April 2017

Capital Connection is published monthly for members of the Capital Chapter of the Association of Legal Administrators to provide information for the education and benefit of legal administrators, law office managers, managing partners of law firms, and other law related associations. Capital Connection is not engaged in rendering legal, financial, or tax counseling or advice through this publication. The contents of all articles, letters, and advertisements published in Capital Connection should not be considered endorsements by the Capital Chapter of ALA nor the opinion expressed therein of any products advertised. Contributing authors are requested and expected to disclose financial an/or professional interests and affiliations that may influence their writing position. Articles and materials accepted for publication are subject to editing by the editorial team and become property of the Capital Chapter of the Association of Legal Administrators. Links to Capital Connection may not be shared without permission from the Chapter.

Editor: Jacqueline Moline
Associate Editors: Paula Serratore; Cindy Conover
Contributing Editors: Richard Gibson; Dr. Richard T. Alpert, Ph.D.; Wes Smith; DC Bar; Jack Pearpoint & Marsha Forest; Arnold Sanow, MBA, CSP
Newsletter Designed By: Jessica Davis

In this issue:

President's Message
New and Returning ALA Capital Chapter Members
60 Seconds of Fame
2017 Change of Gavel
Diversity & Inclusion: April 2017 Diversity Observances
Cultural Diversity in the Workplace, Part 1
Spotlight: HITT Contracting, Diamond Business Partner
Managing Cultural Diversity In the Workplace, Part 2
DC Bar Youth Law Fair
Play, Pick, Win! Prize Preview
2nd Quarter Community Service Initiative: Stuff the Bus
What is Inclusion?
15 Ways to Deal with Difficult People

President's Message

In my first week as Chapter President I had the distinct honor to represent the Chapter at the associations' annual conference. Not only was I able to bask in the glory of our second consecutive victory in the '60 Seconds of Fame' contest, I also received recognition on behalf of the Chapter for achieving the President's Award of Excellence, and participated in an information and idea sharing session with many other Chapter Presidents. With some forty two members of the Chapter attending the annual conference, I was proud to see the Capital Chapter receive such high visibility. As you may know, next year's conference is to be held in our backyard at National Harbor, and it is not too early to plan to attend.

An enduring theme of our association's annual conference was that of community; it is an important value and benefit of our Chapter, and is just as valuable on a national level. One of the conference speakers spoke at length of the tribal aspect of human nature and our desire to belong. And you could see that in action at the conference, whether it was the tribe of chapter, of committee membership, or the more random tribal grouping of 'didn't we meet last year?' The strength of a community or tribe is often to share our experience, the value of a session, that ah-ha moment in a speaker's presentation, an interesting business partner, or a bright idea in how we can better manage our firm. Such interactions demonstrate the opportunities provided by our annual conference and the enjoyment we can experience from just being part of a larger community.

The community of an annual conference is a special experience, but it also provides an example of what we can deliver to each other as Chapter members. That same enjoyment of belonging to something that is deeper and broader than our own experience can be found each day within our Chapter. We all have ideas and experiences to bring forth that will educate and inspire our fellow members, and most, if not all of us, know of a speaker or business partner who made a material difference to our success. It is within this community of ours that I hope you will join me as I embark on the journey of Chapter President. I hope to find ways in which we can know our community, participate in it, draw value from it, and strengthen it for all current and future members.

Richard Gibson

New and Returning ALA Capital Chapter Members

Julia Yau
HR Manager
Hogan Lovells US LLP
555 13th St., N.W.
Washington, DC 20004
[email protected]

Christine Metzler
Regional Administrator - Cleveland, OH, Washington, DC and Albany, NY
McGlinchey Stafford
25550 Chagrin Blvd.
Suite 406
Cleveland, OH 44122
[email protected]

Erin Ross
Human Resources Coordinator
Winston & Strawn LLP
1700 K St., N.W.
Washington, DC 20006
[email protected]

Sharlene Woods Hawkins
Nixon Peabody
Secretarial Services Manager
799 9th St., N.W.
Washington, DC 20001
[email protected]

Ashley Shrewsbury O'Neill
Feldesman Tucker Leifer Fidell LLP
Director of Operations
1129 20th St., N.W.
Suite 400
Washington, DC 20036
[email protected]

60 Seconds of Fame:
The Capital Chapter is ALA's Video Contest Winner for the Second Year in a Row!

The results are in, and the Capital Chapter has been declared the winner of ALA's 60 Seconds of Fame Video Contest once again! The announcement was made on April 5th at the ALA Annual Conference in Denver, and our Capital Chapter attendees' cheers could be heard all the way back in DC. Thank you to everyone who voted - we couldn't have done it without your support! Our video received over 1100 votes!

