Collaborative Services ~ Concierge Practice

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Educational GLOBAL Connection Opportunity

Posted by Diana Rangaves, PharmD,CEO on February 21, 2012 at 12:05 PM Comments comments (0)

Educational Global Connection Opportunity


REGISTER for this e- magazine Community Service Educational Project.


Our intention is to identify upcoming areas and draw aneditorial vision to fulfill the information needs of a worldwide community.


“Connecting the Educational and Clinical Essentials”.


HEALTHCARE WORLDWIDE CENTRAL e~Magazine

http://www.globalwellnessemagazine.us/vol1.html

 

 


Sweet Angels ~ Pharmacy Technician Program SRJC

Posted by Diana Rangaves, PharmD,CEO on December 4, 2011 at 12:20 PM Comments comments (0)

Starting TODAY, SweetAngelGifts.com is donating 50% of their net proceeds to Santa Rosa Junior College Pharmacy Technician Fund to support instructional equipment including IV bags, vials, TPN bags, etc. used by the students.

Please help to maximize this opportunity! Let's create an Angel e~Tree. Please forward this e-mail to as many friends, family, Tweets,Face Book, Linked In, media as you can. Ask those to send it on to others.

The goal is to reach as many people as possible, in this very short 7 days. The Sweet Angels fundraising campaign starts TODAY and ends,Sunday, December 11th!

SWEET ANGELS Nationwide CHARITY CAMPAIGN ~ http://sweetangelgifts.com/nation-wide-charity-event/


When making a purchase please type in Pharm -Tech SRJC as the charity to support during the checkout process. 

Join the Sweet Angel Family in supporting the Santa Rosa Junior College Pharmacy Technology Program, from NOW until Sunday,December 11th! THANK YOU!

PRESS DEMOCRAT is Onboard! ~

http://santarosa.towns.pressdemocrat.com/2011/11/news/want-to-help-srjcs-pharmacy-tech-program/

 


 


IMPACTING ~~ Anytime

Posted by Diana Rangaves, PharmD,CEO on August 3, 2011 at 12:36 PM Comments comments (0)

Would you like to be a part of something bigger than ourselves?

You can impact with a $5 gift!

1. Go to http://www.santarosa.edu/f​oundation/ and click the "make a gift online" button to the Right of the screen.

2. Type "Pharmacy Technician Program Fund" in the space available for other designations.

3. Thank you!

Fund Supports:

Instructional equipment including IV bags, vials, supplies, TPN bags, supplies, needles, syringes, filter syringes, glassware for the lab, kitchen items for compounding, and other equipment used by an instructor or by the students for instruction.

Just a note to let you know that whatever you do is excellent!

It will make a difference.

Thank you.


Breaking the Cycle of Disengagement

Posted by Diana Rangaves, PharmD,CEO on May 19, 2011 at 4:23 PM Comments comments (2)

Employees are greatly influenced by the people who surround them.


Carl is a new employee and loves his job. Since he started two weeks ago, he's been praised constantly by his supervisor for his great work ethic and high productivity. However, Carl has noticed his coworkers seem less than thrilled by his stellar performance.


After work one day, they approach Carl as a group and tell him something needs to change. Carl's productivity on the job is making the rest of them look bad and changing their supervisor's expectations. Carl backs down and lowers his performance at work from excellent to merely average in order to fit in with the group's expectations.


Rather than having a new, highly engaged employee, Carl's company now has another ambivalent employee.


This scenario, while extremely troubling, is more common than most managers would like to think. Even when employees do not take things to the extreme, they still may belittle or joke about highly productive employees to get their point across. Not all employees back down as Carl did, but most get the message: keep the status quo or be disliked.


It all comes down to the high school mentality that when an individual "sets the curve" too high, it is unfair for everyone else. This attitude is extremely dangerous in the workplace, as it breeds Disengagement.


New employees quickly pick up on cultural cues within a workplace, which can spread Disengagement like wildfire.


Situations like Carl's can create an ongoing cycle of Disengagement.


In order to break this cycle, organizations must focus on creating a culture of Engagement among the staff. Employees tend to mirror the behaviors and attitudes of those around them.


If an Ambivalent employee is placed in a situation where he or she works closely with Actively Disengaged employees, it is more likely he or she will start to exhibit the traits of Disengagement.


