Newsletter Women of AT by liaoguiguo


									                                 IN THE W                                   RLD

             The Fifth Annual Professional Development Conference was held
                         March 16-19, 2000 in San Antonio, Texas

     This special conference edition of the Women of AT&T in the World is being
    produced so that we can share this event with all of the members of Women of
                AT&T. We hope that you find it interesting and useful.

  A big thanks goes out to the Women of AT&T Chapters that co-hosted this years
     events, they were Dallas, San Antonio and El Paso, Texas Local Chapters.
  They did an outstanding job and we all appreciate their hard work and dedication.

           We’d also like to thank those who have contributed to this newsletter

Published: April, 2000                 Women of AT&T   Published: October 1999   Page 1 of 18
                          Conference Highlights

   "Educate a man and you have an educated person; educate a women, and you educate a

   Jack Welch directed his top 600 managers to find a mentor among the ranks of the younger,
    more computer fluent, to gain insight and comfort with this fast-moving technology. This was in
    response to concerns that GE was not moving fast enough into the Internet Age. (What a great
    idea; acknowledge that new employees bring unique skills and team them with top leadership.)

   How do three of AT&T's top female leaders (Stephanie Hauge, Sally Muscarella, Regina Egea)
    balance work and family? #1) Carve out a set period of the evening to devote to
    children/husbands; #2) Get up 2 hrs before their children to work e-mail; #3) delegate as much
    as they can.

   In this time of rapid change, we are all making hard career choices. This will require you to "get
    out of your skin"; endure the risk of failure; and overcome the fear of the unknown. You can't
    escape this; it is the way of American corporate life.

   Per Michael Armstrong, "The merger of AOL and Time-Warner totally vindicated our
    Broadband strategy."

   Per Phil Tonge, VP Consumer Services, Southwest, "Don't believe all the bad news about
    CCS; we still generate $8B in profit; we are the Cash Cow. As a separate entity, CCS would be
    #53 on the Fortune 500, out earning Coca-Cola."

   No one had a good plan for ensuring the "Work/Life" balance. Many leaders try to survive on a
    schedule of 4/5 hrs of sleep per evening.

   Women equal one-half the work force; they earn 50% of the BAs; 33% of the MBAs; they hold
    .05% of CEO positions on the Fortune 500.

   One of the most powerful networks in Silicon Valley is the Female CEO Potluck Dinner held
    once a month. Major venture capitalists are asking to join them.

Highlights provided by Sharon Gauert

Published: April, 2000                     Women of AT&T      Published: October 1999     Page 2 of 18
                               Keynote Speakers

                                 C. Michael Armstrong
                                        President of AT&T

   Wireless Tracking Stock. AT&T stock price has traditionally been based upon a multiple of our
    earnings. Certain portions of our company, such as wireless, do not earn a profit; then
    generate revenue, but it is funneled into new equipment and expansion. Therefore, Wireless
    can have a negative impact on the stock price. Stocks, like Wireless, are measured under a
    different standard, "the dot com" standard; stock price is based upon future earnings.
    Armstrong believes that pulling Wireless from ATT "prime", will allow the Wireless portion to
    rise, based upon its future, and improve the earning posture of ATT "prime". Wireless revenue
    growing at 40%/annually.

   AOL purchase of Time Warner. This purchase vindicates our direction to Broadband. AT&T
    has "bet the bank" on the shift from "narrow" band to Broadband. Armstrong believed we had
    to own our Broadband infrastructure. Trials in place are doing very, very well --- in many cases
    better than anticipated.

   Surprises for Mike after he took the job.
     Mike was amazed that we were still running large areas of our business on the aging IBM
       mainframes that he had originally sold AT&T when he was with IBM.
     He was also stunned at the problems we seemed to have in handling billing. One of his first
       projects was to kick off analysis of the situation. There were several attempts to "fix" things.
       Billing was then outsourced to IBM.
     ATT seemed to be extremely level conscious--he would like to blur the line with technology.

