skirving, General Manager of Overland Equipment, Thayer Sylvester, Co-Founder and CEO of Carve Designs, and Laura Miera-Verniers, VP of Global Production for Marmot Mountain Ltd.

The three women on the panel brought diverse backgrounds and experiences, but a few common themes emerged as they traced their own career paths.

• Find a way to love what you do. Sylvester traded in a career in private equity management to start a women's surf-inspired apparel company. She said in the past she had often found herself bored in various jobs after less than two years. She and her business partner have been running their company for six years now and she has no idea where the time has gone.

• Set goals for yourself. Skirving said she's more effective at reaching her goals when she's involved in setting them than when someone is setting them for her. She recommends writing down both personal and professional goals and putting them away in an envelope at the start of each year.

• Something has to give. Miera-Verniers said women are used to balancing life, kids and work. You want to do it all, but that's impossible. She said as a woman you want to do so much, but you have to ask, “What am I willing to give up personally?” You have to prioritize what's important to you.

What do you think?  How do you make it happen for yourself?

You've thought long and hard. You know what you want to do. But now what? How do you make your dream a reality? As Stephen R. Covey says in The 7 Habits of Highly Effective People, "Begin with the end in mind."

With the end in mind, you can start planning how to get there. You would do this if you were driving somewhere, so why not do it for your career. Since a career goal is not on any map, you will need to do a couple of things. First, determine your destination and, second, set some milestone goals. To increase your chances for success, your goals should be SMART – Specific, Measurable, Attainable, Realistic and Timely.

SMART goals will help you develop a plan that is realistic and achievable. And, as you create these goals, be as detailed as you can. This will enable you to clearly understand how you are doing as you work towards your end goal.

Not only are SMART goals important, but so is timing. Make sure you check on your progress at regular intervals and consider: How close are you to achieving your goal? What is helping you be successful? What is getting in your way?

There is nothing that says you have to stay true to your original plan. As you evaluate your progress, consider making adjustments based on what you have accomplished – or not accomplished – so far. Did you set your goal too high? Will it be difficult or impossible to achieve? Did you learn something that changed your mind about what you thought you wanted? Is there now something else that you would rather do?

Don't be afraid to change direction. Use your knowledge and experiences – as well as the knowledge and experience of others – to shape your goals and your career path.

Let us know what you have found most useful in planning your career path. What worked for you? What didn't work? Where did you find inspiration? Share your thoughts…

• Pam Kroll, Osprey
• Liz Knowles, REI
• Tammy Deranleau, Garmin
• Cindy Imber, Columbia

• Determine the best venue(s) for delivery of Professional Development content, whether at trade shows, regional events, or online
• Develop member benefits most important to you
• Better understand and improve upon our volunteer program

• March (online): Understanding the resources available to you
• April (Berkeley, CA): Developing a clear career path
• May (online): The importance of networking

• June (Seattle, WA): Persuasive communications and negotiations
• July (online / Outdoor Retailer): Promoting yourself to get ahead
• August (online): Creating change from within

• September (online / Interbike): Discussing compensation
• October (online): Communicating with men (and other women)
• November (Boulder, CO): Getting to the top rung of your company

• December (online): Understanding Family Medical Leave Act
• January (online / Outdoor Retailer / SIA): Making flex time work for you
• February (online): Quality of Life benefits...discounts, professional development trainings, season passes and more

For those who attended as well as those who couldn’t make it, we’ve put together a few tidbits of what was overheard in each of the breakout sessions.

New to industry

·         Know who you are and what you’re looking for

·         Match the industry’s needs with your skills; be able to articulate your key accomplishments and relate them to the outdoor industries; practice, practice, practice, so that it comes naturally

·         Network – get to know people and make sure they know who you are; keep in touch with the people you meet

·         Get involved in activities related to the industry – volunteer for charity events, non-profits, etc.

·         Get someone to help you better understand yourself – it could be a career counselor or a friend

Transitioning within the industry

·         Be open to options – the imperfect opportunity may help you find the perfect opportunity

·         Understand what really motivates you; be true to yourself

·         Is location really important? Opportunities can be anywhere

Re-entering the workforce or transitioning to different work/life balance

·         Get help and take some of the pressure off

·         Even if you spend all the money you earn on getting help, it will give you the opportunity to pursue your passion through work and have more time with family (get rid of the guilt fairy)

If you were at the event, we would love to hear from you. What did you hear? Please let us know if you have anything thoughts to add.

If you weren’t able to make it, send us your questions or suggestions. We’d love to hear from you.