If Ambivalent employees are paired with Actively Engaged employees, they are more likely to become engaged themselves.


Engaged employees are distinguished in the workplace because they are passionate, prideful, and clear brand champions.


By separating out negative staff members, managers can make a huge impact on Employee Engagement within their organization.


In order to make an even bigger impact on Employee Engagement, managers need to focus on the most impactful key driver of Engagement: RECOGNITION.


Recognizing employees for great behaviors and outcomes is an excellent positive reinforcer. However, it is important to be fair when providing recognition, as any perceived favoritism could discourage employees who are not engaged and strengthen the cycle of Disengagement.


Being fair does not mean that managers should recognize everyone equally, instead, they should make sure to give employees the recognition they deserve.


In Carl's situation, his coworkers may have believed their manager was favoring Carl, which could have added to their dislike of Carl's work ethic as well as increased their personal levels of Disengagement. As a best practice to avoid conflict, managers should consider recognizing employees privately for their work to avoid any perceptions of favoritism.


Another issue employees face on their path to Engagement is a lack of connection with the organization's goals and values.


The employees who cornered Carl clearly thought only of their own personal desires, rather than connecting their productivity to company outcomes. When employees understand how they contribute to an organization's overall mission, they stop worrying about competing with other employees over performance and realize they instead need to focus on making the organization better as a whole.


Managers need to take all steps they can to attempt to engage their disengaged employees.


However, if employees do not show any signs of change, it may be time to cut them loose. People within our industry as well as some of our clients have referred to Disengaged employees as hostage takers, vampires, water cooler malcontents, arsonists, and even terrorists.


Disengaged employees are a drain on an organization and lead to bad outcomes. When a employee/customer has a bad experience, he or she tends to tell 10 different people, who in turn tell five additional people. All in all, 60 potential people hear about this bad experience.


This chain of negativity is known as the Multiplier Effect, and can be detrimental to an organization.


Managers may not always be aware of conversations like the one Carl experienced or realize their employees have entered into a cycle of Disengagement.


If management notices employees exhibiting increased behaviors of Disengagement, it is important to act quickly to ensure the situation does not become worse.


By breaking the cycle of Disengagement, managers can see a huge difference in the behaviors of their employees and their bottom line!

 

By: Kristina Anderson, Associate Marketing Project Manager 

Attribution Link

"Celebrating Our Students" Santa Rosa Junior College Pharmacy Technician & Ensemble Class Graduation

Posted by Diana Rangaves, PharmD,CEO on April 4, 2011 at 12:00 AM

Please join us at a reception hosted by the Santa Rosa Junior College Pharmacy Technician Program & Advisory Committee to Recognize Ten Years of Current and Past Graduates.

 

You are cordially invited to attend the 10th Annual Santa Rosa Junior College

Pharmacy Technician Class of 2011 Graduation Ceremony & Ensemble Class from 2002 to 2010,

 

on Saturday, May 28th, Ceremony 1 pm to 2 pm, Dessert Reception 2 pm to 3 pm

 

The Race Health Sciences Building, Outside Rotunda and Lawn, on the SRJC Campus,

1501 Mendocino Avenue, Santa Rosa, CA,

 

Reception and Socializing follows the Ceremony.

 

Parking available on campus, $4

For More Information :
[email protected]

 

 


The Persistence Principle

Posted by Diana Rangaves, PharmD,CEO on March 15, 2011 at 4:50 PM Comments comments (0)

BIG SHOTS ARE LITTLE SHOTS WHO NEVER STOP SHOOTING


If you missed the target again, reload, take aim, focus and take another shot.


If you feel like a failure, join the club of great men and women who failed horribly before you.


Character is changed in the crucible of life and every day is a chance to live, learn and become more than we were the day before.



So, keep on shooting until you hit the target and win the prize!

The Persistence Principle ~ Bryan Thomas

Excellence ~ Plan, Attitude, Action!

Posted by Diana Rangaves, PharmD,CEO on February 23, 2011 at 2:36 PM Comments comments (0)

How To Get Promoted : 9 Obvious And Often Not Practiced Tips


It would be safe to say that you would have probably entertained the question of how to get promoted even before you graduated or left school. In my chats with juniors from my industry, I am often asked this question which I gladly answer.