The Chapter would like to thank Jenna Carter for her creativity and dedication, which produced a phenomenal finished product that we are proud to stand behind. We'd also like to thank all of our stars, whose dancing and acting turned Jenna's concept into reality (and brightened our week in the process): Jeff Cole (Squire Patton Boggs), Donna Williams (Baker McKenzie), Kenny Mitchell (Wilkinson Barker Knauer), Denise Sloan (Sherman, Meehan, Curtin & Ain), Beth Fowler (Robbins Russell), Dot Mooney (Powers Pyles), Karen Jenkins (Zuckerman Spaeder), Tania Jose (Powers Pyles), Tina Butts (Sughrue Mion), Patrick Doherty (Robert Half), and Matt Filimonchuk (HITT Contracting).

Check out our incredible submission!

2017 Change of Gavel

On March 30th, the Capital Chapter celebrated the 2017 Change of Gavel. Chapter members and Business Partners gathered to thank the outgoing Executive Committee and Leadership Team for their service over the past year, welcome the incoming officers, and honor this year's President's Award recipient.

In her remarks, outgoing Chapter President Barbara Mannix expressed her gratitude to her 2016-2017 Executive Committee and Leadership Team and encouraged incoming President Richard Gibson to "keep a healthy sense of humor" during his term. After accepting the ceremonial gavel that Capital Chapter Presidents pass down at each Change of Gavel event, Richard presented Barbara with a personalized gavel and crystal award to commemorate her term.

The Chapter presented a donation of $5,000 to the Capital Chapter Foundation in honor of Barbara Mannix. The donation was accepted by Dot Mooney, Foundation Treasurer, on behalf of the Foundation. The donation will help to fund the 2017 Toni K. Allen Scholarship.

In his first official speech as Chapter President, Richard Gibson began by thanking the outgoing Executive Committee for their support and encouragement during his term as President-Elect for helping him learn "a tremendous amount about the traditions and ambitions of the Chapter that will provide me a firm foundation for the coming year." He went on to describe the importance of the Chapter as both a resource and a community for its members, and committed to working with the incoming Executive Committee and Leadership Team to make the Chapter a valuable resource in the coming year.

Congratulations to LaVerne Anenia, our 2017 President's Award recipient! LaVerne has played a very active and instrumental role in ALA International over the years. Let me tell you some of what LaVerne has done. In 2015, she chaired the IP Conference Committee. She has also chaired and co-chaired the Chapter's IP Section. During her term as Vice President of Community Services, LaVerne led the charge in restructuring the chapter’s charitable service, working to develop the new plan and beginning the transition from our once-a-year holiday service to service the Chapter can participate in all year long. And who can forget the event Guide? LaVerne was involved from the start, and brought it to fruition not only by developing and carrying out a comprehensive survey, but also by working many hours to get it published. In the words of outgoing President Barbara Mannix, "LaVerne exemplifies who we want to be as part of this association." Unfortunately LaVerne was not able to accept her award in person, but she sent the following thank you note to the Chapter:

"Thank you so much Barbara! It has been a privilege to serve this year and to receive the President’s Award from a President whose leadership has been so inspirational is an honor. Your inclusiveness makes everyone feel special and motivates us all. I will miss your wit!

Although my efforts were not for recognition, it is truly an honor and I very much appreciate it. However, I was not alone. I could not have accomplished nearly as much without phenomenal support from Paula, Jessie and the Executive Committee.

