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LEADERSHIP

An Educational And Informational Resource For Legal Administrators Spring 2019

Exchange

2018 GLA ALA Holiday Luncheon Highlights Page 8The Skirball Cultural Center

Lori AkinaChapter Manager207 W. Los Angeles Ave., #158Moorpark, CA 93021

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Interested in being part of the magazine team?

Contact the Editor for more information or with content suggestions.

LEADERSHIP EXCHANGE is a publication of the Greater Los Angeles Associ-ation of Legal Administrators (GLA ALA). Its purpose is to provide information and resources for the education and benefit of those involved in management within the legal industry. Our readership includes legal administrators, law office and corporate legal department managers, managing partners, and others interested in law firm management.

The GLA ALA is not engaged in rendering legal, financial, or tax counseling or advice through this publication and no statement herein should be construed as such. Any article, letter, or advertisement in this publication should not be considered an endorsement by the GLA ALA of the opinion, products, or services expressed therein. Contributing authors are requested and expected to disclose financial and/or professional interests and affiliations which might influence their writing position. All advertising is subject to the approval of the Editor and advertisers assume liability for all content of advertisements and for any claims based thereon.

Businesses in the legal profession must adhere to high ethical standards to maintain public trust. The ALA Code of Professional Ethics sets forth guide-lines and standards for the ethical administration of legal practices. All mem-bers of GLA ALA are required to adhere to these standards. To read the Code in its entirety, please visit http://www.alanet.org/about/ethics.pdf.

Please direct any questions or concerns to the Editor at [email protected]. Thank you.

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The Association of Legal Administrators, its Regions and its Chapters are guided by the mission and goals adopted by the Board of Directors. The Association of Legal Administrators’ mission is to: • Improve the quality of management in

legal services organizations; • Promote and enhance the compe-

tence and professionalism of legal administrators and all members of the management team; and

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THOUGHTS ON VISION AND FOCUS

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2019 Employment Law Forum

TABLE OF CONTENTS

IN EVERY ISSUE

COVER STORY

2018 GLA ALA HOLIDAY LUNCHEON by Kameelah Hakeem, MBA .............................................8

PRESIDENT’S RECEPTION by Jennifer Bradshaw ......................................................22

MANAGERS AS MEDIATORS:The Art of Constructive Confrontationby Paul Falcone ................................................................26

GLAALA JAN 8, 2019 CHAPTER MEETING RECAPby Helen Youngblood, PHR .............................................28

THE STATE OF LEADERSHIP 2020 by David A. O’Brien ..........................................................30

LEADERSHIP THOUGHT FOR TODAYby David A. O’Brien ..........................................................35

GLA CHAPTER CROSSOVERby Laura Whipple .............................................................44

THE EMPLOYMENT LAW FORUM (“ELF”)by Michelle McPherson Campbell...................................12

VOLUNTEERING FOR ELF & GLA ALAby Melissa Serrano ...........................................................24

CHAPTER EVENTSLEADERSHIP


Exchange

2018 GLA ALA Holiday Luncheon Highlights Page 8

President’s Message 6

Editor’s Note 7

New Member Spotlight 21

New Members & Member Updates 40

GLA ALA Chapter Demographics 41

Member Surveys 42

Board of Directors 46-51

BP Index 53

EMPLOYMENT LAW FORUM

GLAALA JAN 8, 2019 CHAPTER MEETING RECAP

AND THE WINNER IS....by Jennifer Bradshaw ......................................................37

VOLUNTEERING & VOTYby Tanya Russell ..............................................................38

VOLUTEERING AND VOTY

6 GLA ALA Leadership Exchange I Spring 2019

Happy spring to all! It seems that it was just the beginning of the year, and now here we are at the start of the second quarter. Summer will be here before we know it. In reflecting on this past board year, which each year runs from April to March, I have so many fond memories of the Chapter’s many recent accomplishments. There are so many highlights, it is impossible to name just a few.

