Tag Archives: self-improvement

Josh Luke

The 3 P’s to Becoming an Engaged Healthcare Consumer

By Dr. Josh Luke

Josh Luke-healthcare consumerHas your business or startup made a major purchase only to find out later you over-spent significantly? How often are you making this same mistake with healthcare? Moreover, it’s likely that your employees are making this mistake every day, yet they may not even know they have an option.

Unless you as an organization take ownership of educating your workforce, it’s likely your employees will continue to overspend. And remember, if they are overspending their own money then you can multiply that by three to four times for its financial impact on the company. For example, a simple surgery can cost your company 30,000 to 40,000 dollars more if the employee does not choose a Center of Excellence.

It’s very common that a hospital charges 60 percent more for the exact same procedure as a competing hospital directly across the street. To confuse this process even further, would you believe that the same exact doctor will operate on you at either of these hospitals? This is what happens when you are led to believe “your insurance will pay for it.” These are the six words that killed American healthcare. Have a plan that focuses on preventative care, as well as personalized care. Click To Tweet

Your Insurance Will Not Pay For It

When you buy a new car, do you compare features and price? When you buy a house do you shop neighborhoods, school districts and number of bedrooms? Of course you do. Why don’t you do the same when it comes to your personal health? Why are Americans afraid to ask a doctor for a second opinion of just an alternative when a high cost procedure is recommended?

Well, the short answer is that we have been led to believe that our insurance will cover the costs so it’s not important which facility we choose. But that’s dead wrong. Each time an employee chooses a higher cost provider, that costs is added in some form to the following years premium cost to your company, which in turn is passed on to you. Year after year. Its inflation by design! Not your design, but by the hospitals, insurers and pharma companies among others, who benefit from constantly increasing prices.

Become an EHC

It is critical that individuals become Engaged Healthcare Consumers (EHC). How do you personally become an EHC? Start by focusing on the 3P’s to becoming an EHC: Plan, Prevent & Personalize: Have a Plan that focuses on Preventative Care, as well as Personalized Care.

Here are a few steps toward becoming an EHC:

P #1—Have a Plan: The first P is to take control of your health by creating a healthy living Plan. That plan includes your dietary goals, as well as fitness and lifestyle habits. Also, if you suffer from a condition or chronic disease that impacts your health, your plan should include specialized steps to specifically address those needs as well. Your plan should also include several Personalized and Preventative Medicine steps.

Update your plan at least annually, but daily monitoring and tracking of diet and fitness habits are critical in shaping this plan as well. There are plenty of tools available via mobile phone application to track both diet and fitness. Also, research mobile applications available to support you in disease management efforts for any chronic diseases you may have such as diabetes or hypertension.

P #2—Personalized Medicine Tactics: A number of personalized medicine tactics should be considered including DNA testing and genome sequencing, as well as functional and integrative medicine tactics. The more you can learn about how your body differs from others, how your body metabolizes medication and food, and reacts in general to different foods, exercises and lifestyle habits, the healthy you will be. Implement these tactics into you Plan!

P #3—Preventative Medicine Tactics: The second key component of your plan is to utilize the tools, resources and technology available to assist you in monitoring and improving health. From checking your blood pressure, to diabetic management to tracking exercise and dietary consumption, the second key component of your healthy living plan is Preventative Medicine tactics. It’s only a matter of years now before science will identify the exact medication that is best for your condition based on your personal metabolism, known as polygenic risk scoring. At present we are well on our way to that so utilize the tools presently available.

To date there has been little evidence suggesting any link between price and quality in healthcare. In fact, those doctors who engage in the discussion about fair pricing are often getting higher quality scores than the high cost provider. These doctors and facilities that offer lower pricing and higher qualities are known as Centers of Excellence, often referred to as within the narrow network. Once you begin your journey to becoming an Engaged Healthcare Consumer, continue by shopping for healthcare Centers of Excellence. This will save significant dollars for both you and your employer.

So while corporate America has finally stepped up to lead the charge against hyperinflation in American healthcare, individuals can do their part by becoming Engaged Healthcare Consumers. The tactics listed above are simple, and will get start you down your EHC path.

