The 4th Annual Women of Color Conference is almost here!!

Here are some thoughts to help you plan so that your experience at the Conference is the best ever:

Sunday, August 15

8:00 a.m.

Mentor/Mentee Scavenger Hunt & Walk

At this first-ever event, you will be paired with a fellow conference participant to get to know each other and to share ideas.  You’ll also be entered into a drawing to win fabulous prizes!

Then be prepared to move with Zumba!!!  Feel free to wear your workout clothes and sneakers as you will “be on your feet.”

Motivational speaker and coach extraordinaire Linda Clemons will get us in the spirit for the conference.  You’ll also meet the Career Coaches and have an opportunity to sign-up early for FREE Career Coaching sessions. These slots will be very limited.

Attire: Work-out gear or comfortable clothes and sneakers

Monday, August 16

7:00 a.m.

Conference Registration Begins

8:30 a.m.

Opening Session

Get ready to be inspired as our faculty of speakers and panelists inform and educate to help your careers and lives perform at optimum levels.  Additionally, Judge Glenda Hatchett, Marshawn Evans, Shayla Rivera, Deepika Bajaj and Patricia Russell-McCloud will offer their books and DVDs for purchase and will autograph them, too!

Come prepared for serious networking.  Bring plenty of business cards and your resumes, too.  In the Career Center, meet with professional career coaches, talk with pros who can critique your resume and share interviewing tips to help you land a job or a promotion!

4:30pm

Closing session

Don’t miss the Closing Session where motivational speaker Patricia Russell-McCloud will put the finishing touch on our daylong experience.  Prizes will also be awarded. And you can sign-up for next year’s event at a pre-conference reduced rate.

Attire: Business

Be sure to visit www.lvwomenofcolor.com for updates. YOU don’t want to miss this.

AGENDA

8:00 Registration and Breakfast

9:00 Host Welcome/ Emcee

9:10 Opening Remarks

9:15 Assessment: The Re-Discovery:  Karen Colligan

Who are you today?  What’s important to you now?  We will ask these questions as we are re-discover our values, skills and natural talents.  When we think of the success we have had in our life it is due to being true to our core.  We want to build on those successes.  The focus is on who we are and what we want now.    We will rid ourselves of the shoulda-woulda-coulda’s and begin the re-discovery of ourselves.  Remember…it’s never too late in life to revise, refocus and refresh!

10:45 Break

11:00 Workshop 1:  Creating Your Road Map to Success: Bobbie LaPorte

Now that you have completed your assessment and career profile, what’s next? In this segment we’ll help you further define your career goals, identify the gaps in your skill set, learn how to expand your professional network and create a game plan to achieve your dream job.
12:30    Networking Luncheon

1:30      Workshop 2:  Tapping your internal dialogue: Dr. Rosie Kuhn

Self-empowerment is a crucial set of skills that provides muscle to impact our future by what we do and how we be today. In this section we focus on the internal dialog – the one that either sabotages our best laid plans or empowers us to step courageously in the direction of self-fulfillment. We’ll practice empowering ourselves by cultivating awareness around what we are truly committed to, noticing choice-points and exercising choice-making muscles.

3:00     Break

3:15   Workshop 3 – Building your Personal Identity: Deepika Bajaj

Research shows professionals who ascend to senior level positions take charge of their careers via purposeful career planning, taking calculated stretch risks, creating a powerful personal identity, strategic networking, and growing their political savvy. Hard work is simply not enough to guarantee professionals that they are seen and treated as high potential leaders. This session will invigorate you to clearly define and develop your personal identity. 

4:45       Open Mike/Closing Remarks

5:00        Reception

Workshop Leaders

Karen Colligan

A recognized expert in career, leadership and team development, Karen Colligan works in partnership with many of today’s successful companies and their most precious asset: their People.

Under the pressure of an ever-increasing competitive landscape, exceedingly high expectations, a daunting list of accountabilities, and the necessity to drive results through efficient execution, PeopleThink helps companies build their competitive bench strength, tap into natural talents, and achieve organizational success.

Bobbie LaPorte

Roberta (Bobbie) LaPorte is Founder and Principal of RAL & Associates, a consulting firm providing leadership and career development services to professionals in transition. She is also a active contributor to Invincibelle and writes the “ASK Dr. Rosie” column.