The gift of time is priceless. I realize this as a mother, wife and professional administrator, which is why I am incredibly thankful to so many of our Chapter members and business partners who show up enthusiastically at our Community Service Events, to make a difference in 'Our Community, Our Kids!'"

Thank You 2016-2017 Officers!

Executive Committee

Barbara Mannix, President
Sheri Shifflett, Treasurer
Karen Laumoli, Secretary
Frank Schipani, Vice President
Business Partner Advisory
LaVerne Anenia, Vice President
Community Service

Richard Gibson, President-Elect
Emily Christianson, Treasurer-Elect
Karen Jenkins, Secretary-Elect
John Quinn, Vice President-Elect
Business Partner Advisory
Claudia Baragano, Vice President-Elect Community Service

Leadership Team

Diversity & Inclusion Committee
Vanessa Partin, Chair
Cindy Schuler, Co-Chair

Salary Survey Committee
Sheri Shifflett, Chair
Emily Christianson, Co-Chair

Branch Office Administrators Section
Jenna Carter, Chair
Danita Ellis, Co-Chair

Human Resources Section
Carmen C. Weissbratten, Chair
Aryn Blanton, Co-Chair

Office Operations Management Section
Kenia Garner, Chair
Qeyana Hart, Co-Chair

Finance Section
Andy George (Chair)
Evan Kettig (Co-Chair)

Member Experience Committee
Barbara Kernus, Chair
Cheryl Flynn, Co-Chair

Communication & Media Relations Committee
Jaci Moline, Chair
Paula Serratore, Co-Chair

IP Administrators Section
Sharon Smith-Neal, Chair
Kimberly J. Potter, Co-Chair

Small Firm Administrators Section
Julie Tomey, Chair
Wilmara Guido-Chizhik (Co-Chair)

Technology Section
Kenny Mitchell, Chair
Frank Schipani, Co-Chair

Welcome 2017-2018 Officers!

Executive Committee

Richard Gibson, President
Emily Christianson, Treasurer
Karen Jenkins, Secretary
John Quinn, Vice President
Business Partner Advisory
Claudia Baragano, Vice President Community Service

Jenna Carter, President-Elect
Julie Tomey, Treasurer-Elect
Carmen Barboza, Secretary-Elect
Colleen Brown, Vice President-Elect
Business Partner Advisory
Qeyana Hart, Vice President-Elect Community Service

Leadership Team

Diversity & Inclusion Committee
Cindy Schuler, Chair
Monique Terrell, Co-Chair

Salary Survey Committee
Emily Christianson, Chair
Julie Tomey, Co-Chair

Branch Office Administrators Section
Danita Ellis, Chair
Jackie Thomas, Co-Chair

Human Resources Section
Aryn Blanton, Chair
Jasmine Stribling, Co-Chair

Office Operations Management Section
Kevin O'Hare, Chair
Greg Fudge, Co-Chair

Finance Section
Andy George, Chair
Evan Kettig, Co-Chair

Member Experience Committee
Cheryl Flynn, Chair
Sarahi Estrella, Co-Chair

Communication & Media Relations Committee
Jaci Moline, Chair
Paula Serratore, Co-Chair

IP Administrators Section
Kimberly Potter, Chair
Astrid Emond, Co-Chair

Small Firm Administrators Section
Wilmara Guido-Chizhik, Co-Chair
Marion Baker, Co-Chair

Technology Section
Frank Schipani, Chair
Kenny Mitchell, Co-Chair

April 2017 Diversity Observances

April is Celebrate Diversity Month, started in 2004 to recognize and honor the diversity surrounding us all. By celebrating differences and similarities during this month, organizers hope that people will get a deeper understanding of each other.

April is also Autism Awareness Month, established to raise awareness about the developmental disorder that affects children’s normal development of social and communication skills.

April 2: World Autism Awareness Day, created to raise awareness of the developmental disorder around the globe.

April 5: Ram Navani is when Hindus worship and celebrate the seventh avatar of Vishnu (Lord Rama). Devotees typically wear red and place extravagant flowers on the shrine of the God.

April 11 - April 18: Passover is an eight-day festival in commemoration of the emancipation of the Israelites from slavery in ancient Egypt.