Dr. Josh Luke is a celebrated speaker, award-winning Futurist, a faculty member at the University of Southern California’s Sol Price School of Public Policy, and author of Health—Wealth: 9 Steps to Financial Recovery. Drawing on his experiences as a hospital CEO, Dr. Luke delivers engaging and entertaining keynotes that teach audiences simple concepts on how individuals and companies can save thousands on healthcare. For more information on Dr. Josh Luke, please visit: www.DrJoshLuke.com.

Sue Bingham

“Disciplining” Adults is Just Wrong

By Sue Bingham

Sue BinghamIt’s a great irony that the discipline policy preferred by most companies is called “progressive”. Since the word progressive means “making favorable progress or change” nothing could be further from the truth.

The progressive discipline policy is about punishment not improvement.Punishment expects employee performance to improve by treating the employee progressively worse. Click To Tweet

This senseless and de-humanizing process was created to protect companies from adverse legal rulings, and mostly at the advice of legal counsel. The irony is that a claim or charge can be adjudicated in favor of the employee—not because of what the terminated employee has or hasn’t done— but because the company failed to follow the myriad details outlined in its own policies.

Most managers denounce their company’s progressive discipline policy as lengthy, over-engineered and ineffective. For the bad apple who shouldn’t have been hired in the first place, this process takes far too long. And the small minority of abusers use the policy like a playbook, and keep ahead of the game by changing the performance issue that is violated. They also know the time required for the last warning to be removed— so they can do it again. Here’s how it works…

Progressive Discipline Policies

Typically, progressive discipline policies are comprised of steps, with each step involving an employee and his/her manager and eventually witnesses. In each step, the communication is routinely one-way and parent-child, ending with the threat: “Failure to improve will result in further disciplinary action up to and including termination”.

  • Step One is a verbal warning. That’s an interesting term—verbal warning—because it’s often documented. And the word “warning” is correct because the discussion ends with a threat. The angry employee then leaves (often after being asked to sign the written verbal warning).
  • Step Two is just like step one but is now called a written warning. Again it ends with a threat (in a more serious tone) and the angry, dispirited or apathetic employee again leaves after being asked to sign the warning.
  • Step Three varies among companies. It may be a second written warning or an unpaid suspension from work. The employee is sent home (which seems much like sending a child to his room), and the employee and his family are being punished because the company is withholding pay.
  • Some companies even have a Step Four—a third and FINAL written warning. This is usually a tense and negative interaction between the manager and employee. It exists to create a paper trail that will hold up in an unemployment claim or court of law once the employee is terminated (at this stage the decision has already been made to fire the employee).

Punishment is not instructive. It cannot teach a new behavior or solve a problem. The improvement or desired behavior will never be permanently learned unless an employee and his supervisor work together to solve the problem.

In most traditional companies, equipment is treated better than employees. Using a progressive disciplinary approach is like banging on a machine to make it run better.

A Better Way

Assume that the vast majority of employees are good people who want the company to succeed. They are adults who own homes, raise children and serve in their communities. If a problem develops and is brought to their attention, their desire is to solve it.

A performance coaching approach is based on this assumption. If a problem arises, those involved will want to solve it. This coaching meeting has an agenda the manager partially prepares in advance to be clear and concise about the problem. When prepared, the manager can state the issue, usually in under fifteen seconds, and then ask, “What’s going on?” This turns the problem-solving conversation immediately over to the employee to discover the cause of the performance issue.

This is not a “step” process. This is an adult conversation that ends depending on how the employee responds.

  • Cooperative: If the employee is cooperative (most are), he accepts responsibility and offers an action or commitment to address the cause—problem solved! The action or solution is not provided by the manager. The manager facilitates the employee’s plan.
  • Uncooperative: The employee may be uncooperative, meaning he isn’t forthcoming regarding the cause, blames others or simply avoids responding as an adult to the manager’s questions. When this happens, the manager reflects what she’s seeing and hearing. Most people become cooperative at this point. If not, the manager will ask the employee to go home for the rest of the day. Unlike a suspension, this time off is paid because the employee’s job that day is to decide about his employment. Is this a job he wants? Can he meet expectations? If so, he is expected to return with a sincere commitment statement or plan of action. If the employee determines the job is not for him, the company processes his resignation. (A surprising number of people make the decision to change).
  • Disrespectful: Occasionally an employee can go beyond uncooperative and become downright disrespectful. There is no room for disrespectful behavior in this process. The manager reflects what she’s seeing or hearing, and if the employee continues to be disrespectful, the manager ends the meeting. The employee is sent home and informed that the manager will call him in the morning to let him know if he still has a job.