Before founding RAL & Associates, Bobbie served in senior management roles in a number of Fortune 50 companies, including IBM, GE and United Healthcare. She is passionate about helping professionals find their place in the work place. A certified career coach she has a BA from the University of Massachusetts and an MBA from Harvard. A frequent speaker and author on the powerful relationship between physical fitness and career success she is also a multiple Ironman triathlon finisher.

Dr. Rosie Kuhn

Rosie Kuhn is a personal and professional coach for individuals, couples, businesses. She has worked in the field of human development for over 20 years, producing cutting-edge leadership skills and developing successful outcomes for individuals and organizations.

Rosie expertise lies in translating your speaking and languaging of your personal and professional desires into shifts and transformations that greatly empower you to live into your vision. She is also a active contributor to Invincibelle and writes the “ASK Dr. Rosie” column.

Deepika Bajaj

Deepika Bajaj is the founder and president of Invincibelle, a company empowering diverse, multi generational workforce and women to thrive in a multicultural world. The author of DiversityTweet: Embracing the Growing Diversity in Our World, she is at work on a second book about her experiences as a global citizen and what is shaping the new voice of diversity. Her upcoming new ebook “PINK and Grow RICH” speaks of 11 UNREASONABLE RULES for success for women leaders who live and work in a multicultural world. She speaks and consults on diversity, blogs at www.deepikabajaj.com and writes a column on social media for ActiveGarage. She is the winner of 2010 IWE Entrepreneurship Achievement Award.  Bajaj received a bachelor’s degree from Bangalore University in India and an M.B.A. in marketing from Fordham University in New York.

You DON’T want to miss this. Sign up TODAY: http://careerbyintention.eventbrite.com/

Venue:

Gap Inc.

2 Harrison Bldg. 2nd floor.

San Francisco, CA 94105

Time: 8 am to 5pm PST

Peggy, tell us more about your company and initiatives you are passionate about?

I began my career as an actor and classical singer. I then moved to Hollywood to become a producer, director, and coach who worked with actors, comedians, musicians, and broadcast news talent for productions at Paramount Studios, Warner Brothers, ABC, CBS, and NBC TV, among others. In the mid 90’s, I started getting panicked calls from friends on Wall Street and in Silicon Valley asking for help with their presentations at industry and press conferences, client meetings, and congressional hearings. Applying the same performance and communication techniques that I used successfully with stage, television, and film performers, I left Hollywood behind to start Klaus & Associates. At first, I was primarily a communication coach. That soon morphed into including leadership coaching as well. Basically, I teach business professionals how to bring their best, most authentic, dynamic self to every situation.

Not to sound corny, but I really do have a passion for working with anyone who has the desire to make positive changes. That said, I have a special place in my heart for working with youth, which has been ongoing since my twenties when I founded two theatre companies for teens. This passion has only grown during my work as a communication and leadership coach for major corporations. I formed a lasting affiliation with The Young Women’s Leadership Network (YWL Network) when I began working with the Network’s flagship program The Young Women’s Leadership Network School of East Harlem (TYWLS, East Harlem), a groundbreaking single-gender public school serving inner-city young women. I now hold an annual BRAG! Day event for TYWLS East Harlem each spring to teach the entire junior class self-promotion and networking skills.

Currently, my goal is to expose as many young people as possible to soft skills training at home, through afterschool programs, and in the classroom. To that end, I am working on building an online information portal where parents, afterschool program leaders, and classroom teachers will find a comprehensive suite of tools and resources designed to help youth ages 10 through 14 learn about, practice, and master the soft skills they need to get ahead at school, at home, and in life.

Budgets are tight and organizations are choosing where and how to spend money. What benefits companies supporting women advancement and diverse workforce?

A recent study shows that firms with more women on their boards perform better those that don’t have many women on their boards. I believe there are two major reasons for this. First, it’s a well-known fact that women are more verbal than men. Women also bring to the table qualities such as a willingness to collaborate, warmth and empathy. Secondly, globalization has been creating communication challenges for many companies trying to effectively interact with associates and customers around the world, spanning cultural differences along with the time zones. A successful company needs a variety of different perspectives and life experiences to understand their ever changing and diverse customer base, which women provide.

Why are performance and communication techniques more important than ever before?

A classic UCLA study measured the effect of verbal, vocal, and visual variables on message believability and found that audiences rated the importance of visual cues (body language and facial animation) at 55 percent, followed by vocals (tone, pace, pitch, speed, and volume) at 38 percent. Actual content weighed in as the least important factor at seven percent. Now factor in to this our collective shrinking attention spans, BlackBerry addictions, and ever expanding to-do lists. So you MUST be able to grab your audience’s attention quickly and this means using performance and communication techniques. You need to learn how to use your entire body to help you communicate your message.