   We are living in an amazing time of change. Some major drivers are accelerating the current
    pace: (1) borders are coming down all over the world--you can't prevent people from knowing
    what is happening outside. (2) deregulation is bringing innovation to the market. (3)
    globalization is here--all large companies have a global presence; we are getting better at
    working across cultural barriers.

Published: April, 2000                      Women of AT&T     Published: October 1999      Page 3 of 18
C. Michael Armstrong – continued

   Some interesting numbers.
     Fiber is being deployed at an amazing pace. Fiber capabilities used to double every 18
      months; now it is every 100 days. Technology is allowing us to swap the end equipment
      and dramatically expand the fiber capability. And, we need all that capacity---we are
      moving at Internet speed.
     Cash flow from voice is $20M.
     AT&T lost a large contract at Pepsi due to a delay in getting our contracts complete. Our
      contract was a 3 to 4 inch binder; MCI came in with 30 pages--a quick, clear approach to
      Pepsi's problems.

   We have to get costs out of this business. Long Distance service will soon be free---we will
    give it away to obtain local and cable customers. There are jobs we are doing that we can no
    longer afford to do. It is necessary for us to level the playing field so that our costs are

   Customer Service is critical to our success. Many of the systems are aging. People in the
    audience commented on the poorly written scripts. MCI can handle a call in 1/2 the time we
    can; it makes their customer service reps more productive. We are continually changing
    service offerings; this can be a complicated job.

   Our strategy is to work lean and reward the top employees. Our world is too consumed with
    "bands". We should be set up to pay for value and not the level of the person. Armstrong's
    quote, "Grow or you go".

Article provided by Sharon Gauert

                                  John C. Guerra Jr.
                           AT&T Corporate Affairs Vice President

   If you want to get people engaged in your organization, help them obtain a sense of value and
    belonging from it. People want to be in a position where your cause is important to others.
    Give them a vision of what the future looks like.
   Organizations need to take the time to "bring their members along" on a journey of decision
   This is a time of great change. We must be willing to be uncomfortable. Organizations need to
    help their members work through these changes. Change is difficult; it doesn't feel good.
   When we fail, we often blame others: God, parents, spouse, and boss. Takes a great deal to
    look inward.

Published: April, 2000                    Women of AT&T    Published: October 1999     Page 4 of 18
John C. Guerra Jr. – continued

   People have to become engaged before new ideas are presented:
     Provide frequent communication before any decision
     Involve everyone in the decision making process
     You must be able to create enough discomfort to move people to the new position.
   For any BRG, the motto should be "Grow or die".
   Five keys/characteristics to successful organizations:
     1) Growth and value in services provided to members
     2) Be relentless in increasing funds
     3) Understand that all are motivated by the encouragement and potential improvement for
     4) Focus on an appreciation of the arts.
     5) Don't take things too seriously; find a way to re-energize through humor.
   "Where is your membership now? Double it".
   Greatest gains come from understand the answer to, "What is our Value proposition?"

Article provided by Sharon Gauert

                                     Phillip W. Tonge
                AT&T Southwest Region Consumer Services Vice President

   Don't count Consumer Services Out! There is so much talk about CS losing revenue, data
    taking over the world; Phil had some interesting stats on how important CS is to AT&T:
    1) If CS were pulled out as a separate company, it would be #53 on the Fortune 500
    2) CS outearns Coca-Cola.
    3) CS spins $8B in profit---clearly a "cash cow" for AT&T. As Phil said, "Someone has to pay
    for the Wireless and Local expansion".

   CS National Focus:
    1) Maintain a positive churn strategy. 20M accounts go "in and out" every year. The goal is to
    continue to gain.
    2) Focus on the High Value Customer---those who bill over $25/monthly
    3) Identify the "net" customer and keep them happy.
    4) Bundle--build multiple relationships with cable and LD discounts; it strengthens the customer
    relationship and reduces the churn.
    5) Cut costs--we must be in line with our competition, and at the same time, retain our talented
    6) Make fast gains in local market entry.