In April, we had The Annual Leadership and VOTY Award Chapter Luncheon with Kameron Stout, who won the Maureen Varnes, CLM Memorial Volunteer of the Year Award. In May, the ALA Annual Conference took place in National Harbor, Maryland; the conference was stellar, and many had the opportunity to sightsee in nearby Washington, D.C. Many Brazilian members attended, and everyone had a great time with fantastic educational sessions, the great Business Partner Expo Hall there, and many thoughtful and interactive social events. Also, that month, the GLA ALA Members, Business Partners, Family and Friends participated in Food from the Bar Day at the L.A. Food Bank, a wonderful cause that helps so many in need.

There were two Business Partner Roundtable meetings in May and November, led by Debra Gray, which were very interactive, productive, and collaborative in getting meaningful feedback from our Business Partners to see how we can do things better and create the best value with them.

In June, we had our Annual Managing Partner Luncheon with speaker Ellen Pansky, a legal ethics attorney who spoke on New Rules for Professional Conduct. This was very informative and got rave reviews. The BP/Member Mixer at Javier’s in Century City, led by Kameelah Hakeem, was very fun, with delicious food and beverages.

The July Chapter Luncheon on Sustainability for Law Firms on implementing green initiatives, with speakers Gayatri Joshi and Pamela Cone, was very informational and inspiring.

In July, five board members attended the Chapter Leadership Institute conference in Denver, Colorado.

There were many great educational sessions on how Chapters can become more visionary in their initiatives, and on how best to provide the most value for our Business Partners, as well as Chapter board succession planning.

In August, on a beautiful summer evening, we had our annual Business Partner appreciation event, which was a yacht cruise in Marina del Rey led by Viviane Abraham and Kameelah Hakeem, and everyone had a great time.

In September, the Chapter Luncheon was on Effective Presentation Skills with speaker Norma Hollis. Talk about some great takeaways from this meeting! Also in September was the 11th Annual Justice Jog 5K/10K event in Century City benefitting CASA/LA. Nilo Bolden, the Committee, and the volunteers did a fabulous job and the turnout was outstanding. This has always been an amazing event, and this one hit it out of the park. Such a great cause benefitting our community! There was a Justice Jog Award event after this, recognizing all of the winning teams.

In October was the BP/Member Mixer Game Night event at Debra Gray’s office. It was so interactive with everyone having an absolute blast! Also, in that same month was the Western Regional Conference in Austin, Texas. I must say that I personally thought this was the best regional conference that I have ever attended. The educational sessions were outstanding, and what a city Austin has become! I had not been there in many years, and the growth of that city is just amazing!

The November Chapter Luncheon was on the topic of Using Emotional Intelligence for Effective Communication with speaker Joshua Evans. This was a very engaging and interactive meeting. I think everyone got a lot out of it, with meaningful takeaways.

PRESIDENT’S MESSAGE

Chapter President 2017-2018Kendall H. Sweet

[email protected](213) 393-3357

continued on page 20


EDITOR’S NOTE

Laura WhippleExecutive DirectorAdams Stirling [email protected](800) 464-2817

I want to thank you all for the opportunity to serve as your editor this past board year. It has been a tremendous experience for me, both professionally and personally. I’ve been able to take on new responsibilities, hone both new and old skills, meet new people, and make new friends. I wouldn’t trade this experience for anything in the world.

I’d like to thank our chapter manager, Lori Akina, for her invaluable experience and unwavering help in this process and for being my co-editor. As always, Lori has gone above and beyond the call of duty in helping with every little thing that it takes to put a magazine together. Thank you Lori. You are an amazing asset to this chapter and a great friend. I don’t know what I would do without you.

I’d also like to thank Tracy Dragoo of Hanna Promo. Tracy has been there every step of the way guiding me through the daunting process of assembling a magazine. He’s been patient and kind and an absolutely pleasure to work with. I can also call him friend for which I am very grateful.