• Tooting Your Own Horn Without Blowing It.

Tell us more about your book “Tooting Your Own Horn Without Blowing it”?

For most of us, “brag” is a four-letter word that conjures up unpleasant images of pushy people who are obnoxious and self-aggrandizing. And, it’s true, bad bragging is a huge turn off. Yet when done well, it is a huge plus. Recent studies show that self-promotion is no longer a choice—it’s a necessity essential to the careers and financial advancements of both women and men. Remaining quiet about yourself—or even worse, downplaying your successes—will most assuredly stall or derail any climb up the ladder of success. And, in this economic recession (and I predict in the years going forward as well), with mergers, acquisitions, unprecedented layoffs, professionals having to re-interview for jobs, your bosses having to do two jobs instead of one and not having the time to advocate for you as perhaps they once did, you must self-promote or risk losing your career. My book, BRAG! The Art Of Tooting Your Own Horn Without Blowing It teaches readers to sell themselves artfully when seeking a new job, promotion or raise—without feeling or sounding like a walking billboard (or like one of those obnoxious, self-aggrandizing people you have always hated).

At Invincibelle, we stand for women in the workplace. What challenges do women face in tooting their horns?

It’s a well-researched fact that women are terrible self-promoters. Women are told by parents and society at large from the time they are very young things like, “don’t be a show off, nice girls don’t call attention to themselves, don’t talk about your accomplishments because it will make your boyfriend/husband look bad.” Because of this women are less likely to draw attention to themselves and take ownership of their successes. They tend to attribute their accomplishments to other people, a work team, or just good luck. That’s all very nice, and sometimes even true, but it’s those who visibly take credit for accomplishments who are rewarded with promotions and gem assignments. So if women don’t come forward and take credit where it’s rightfully due, they will be left behind. Of course, where it gets dicey is that societal norms want to keep us in our place, and if we begin get “too successful,” then we are considered uppity or even bitchy. Here’s a great example of what I’m talking about: After working with a woman executive on her communication and leadership style, she had improved so much that she actually contacted me and asked if I could show her how to come across as a little less powerful. Although her colleagues were impressed with her new confidence and assertiveness, she found it terrifying to be so “out there” for people to judge. We ended up laughing at the irony and absurdity of what she was requesting. She got over her fear of the spotlight and today is one of the top leaders in her field.

What should a woman do to grow as a leader?

This very question has elicited hundreds of thesis and books but let me just offer a few suggestions:

1. Know Thyself. The most important ability in any leader, be it man or women, is to be scrupulously honest with yourself. Be scrupulously honest about evaluating your talents, skills, personality in terms of pluses and your deltas (things you need to improve or change). Truly knowing your own strengths and weaknesses is the first step toward being able to comfortably step into the spotlight.

2. Get Over The Self-Promotion Myths That Hold You Back & Learn The Art of The BRAG. For most women, talking about themselves is about as comfortable as having a root canal. But the truth is: if you don’t self-promote you won’t get promoted. To embrace self-promotion you need to dispel some common myths, including “A job well-done speaks for itself,” “Good girls don’t brag,” or “I don’t have to talk about my accomplishments; others will do it for me.” Once you have wrestled down those myths, learn how to describe yourself or your accomplishments in a short story with a few interesting anecdotes.

3. Don’t Take It Personally. I use the inner monologue “don’t take it personally” whenever I feel myself getting defensive about someone disagreeing with my opinion. Using this monologue can really help to diffuse feelings of, “Oh! I shouldn’t have said that.” Or, “They don’t like me.” It helps you realize instead that they simply have another view. During a disagreement, it’s helpful to present your ideas with a neutral lead in, such as, “I have a different point of view that I’d like to share.” Or, “Here is how I’ve been thinking about it.”

4. Navigate The Political Landscape. If you think office politics are beneath you, catch up fast on the “shadow organization” that really runs things and impacts key decisions—including those about reorganizations and layoffs. This will help you catch the signs of shifting tides and be a detective about what’s ahead so that you can proactively position yourself. It’s also important to maintain strong relationships and create high visibility with the higher ups. Get to know their interests outside of the office, volunteer for key committees that are close to the division head’s or CEO’s heart, and learn where they play golf. In other words, make the effort to bond with them.