Published: April, 2000                     Women of AT&T     Published: October 1999     Page 5 of 18
Phillip W. Tonge - continued

   Local Market Entry is Handled Aggressively in Texas. There are three ways for entry.
    1) Resell Bell Service under the UNE plan.
    2) Fixed Wireless, in trial in Fort Worth.
    3) Hybrid cable--phone over cable. Has had great success; 10% market penetration in 3
    Their strategy is "let us pick the best option for your market area."
    Currently CS has sold 139K instances of local service in Texas; 100K are installed; goal is to
    have over 500K by end of 2000. Tonge said that when the target came out; it seemed
    aggressive; they believe it is doable.

   Strategic Threats to our Business:
    1) Bell Long Distance--Southwestern Bell is pushing very hard in Texas; trying to open up LD in
    late April.
    2) Emerging Technology--what new thing is out there. How will PC phoning impact the market?
    What if we learn to reach each others minds?!?

   What Tonge looks for in an employee.
    1) Understand our business
    2) Have industry knowledge; get beyond AT&T; understand customer dynamics, relations
    3) Possess computer and internet skills
    4) Willingness to develop experience in diverse areas along the way; widen your scope.
    5) Qualifications:
         Innovative, thing different
         No fear in the workplace; take risks and feel OK about it.
         Able to maintain stamina in the face of turmoil, because it won't get any easier.
         Place team goals over personal goals.
         Hard worker; the days will be long; the workload is growing.
         Able to accept the challenge of a dynamic future.
         Have a stomach for change. In 8 months, Phil has had 3 leaders.

   Amidst all this hand work and change, we must learn to balance our lives. This isn't easy. Phil
    sets aside time slots for his children's activities. He tries to be able to "cut out" during the day
    for school activities. He finds that is he misses too much of their lives, he feels resentful. Be

   Don't stress over unrealistic expectations and don't expect perfect. We are moving fast; no one
    can do it all. Allow yourself some slack. Reward yourself; recognize the work of others.

Article provided by Sharon Gauert

Published: April, 2000                      Women of AT&T      Published: October 1999       Page 6 of 18
                                 Panel Discussion


        Regina Egea                  Sally Muscarella                    Stephanie Hauge
   AT&T Consumer Services            AT&T Network Services         AT&T Corporate and Shared Services
Innovation and Engineering VP         Access Planning VP               Account and Finance VP

Facilitator:                             Jamie Kiefer
                               AT&T Consumer Strategic Planning
                                      Division Manager

   All felt a strong commitment to mentor other women. They have a real responsibility to support
    others; help them along--both male & female. They have all benefited from mentoring. How
    can we retain our best without this? Stephanie worked with Notre Dame to develop a course
    on Corporate Finances; as many of the top graduates are heading to the brokerage firms.
    Corporate financial executives serve as speakers, mentors, and SMEs.

   Everyone must develop the characteristics of "sturdiness". Jobs and companies are turning
    into revolving doors. If it bothers you, get over it; it isn't going to change. This drives you to
    continually refresh/expand your mentor base.

   Need to recognize early when something isn't going to succeed. We tend to "own" our
    projects. We must learn to be objective and have the courage for "hard decisions". These are
    decisions that are going to cause pain to others; it is leadership's job to deal with this.

   We are in a time of significant, hard changes; they will require you to "get out of your skin"; you
    will be exceeding your comfort zone. The positive here--great growth opportunity.

   When asked about why each of the Panelist has remained with AT&T, they all commented:
     it is a choice that they consciously make and remake all during the year
     each interviews outside of AT&T to provide access to alternative opportunities
     all work diligently to expand their network contacts outside of AT&T; aids them in industry

Published: April, 2000                       Women of AT&T      Published: October 1999       Page 7 of 18
Panel Discussion – continued

   What skills do these women look for when they are hiring:
     Knowledge of the economy and its impact on our business
     Expertise in your field
     Solid credentials
     Experience in a growth field
     Demonstration of your "what" and "how"
     Ability to lead through teaming

   Looking for opportunities?
     Seek new industries; you can become an expert in a much shorter time now.
     Know the recent "waves" of technology
     Be well grounded on Internet protocol and IP
     Get the process view; understand how work happens; and how to make it smoother
     Make the End to End connection; look at the total view; one well running piece will not give
       you the results that are needed.

