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Overview of the the 2010 Talent Connect Conference.

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  • Dragonflies. They are majestic and curious creatures that are found around a water source. Mostly small ponds. They are also the only creatures with a unique ability to maneuver in multiple directions during flight because their four independent wings work in unison.
  • Experts in the fields of social psychology such as Jennifer Aaker and Andy Smith associate social media to just that – being able to manuever any every direction. In their book the + Dragonfly Effect: Quick, Effective Ways to use Social Media to Drive Social Change, they talk about + Sameer and Vinay who used social media to find bone marrow donors. Sameer ended up passing, but Vinay started a revolution that in India was hard to come by proving that + small acts do create big changes
  • The Dragonfly effect also discusses four essential steps in using social media to drive social change. +Focus Your Goal: Identify a single, concrete, measurable goal that is actionable. A series of tactical, personally meaningful, micro-goals will lead to achieving your long-term macro-goals and engaging your audience. +Grab Attention: Catch your audience’s eye effectively by using personal “hooks” and designing a campaign that is “visceral and visual.” +Engage: Create a personal connection to the higher emotions of your audience, compassion, empathy, and happiness. As the authors write: “It’s about empowering the audience to care enough to want to do something themselves…and actually do it.” +Take Action: By providing your point of view and your personal story, inspire others to take action by following the fun, easy and unique example you have given.
  • Social media is definitely driving social change. + During the last presidential election, researchers could determine who was going to win base on the number of twitter “followers” the candidates had. They were right on the mark. Obama was the first candidate in history to use twitter to talk to his audience. By being such an early adopter of Twitter, Obama forced his opponents, his fans, and even the mainstream media to pay attention to this little startup company developed by St. Louis native, Jack Dorsey. His opponents, fans, and the mainstream media was baffled by the simplicity of Obama’s 140 character messages to his followers. In the case of Obamas followers- Whether you love him or hate him, researchers believe this was one of the most brilliant moves any presidential campaign has ever made: Thinking we’re only one signature away from ending the war in Iraq. Learn more at http://www.barackobama.com . 2:04 PM Apr 29th, 2007 from web. - Barack Obama’s first post to Twitter
  • A little about the evolution of the Internet. The term web has been through 2 evolutions so far + WEB 1.0 and WEB 2.0. Think of Web 1.0 as a library. It was a place where one could find information much like a book. There was no interactivity on the web page. Not much to it other that a library of information. Web 2.0 as born when Tim O'Reilly led a session intended to figure out a definition of "Web 2.0.” The whole idea of web 2.0 technology was to bring people together. Now we a wait for the new + Web 3.0 platform that will act much like a + personal assistant. + Web pages will become more of a web services for every time you will log into internet on your personal computer, it will begin to know and understand your likes and dislikes based on prior search history. It will begin to know you better that you know yourself. + It is still unknown though what the true Web 3.0 technology will be like, because it is still being developed.
  • Social media has exploded on to the web thanks to the web 2.0 technology. Social media has brought people together. But something unexpected happened… It not only brought people together online, but it had + brought people to businesses also and vice versa. People began to help market these businesses by posting little tidbits through their social media communication. This is why the experts say that social media is like a dragonfly… it has the unique ability to maneuver in many different directions of the world wide web.
  • I think we need to define what are the different social media portal and the best purpose of each. + Twitter is a platform for + public communication whose goal is to produce Awareness and Sourcing. We can successfully measure activity by the number of followers we have and how many times our content is retweeted. + The ultimate value brings appropriate candidates to our website or other destination sites.
  • Facebook’s goal is the help with Awareness, Brand Building, Candidate Engagement, and is often used as referral sourcing. Facebook is measure by the number of followers you have. The value that Facebook could bring is engaging appropriate candidates in chat or conversation. Already we have had some of out followers converted into hires.
  • Blogs are for building your + brand. Blogs are very valuable by you have to be open and transparent enough for negative feedback that can be commented by individuals who visit your site. Success is measured by the number of visits and/or return visits your site receives. Blogs can also generate referrals from other blogs.
  • Finally, I like to speak about LinkedIn. LinkedIn is a powerful Sourcing Tool that can be used for brand awareness and referral sourcing. LinkedIn is a professional network that gives us the ability to customize company pages like the ones for Barnes-Jewish Hospital that individuals can choose to follow like Twitter. Our Personal LinkedIn profiles are measured by the number of connections we have made and by the number of followers we have on our custom profile pages.