5. It’s All In The Delivery. When you’ve got good news to share, let it show in your voice. If you don’t sound excited about your achievements, how can you expect others to be? And don’t turn declarative statements into questions by raising your voice at the end of sentences. Make sure your voice isn’t too soft, breathy, light, or high in pitch. Remember, you are a professional saying something with conviction and enthusiasm, not a young girl or Marilyn Monroe.

• Vision

What will be the challenges and opportunities for the next generation of leaders?

One challenge I faced often in the beginning of my career was male clients testing me to see if I really knew my stuff. I had to learn early on not to let anyone intimidate me. Another challenge was building credibility in this field coming from a background outside of academia (translation: I don’t hold a Ph.D. in communication) with an unusual approach to this kind of work. Corporate folks were used to formulaic, didactic coaching. Women who do things differently than how they’ve been done in the past continue to experience more pushback than their male counterparts might. However, I’ve found that if you’re very clear and resolute about your mission and with your message, then the journey is a lot easier. Lastly, I think this generation of women is going to continue to struggle with what I call the bitch factor—the perception by employees, colleagues, and bosses that women colleagues are too aggressive and demanding when presenting themselves as strong, confident, or assertive.

What motivates you to keep helping professionals succeed?

As I said, I love working with clients who are smart, challenging and determined to be better leaders and better people as well. I’ve been doubly blessed because I adore my clients, making my practice all the more meaningful. I work 150% to make sure that they succeed. I also find that many people (too many, in fact) have a very difficult time being proud of themselves. This is extremely disturbing and sad because all of us have things we can be proud of—not only at work but outside of the office as well. Helping people recognize their accomplishments and realize that they have a lot to be proud of motivates me to keep on doing the work I do.

Being a Big Fish in a Fresh New Decade

4:30pm to 5:00pm 5:00pm to 5:45pm 5:45pm to 6:30pm 6:30pm to 8:30pm EVENTS CALENDAR

*Member Orientation 5 O’Clock Seminar Registration/Networking Dinner and Presentation FULL EVENT INFO

MAP IT Location: Silicon Valley Capital Club 50 West San Fernando, San Jose, CA

1. Tell us more about yourself and your work.

I consider myself a ruthless optimist. I operate personally with a sense of urgency for just about everything and I naturally lean toward the positive. I think these characteristics come in handy as diversity professional. I also have an innate sense of justice. When I was about 10, I had a very progressive priest who opened up the job of altar boy to girls. I jumped at the chance, recognizing that the responsibility and pageantry were both appealing. After a couple of years, the bishop swooped in, kicked the girls out and disciplined the priest for breaking church rules. In protest, I refused to be confirmed. I was the only child in the 8^th grade that wasn’t confirmed- much to the chagrin of my parents and school. I was a feminist at heart but had no idea what that meant.

I am the super-proud mother of two. Marley, 10, was born in Brooklyn and Grady, 6 was born in L.A. They are very sharp, funny and confident kids. I enjoy them as people. We live in Seattle. I love the city but am a native Californian so I miss ocean swimming and sun.

My work evolved from altar girl to diversity consultant by way of a background in anthropology and applied sociology. Both are fields that fed my curiosity about people and my desire for justice.  I spent eight years in three cities as a diversity consultant for Catalyst, starting in NYC. It was an amazing opportunity because the clients always changed and what we were solving for – and how we solved for it- varied from company to company. I went on to lead the diversity function at Starbucks through a series of perilous twists and turns. I was there for almost four years before I was laid off almost 7 months ago.

Unemployment has been a wild ride- teaching me more than I needed to know about my attachment to big brands and title, to my experience of motherhood and the importance of my personal network. It’s also provided me an opportunity to return to consulting as I explore the future. I’ve recently completed projects for PwC and Working Mother Media. It’s been very satisfying to create a piece of work from start to finish. I feel like I’m on an adventure professionally and am curious to see where it leads.

2. What are the pain points you are solving in field of ” Diversity” that makes it an important issue NOW than ever before?

It was a hard question for me to answer initially because think about the work so much more as opportunity then as pain.  But there are pain points. I experience pain that the conversations around diversity feel stuck. As a field, we haven’t figured out entirely how to move forward without losing our roots. So I’m always trying to create a fresh conversation and to question my own field. I find as diversity practitioners, we don’t much like to challenge ourselves. It’s considered disloyal.  I believe that if we don’t address this NOW, we will render ourselves extinct, as a field- the millennials will view our field as part of the past and not the future.  I think of diversity people as futurists but we need to start acting accordingly.