Finally, I would like to thank everyone who has contributed to the magazine this year. This is always a tremendous help for any editor. You have all been gracious, generous with your time, creative, and have met every deadline. I am very thankful for all of you

What I’ve learned from this is experience is patience and the ability to work with people, at their pace. To honor the process and what people need to do their job. Henry Ford said “Obstacles are those frightful things you see when you take your eyes off your goal.” And I truly believe that. I’ve gained a new perspective through this entire experience. I’ve chosen a new way to perceive my obstacles. I’ve learned to engage them a new way. They are no longer the enemy. Rather, they are a way to learn. The key for me now is to look for the lesson in the obstacle. A very wise friend has taught me to always look for the lesson (even when I don’t want to see it).

I hope that you enjoy this issue. It has truly been a pleasure and I look forward to serving in the future as your education chair and ELF 2020 Chair.. n

“There are plenty of difficult obstacles in your path. Don’t allow yourself to become one of them. ” - Ralph Marston


At the illustrious Jonathan Club - Downtown Los Ange-les, GLA ALA hosted the ever-popular holiday party on December 11, 2018. The banquet room was filled with smiles, laughter, and warm hugs as GLA ALA members and business partners greeted one another. We dined on a delicious meal, applauded giveaway winners, unveiled the new membership video, posed for photo opportunities, relished in the memories of the year, and gleefully looked toward the future. We enjoy celebrating the holiday season because of the love and appreciation that we receive from each other at this event but more importantly because of what we are able to give back to our community. It is our pleasure to share the following highlights and charitable donations from that special day.

Business Partner Centerpiece Contest • 1st Place - Armanino LLP won $750 for their charity, JDRF (research to prevent/cure diabetes) • 2nd Place (Tie) – ICS won $250 for their charity, Elephant Cooperation (protecting elephants and their habitat) • 2nd Place (Tie) – United Agencies won $250 for their charity, Haven Hills (stop domestic violence)

The Maureen Varnes, Scholarship Fund: (GLA & ALA Dues renewals $494) • Viviane Abraham • Julia Futrak • Jenny Ding • Robin Hammond

Employment Law Forum (ELF) Giveaways: • Shaun Morrison and Lisa Underkoffler (registration fees for full day) • Nancy Wong-Thomas; Monika Rivera; Jackie Verdugo; Michelle Campbell and Lisa Ford (invitation/courtesy dinner for the ELF after dinner event)

Justice Jog Team Winners (GLA & ALA Dues Re-newal Fees valued at $494) • Nicole Callanan of Katten Muchin Other Giveaways: • ALA Dues – Kris Koeckenberg • GLA Dues – William Kong; Larissa Castellanos; Jenny Ding • GLA Dues +5 Chapter Meetings – Robin Hammond and Jim Van Dusen

Special thanks to those of you who made donations to the NKLA Pet Adoption Center. Your contributions help NKLA rescue at risk animals from the six LA city shelters: East Valley, West Valley, West LA, North Central, South Los Angeles and Harbor.

2018 GLA ALA Holiday LuncheonA Holiday Party With The Spirit of Givingby Kameelah Hakeem, MBA

Kameelah HakeemOffice [email protected](424) 239-3430


DIAMOND SPONSOR PLATINUM SPONSOR

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Silver Sponsor

Adams & MartinThe Agency

AHERN InsuranceArmanino

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Haworth

ISTJHill Staffing/Marcum Search

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The GLA ALA annual holiday party would not be possible without the support of our business partners:

Kameelah Hakeem, Viviane Abraham, Ken Sweet, Terri Oppelt & Laura Whipple Nilo Bolden & Wende Nichols-Julien (CASA-LA)

Kameelah HakeemOffice [email protected](424) 239-3430


HOLIDAY LUNCHEON

The Trio

Kathleen Kvitek and Ashli Lopp (WAMS) & Terri Oppelt Sarah Chastain (epiQ) & Scott Rosen (JHill’s Staffing)

Denise Holden & Thomas Howard (One Legal) Ernesto Casas, Jr. & Noel Poole

Vivan Powers, Michael Kemps (ICS) & Ken Sweet


LawDocsXpress United Agencies

Nationwide Innovative Computing Systems

Armanino First Legal

The Trio

Kathleen Kvitek and Ashli Lopp (WAMS) & Terri Oppelt Sarah Chastain (epiQ) & Scott Rosen (JHill’s Staffing)