  • I had an opportunity to attend the 2010 LinkedIn Conference in San Francisco last November. Much of the conference was centered around best practices from other companies who utilize the LinkedIn free site and LinkedIn Premium products, but the congress sessions was filled with keynote speakers and panel discussions that were very stimulating. The conference began with the fundamentals. Three full hours was jam packed full of best practice solutions on using LinkedIn.com and LinkedIn Recruiter. The LinkedIn training team introduced the following way to spark up our results as recruiter when searching for active and passive candidates.
  • The first was to utilize your own personal brand. When communicating with potential candidates, make sure your profile is up-to-date and complete. Where is the first place the candidates are going to look at when you communicate with them – your personal profile. The want to know who you are, and why you are contacting them. They suggest updating your website information by customized the heading such as Barnes-Jewish Hospital Careers instead of default Company Site. The also suggest listing all you may have authored such as blogs, books, etc. This is a new feature available on the profile pages.
  • The trainers suggest using Boolean in searching both on the free and Recruiter (premium) site. Use of OR, AND, NOT will give you the best results.
  • Follow not only Barnes-Jewish Hospital company profile page, but the competitors as well. This is one of the most innovative ways to find people of acquisition. Look for current and past employees of that company. The training team suggests if you know of an approaching layoff or change in the organization that may affect job satisfaction, utilize the “sweet spot”. Begin contacting the employees.
  • Create and join groups strategically. Microsoft Evangelists shared their Best practice on creating successful LinkedIn Groups. Evangelists are recruiting experts who get can get results with what they do with Social Media. They suggest Develop a Strategy (Job or Professional network group) Engage internal Champions to help develop content Name the community and outline messaging Set up content related RSS Feeds Set up methods of tracking Invite members both in and out of LinkedIn Begin conversing and course correction
  • Share the job posting to each of your groups. This will post the job in the job opportunity sections of the groups. It is a free service. You do have to know the exact name of the groups you want to post to.
  • Include a personal note in your inmails when communicating to potential candidates. The standard “I would like you to join my network” is not to warm and fuzzy. You can personalize through Linked In. Mix together these ingredients: Targeted LinkedIn candidates who map well to your profile Keep a clear subject line Include your location, role, and “career opportunity” Keep your message fairly concise, including: Key details on job roles and why it might interest the person Instructions on how they can learn more (either link to my LI Job Post, or contact me for full JD)
  • Add our company buzz or a Google Presentation about the company to your profile. Create a presentation about Barnes-Jewish Hospital that can be viewed from your profile page.
  • Use additional outside Social Media Portals as well as LinkedIn.com such as Zoominfo.com, pipl.com, spoke.com, twitter, applicant tracking system, Client Management Resource, specialized association websites and/or Facebook, and do not to forget your telephone number to produce desired results. LinkedIn would be the first to tell you…They are not perfect.
  • Using the Answers section to help identify potential candidates for your positions. Search using the Advance Option to look for what is being said about the position title.
  • Have COFFEE with your own network. Pay attention to what is happening.
  • Jeff Weiner, CEO of LinkedIn, shared results from a survey that his company conducted amongst its 85 million members (October 2010). The basis of this survey was to gage job satisfaction of the LinkedIn Community, How active the community was seeking job opportunities, and the willingness of the community to open to hearing from a recruiter. The findings were that 8% were actively seeking a job and was the group that was the most highly dissatisfied with their job. LinkedIn identified this group as the Very Active group.
  • The next group consisted of 10% of the LinkedIn members and was the ones with the second highest job dissatisfied. This group was known as the Semi-Active group . Those who was sometimes seeking job opportunities and would accept contact from a recruiter.
  • The next group was made up 16% of the results, known as the Tiptoers . These individuals had moments of job dissatisfaction, but were ok with their environment, but were the closet individuals by quietly searching for jobs and not to distribute their corporate lions.
  • The Explorers made up 44% of the results. These individuals had very little job dissatisfaction, but are very acceptable with being contacted by a recruiter.
  • Finally, 20% are Satisfied with there job and who are not seeking.