April 13: Holy Thursday (Maundy Thursday), which is the Christian holiday commemorating the Last Supper, at which Jesus and the Apostles were together for the last time before the Crucifixion. It is celebrated on the Thursday before Easter.

April 14: Vaisakhi (also spelled Baisakhi) celebrates the founding of the Sikh community as the Khalsa (community of the initiated) and the birth of the Khalsa.

April 14: Good Friday is celebrated by Christians to commemorate the execution of Jesus by crucifixion, and is recognized on the Friday before Easter.

April 16: Easter, a holiday celebrated by Christians to recognize Jesus’s return from death after the crucifixion.

April 19: Palm Sunday, a holiday recognized by Christians to commemorate the entry of Jesus in Jerusalem. It is the last Sunday of Lent and the beginning of the Holy Week.

April 21-May 2: The days during which members of the Bahai Faith celebrate the Festival of Ridvan, which commemorates the 12 days when Baha'u'llah, the prophet-founder, resided in a garden called Ridv.n (Paradise) and publicly proclaimed His mission as God’s messenger for this age.

April 21: the Day of Silence on which students take a daylong vow of silence to protest the actual silencing of lesbian, gay, bisexual and transgender (LGBT) students and their straight allies due to bias and harassment.

Cultural Diversity in the Workplace, Part 1
4 Essential Skills

Dr. Richard T. Alpert, Ph.D.

From our increasingly diverse domestic workforce to the globalization of business, cultural competence is arguably the most important skill for effective work performance in the 21st century.

What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments. It even affects perceptions of time, which can impact day-to-day scheduling and deadlines. A diversity calendar is a helpful tool to ensure meetings are successful, and deadlines are met.

Cultural competence, in brief, is the ability to interact effectively with people from different cultures. This ability depends on awareness of one’s own cultural worldview, knowledge of other cultural practices and worldviews, tolerant attitudes towards cultural differences, and cross-cultural skills.

The more different cultures work together, the more cultural competency training is essential to avoid problems. Cultural problems can range from miscommunication to actual conflict, all endangering effective worker productivity and performance. Diversity training videos are excellent for developing awareness and respect.

Managing Cultural Diversity in the Workplace
Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures, and work with varying cultural beliefs and schedules. While there are myriad cultural variations, here are some essential to the workplace:

Communication: Providing information accurately and promptly is critical to effective work and team performance. This is particularly important when a project is troubled and needs immediate corrective actions. However, people from different cultures vary in how, for example, they relate to bad news. People from some Asian cultures are reluctant to give supervisors bad news – while those from other cultures may exaggerate it.

Team-building: Some cultures – like the United States – are individualistic, and people want to go it alone. Other cultures value cooperation within or among other teams. Team-building issues can become more problematic as teams are comprised of people from a mix of these cultural types. Effective cross-cultural team-building is essential to benefiting from the potential advantages of cultural diversity in the workplace.

Time: Cultures differ in how they view time. For example, they differ in the balance between work and family life, and the workplace mix between work and social behavior. Other differences include the perception of overtime, or even the exact meaning of a deadline. Different perceptions of time can cause a great misunderstanding and mishap in the workplace, especially with scheduling and deadlines. Perceptions of time underscore the importance of cultural diversity in the workplace, and how it can impact everyday work.

Calendars: The business world generally runs on the western secular year, beginning with January 1 and ending with December 31. However, many cultures use other calendars to determine holidays such as New Years or specific holy days. For example, Eastern Orthodox Christians celebrate Christmas on a different day from western Christians. For Muslims, Friday is a day for prayer. Jews observe holidays ranging from Rosh Hashanah to Yom Kippur. These variations affect the workplace as people require time off to observe their holidays.

So how does one develop cultural competence? Be sure to enjoy part 2 of this article, featured below. We’ll explore strategies, skills and techniques for helping people develop cultural competence.

Originally published at diversityresources.com

HITT Contracting Spotlight: The Urban Oasis

Wes Smith
Project Manager, HITT Contracting Inc.