   Advise directed toward women:
     Watch the children---how are they interacting with technology. They are the future
       consumer; and they are far more creative than we are.
     Learn to juggle. Women will carry multiple roles: mother, spouse, worker, caregiver for
       parents and community volunteer.
     Expand the human dimension; as corporations surge through wave after wave of
       restructure, empathetic leadership will become more valued.
     Set your standards high!
     Build strong, self-reliant organizations; don't make them dependent upon your control.

   How do these women influence their daughters?
     Stephanie Hauge encouraged her daughter to attend an all girl prep school, where she was
      able to develop strong leadership skills; away from competition with males.
     Remember, you are their role model, take care of what you say and how you act.
     Encourage math, science, and technology. Computers can be a great leveler.
     Remember that "their destiny is in our hands"; we must leave a legacy that allows them to
      enter the job market with a level field. As a country, we need their talents.
     Encourage them to be unlimited in their vision and goals.

Article provided by Sharon Gauert

Published: April, 2000                    Women of AT&T     Published: October 1999     Page 8 of 18
                         Conference Workshops
Title: Domestic Violence in Moving into the Workplace
Presenter(s): Carola Spencer
A little over two years ago, Carola Spencer’s life was changed forever when it was touched by
domestic violence. Carola owned a paging company for 12 years. A paging service is a 24 hour
business and it’s hard to keep people motivated at the wage they’re being paid. But Carola had a
dedicated staff.

One member of her staff was a woman named Pam, who was involved in a controlling relationship
and eventually obtained a restraining order against her abuser. The police advised Pam not to
show up at work on the day the restraining order was to be served. However, Pam worked the
graveyard shift and was reluctant to call out for her shift since she knew it would put a strain on the

Pam did go to work that day and was shot and killed by her abuser, Charles. Charles walked into
the paging company with a 22 bolt action rifle and went over to where she was sitting on the floor
filing. He pointed the rifle at her temple and fired at her 7 times. Charles then fired at a second
woman 4 times leaving her mortally wounded, also.

Carola Spencer, hearing the noise, came out of her office and walked towards the area where the
shootings had taken place. She was confronted by Charles and he was crazed. He shot at Carola
several times before hitting her in the head. The bullet hit the top of her head and went
downwards, blowing out her right eye, cheek, two teeth and ripping her tongue. Miraculously,
Carola survived the gunshot wounds.

Charles then stopped and put the rifle under his chin and killed himself. The whole incident took
less than 10 minutes.

Every nine seconds someone is abused and it’s typically women. And more often than not the
abuse doesn’t stop until someone ends up dead.

Carola doesn’t think they could have foreseen what happened at her place of business but there
are things she would do differently now. She said it’s important to have a high level of awareness
of things going on around you. For example, Charles would call Pam 3 to 4 times a day to ask
what she was doing. He would also drop her off at the front door and bring her meals to her
everyday. Carola, said that Pam wasn’t offered help.

Published: April, 2000                      Women of AT&T     Published: October 1999      Page 9 of 18
Domestic Violence in Moving into the Workplace - continued

Also, think about your current workplace environment and plan how you would be able to escape if
a situation developed quickly. Always be aware of your surroundings and listen to what’s going on
around you. Carola said they’ve added security measures at her paging company.

Carola’s story is a tragic one and served as a powerful reminder of domestic violence and how it
can affect anyone.

Article provided by Judy Gentry

Title: Stress Less
Presenter(s): Linda Nash
Presenter: Linda Nash of L. J. Nash & Assoc., Inc is a successful entrepreneur and author. She
is a nationally recognized speaker, author and radio personally. Her audiences take home clear
strategies and practical tools for surviving and thriving through chaos and beyond.

Linda’s “Stress Less” seminar reviewed 10 strategies for reducing stress, provided a “Stress Less
Life Plan” where each participant identified:

1) What I will do to reduce my day-to-day stress.
2) What the team can do to insure that negative stress is minimal.