Denise Holden & Thomas Howard (One Legal) Ernesto Casas, Jr. & Noel Poole

Vivan Powers, Michael Kemps (ICS) & Ken Sweet


ELF is a blend of HR/labor law knowledge and personal development. This year’s event did not disappoint. In fact, it exceeded my expectations. Here is what you missed:

It was a crisp, cool, rainless morning. In a large and welcoming foyer, volunteers greeted me from a welcome table and handed out clear tote bags with the day’s resources and room left over for informational brochures and swag from the Business Partners in the exhibit hall. I was also provided with a jolly pineapple sock to match with a Business Partner (which would later be donated to a charitable cause). I walked through the doors to the exhibit hall, sock in hand, to find my match…and coffee.

There was an energy and buzz about the room with close to two hundred people interacting. I attend many of GLA ALA’s education events remotely, so I enjoyed seeing so many of my colleagues together as well as meeting our Business Partners. The Business Partners are subject matter experts, and they have saved me much grief over the years (I will tell you the magenta toner story sometime). I walked around the hall chatting about my firm’s needs, taking fun swag for my three year-old to play with, and dropping my business card in for a few raffles. Luck was not on my side- I did not win any of the raffles, but hopefully, my loss was your gain! Eventually, I found my sock match- and none too soon, because the first session was about to begin.

Aesthetically, the venue delivered, both in the exhibit hall and the auditorium. The décor and aura felt grander than the price of the event. The round table tops in the lecture hall led

to good conversation amongst the four speakers, on several topics:

• Employer may be responsible for any unlawful harassment, of any kind, by nonemployee (SB 1300);• Harassment training expanded to small employers (5 or more employees and/or independent contractors) and for non-supervisors by 1/1/20 (SB 1343 Amends Gov’t. Code § 12950.1);• Female quota for corporate boards imposed by end of 2021 (SB 826 adds §§ 301.1 and 2115.5 to CA Corp. Code);• Workplace sexual harassment claims protected as privileged communications (AB 2770 Amends Civil Code § 47);• Sexual assault statute of limitations lengthened (AB 1619 adds C.C.P. § 340.16);• Reasonable lactation accommodation location efforts are required (AB 1976 Amends Labor Code § 1031);• State and local minimum wage increases (Pay Wizard); paywizard.org• New Federal Forms and Posters (Workplace Posters).

Bottom line: Talk to your employment counsel. There are a lot of changes for this new year, and more can be expected

1. MARIJUANAOver lunch, Aaron Olsen of Fisher Phillips LLP revealed that

The Employment Law Forum (“ELF”) is the Marquee Education Event of the Yearby Michelle McPherson Campbell


he knows more about marijuana than Willie Nelson. He blew misconceptions up in smoke, puffed out applicable laws, and kept the topic out of the weeds. Employees (and administrators) may think that prescription marijuana may be a “reasonable accommodation”. However, marijuana is still a Schedule One drug according the federal government. Therefore, we may not be required to accommodate requests for accommodation. Aaron was generous with his time, and he answered our many “asking for a friend…” questions. Ultimately, the firm’s policies define what is acceptable to your firm regarding intoxication and testing. This area will continue to evolve, especially between shifts in presidential administration. As with most HR policies, it is important to be clear about standards and apply them fairly.

Bottom line: Despite legalization in CA, marijuana is still a Schedule One drug under federal law, so your firm is likely protected if you treat it as such, but be sure to review your policies.

2. GREY AREA THINKINGEllie Krug is compelling and inspiring. If you missed her at ELF, then I hope you have the opportunity to hear her another time in the future. She spoke to us about universal human needs: how humans naturally label everyone, the tools we can use to increase our empathy, and tangible

actions we can take to develop and sustain inclusivity.