Coming Soon To a Building Near You…..An Urban Oasis! That’s right, buildings are transforming across our bright, beautiful city. For years now, there has been demand that the built environment make green spaces more accessible. Developers, designers and manufacturers have been receptive to these demands. When realized, their vision can convert the most mundane areas to bright vibrant places. The two types of green spaces we will discuss are: green roofs and green walls.

You want to put plants where? That’s right - green spaces are popping up on roof tops and terraces throughout the area. They are replacing the traditional paver systems and plant boxes typically used in outdoor spaces. How is that possible you ask? Well, there are engineered roofing systems that can support planters, irrigation, wood decking, fire pits, pergolas, bocce courts, awnings and just about any other item you may find in your back yard - except swings of course! While not every building has embraced the trend, there have been numerous ones which have. This new urban oasis of green space has transformative effects on the occupants who have access to them. Meetings, association functions, lunches, parties, happy hours, etc. can be held outside in a bright and inviting space. While you may not be inclined to bring a client to your rooftop, an internal team meeting, a bite to eat or just a restful moment outside can really awaken the senses. For those of you that do have rooftop green spaces, tell your friends about it. The greater the awareness and demand the more likely this movement will continue.

Indoor Green Walls are a popular design trend to bring the outdoors inside. If you don’t believe me then Google it – go ahead; I can wait. Most green walls are composed of many small plants arranged in interconnecting rows. A water pump, set on a timer, feeds the plants at designated times by running water through interconnecting pipes. The plants that are used are specially selected and grown to withstand the indoor environment. The plants are also designed to be arranged in bright, colorful patterns. Just about any pattern is possible given the design stays within the allowable planting schedule. On a recent project, we debated whether or not to enshrine a bust of the managing partner in green wall form; just kidding, but you could if you so desired. Large LED lights shower the plants with light on a controlled basis. These lights must be set to base building time clocks, so lighting operates with building systems. Maintenance is necessary; weekly visits from the maintenance company are required to make sure plants are lush and looking their best. When all this is done, what results is a truly amazing arrangement of plants that live inside. You have to see it to believe it, but trust me it’s awesome. Our team has just put the finishing touches on three large green walls near Dupont Circle; if you’re in or around that area, let us know we would be excited to show the plantings.

In closing, we all stand to benefit from this movement. We spend a vast amount of time at work, most of us indoors. Breaking up the long days with the warming glow of the sun and gazing at lovely plantings is grand. Green spaces have environmentally friendly impacts too such as: reducing rain water run-off, minimizing the heat island affect and brightening up the day. Believe me when I say, an urban oasis is coming to a building near you and for those of you who have one - make sure to use it! If anyone would like further information, please do not hesitate to contact me directly at [email protected]. Cheers!

Managing Cultural Diversity in the Workplace, Part 2

Dr. Richard T. Alpert, Ph.D.

From our increasingly diverse workforce to the globalization of business, cultural competence is possibly the most important skill for effective work performance in the 21st century.

In Part 1 of this article, we explored cultural differences, from communication to teamwork, from perceptions of time to differing cultural calendars.

In part 2 below, we’ll explore strategies, skills and techniques for managing cultural diversity in the workplace, and developing cultural competence.

To develop cultural competence, training should focus on the following areas:

Awareness. This is the skill to understand one’s reactions to people who are different, and how our behavior might interfere with effective working relationships. We need to learn to overcome stereotypes? We need to see people as individuals and focus on actual behavior, rather than our preconceived and often biased notions.

Attitude. This is the companion skill to awareness. Attitude enables people to examine their values and beliefs about cultural differences, and understand their origins. It is important that to focus on facts, rather than judgment. Also, note that suggesting that some people are more biased and prejudiced than others can quickly sabotage cultural training. The goal is managing cultural diversity in the workplace, and creating effective working relationships – not to make converts.

Knowledge. Social science research indicates that our values and beliefs about equality may be inconsistent with behavior. Ironically, we are often unaware of this. Knowledge about our own behavior – and how it relates to fairness and workforce effectiveness – is an essential skill. It’s also essential to be knowledgeable about other cultures, from communication styles to holidays and religious events in multicultural calendars. The minimum objective is tolerance, which is essential for effective teamwork. Differences are what make tolerance necessary , and tolerance is what makes differences possible.