In all three instances, the problem is solved—usually with less than two conversations.

This process does have documentation. When a manager lacks confidence that the improvement will be made, a letter is sent to the employee that documents both sides of the conversation including the employee’s plan of action . It is kept in a company file. When the employee’s response results in resignation or termination, a report detailing the conversation(s) is submitted.

With this approach, the legal process is now focused on the employee’s response and subsequent actions versus whether the detailed progressive discipline steps were followed by the company.

As competition for good people becomes more intense, companies that treat their employees with respect, and as adults, gain the advantage. Managers are then free to use the leadership, judgment and communication skills for which they’re paid.

Sue Bingham is the founder of the HPWP Group, a master coach, speaker, and author of the book, Creating The High Performance Work Place: It’s Not Complicated to Develop a Culture of Commitment. At the forefront of the positive business movement, Sue supports leaders as they achieve their vision of success, and designs common-sense systems that make people and organizations more effective. For more information about Sue Bingham, please visit: www.HPWPGroup.com.

Jeffrey W. Foley

One-on-One Coaching: The Most Effective Way to Develop Your People

By Jeffrey W. Foley

Jeffrey Foley: one-on-one coachingEffective one-on-one coaching is one of the most important skills a great leader must possess. Effective coaching inspires in others an internal drive to act ethically, without direction, to achieve goals. Effective coaching drives performance, builds competence and confidence, and ultimately enhances relationships. The best coaches help people find ways to make things happen as opposed to creating excuses why they can’t.

Effective coaching also requires you to believe in yourself. You need to believe that you can have an impact in the workplace, and that you can inspire others to achieve their goals they might not otherwise achieve. The real question is not if you will make a difference, but what difference you will make.

Respectful, transparent, and regular face-to-face communication between leaders and their people breaks down barriers and builds trust. What you can see in a person’s eyes or other body language can be revealing. While technology can be effective at times, it will never replace human contact for discovery and inspiration.

The most impactful leaders are adept listeners, and don’t allow their egos to become roadblocks. When egos are alive and well, listening ceases, effective coaching environments disappear, and organizations suffer.

Here are three recommendations that can help you raise the bar on your ability to coach others.Effective one-on-one coaching is one of the most important skills a great leader must possess. Click To Tweet

1. Create a positive and open environment for communication

People listen to and follow leaders they trust. They engage in meaningful dialog with people they trust. They are not afraid to disagree with people they trust. Trust provides the foundation for a positive and open communication environment where connections between people can thrive.

When people connect, they learn about each other. They enable understanding of cultures, individual strengths and challenges. Knowing your people’s unique capabilities and desires helps focus on how to help them be successful.

Knowing your people also reduces the probability of promoting someone into a management position who does not want it or is not otherwise qualified. Not all physicians want to be managers. Not all sales people want to be sales managers. Not all technicians want to be a shop foreman. The costs can be exorbitant to an organization that wrongly promotes someone into a management position.

There are three questions that can help establish this open line of communication: What is on your mind? What can I do for you? What do you think? How am I making your life more difficult? When asked with the genuine interest, people respond with more honesty.

Meet with your people regularly helps break down barriers. Not just in your office, but on the manufacturing floor, outside the operating room, in the cafeteria, or the warehouse. Talk to folks outside the work area like the jogging track, grocery store or the kid’s soccer game. The informal sessions can be wonderful enablers of opening the line of communication.

2. Establish agreed upon goals and strategies to achieve

Most people want to know what success looks like. They want to be clear in their goals as an individual and, if appropriate, the leader of a team. Well-defined, measurable, relevant goals on paper help people gain clarity on success for them. Assigning responsibility with authority helps inspire an individual’s commitment to be successful.

Success also includes how to reach their goals. Strategies are developed and agreed upon by the manager and team member so that both understand each other’s roles. The probability of success increases dramatically when strategies and accountabilities are well defined.

3. Enforce accountability by assessing performance

There are many and significant consequences when people are not held accountable for achieving goals or otherwise performing to standard. Integrity disappears. Discipline erodes. Morale evaporates. Leaders are not taken seriously. Problem employees become a cancer in the organization. The best people leave. Results are not achieved.