  • LinkedIn connects all the world’s professionals to make them more productive. The Very Active community can connect with those with the jobs, as well as the Explorers can be contacted by those want to fill a position or build a sourcing pipeline. LinkedIn is a pipeline for diverse candidates. It is all how we choose to use this powerful tool to our advantage. LinkedIn has become a SEO (Search Engine Optimization) tool for professional profiles. This graphic represents the “cloud” conversation of various recruiting / social media topics. It answers the questions about what are professionals of Talent Acquisition view as key recruiting trends. What is Social recruiting - Social Recruiting isn’t a clearly defined approach or set of tactics it is a concept and set of ideas loosely based on using the social parts of the web for talent attraction and recruitment. This sounds fairly straightforward but it can actually be quite difficult to grasp in practice. I’m forever seeing people debating and arguing about “social recruiting” and it will often turn out that the source of their conflicting opinions is the fact they are actually both talking about completely different things!
  • When we ask Sr. leaders of Talent Acquisition what they consider to be the most essential long-lasting trends in the industry, the top answers are …. Utilizing social & professional networks Finding better ways to source passive candidates Upgrading their employment brand Other options which didn’t make the top 6: reducing spend on staffing firms (16%), reducing dependence on traditional job boards (15%), ensuring jobs posted reach multiple sites (12%), using CRM model for hiring (8%), revitalizing career sites (6%), recruiting globally (6%). Also rans: using employee blogs to recruit, jobs SEO, utilizing video, using mobile phone recruiting, and offshore sourcing.
  • A look at LinkedIn’s incredible growth over the past 7 years.
  • Because professionals find great value in LinkedIn (insights, opportunities, etc.), they join, engage and invite others to join, making LI the largest, global professional network. And this network keeps growing. And fast. A new member joins every second. They come from all corners of the globe, growing the network by 1MM new members every 9 days. +3 Million Members / month
  • I asked Sean Bain to provided me with some statistics about the Healthcare arena represented on LinkedIn. The results he sent me are list here. So, I ask you why a big push to us LinkedIn as our talent pipeline? My answer is Why not?
  • I wanted to end my presentation with some notes from our last Keynote Speaker, Erikv Weihenmayer. Eric was an amazing speaker. He is the only blind man who successfully reached all nine summits of the World. And the co-author of the book Adversity Advantage. Erik's career has taken him around the world, from Hong Kong to Switzerland, from Thailand to the Summit in Chile. He spoke about harnessing the power of adversity, the importance of a strong "rope team" and the daily struggle to pursue your dreams. Clearly, Erik's accomplishments has shown that one does not have to have perfect eyesight to have extraordinary vision. Erik inspired us to have the vision to dream big; the courage to reach for nearly impossible goals; and the grit, determination, and ingenuity to transform our lives into “something miraculous.” Erik's daring adventures have shattered the perceptions of people all over the world about what is possible in our lifetimes. He emphasizes the importance of having a vision. He describes vision as “an internal compass guiding us through the storm.”
  • Erik inspired us to shatter expectations by have the vision to dream big; the courage to reach for nearly impossible goals; and the grit, determination, and ingenuity to transform our lives into “something miraculous.” Erik's daring adventures have shattered the perceptions of people all over the world about what is possible in our lifetimes. He emphasizes the importance of having a vision. He describes vision as “an internal compass guiding us through the storm.”
  • Erik believes that inside each of us is a light, which feeds on adversity. "The greater the challenge, the brighter that light burns. It can make us more focused, more driven, more creative, and can even transcend our own limitations and give our lives power. He tells about those people whom he calls "alchemists," constantly turning the lead of their lives into gold. " With an alchemist, you can throw them into the midst of a fierce competitive environment, strip away their resources, throw road blocks in front of them, and they'll still find a way to win - not despite adversity, but because of it." He demonstrates how alchemists, rather than avoiding or circumventing adversity, harness its energy and use it to propel themselves into greatness. "Imagine," Erik offers, "if adversity was no longer your enemy, but your ally, no longer an impediment, but the pathway.“
  • Erik speaks with authority on the subject of teamwork. His Mt. Everest expedition holds a world record for the most people from one team to stand atop Everest in a single day. Time Magazine referred to his team as one of the best ever on the mountain. "The key is to surround yourself, not just with people of talent, but with people who don't buy into the notion: Seeing is Believing, but know the opposite is true: Believing is Seeing." Often, the key to his endeavors has been his superb ability to combine his strengths and talents with those of people around him. "In an environment riddled with pitfalls, roping up with good people is the best chance we have. Imagine your team roped together, building upon each other's strengths, growing day by day. You know if you fall, someone will stop you. If someone else falls, you stop them; it's just automatic. People might have different responsibilities, different goals, even motives, but you link together behind one vision. The scope and power of that kind of team is unstoppable."