Skills. The goal of training – in awareness, attitude, and knowledge – should be skills that allow organizational leaders and employees to make cultural competence a seamless part of the workplace. The new work environment is defined by understanding, communicating, cooperating, and providing leadership across cultures. Managing cultural diversity in the workplace is also the challenge for organizations that want to profit from a competitive advantage in the 21st century economy.

Originally published at diversityresources.com

DC Bar Youth Law Fair

DC Bar

"On behalf of the DC Bar Litigation Section, The DC Bar Sections Office, and the DC courts, I want to thank you for your continuous contribution to the 18th Youth Law Fair. Your commitment to the content, logistics and marketing of this program to your sections, your colleagues and your networking circles is admirable. This year, 170 students and their parents and chaperones enjoyed a day of knowledge, challenge, fun, and powerful hands-on experience with the legal and judicial systems. We had strong volunteers, partners and donors, and the students were offered additional youth summer programs and practical tools to handle challenging situations.

This event could not have been a success without your contribution and the contribution of others who donated their time and skills. Your involvement, and the generous donations we received from DC Bar's various Sections and DC community leaders, insured the event was completely free for all students, and the experience was all around positive."

Play, Pick, Win! Prize Preview

In 2017, the Chapter introduced a new membership incentive game to replace the ALL-IN game: Play, Pick, Win! Throughout the year, members will earn raffle tickets by attending events, participating in community service activities, engaging with Business Partners, and more (click here for official game rules). At the 2017 Annual Meeting Holiday Lunch on December 6th, members will drop their raffle tickets (don't forget to write your name on the back!) into drawing boxes for a chance to win one or more of 25 amazing prizes! To show you just how important those raffle tickets are, here's a sneak preview of some of the prizes that will be offered this year:

2nd Quarter Community Service Initiative: Stuff the Bus

What is Inclusion?

Jack Pearpoint & Marsha Forest
Inclusion Press

People genuinely ask us, "What is Inclusion - really?"

We have found a simple way to answer this question for groups and workshops. We explain that we believe everyone already knows the answer. In their hearts and from their life experience, people really do understand the difference between Inclusion and Exclusion. They just need to be reminded of what they already know. Then we say:

"Think of a time when you felt really outside, excluded. What words come to mind?"

Generally words like these flow from people's hearts: "awful, lonely, scared, sad, mad, unhappy, miserable, depressed, etc."

"Now think of a time you felt really welcomed, really included . How did you feel then?"
Answers are usually words like: "happy, terrific, loved, great, wonderful, important, thrilled, warm, healthy, etc."
The responses are universal. The answers are the same for children of all ages, people of all lands, tall & short, old & young, male & female. When people are included, they feel welcome; they feel good; they feel healthy.

When people are excluded, they feel 'bad'.

Inclusion is the precondition for learning, happiness - for healthy living.

Exclusion is the precondition for misery, loneliness and trouble.

We know teenagers often choose to die - rather than be alone. We know kids join gangs rather than be seen as "outside" the mainstream. Belonging is NOT incidental - it is primary to our existence. Thus, for us, Exclusion kills - physically and/or spiritually. "Killing the pain" of Exclusion is a learned skill. Adults often choose a "living death" by numbing the pain with alcohol, drugs, obsessions - to "override" the anguish of Exclusion.

Inclusion is the foundation of the house. It is not a guarantee, but rather a precondition for the growth and development of full and healthy human beings.

That is how we "define" Inclusion . Dictionaries also help. "Included" - as defined in the Random House College Dictionary is an adjective meaning "contained in; embraced".

In Roget's Thesaurus (4th Edition) - inclusive of - means "with".

Inclusion is a wonderful word. It is about embracing humanity and figuring out how we are going to live WITH one another in the challenging years to come.