Effective coaching demands assessment of performance. Without this assessment, no system of accountability will be achieved. If the senior leader does not hold his or her executive team accountable, subordinate leaders are likely to think “Why should I?”

Consistent, regularly scheduled coaching sessions with your people are the key to ensuring effective follow-up assessments to celebrate successes and identify areas to improve.

Summary

Coaching session agendas will vary based on a variety of conditions. A good place to start is outlined below.

First, review the individual goals and those of the organization. Ensure alignment of both to clarify where the individual is contributing to the mission of the organization.

Second, discuss what is going well. Where do both the coach and the individual agree on successes? Provide positive recognition for achievements where important.

Third, discuss the challenges or areas for improvement. Underwrite honest mistakes in the pursuit of excellence so people can learn. Determine how you as the manager can help. Gain a clear understanding of the shortfall in the individual’s ability and desire to achieve the goal and what resources or assistance the individual needs to be successful. When unsatisfactory performance occurs, managers must address it. Leaders who never take action to remove an underperformer are doing a great disservice to their institution. All too often, good people serving in leadership positions fear the task of confrontation. They hope, magically, that something will happen which will turn the underperformer around and all will be well in the end. Hope is not a strategy; the magic seldom happens. Your goal as a leader and coach is to inspire a willingness to succeed. When coaching, it is often easier to criticize and find fault. Think before you speak—find ways to praise.

Fourth, as the manager, seek suggestions for how you can be a more effective leader for them. This question can change the dynamic of the coaching session and can provide powerful feedback for the manager in his or her quest to be the best they can be. Doing so will enhance their trust in you and help build confidence in their own capabilities.

Remember, effective one-on-one coaching can be the catalyst for attracting and retaining the best people, and that will ultimately help your organization to unprecedented results.

 Jeff Foley is a recognized speaker, executive leadership coach, and author of Rules and Tools for Leaders. He is a West Point graduate and retired as a Brigadier General having served thirty-two years in the Army. Drawing on his unique military experience, Jeff uses his singular insight to build better leaders. For more information on Jeff Foley, visit www.loralmountain.com.

Baldwin Tom

The New Super Heroes: Introducing The Intangibles

By Baldwin Tom

Baldwin Tom-The IntangiblesThere are seven capital investments available for organizations to build value and wealth. These capital investments are Human, Relationship, Spiritual, Customer, Organizational, Physical, and Financial.

In the 1980 winter Olympics in Lake Placid, the U.S. Men’s Ice Hockey team won the gold medal. In order for them to win gold, they had to beat the Soviet Union team ranked 1 in the world. They beat the Soviets on their way to winning the gold in a game that was called the Miracle on Ice. The odds against them winning were the same as if the University of California football team beat the Philadelphia Eagles Super Bowl champions. Impossible!

How did this happen? One can assume that it was not because they skated better than the Soviets. The U.S. team was composed of college students and the Soviets were semi-professionals. Instead, it was some intangible force. Here is a clue: The U.S. coach invested heavily on the intangible side into the team members. He instilled in them aspects of Human, Relationship, and Spiritual capitals. The team took to heart what they heard—they believed. The result of the infusion of these capitals was a powerful Return on Investment of some psychic power that allowed the team to rise above expectations to beat the ‘unbeatable’ Soviet team. The effort by the U.S. team was considered by the International Ice Hockey Federation as the most incredible international ice hockey story in the last 100 years! There is power investing in intangibles.

Of the seven investments available to organizations, the five people-side investments are the most interesting. Three of these can be considered as the new super heroes powering success in organizations—The Intangibles. The three are Human, Relationship, and Spiritual investments. These three set up the other investments and the organization for success. They clear the way, they prepare the path, they set the stage, they provide the spark, and they stay the course to provide significant multipliers for high ROI.Character comes from the inside. Invest in people and their relationships to build strong teams. Click To Tweet

The Intangibles, when deployed as investments, create energy and activate others toward positive action. Each of the three super heroes has distinct personalities based on their actions. Each has unique powers in what they initiate in others. Each one will leverage existing opportunities to benefit the organization and to increase ROI from their efforts. The Intangibles interact with each other and with different other investment combinations to create value and wealth for organizations.

Super Hero 1. Human capital investments: Invest in the capabilities of people, their knowledge, skills, and competencies.