A one-page survey “Stress Test” identified individual stress levels. She recommends always
being aware of how stress is impacting you and to add at least three stress reducers to your to-do
list every day.

The true cause of stress is the loss of control. The two key factors that determine how stress
impacts you are your attitude of how you look at stress and your ability plus willingness to take

Linda provided 10 strategies for reducing stress.
1) Breathe - Two breathing techniques were demonstrated. First deep diaphragm breathing
     where you take a deep breath inhaling for a count of 6, 8 or 10 and then exhale for the same
     count, 6, 8 or 10. A second technique is alternate single nostril breathing: cover one nostril,
     inhale, cover the other nostril and exhale. Inhale, cover the other nostril and exhale.
     Continue alternating until you feel relaxed.
2) Relinquish –The key here is letting go of anger. Anger only hurts yourself not the person
     you have anger towards. Most of the time, the other person doesn’t know you are angry with
3) Laugh – have fun!
4) Love - Find what you love about your work. List 3 things you like about your job. If you can’t
     come up with 3 things easily than maybe you should consider a finding a new job.
Stress Less - continued

Published: April, 2000                     Women of AT&T      Published: October 1999    Page 10 of 18
5)  Simplify –You can always find a better way. Think of one thing that will improve your life,
    home or job.
6) Exercise –You will feel a lot better. Your energy level will also increase.
7) Value – Value yourself since no one else will. Update your resume each year for yourself.
    You’ll see what you’ve accomplished in the last year and you’ll be prepared for downsizing or
    a loss of a job.
8) Communicate - Everyone has something to contribute. . Learn to say “NO”. Also say NO
    and don’t justify by telling why.
9) Resolve- Conflict is based on disappointed expectations. Make sure your expectations are
    very clear.
10) Thank and Celebrate – When was the last time you got a thank you note for something other
    than a gift? How did it make you feel? Since it made you feel so good, now think of whom
    you need to thank and send them a note.

Linda also provided a one page “Stress Test” to rate how much stress you face and how you deal
with it. This survey and others are available by contacting Linda Nash at Lindaljn@aolcom, phone:
314-725-978, FAX: 314-725-9939 or L. J. Nash & Associates, Inc, P.O. Box 16873, St. Louis, MO

Article provided by Ginny Blake

Title: Mentoring and Teambuilding
Presenter(s): Mary Hamilton
A Mentor is a trusted advisor, a good coach, good communicator, is honest, and has your best
interest at heart. A Mentee is open to feedback and suggestions, is motivated to grow, is prepared,
willing to be uncomfortable, take charge of your career and be proactive.

Tips for Mentors: Confidentiality is very important and you need time to build the relationship.
Tips for Mentees: You must communicate honestly and openly and frequently contact your Mentor.

In order for Mentoring to be successful you need to follow the following steps;
1. Establish a rappore
2. Establish a well defined goal
3. Communicate the purpose and agenda
4. Celebrate successes
5. Track your progress

Article provided by Debbie Magee

Published: April, 2000                     Women of AT&T     Published: October 1999   Page 11 of 18
Title: 101 Tips for Telecommuters - Virtual Office

Presenter(s): Debra Dennocenzo – President, Alternatives

This workshop explored the myths and reality of Telecommuting. A study by the Kennington
Technology Group discovered that telecommuters accomplished 30% MORE WORK in the same
amount of time. Another study, by American Management Association found that 93% of
telecommuters received no training in telecommuting. Ms. Dinnocenzo surmised, "Just imagine
how much more we could accomplish if we did more training in telecommuting!"

Telecommuting is just a subset of the larger group of out of office experiences. These are all
grouped under the heading of Virtual Office. They include: Telecommuting, Teleworking, Remote
Access, Mobile, Hoteling, Telecenters. Ms. Dinnocenzo prefers to call telecommuting teleworking,
because teleworking emphasizes the work that is being done, regardless of where you are located.