In our roles or our firm’s practice area, we see the worst of the worst situations. We all have experienced or know about injustice. So, it was refreshing to be reminded of the good in society. Every person matters and every person has the ability to make a difference for good. Particularly in our roles in administration and human resources, we have the ability to help stand in the gap for the marginalized, promote diversity in the workplace, and encourage mentorships and sponsorships for staff and associates. As we manage with compassion, it should be dividends with employee loyalty and a kinder, gentler place to work. This compassion should also extend to ourselves. This resonated with me, because even with my cheery disposition, I can be hyper-critical of myself - always expecting more of myself or comparing myself with others. Ellie reassured us that things are not so black and white; we succeed AND we fail. While it can be uncomfortable to acknowledge and face failure, I can respond with grace and compassion for myself, just as I try to do for others.

Bottom line: Every human deserves to be treated with dignity and compassion, and we can make a positive impact on each person we encounter.

2019 EMPLOYMENT LAW FORUM - SKIRBALL CENTER


3. WHAT’S NOT BEING SAIDPete Smith flew in from Virginia to help hone our communication skills with an interactive presentation. He discussed who we need to “be” in a conversation to more effectively communicate. We explored the differences of content and context of communication. In short, content is the words, and the context includes the setting, the manner and tone of delivery, and the beliefs of both the speaker and the listener. Pete reminded us not to “should” on ourselves, or others. And, we practiced a tool from improv: replacing “yes, but…” with “yes, and…”. The key take-away for me, personally, was to listen to the words a person uses. Their words will indicate if they are more emotional (“I feel…”) or analytical (“I think…”). And you can use that information to tailor your message to them, matching their style to increase the likelihood your message will get through and resonate with the recipient.

Bottom line: Take a moment to be mindful of the context before trying to communicate an important message.

At the conclusion of Pete’s presentation, ELF officially ended. Many folks departed, but there was more fun to be had at the Beat the Traffic Progressive dinner.

First, credit to whomever intuited that I would not want to drive from the westside to Pasadena at 5pm on a Friday! I

was very happy to stay and eat and mingle with colleagues instead of fighting traffic. And, the dinner took several Business Partners out from behind their booths, and put them next us in lively and fun conversations. I won’t spill the tea, but all sorts of topics were discussed, and everyone had a good time!

I left ELF with tangible information to take back to the office, increased soft skills to improve my abilities, an opportunity and a renewed motivation for the work. And, for that, I am thankful. Therefore, it is important to acknowledge the people who made the day a success.

• Laura Whipple, Lori Akina, and the entire ELF volunteer team who dedicated numerous hours toward event planning. They did an astounding job. • Our Business Partners. It’s because of their support of GLA ALA that the ELF team can bring such high- caliber speakers to educate and motivate us members. • Kelly Scott, Aaron Olsen, Ellie Krug, and Pete Smith. The knowledge imparted in their presentations will pay dividends for all of us who attended. n

Bravo!

Speaker Pete SmithSpeaker Ellie KrugSpeaker Aaron Olsen


Speaker Pete SmithSpeaker Ellie Krug

Dave Teuber & Angie Moskalenko (Afinety) Don Hoefnagel (First Legal)

Charlene Grant & Crystal Villa (Special Counsel)Brad Moon & Tyler Morrison (Payroll Link)

Neal Gold & Tamaa Davis (Creditors Adjustment Bureau)Karen Saken (Hire Options), Speaker Kelly Scott & Brian Robbins

Joseph Gudino & Anthony Hernandez (ASAP Legal)Jennifer Marcinkowski & Jennifer Hill (Marcum Search)



Vicki LaBarge (All State Legal)

Scott Crawford & Brendan White (Nationwide)

Sarah Prince & Natalia Farley (United Agencies)

Nelle Stang & Katrina Roehrig (The Agency)

Vera Liebenthal & Thomas Hall (First Republic Bank)

Scott Burton, Renae Shepherd & Kerri Lidman (IST)

Pam Morton (NITA)

Neil Murphy & Glen Diamond (Nuance)


Vicki LaBarge (All State Legal)

Scott Crawford & Brendan White (Nationwide)