  • On Erik's first rock climb at age 16, three years after going completely blind, he learned to do a pull-up with one hand and to scan with the other across the face. "One thing hasn't changed in the twenty years I've been rock climbing," he says. "That's the reach. We calculate and predict. We hope and pray. All our measurements lead us to believe we'll find what we are looking for, but we know there are no guarantees. It's that moment when we've committed to the reach, and we know it's almost impossible to turn back." He knows the reach can be paralyzing, but he also knows that "life is an ongoing, never-ending process of reaching into the darkness when we don't know what we will find. We're constantly reaching towards immense possibilities; they may be unseen yet they are sensed, while most people allow the darkness to paralyze them.“
  • Erik doesn't see himself as a crazy risk taker, but as a problem solver, an innovator. He is motivated by a sense of discovery and what is possible. He creates a plan and moves forward methodically. Along the way, he creates an array of systems, strategies, and tools which make his adventure safer, more efficient, more productive. In combination, these can be the difference between success and failure. "A blind guy," he says, "gets pretty good at creating secret systems for doing what others may take for granted." He describes learning to ice climb. One critic told him that ice climbing is impossible for a blind person. "You have sharp heavy metal tools in your hands. You can't swing them indiscriminately at the face or you'll knock a huge chunk of ice down, the size of a refrigerator, which will crush you." So Erik learned to ice climb in a totally different way. He learned to feel through the tips of his tools. When he feels a weak spot in the ice, he'll tap the tool lightly against the face and listen for the pitch. He says, "People thought you had to see to climb, but I've found that the most exciting, and torturous, aspect of life is when we reach beyond convention and find creative ways to cross through those blurry lines between what the world sees as impossible but what we believe in our hearts to be fully possible."
  • In conclusion, I like to say that we are all linked together. The advantage of being linked together is having one goal in mind. Supporting our mission and vision. We are privileged enough to have one another for coaching and support in which we often take for granted. We do have an awesome team. Very strong, loyal, and trustworthy. LinkedIn provides us with a source to the professional networks that are out there. 100 Million people awaiting to be tapped into about our career opportunities. The next time your colleague is running short on sourcing options just simply remind them by saying, + “ RU In?” I hope what I shared with you today brings you great success.
  • RU In Presentation

    1. 1. http://www.youtube.com/watch?v=jieIRTD_BrU
    2. 3. The Dragonfly Effect <ul><li>The Dragonfly Effect: Quick, Effective Ways to use Social Media to Drive Social Change </li></ul><ul><li>Small Acts Create Big Change </li></ul>
    3. 4. Four essential steps that The Dragonfly Effect discusses: <ul><li>Focus Your Goal </li></ul><ul><li>Grab Attention </li></ul><ul><li>Engage </li></ul><ul><li>Take Action </li></ul>
    4. 5. Social Media is driving social change Thinking we’re only one signature away from ending the war in Iraq. Learn more at http://www.barackobama.com . 2:04 PM Apr 29th, 2007 from web. - Barack Obama’s first post to Twitter
    5. 6. Evolution of the World Wide Web <ul><li>Web 1.0 </li></ul><ul><li>Web 2.0 </li></ul><ul><li>Web 3.0 </li></ul><ul><ul><li>Personal Assistant </li></ul></ul><ul><ul><li>Web pages will become more of a service </li></ul></ul><ul><ul><li>Still a lot is unknown </li></ul></ul>
    6. 7. Social Media <ul><li>Exploded on the web </li></ul><ul><li>Brought people to gather </li></ul><ul><li>But also… </li></ul><ul><li>Brought the people to businesses and the businesses to the people! </li></ul>