The Myths of telework in any form is that it is good for everyone, it's fun, it's a childcare solution,
that it's a 'Perk' and that you always work from home. None of these are true, work is work,
wherever you are,
Teleworking is a mutual benefit for employer and employee. Some benefits to employers include
increased productivity, lower real estate and administrative costs, reduced absenteeism, more
recruitment or retention options and legislative compliance. Benefits for the employee include
increased productivity too, as well as improved morale, increased flexibility (ability to better
integrate work and home), reducing commuting time, reduced time off work and more time with the
family. .

For Telecommuting to be successful attention should be given to these areas:

For the Manager of the Telecommuter
1. Request status on projects
2. Have more frequent checkpoints to keep communication open
3. Base performance on results
4. Have strong interpersonal skills
5. Be technology proficient
6. Have effective coaching and feedback

For the Telecommuter
1. Commute clearly and frequently with co-workers; find ways to build trust, to be accessible, to
   communicate, keep commitments
2. Have appropriate home office space
3. Have adequate environmental and safety features
4. Supportive family/roommates; determine up front how to handle childcare, problem resolution
   and interruptions

For more information:

Article provided by Pam Ippel
Title: Corporate Karate - "Self Defense"

Published: April, 2000                      Women of AT&T     Published: October 1999     Page 12 of 18
Presenter(s): Robert Cabral
Robert Cabral spoke to the entire Women of AT&T-group for breakfast. He incorporated the values
he has learned from Martial Arts (He is a 7, Yes, 7 degree black belt) into values that can be
overcome in every day life. He spoke of obstacles to getting a goal accomplished. Obstacles are
only limits we place on ourselves. We should consider an obstacle as a "presentation of an
opportunity". Once we can recognize the obstacle, we should be able to shatter it; a self-defense
blow shatters much like a board. Most obstacles, the reason we do not proceed towards our goal
are rooted in fear. Instead of focusing on the obstacle and saying, "I can't do that because I...."
focus on the goal. Mr. Cabral strongly suggested setting goals and then meditating 10 minutes in
the morning and again in the evening, focusing on your goals. When you focus on your goal
instead of the obstacle (your fear) you will be focusing on ways to get to your goal.
The second part of Mr. Cabral's demonstration was a self-defense class for a small group. This
was titled "Be Your Own Bodyguard." Techniques were practiced for freeing yourself from a wrist
grab, a two handed grab and a from behind grab. Mr. Cabral emphasized that these techniques
need to be practiced regularly. For more information go to

Article provided by Pam Ippel

Title: Breaking the Glass Ceiling
Presenter(s): Kellye Jones, Ph. D.

Kellye reviewed the numbers of women in upper management; the numbers show very few women
in the high ranks. Most of us already knew that. For example, women receive ½ of the BA in
business and 1/3 of the MBA degrees given each year since 1973. However only 11% of
company officers are women, (89% are men), 11% of company board of directors are women
(89% are men) and .5% of CEOs are women (99.5% are men).

What is this glass ceiling? It’s an impediment to individuals or organizations from promotions.
Kellye reviewed the research on the “glass ceiling” she has conducted. She covered these topics.
1) What executive females say are the barriers
2) What male CEOs view as the barriers
3) What CEO’s view as the corporate culture
4) What executive women say helped get them promoted.

Here are the items that executive women said helped get them promoted. This gives some insight
from those that have experienced success in high management ranks.
 Exceeding expectations. They had to prove their ability, provide credibility, show their expertise
   and work harder!
 Develop a style that male counterpart are comfortable with to adapt to the dominant culture.
   The key is to perform so the males aren’t threatened!

Published: April, 2000                    Women of AT&T     Published: October 1999    Page 13 of 18
Breaking the Glass Ceiling – continued

   Seek challenging assignments. This provides professional growth and learning as well as
    gives access to the decision makes or those in power. This also communicates interest in a
   Influential mentors. Mentors help build confidence and feedback. They help shape your
    professional identity.

Here are two interesting observations that Kellye shared.
1) Once promoted, male employees thoughts are that I’ve made it, now what do I need to do to
   get to the next level? In contrast, women think, WOW, I’ve made it.
2) Remember Ginger Rogers and Fred Astaire? Ginger had to do everything that Fred did but
   only backwards, in heels and with a long flowing dress.