However, I sense they simply want short cuts to the next level.These experiences pushed me to pen these 9 obvious but often not practiced tips on how to get promoted. Start internalizing these tips and make them part of your career plan. Before you know it, you would have moved up to the next level.


One main reason for people to ignore these obvious practices on how to get promoted is because they seem very long term. But they are not at all. All you need to do is to consistently DO them. I have broken them down to 3 main sections: Plan, Attitude and Action.


PLAN


1. Where Are You and Why Are You There?


How to get promoted? First you will need to have a reference point. Ask yourself, where are you now? And why are you there? Is there any key strength that has brought you where you are now that you can continue to leverage for the next promotion?

Are there any weaknesses that you really need to correct before the next promotion is possible? These questions, while simple are strategic. It allows you to check your strengths and weaknesses. It forces you to access what has worked and what will work to get you promoted.


2. Where Do You Want To Be and How Do You Get There?


You obviously need to have an objective and a plan. Just saying that you want to get promoted is not enough. You need to be clear on your next position. Is it a promotion to a different department or a different branch? Write this down.

Now that you have written this down, how do you plan to get that promotion? Develop a plan for to achieve that objective. If you are lucky, you can even work this out with your immediate boss. Most bosses do not promise that promotion at such discussions but at the very least you get an idea of what are the expectations.


ATTITUDE


3. Put Pride, Passion and Belief In Everything You Do


People who get promoted are those that have a sense of pride in their work. And they take pride in their work. They are driven by genuine enthusiasm and desire to do their best no matter how small the job.

They believe in themselves and they believe in the bigger goals of their unit or department and company. How to get promoted? Ask yourself; do you conduct yourself with pride, passion and belief?


4. Back it Up with Skills/Knowledge, Direction and Action


Having pride, passion and belief is only part of how to get promoted. It must be backed up skills and knowledge. That means having the necessary skills and knowledge to do a superb job.

Having a direction is important to guide that energy generated by your passion. Otherwise, effort is wasted. Without action which is the actual completion of the task, all else is academic. You will be judged by what you do.


5. See Challenges As Opportunities


Another obvious tip on how to get promoted is to see challenges as opportunities. Very often I see young executives being thrown challenging assignments, which they choose to see as an additional chore.

If you want to be promoted, look at challenges as opportunities to shine. Do not complain about hard work, how hard you worked or if your assignment is tougher than your colleagues’. Trust me, no one wants to know how hard you work. In everyone’s mind, their own work is the hardest.


ACTION


6. What Is Your Part?


Know your part and play your part. What is your role? Are you an implementer? Or are you a leader? Know exactly what you need to do in order for your unit to achieve its goals. Knowing your part means being a team player. No one can succeed without help from others. We all need the support of colleagues. When the team succeeds, you succeed too.


7. Do Your Best NOW


I consider this as one of the most important tip on how to get promoted. Do your best NOW. Today. This week’s tasks and projects. Do not bask in the glory of your previous work. That is gone. In all likelihood, no one else cares about it especially your bosses.

Do not think too much about future projects that are not implemented yet. That is in the future. It is not here yet. Focus on DOING your best NOW. It determines how you are being judged. When you reflect too much on the past and think too much about the future, you forget to focus on the NOW.


8. Do More Than Necessary


If you want to know how to get promoted, do more than the necessary. That means volunteering for work and taking the initiative to make a job better. It also means not sitting around waiting for work to come to you.

Bosses like people who can help them solve problems. Even if the problem is not yours, but if you feel you can be of help and have the expertise to solve it, then volunteer to help. You become the team’s competitive advantage when you do that. And bosses like people who give their unit an advantage over the others. Helping your team stay ahead is then helping you stay ahead too.


9. Do Work from The Next Level Up


If you continue doing work for your current position then you truly deserve your current position. People who know how to get promoted know that if you want the position next level up, you start doing some of those work from that level now. If you are a senior executive now, do some work that is only expected of an assistant manager (assuming that is the next level up). This allows you to demonstrate that you are capable of that position already.

Obviously, there are zillions of tips out there on how to get promoted. These are some of those that I deem to be obvious and not practiced enough by career success seeking newbies. Putting these into practice would greatly increase your chances of a promotion.