Inclusion Press International & The Marsha Forest Centre
47 Indian Trail, Toronto, ON M6R 1Z8 Canada
http://inclusion.com/artwhatisinclusion.html

15 Ways to Deal With Difficult People

Arnold Sanow, MBA, CSP
Sanow Professional Development

People are not necessarily difficult but different. In other words if someone sees things different than us we might think they are “difficult.” To deal with these “difficult” people follow these rules:

Realize that people who are angry feel justified in their anger –Whether it’s a perception or reality there is “real” reason for their anger.
Avoid anger in yourself – Angry exchanges change few minds. Speak in a calm voice.
Ask questions – Make sure you get the real reason for the anger.
Show empathy – Put yourself in the other person’s shoes. Show empathy by saying such statements as “If I were in your shoes, I’d feel the same way” or “If I believed that, I’d probably feel the same way.” Notice that neither of these statements says that you agree with the person. The only thing you’re saying is that if you saw the situation the same way they did that’s how you would feel.
Listen – Many times people just want to be listened to. When you listen they tend to calm down. Also by listening you find out what the real problems are.
Take responsibility for the conflict – Realize that something you did or didn’t do caused the conflict to take place. If you are at fault, admit it.
Summarize the needs and desires both parties – Clarify the argument.
Ask what you can do to resolve the disagreement – By asking this you show that you want to be helpful and that you value the relationship. It’s also surprising that when you seek a resolution most people will just want to be treated fairly and won’t “ask for the world.”
Choose time and place carefully – If you’re going to get into a confrontation, make sure it’s in private and pick a time when they will be most relaxed.
Paraphrase what has been said. – Repeat back what has been said to make sure you’re both clear on what the real conflict is.
Don’t interrupt – Rapport, sensitivity, closeness and commitment are killed.
Mention their name – If you’re dealing with someone who is yelling at you, mention their name over and over again. This way you can add in what you want to say.
Don’t accept it – There are times when verbal abuse is uncalled for. It’s at these times that it is appropriate for you to tell them that their behavior is inappropriate and you won’t accept it.
Say “NO” in a nice way – If someone is being difficult, use the USA method to interrupt and get your point across. Say, “I understand this is important to you, however the situation is this is what we did and we can do this (action or alternative) try this method.”
Don’t take it personally. Many times people are angry because they are hungry, already angry about something, lonely or tired.

Arnold Sanow, MBA, CSP (certified speaking professional) is a speaker, trainer, presentations coach and facilitator with over 2,500 presentations. He is the author of 6 books to include, “Present with Power, Punch and Pizzazz” and “Get Along with Anyone, Anytime, Anywhere” www.arnoldsanow.com – [email protected]

Sign up for Arnold's 2 minute tips newsletter at [email protected]
Want to start your own speaking and training business? Contact Arnold at 703-255-3133

Administrative Committees

Communications and Media Relations
As members of the Newsletter and Media Relations Committee, Chapter members participate in producing the award-winning Capital Connection. Members gather to brainstorm new ideas for editorial themes for upcoming editions. The newsletter reports Chapter business activities such as Section and Committee news and provides information about upcoming educational and other events. It also includes articles of interest to members and other legal management personnel, collected, authored and/or edited by members of the committee. This committee also works with other legal associations and the media to ensure that ALA and the Capital Chapter are represented in the legal industry. The Newsletter Committee welcomes new members.

Contact: Jacqueline Moline, [email protected]; Paula Serratore, [email protected]

Diversity & Inclusion
The Capital Chapter of the Association of Legal Administrators is a professional organization comprised of administrative managers from private, corporate and government legal organizations in the Washington DC, Northern Virginia and suburban Maryland areas. ALACC embraces and encourages diversity within the legal profession. We value diversity and those initiatives that promote it and look to partner with affiliated professional legal organizations to advance diversity. We not only strive to raise awareness, but to increase our sensitivity in the area of diversity and more closely reflect the diversity of our community at large. Having a more inclusive and diverse legal community will improve the quality of our organizations workforce and respond to our client’s requirements for diversity. As a committee we are very interested in your thoughts, comments, and suggestions about achieving greater diversity in our Chapter, our profession, and in our firms.