Article provided by Ginny Blake

Title: Realize the Power of Career Planning
Presenter(s): Gladys Gildon, Ellen Fleming

Career Planning with Gladys J. Gildon & Ellen N. Fleming was truly an experience. The two were
a tag team full of positive energy. Many of us have attended a career planning workshop or class.
At the very least, we have come across career planning tips, and techniques in our travels. It was
evident that both Gladys and Ellen understood this when they began preparing for this workshop.
As a result, they bought a fresh new approach to Career Planning.

After an energetic introduction, they quickly went over the 3 workshop objectives: 1) to provide
decision-making tools to help identify and implement your “career plan strategy”, 2) to understand
the forms of effective communication, and 3) to understand “the Net”. They explained that the first
two objectives were based on common sense and information that we have probably already
heard. However, the last objective would not be what we thought it would be about - The Internet.

Gladys discussed nine basic decision making tool of career planning. Some of these tools were
creating opportunities, doing research, establishing accountability. She affirmed that the basic tools
have never changed. However, to be effective, you have to personalize these tools. Career
planning should be adopted as a personal strategy. This strategy should be like a road map, a
flexible-working tool. Just as you would navigate a car according to the twists and turns in the road,
you should steer yourself, modify and follow your career path according to the path before you.

One key decision-making tool that stood out was called – “Taking Personal Ownership”. It was
stressed that you should take and keep control of your situation, your life and your career. One
way to do this is by choosing how you will handle a situation; do not just react to it. It is always
better to be proactive then reactive.

Ellen discussed seven forms of effective communication – Written, Verbal, Non-verbal, effective
speaking, body language and two new ones: Attitude and Current Resume. It was stressed that

Published: April, 2000                     Women of AT&T      Published: October 1999    Page 14 of 18
you should always carry a current resume in both - letter and electronic form. A current resume
and cover letter is your advertisement to the world through which you market yourself. Although
Attitude may seem like an odd form of communication, they described how controlling your attitude
when dealing with others communicates a great deal of information about yourself to other people.
People make judgements about you, based on their perception of our attitude. Remember, don’t
let anyone affect your attitude, keep it under your control.

The last objective, “The Net” was particular interesting. Both Gladys and Ellen described
“Networking” as building a library of human resources, which becomes part of “your Net”. “Your
Net” is all of the resources of information available to you. Some of these include women’s
organizations, business organizations, community activities, company communications, business
literatures and Internet job sites. They pointed out that their own relationship was a product of their
“Net”. Also, networking is a circle - you contribute to a network and received things in return.

The Career Planning workshop was different from many others, simply because it offered new
perspectives on career planning presented with a new and refreshing attitude. Gladys and Ellen
focused not only on “how you approached” career planning but life itself. They encouraged and
energized with their enthusiasm. Gladys is writing a book we should all look out for.

Article provided by Jacquelyn Harris

Title: Presentations and Public Speaking
Presenter(s): Dr. Amiso M. George
Ever wonder why some people seem to give speeches people want to hear? Is it the topic?
Speaker? Delivery style? Or all of the above? Hope fully from the highlights of the Public Speaking
workshop you will get useful tips to help create, prepare, and deliver those winning presentations!

I was able to attend the Public Speaking workshop (Lights, Camera, Action) with Dr Amiso M
George. I would like to touch on the highlights of the workshop. In order to be an effective
presenter, it is important to be an equally effective planner and producer. the presentation process
should be broke down into three phases:

1. Planning your speech- Researching and analyzing you audience. Selecting your speech topic.
   Researching your topic. Planning your presentational aids.
2. Organizing your speech- Speech introductions, main body and conclusion. Use of transitions.
   Preparing outlines. Types of presentation. Orchestrating the presentation.
3. Delivering your Speech- Delivering the presentation. Follow up and post mortem.