Reading about this: How To Get Promoted - 

Long Yun Siang or Long, as he is popularly known runs http://career-success-for-newbies.com with his wife Dorena as their way of paying it forward. Their website – based on their real life experiences - provides tips, tools and advise for newbies pursuing career success.

 


EXCELLENCE ~ Willingness ~ Ability MATRIX

Posted by Diana Rangaves, PharmD,CEO on January 16, 2011 at 3:59 PM Comments comments (1)

Everyday, we evaluate people and ourselves.


We do all we can to select the right people, for the right job, at the right time.


Sometimes, these evaluations are made once then forgotten; and when we have performance problems and issues, other difficult choices are presented.

 

By using this matrix of performance, we can frame expectations at the beginning and throughout an employee's time with the company.

 

Very clearly, willingness is a mental process.

Ability is the capacity for an amount, or a level of skill.


Each must be evaluated on a continuous basis. 

 

willing AND not able describes a typical new hire.

 

willing AND able describes a model employee.

 

not willing AND able describes a coaching, or disciplinary situation.


not willing AND not able describes someone who is a termination candidate.


A link is provided on the Service Guide page that will take you to a Printable Form of the Matrix document.


Feel free to print and post!

Excellence ~ Happiness

Posted by Diana Rangaves, PharmD,CEO on January 11, 2011 at 2:14 PM Comments comments (1)

The most important aspect of work is to love what you do. It is even more important than the salary. People who love what they do are healthier. They get up every morning happy with a feeling of satisfaction and accomplishment.  


They advance faster in their careers because they do not even consider their work to be work. They just love it. So, try to find something that you are good at and something that you like doing, and just do it. Money will come by itself. 

 

 


EXCELLENCE ~ Feedback

Posted by Diana Rangaves, PharmD,CEO on January 8, 2011 at 6:59 PM Comments comments (0)

EXCELLENCE ~ Giving Feedback

.......isn’t just a great way to help colleagues around you perform better. It will also make them feel better!

Read the 12 simple rules below on how to provide good feedback to a team, colleagues and family.


Simple Rule 1: Give feedback the time it deserves. Great feed back isn’t shouted to a person across the car park at the end of the day.Try to dedicate time for the sole purpose of giving feedback, whether it’s just a minute or part of a formal meeting. Properly announce your intentions by asking, “I would like to give you some feedback on X, would that be OK?”


Simple Rule 2: Be Honest. The purpose of giving feedback,(whether positive or constructive), is to align the persons perception of their behavior with reality. If your idea of feedback is to spoon feed half-truths in an attempt to shift their behavior to suit your ends, you may be only making things worse.


Simple Rule 3: Use the ‘compliment sandwich’. A compliment sandwich is where you offer a compliment followed by a constructive point, and closed with a further positive feedback point. The theory is that this approach will help the conversation end on a positive note. Think chocolate, broccoli, chocolate!


Simple Rule 4: Be Specific In Giving Feedback. Try to use phrases such as ‘You were effective when you…” The focus on specific actions not only helps to avoid people from taking it personally, but also allows the feedback to be more actionable.


Simple Rule 5: Feedback doesn’t always require a constructive element.  When the situation allows it, don’t hesitate in simply delivering a sincere compliment and really putting a smile on someone's face!


Simple Rule 6: Sculpt feedback to suit the receiver. Some people are naturally better at receiving feedback than others. When you suspect feedback will be taken relatively personally, ensure you follow these 11 SimpleRules more carefully.


Simple Rule 7: Be as direct as possible in talking about how the feedback should be received. Transparency is key in giving excellent feedback.


Simple Rule 8: Focus on the behavior, not the impression you had of it and not the person themselves.


Simple Rule 9: Only Provide Constructive Feedback on Something the Employee can Change. If an employee cannot do a thing about the point of criticism, the feedback will only serve to hurt their feelings and cause resentment.


Simple Rule 10: Do not give advice unless the person asks. Avoid sounding patronizing by stopping short of giving advice.


Simple Rule 11: Ensure Feedback Is Timely. Good feedback is provided within hours or days of the behavior being performed, and is discussed in person if possible.

 

Simple Rule 12:  At the end of the day, you don’t need an official leadership training program to teach you feedback skills. Being an empathetic, engaged colleague with the Human Touch can impart these leadership skills.