    7. 8. Social Media Portals <ul><li>Twitter </li></ul><ul><ul><li>Platform for public communication </li></ul></ul><ul><ul><li>Goal: Awareness and Sourcing </li></ul></ul><ul><ul><li>Barnes - Jewish Hospital: Patient Access </li></ul></ul><ul><ul><li>Representative- (PRN, Days, Rot... ( #St.Louis , </li></ul></ul><ul><ul><li>MO) http://bit.ly/i7mGWD #Clerical #Jobs #Job </li></ul></ul><ul><ul><li> automated by tweetmyjob.com </li></ul></ul>
    8. 9. Social Media Portals <ul><li>Facebook </li></ul><ul><ul><li>Awareness, Brand Building, Candidate Engagement, and is often used as referral sourcing </li></ul></ul><ul><ul><li>Engages candidates in chat or conversation </li></ul></ul><ul><ul><li>Ultimate goal is followers convert into hires </li></ul></ul>
    9. 10. Social Media Portals <ul><li>Blogs </li></ul><ul><ul><li>Builds brand </li></ul></ul><ul><ul><li>Allows transparency </li></ul></ul><ul><ul><li>Generates referrals from other blogs </li></ul></ul>
    10. 11. Social Media Portals <ul><li>LinkedIn </li></ul><ul><ul><li>A powerful sourcing tool best used for brand awareness and referral sourcing </li></ul></ul><ul><ul><li>Professional network </li></ul></ul>
    11. 12. A Powerful Recruiting Solution v
    12. 13. Searching for active and passive candidates <ul><li>Utilize your own personal brand. </li></ul><ul><ul><li>Your profile is up-to-date and complete </li></ul></ul><ul><ul><li>Customized the heading such as Barnes-Jewish Hospital Careers </li></ul></ul><ul><ul><li>List articles, books, blogs, etc you’ve authored </li></ul></ul>
    13. 14. Use Boolean <ul><li>Use in the free version and also in the Recruiter version </li></ul>OR, AND, NOT
    14. 15. Follow, Follow, Follow <ul><li>Follow not only BJH </li></ul><ul><li>Follow the competition </li></ul><ul><li>Utilize the “sweet spot” </li></ul>
    15. 16. Create and Join Groups <ul><li>Strategy from Microsoft Evangelists </li></ul><ul><ul><li>Develop a Strategy (Job or Professional network group) </li></ul></ul><ul><ul><li>Engage internal Champions to help develop content </li></ul></ul><ul><ul><li>Name the community and outline messaging </li></ul></ul><ul><ul><li>Set up content related RSS Feeds </li></ul></ul><ul><ul><li>Set up methods of tracking </li></ul></ul><ul><ul><li>Invite members both in and out of LinkedIn </li></ul></ul><ul><ul><li>Begin conversing and course correction </li></ul></ul>
    16. 17. Post Jobs to Groups <ul><li>Share the job posting to each of your groups </li></ul><ul><ul><li>Find one of our jobs posted </li></ul></ul><ul><ul><li>Share Job with groups </li></ul></ul><ul><ul><li>Have to know exact name to share. </li></ul></ul>
    17. 18. Personalize your “Inmails” <ul><li>Mix these ingredients: </li></ul><ul><ul><li>Targeted LinkedIn candidates who map well to your profile </li></ul></ul><ul><ul><li>Keep a clear subject line </li></ul></ul><ul><ul><li>Include your location, role, and “career opportunity” </li></ul></ul><ul><ul><li>Keep your message fairly concise, including: </li></ul></ul><ul><ul><ul><li>Key details on job roles and why it might interest the person </li></ul></ul></ul><ul><ul><ul><li>Instructions on how they can learn more (either link to our LI </li></ul></ul></ul><ul><ul><ul><li>Job Post, or contact me for full JD) </li></ul></ul></ul>
    18. 19. Company Buzz <ul><li>Join the Company Buzz </li></ul><ul><li>Create a presentation about Barnes-Jewish Hospital using Google Presentation </li></ul>
    19. 20. Use Other Social Media Portals with LinkedIn <ul><li>Zoominfo.com </li></ul><ul><li>Pipl.com </li></ul><ul><li>Spoke.com </li></ul><ul><li>Twitter </li></ul><ul><li>Applicant tracking system </li></ul><ul><li>Not to forget telephone </li></ul>
    20. 21. Use the Answer Section <ul><li>Especially the Advance Search option </li></ul><ul><li>Look for potential candidates </li></ul>