In terms of tactical work, I’ve spent a lot of the past couple of years working on efforts around people with disabilities and LGBT issues- everything form technology solutions to policy implications inside organizations. These are pain points because I believe we still normalize and accept blatant discrimination in ways we would vehemently object if the topic were race of gender. 

Finally, I think NOW is the time to bring the concept of innovation more centrally into the diversity conversation. We nod to it, but we rarely facilitate the work of innovation. We focus on equity and nod to innovation as a potential outcome. In the speed of today’s world and with the rapid innovation in every field, I believe that if we lead with innovation and eliminate barriers in service to innovation, we will make change in a more compelling and sustainable way.

3. At Invincibelle, we stand for empowering women, what are some things you think are important to empower women in the workforce?

I think empowerment in the workplace is triggered by three things:

1. An organization that is demonstrating an equal chance for women to succeed, fail and rebound. This is something that can be demonstrated numerically but even more so by women who are navigating the organization daily.

2. A fierce sense of personal strength and internal power that cannot be easily derailed by the obstacle course that is the workforce.

Finally, unwavering support outside of work in our relationships that facilitates our success (whatever that is for us). It doesn’t matter how many programs your company has if you get out of the office and if you’re not appreciated or are completely responsible for the second shift.

4. Tell us more about the Generational issues between GEN Y and Baby Boomers today in the workforce

Baby Boomer women want to be seen and respected for the paths they’ve forged. If they are successful in the workforce today, they have been so through fierce determination and fortitude.  They know something and they want to share it. They want to pass the torch but often don’t feel Gen Y women want to receive it.

Gen Y women don’t want to be beholden to the legacy of these women, necessarily. They want their experiences and reality to be valued and resist the characterization that they “just don’t get it.”  Having said all that, I’ve seen great relationships forged across this generational divide and think we should operate with caution in assuming too much about each other without checking those assumptions in.

5. What are some things to remember when engaging the leadership in setting goals for Diversity in a company?

You have to understand the business of each leader and what makes them tick personally. The “business case” may be the price to admission in these conversations, but it doesn’t move the work. If it did, we would have made bigger leaps sooner.  I talk with leaders about understanding goals in terms of workforce, business and personal. The work of each is very different.  I also am very deliberate to expand what they think I’m talking about. I am not a compliance officer (though I have deep respect for the intent of that work). Once a leader knows we may be talking about LGBT issues or efforts around people with disabilities- as much as race and gender- they often open up.

You have to be able to sense where they are open and go deep there. Once they have experienced some traction, they are more likely to continue the work. 

6. What is the impact of economic recession to the work of Diversity?

I think it’s difficult to answer the question broadly. Personally speaking, my position as the leader of a diversity function was eliminated and the team I was leading was shrunk by about 30% over the course of a year.  So the impact was less work, of course.  I’m not sure we should over-interpret this, however, because I saw similar cuts across the organization. At the same time, I’ve seen other organizations recommit to their efforts.

From a macro level, I think the recession brings conversations of class to the forefront- mortgages to healthcare to personal consumption are all up for grabs as daily topics.  Conversations about gender roles have also increased- everything from the dynamics of professional men as stay-at-home fathers, women as primary breadwinners and the benefit of leadership styles described as “female” being prized during highly ambiguous times. I think this provides a really compelling opportunity to reimagine our personal and professional partnerships. I know also there is increased personal anxiety for people in organizations who are not in the majority that they may be more susceptible to layoffs.

7. What motivates and inspires you to continue working this field?

Despite my frustration with the diversity field at times, I think this is the most intellectually and personally fulfilling field I can imagine. Context changes the conversation on a dime. If we are in China, we are have a very different conversation than if we are in Atlanta. One day, I may be talking with a technical team about universal web design and another day I may be talking with employees about helping a transgender person transition at work. The shifting landscape meets my deep desire for both creativity and equity and continually draws me to this field. Where else could this happen?

Ladies, join us in Orlando January 22-23 for Powerful Networking, Inspiring Discussion, and Motivating Speakers.

This is NOT your ordinary conference! It’s 2010 and time to invest in your professional development and take your business or career to new heights.