Sarah Prince & Natalia Farley (United Agencies)

Nelle Stang & Katrina Roehrig (The Agency)

Vera Liebenthal & Thomas Hall (First Republic Bank)

Scott Burton, Renae Shepherd & Kerri Lidman (IST)

Pam Morton (NITA)

Neil Murphy & Glen Diamond (Nuance) Roseanne DiMarco-Burnham & GLA ALA MemberConnie Calderon & Jackie Verdugo

Pilar Kearney, Jennifer Bradshaw & Emily Lichtman

Jim Van Dusen, Past President & Marianne VegaMelina Drazich, Laura Whipple & Kameron Stout

Speaker Kelly Scott & Ken Sweet


Laura Whipple & Lucia Donat

Pilar Kearney, Emily Lichtman & Scott Dressler


Viviane Abraham, Kim Robinson & Ken SweetShaun Morrison, Past President & Lorrie DeCoursey

Jennifer Bradshaw & Debra Gray


Ellie Krug & Viviane Abraham


Viviane Abraham, Kim Robinson & Ken SweetShaun Morrison, Past President & Lorrie DeCoursey

Jennifer Bradshaw & Debra Gray Attendees


PRESIDENTS MESSAGE continued from page 6

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In December, we had our Annual Holiday Luncheon at the Jonathan Club. The room was decorated so beautifully, and we had a great turnout of members and Business Partners. Thanks so much to Viviane Abraham and Ka-meelah Hakeem for all of your hard work putting together this outstanding program. This was also when CASA/LA was presented with the “big check” by Nilo Bolden from the Justice Jog proceeds.

The January Chapter Luncheon was on the topic of Managers as Mediators: Realigning your Team by Resolving Conflict with speaker Paul Falcone. This was really well attended and extremely thought-provoking.

Then in February was the Employment Law Forum at the Skirball Center led by Laura Whipple and the outstanding ELF Team. We had a great speaker lineup, a beautiful Expo Hall that got rave reviews from our Business Partners, and an interactive evening event that was a big hit. Thanks so much to Laura and the ELF Committee for all of your hard work in making this such a success.

In late February the Chapter Luncheon was on the topic of Creating a Culture of Accountability with speaker David O’Brien. I had seen this session with Mr. O’Brien at the regional conference in Austin and was so impressed with him. It was great to see him again, and I am so glad he was able to present this to our Chapter.

In March, we had both our President’s Reception at Eataly in Century City, and the Leadership and VOTY Award Luncheon the following day. April Campbell, ALA President, attended both events and spoke about many important highlights and recent changes with ALA and how the recent governance restructuring will make for a stronger organization. Tanya Russell was recognized and celebrated as winner of the Volunteer of the Year award. I also passed the torch to Debra Gray as the next board year President for 2019-2020, who then spoke about the impressive agenda she has planned for next year.

We cannot emphasize enough the wonderful relationships we have with the vast support of our many Business Partners, without whom we could not do the things that we do, and who are always there for us as a resource and providing optimal services. They are key in

making us look great at what we do.

They say that it takes a village, and it most certainly does. Our membership is over 350 members strong, including our many Brazilian members. Tremendous thanks to Lori Akina, Chapter Manager, and our Section Leaders for putting on such great, quality programs throughout the year, and to our Membership and Business Partner Teams. Your hard work is invaluable.

It has been an honor serving as your President, and I am excited with all that Debra has planned in this next board year. Congratulations, Debra! Here is to a fantastic 2019-2020 board year. Cheers! n

Ken

“The quality of a leader is reflected in the standards they set for themselves. ” - Ray Kroc


How long have you been an Administrator?5+ Years.

What career or profession, other than your own, have you always wanted to try?

I’ve always wanted to be a lifestyle blogger.

What advice would you give someone entering the legal administrator field?My advice is to be prepared to learn from anyone. Be responsible and take an active role in your career path. Training, conferences and continuing educationcourses are always good places to start!

Share an interesting “tidbit” about yourself that most people would not know:I am an NCAA All-American in Track and Field.