Contact: Cindy Schuler (Chair), [email protected]; Monique Terrell (Co-Chair), [email protected]

Salary Survey
The Salary Survey Committee is responsible for maintaining, updating and running the local survey each year. They review the positions listed, the job descriptions, and the benefits questions to ensure that the survey remains relevant to the end users. The members of the committee also promote the survey within the Chapter to stimulate participation.

Contact: Emily Christianson (Chair), [email protected]; Julie Tomey (Co-Chair), [email protected]

Member Experience
The Member Experience Committee will establish a welcoming environment for new members to be integrated into the Chapter through a formal Ambassador Program. Ambassadors will provide support and guidance to new members through their first 12 months of membership, ensuring new members realize benefits of membership and become ambassadors of the Chapter.

Contact: Cheryl Flynn (Chair), [email protected]; Sarahi Estrella
(Co-Chair), [email protected]mailto:[email protected]

Educational Sections

Branch Office Administrators
The Branch Office Adminsitrators Section focuses on a broad range of topics of interest to local adminisraotrs who must coordinate with other officees of their firms. The Section's monthly luncheon meetings, held on the second Tuesday of the month, provide a venue for members to discuss issues of common interest, share ideas, and network. Members are encouraged to raise topics and to recommend speakers.

Contact: Danita Ellis (Chair), [email protected]; Jackie Thomas (Co-Chair), [email protected]
Listserv: [email protected]

Intellectual Property (IP)
The Intellectual Property (IP) Section focuses on all aspects of legal management as it pertains to the IP Administrator. The group discusses the complexity of the ever-changing IP environment and how to effectively create and apply IP specific, non-legal procedures in both boutique and general practice firms

Contact: Kimberly J. Potter (Chair), [email protected]; Astrid Emond (Co-Chair), [email protected]
Listserv: [email protected]

Human Resources
The Human Resources Section operates as a venue for educational information on global human resources issues. While the Section is mostly comprised of HR professionals, any member is invited to participate in the meetings which typically take place on the second or third Wednesday of each month. The meetings feature industry speakers or roundtable discussions on topics such as recruiting, benefits, strategic planning, performance management, career pathing, retention and other matters of interest.

Contact: Aryn Blanton (Chair), [email protected]; Jasmine Stribling (Co-Chair), [email protected]
Listserv: [email protected]

Office Operations Management
The members of the Office Operations Management Section represent a cross section of legal expertise from functional administrators to branch office managers. The Office Operations Management Section (OOMS) meets on the fourth Wednesday of every month to discuss operations related hot topics. We welcome all members to join the section, especially if you are an administrator in a small law office and you have to wear multiple hats. We can provide you with many best practices to run your operation smoothly.

Contact: Kevin O'Hare (Chair), [email protected]; Greg Fudge (Co-Chair), [email protected]
Listserv: [email protected]

Small Firm Management
The purpose of the Small Firm Management Section is to provide Administrators of law firms with 35 or fewer attorneys educational opportunities through vendor presentations, idea sharing and open forums specifically designed for those who work in smaller firms. The Small Firm Management Section meets the fourth Tuesday of the month at host law firms.

Contact: Wilmara Guido-Chizhik (Chair), [email protected]; Marion Baker (Co-Chair), [email protected]
Listserv: [email protected]

Finance
Based on member feedback the Capital Chapter has formed a new Finance Section. We are seeking active members to helps us get this group up and running in 2016! As we get started, we will be focusing on what issues members are facing within their firms that we may be able to help address together. Topics may range from reviewing new time and billing systems to tax filings and matter budgeting solutions and anything in between. Your input is needed! Please consider adding Finance section meetings to your monthly educational schedule.

Contact: Andy George (Chair), [email protected]; Evan Kettig (Co-Chair), [email protected]
Listserv: [email protected]

Technology
The Technology Section is looking for members to join the group for lively discussions about practical situations we all face daily in the information technology world. With ever-changing IT needs and issues, we will look at our firms' policies and procedures and help develop best practices and speak of the many concerns we all have. Even if you are not in the IT field, your experiences and opinions will help us in bringing all departments of a law firm together and working on the same page.

Contact: Frank Schipani (Chair), [email protected]; Kenny Mitchell (Co-Chair), [email protected]
Listserv: [email protected]