FEARLESS Networking/Empowered Women Conference- http://www.empowerme.org/conference.htm

Coming to Orlando, FL January 22, 23, 2010

Join us for this two day event celebrating Women’s Empowerment. You will experience powerful discussions, dynamic speakers and authentic networking designed to inspire, empower, motivate and educate.

Topics include:

* Fearless Networking, Without Asking Permission
* The Racial Divide
* Mentoring Young Women for Success
* Building Confidence & Strategic Relationships
* Power Branding – Creating Your Professional Brand to Give Yourself a Competitive Edge
* Embracing (& Demystifying) Social Media/Social Networking
* Kicking in the Glass Ceiling- Asking for (and Getting) What You Want & Deserve
* Image is Everything- Reinventing Your Professional Image
* Leadership Lessons from the Top
* Power Brok(H)ers- The New Girl’s Network
* Negotiating for Success- Asking for and Getting What You Want/Deserve

Cost: $ 295/non-members $195/members
Dates: Friday, January 22 & Saturday, January 23
Location: The beautiful Buena Vista Palace Resort & Spa, Lake Buena Vista, FL (in Downtown Disney)

To secure your place at this phenomenal event, please visit http://www.empowerme.org/conference.htm .

Ideas are a dime a dozen, and we know talk is cheap. Execution makes you money. So how do you know which startup idea to focus on for success?

Join Women 2.0 for a two-day workshop Saturday, February 6th, 2010 and Sunday, February 7th, 2010 in Microsoft’s San Francisco office.

The “Will It Launch?” workshop will be led by serial entrepreneurs David Weekly (Founder & CEO, PBworks) and Poornima Vijayashanker (Founding Engineer, Mint) who will deploy a battle plan to quickly assess and iterate on startup ideas. We will also be working on perfecting that startup pitch so you leave the workshop armed and ready to find co-founders, customers, investors, volunteers, the like-minded — anyone who will help you launch and or buy your product.

Who should attend: Future startup founders with ideas or existing startup founders with ideas already in alpha or beta stage across web, mobile, cleantech or biotech.

For more information on this Women 2.0 workshop (February 6-7),  http://www.women2.org/will-it-launch/

Moderated by:
Jan Robertson, SiVal Advisors, LLC

Would you like to speak with women that support women entrepreneurs to achieve business and financial success? Want to speak with these Agnel Investors and ask them important questions about comprehensive solutions in today’s environment?

This panel of speakers will help you understand how they indentify and invest in women-led ventures with the potential to grow into multi-million dollar businesses, and provide women entrepreneurs with strategic business advice and the tools they need for growth.

4:30pm to 5:00pm
5:00pm to 5:45pm
5:45pm to 6:30pm
6:30pm to 8:30pm

EVENTS CALENDAR *Member Orientation
5 O’Clock Seminar
Registration/Networking
Dinner and Presentation

FULL EVENT INFO
MAP IT
Location:
Silicon Valley Capital Club
50 West San Fernando, San Jose, CA

*Member Orientation for new members of NAWBO-Silicon Valley.
Meet other successful women business owners, network your business, learn about NAWBO-SV, and be part of an organization designed just for you—

A Four-Week Series on Small Business Ownership (Four Tuesdays in November 2009)

Week 1- Writing A Business Plan (Tues, Nov. 3) – Why and when you need a Business Plan – Elements of an effective plan – Importance of Strategic Planning – Using research and resources to make your case

Week 2- Legal Structures, Taxes & Record Keeping (Tues, Nov. 10) – Accounting essentials; cash flow, balance sheets, record keeping and taxes – Legal Structures and deciding what is best for your situation – Software for small businesses

Week 3- Marketing Fundamentals (Tues, Nov. 17) – Creating a Marketing Plan and other strategies – Outsmart your competitors – Finding new customers – Online and offline tops

Week 4- Financing and Insurance (Tues, Nov. 24)

Establishing banking relationships

- Applying for a Loan & SBA Gurantees 

- Alternative financing

- Necessary insurance for your business

Establishing banking relationships – Applying for a Loan & SBA Gurantees – Alternative financing – Necessary insurance for your business Time: 6pm- 8pm (For all classes)

Time: 6pm- 8pm (For all classes)

Location: Microsoft, 1290 Ave. of the Americas (corner of 52nd st)

Series special (4 classes): $30 AWIB members, $75 non-members

Per class: $15 AWIB members, $25 non-members

Register