    21. 22. Have COFFEE with LinkedIn <ul><li>Pay attention to what is happening in your own community. </li></ul>
    22. 23. CEO of LinkedIn Jeff Weiner <ul><li>Survey Results (October 2010) </li></ul>
    23. 24. CEO of LinkedIn Jeff Weiner <ul><li>Survey Results (October 2010) </li></ul>
    24. 25. CEO of LinkedIn Jeff Weiner <ul><li>Survey Results (October 2010) </li></ul>
    25. 26. CEO of LinkedIn Jeff Weiner <ul><li>Survey Results (October 2010) </li></ul>
    26. 27. CEO of LinkedIn Jeff Weiner <ul><li>Survey Results (October 2010) </li></ul>
    27. 28. Topics: Social Media & Recruiting social media recruiting strategy recruitment branding passive candidates community finding top talent social recruiting collaboration company culture social networking job boards print classifieds referrals
    28. 29. Most Essential Trends in Recruiting Note: other choices included reducing dependence on traditional job boards; ensuring jobs posted reach multiple sites; using CRM for hiring; revitalizing career sites; recruiting globally; using employee blogs to recruit; jobs SEO; using video; mobile phone recruiting; and offshore sourcing. Feb 2010 Survey – 395 US respondents – internal leads of Talent Acquisition What do you consider to be the three most essential and long-lasting trends in recruiting?
    29. 30. Utilizing Social Networks LinkedIn Growth in Millions 90M+ <ul><li>Quick Stats </li></ul><ul><li>850M monthly page views </li></ul><ul><li>20M monthly uniques </li></ul><ul><li>18 th most visited site on the web </li></ul>Impact: Innovative companies require innovative employees, you’ll find them here.
    30. 31. Truly global. Ever-growing. 100M+ members USA: 52% CAN: 4% BRZ:2% EU: 22% IND: 8% AUS: 2% +3M / mo
    31. 32. Healthcare Statistics <ul><li>4 million Healthcare professionals on LinkedIn; top 10 industries </li></ul><ul><li>Relevant customers include: BJC, Mercy145, Mayo Clinic, Cleveland Clinic, Community Health, HCA </li></ul>
    32. 33. Keynote Speaker, Erik Weihenmayer <ul><li>Called the blind adventure </li></ul><ul><li>Only blind person to climb and achieve all 9 Summits (the highest points) of the world. For example: achieving the highest point of Mount Everest </li></ul><ul><li>Everything we do must support our Vision </li></ul>
    33. 34. <ul><li>Shattering Expectations </li></ul><ul><ul><li>Dream big </li></ul></ul><ul><ul><li>Reach for the impossible </li></ul></ul><ul><ul><li>Transform Lives </li></ul></ul><ul><ul><li>Important to have a Vision </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    34. 35. <ul><li>Alchemy - Using Adversity as an Advantage </li></ul><ul><ul><li>Calls to the Alchemists </li></ul></ul><ul><ul><li>Lead to Gold </li></ul></ul><ul><ul><li>Harness the energy of adversity </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    35. 36. <ul><li>Teamwork - The Only Way To Cross A Glacier Is On A Rope Team </li></ul><ul><ul><li>Not only best talent, but don’t buy into notion </li></ul></ul><ul><ul><li>Seeing is believing and vice versa </li></ul></ul><ul><ul><li>Live Linked Together or Fail Linked Together </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    36. 37. <ul><li>Climbing Blind </li></ul><ul><ul><li>We will find what we look for </li></ul></ul><ul><ul><li>No Guaarantees </li></ul></ul><ul><ul><li>Commit to Reach </li></ul></ul><ul><ul><li>Impossible to turn back </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    37. 38. <ul><li>Pioneering Possibilities </li></ul><ul><ul><li>Be a problem solver, and innovator </li></ul></ul><ul><ul><li>Create a plan and move forward </li></ul></ul><ul><ul><li>Learn ways to climb the ice </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    38. 39. <ul><li>Summary </li></ul><ul><ul><li>We are all linked together </li></ul></ul><ul><ul><li>One Goal in mind </li></ul></ul><ul><ul><li>Coaching and support of our peers </li></ul></ul>Keynote Speaker, Erik Weihenmayer
    39. 40. What Questions Do You Have?

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