Human investments possess a driver type personality. Their uniqueness is in their direct action on people to energize, encourage, and support work. The actions may involve new education, advanced training, and psychological support. Through activities of human capital investments, people are more able and prepared to take on new tasks and to be more creative and innovative. From this, people are more satisfied with their work and look forward to new challenges. Accordingly, the investment of human capital generates positive ROI.

When human capital investments are teamed with customer investments it leads to creativity and innovation and new products and services. When this investment is teamed with Organizational investments, it leads to new intellectual property and corporate memory. When Human capital investments are teamed with Relationship investments it creates high performance teams.

Super Hero 2. Relationship capital investments: Link people together for interactions that leverage power and influence.

Relationship capital investments involve influencer type personalities. The strength of this investment is focused on people—in linking people together. Relationship capital investments help build meaningful interactive groups, create bonding of personnel, and foster can-do mindsets. Relationship investments effectively build strength through numbers. High performing teams result from the activities of Relationship capital investments. The results from Relationship investments include facilitated and accelerated actions throughout the organization and with customers and a boost in ROI.

When Relationship capital investments are teamed with Customer investments, this leads to partnering with customers. When this investment is teamed with Spiritual capital investments, it leads to satisfied people willing to work hard for the organization.

Super Hero 3. Spiritual capital investments: Establish cultural norms that smooth work flow and facilitate people and customer relationships.

Spiritual capital investments have social type personalities. This Super Hero is not demanding or pushy. Spiritual capital is subtle but significant when in place. It’s a lot like spraying WD-40 on all work because the result of Spiritual capital is a smoother and easier effort in getting work done. The efforts of Spiritual capital investments are to support the personal side of peoples’ efforts that engender peace of mind and a sense of accomplishment, of satisfaction. The result of this is that people feel valued leading to higher personal motivation and willingness to contribute more.

When Spiritual investments are teamed with Organizational investments, the results lead to refining cultural norms and ethical decision making. When Spiritual capital investments are paired with Relationship investments, it leads to an ethical workplace that fosters positive group chemistries and greater resiliency within an organization. When Spiritual capital is teamed with Human capital it promotes caring and committed people, willing to go the extra mile. When Spiritual investments are teamed with Customer investments, the result fosters value-based customer relations

Investing on the soft-side intangibles provides the intestinal fortitude to overcome internal and external challenges. Character comes from the inside. Invest in people and their relationships to build strong teams. Invest in team-focused spiritual capital to build loyalty and bonding, resulting in strong character. When opportunities arise or challenges surface, the people will do whatever it takes to help move the ball forward. Focusing on the intangibles strengthens an organization, giving it a solid core and foundation.

In 1990, the Wallace Company won the prestigious Malcolm Baldrige National Quality Award. Started in 1987, the award has been given annually to up to three U.S. companies who have implemented successfully quality management systems. Surprisingly, just two years after the award, Wallace filed for bankruptcy. Following the award, instead of working to turn around an already troubled company, top Wallace officials spent time leading tours through their offices and leaving town on speaking tours. Clearly Wallace did everything it could to win the award. Yet, in the end, they lost it all. There is a lesson here. What did they invest in and what did they miss investing in? It’s possible that they did not invest sufficiently in the intangibles. They needed The Intangibles!

 

Baldwin Tom is a management consultant, professional speaker, and author of 1+1=7: How Smart Leaders Make 7 Investments to Maximize Value. A medical school scientist, professor, leadership program developer, and founder of an award winning science and technology firm, he leverages his experiences in those fields to provide insight and strategies to fit client needs. Baldwin is a Certified Management Consultant and served as the National Board Chair of the Institute of Management Consultants USA. For more information on Baldwin Tom, please visit www.geoddgroup.com.

Sarah Bateman

Giving Yourself Permission Slips to Succeed

By Sarah Bateman

Joan was sitting at a round table when a hand descended over her right shoulder and slapped a piece of paper down on the wooden surface. A permission slip lay before her. Joan wondered, “Why do I need a permission slip?” She glanced up at her colleague, Cheryl, who said, “It’s a permission slip. You’ve been thinking about honing your presentation skills for decades. Why haven’t you?”

“Why hadn’t I?” Joan thought. She was right. It was her choice to dream but never act. It was her choice to exist but never take the risks to improve her life. Joan was expected to give presentations at work. Her presentation style was somewhat lacking—she sometimes appeared nervous, and it was obvious to others that it wasn’t an area in which she was particularly confident.