Published: April, 2000                      Women of AT&T     Published: October 1999     Page 15 of 18
Presentations and Public Speaking - continued

With any speech you want to try to connect with them. Present it as you are talking amongst
friends. Be enthusiastic. Have confidence they will like you because you know what you are talking
about. Let your audience know what you will tell them, tell them, and then tell them what you told

In the workshop we broke out into groups and delivered a 3-5 minute presentation. The group that
I was in consisted of myself (Jona Groh), Marty Bisacca, and Debbie Magee of course after
hearing those three names you can imagine our presentation was on Chocolate, and a very good
presentation I might add.

I truly enjoyed the workshop and I hope these highlights will be helpful for you to deliver a winning

Article provided by Jona Groh

Published: April, 2000                     Women of AT&T      Published: October 1999     Page 16 of 18
                                        Women of AT&T
                          2000 National Recognition Awards

    Chapter              Presented to a Women of AT&T local chapter that best exhibits the goals of
     of the              Women of AT&T, Inc. as demonstrated by its accomplishments. Presented to
     Year                the Northern Virginia Chapter

                         Presented to a new or evolving Women of AT&T local chapter (established
    Novice               between June 1, 1998 and December 31, 1999) that best demonstrates the
   Chapter               spirit and ingenuity to bring individuals together.
  of the Year            Presented to the Greater Columbus Chapter.

                         Presented to an AT&T female employee who best exhibits the goals of
 Professional            Women of AT&T, Inc. as demonstrated by her accomplishments.
  Excellence             Presented to Pat Traynor, Vice President AT&T solutions, e-business.

                         Presented to an individual or group who has demonstrated a strong
   Civic/                commitment to the community; may be based on a specific civic/community
 Community               activity or series of events.
                         Presented to the Central Florida Chapter.

                         Presented to an individual who best demonstrates the values and goals of the
   National              National Women of AT&T charter at a national level. Individual will have
  Individual             served in a National position during 1999, either at a board level/committee
                         position or at a local level in support of National Women of AT&T. Presented
                         to Debbie Ennen, District Manager – CCIO Capabilities.

                         Presented to an individual who best demonstrates outstanding achievements
    Local                and is considered a valuable/integral member of a local Women of AT&T
 Achievement             organization. Presented to Carla Scott, District Manager, ANS Access

                         Presented to a management AT&T employee who has gained corporate
                         support for women’s issues, increased the awareness of women’s issues by
 Achievement             acting as a role model or mentor, and encouraged a drive for success.
                         Presented to Stephanie J. Hauge, Financial Vice President for the AT&T
                         Corporate Center Divisions.

Published: April, 2000                        Women of AT&T    Published: October 1999   Page 17 of 18
                                 How to Reach Women of AT&T
                                 HOT LINE:     (407) 805-2216 or (800) 951-9288
                                 E-MAIL ID:    watt @

                                          National Officers
 President & CEO Melba Watts                              Vice President Nancy Nelson
                 Cincinnati                                              Northern Virginia
                 (513) 665-2170                                          (703) 257-2050
          Treasurer Sharon Gauert                        Recording Sec. Vacant
                    Kansas City
                    (816) 995-3218
  Chapter Liaison Regina Penn                          Program Director Debbie Ennen
         Director Alpharetta                                            Dallas
                  (404) 810-3027                                        (972) 250-9515
 Public Relations Debbie Magee                         Corporate Liaison Kathy Blair
         Director Kansas City                                   Director Northern Virginia
                  (816) 995-2444                                         (703)713-8447

                                Newsletter Publication Schedule
The national newsletter is scheduled to be published quarterly. The following notes future
newsletter publication dates as well as the cutoff window for submitting articles.

                              ARTICLES DUE BY           PUBLICATION DATE
                                May 15, 2000               June 1, 2000
                               August 15, 2000           September 1, 2000
                              November 15, 2000          December 1, 2000

                         What’s on your mind? If you have a question, suggestion, opinion, or a
                         success story, then we want to hear from you! To do the best job possible,
                         we need articles and feedback from you. Let us know what you like or would
                         like to read in this newsletter.

                         Send articles, questions, or comments to
                               Debbie Magee at or (816) 995-2444

Published: April, 2000                         Women of AT&T   Published: October 1999   Page 18 of 18

To top