Joan noticed that her self-limiting routines and beliefs were affecting both her personal and professional life. She had to remember that her presence was significant and she began creating her own permission slips to succeed.

1. Her first permission slip to becoming significant and successful was allowing herself to do make mistakes. This is the natural growth and learning process when we’re children. If you’re not willing to allow yourself to do something badly you are not allowing yourself to change—you are not allowing yourself to grow. You are not allowing yourself to master new skills.

Do you feel uncomfortable placing yourself in unfamiliar situations? Have you avoided seeking new responsibilities at work because you didn’t want to look foolish? Research shows that it is important to become perpetual beginners. This is especially true as we age. Learning new skills makes you more flexible and ready to compete in this chaotic world. Successful working professionals are willing to become a beginner over and over again. They are willing to let go of being the expert.

There are strategies which can help you undertake new challenges. One is to break your routine. Do you find yourself on autopilot often? Are your day’s carbon copies of each other? Set the intention to try something new. You might speak up more in a meeting, or seek new functionalities at work. Find a friend or coworker to support you. Learning to say no when appropriate gives you more control over your life so you don’t overextend yourself. It is a way of learning to respect yourself. Click To Tweet

2. Joan’s second permission slip to becoming successful and significant was letting herself be heard and seen. She was practically non-existent during her early years at the office. Her first presentation was a moment of silence—she literally could not speak. Her struggles with connecting at work or in networking situations were drastically impacting her professional life. She needed to give herself the permission slip to speak up, and speak with confidence.

How would being seen and heard change your business life?. Would you gain more respect from those around you? Would you be able to build trust and relationships? If you are not seen and heard, you are not known—and opportunities and promotions will pass you by because you don’t stick out in people’s minds.

Deciding to be seen and heard can take courage. One way to begin is to set your intention before you attend a meeting or meet a client. Know what you want to contribute. Know what ideas you would like to share. In a meeting make sure you speak up early. The longer you wait to speak the harder it will be. Make eye contact with others in the room and use open body language. Be sure you are not creating a barrier between yourself and anyone else in the room. Remember: you want to be accessible at this time. Celebrate your victories so the next time it will be easier for you to speak up.

3. Joan’s third permission slip to becoming successful and significant was learning to say no. In the office she was very accommodating.—the supervisors loved her. Basically she never said no. They got into the habit of bringing her rush files, just before 5:00 PM. They would drop them at her desk and head home. Joan learned how important it was to shorten her yes list. Do you have too many Yeses in your life?

Have your forgotten the benefits of saying no? Learning to say no when appropriate gives you more control over your life so you don’t overextend yourself. It is a way of learning to respect yourself which will lead to others respecting you as well. Saying no gives you more time to yourself which is a precious commodity in today’s chaotic world. You will have more energy and time so when opportunities appear you will be available to take them. When you have time to yourself you have time to determine your priorities and make better decisions which cut down on daily stress.

Before saying yes ask yourself these following questions.

1)         Is this something I truly want to do?
2)         What am I saying no to if I say yes to this?
3)         What will I gain by going to this event or doing this task?
4)         When I need help will this person reciprocate?
5)         If I don’t do this how will I used my time instead?

If you decide to say no to someone, let them know as quickly as possible so they can made other plans. Maybe you can help the other person out by suggesting an alternative.

What aren’t you giving yourself permission to do?

What are the dreams which have escaped you until now? Since Joan began following her three permission slips she began enjoying her work life more. By allowing herself to make mistakes she felt less pressure to be perfect. She gained the confidence to learn new skills which made her more valuable to the team. When she began speaking up at meetings she learned that she had good ideas to contribute. She was more valued by the team. When Joan said no to excess, unexpected work she was able to focus on her responsibilities. If you’re struggling like Joan was, write yourself her three permission slips. They will better your work life, and make you a more valuable contributor to the team.

Sarah Bateman is a widely-recognized speaker, coach, and author of, Speak Up! Be Heard! Finding My Voice. Drawing upon her own experiences at crafting, honing, and delivering presentations, Sarah aids entrepreneurs and businesspeople to develop a focused message which is relatable, memorable, and succinct. A longstanding member of Toastmasters International, Sarah holds the Distinguished Toastmaster Designation. For more information about Sarah Bateman, please visit: www.SpeakUp-BeHeard.com.