To be successful, legal administrators have to:To be a successful administrator, you have to be detail-oriented and be trusted to work independently.

The best advice I received from a fellow legal administrator was:The best advice I received was to view myself as a part of the law firm and do my part to influence and cultivate a positive work environment.

Describe yourself in three words:Transparent, Confident & Eager

Describe your management style and why it works for you:My management style is very direct and organized. I find that clear instruction and ease of work flow are always appreciated.

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VALERIE TOMPKINS CARPENTER, ZUCKERMAN & ROWLEY

GLA ALA WELCOMES...

NEW MEMBER SPOTLIGHT

“You can make more friends in two months by becoming inter-ested in other people than you can in two years by trying to get other people interested in you. ” - Dale Carnegie


eleven GLA ALA Past Presidents! Business partners and members, both new and old, mingled under the beautiful night sky. Thanks to everyone who turned out for the occasion. Let’s get together again soon! n

One of the joys of living in Southern California is relishing nights like the one we enjoyed the evening of the President’s Reception. On Monday night March 18, our chapter gathered at the outdoor rooftop restaurant, Terra, located in Century City Mall’s Eataly, to recognize Chapter Presidents, Past and Present, and to host ALA President April Campbell, visiting us from Seattle. This was the first time GLA ALA has held an event at the fairly-new venue, and it’s fair to say it was a success. Wines white, red, and rose were flowing; the grilled appetizers and charcuterie platters, pleasing to our palates. Our happy crowd of 45 guests included a whopping

President’s Receptionby Jennifer BradshawGLA-ALA Presidents Ken Sweet, Jean Jewell, Jim Van Dusen, April Campbell, Janet Shaw, Iris Stein, Mary McDonnell, Debra Gray, Shaun Morrison, Louise Phillips, Luci Hamilton & Louise Caplan

Jennifer BradshawOffice AdministratorOlivarez Madruga Lemieux O’Neill, [email protected](213) 744-0099

Ilona Reddick & Catherine Singh (ICS)Helen Youngblood, Michelle McPherson Campbell & Laura Gardner

Dave Teuber (Afinety), Luci Hamilton (Past Pres.) & Jim Van Dusen (Past Pres.)


PRESIDENT’S RECEPTION RECAP 3-18


Janna Styskal, Willy Rodas (First Legal) & Debra Gray Jennifer Bradshaw & Ken Sweet Jim Van Dusen (Past Pres.), Patty Holland, Don Hoefnagel (First Legal) & Ken Sweet

Kathleen Kvitek and Johnny Navarrette (WAMS) & Lisa Ford Lisa Spears, Melissa Serrano, Kameron Stout & Tanya Russell Lori Akina & Don Hoefnagel (First Legal)

Louise Caplan (Past Pres.), Debra Gray, Jim Van Dusen (Past Pres.), & Iris Stein (Past Pres.)

Mary McDonnell (Past Pres.) & Shaun Morrison (Past Pres.) Melissa Serrano, Lisa Ford & Sophia Thompson

Michael Lazcano (Nationwide) & Michelle McPherson Campbell Noel Poole & Lori Akina Lisa Spears, Shelley Wissot, Janna Styskal & Tanya Russell


My first volunteer work for GLA ALA was at the 2018 ELF, when I attended as a non-member and volunteered at the registration table. At this event, I was able to see how a wonderful group of people’s teamwork paid off as the fruit of their labor was a well-planned, well-organized event. This year I not only became a first-time member of ALA, but I was inspired to volunteer on the 2019 ELF committee. I am truly grateful to have been part of this year’s committee and, along with all my fellow committee members, to have put on another successful ELF event at a great venue, with great speakers, and numerous networking opportunities with our business partners and colleagues.

The committee first came together in June 2018. For a couple of us, like myself, this was our first time meeting with other GLA ALA members. From the beginning, everyone was very welcoming. At our first meeting, we started our discussions on which team members would handle the catering, speakers, games, swag bag, CLM credits, dinner event, Business Partners, and the many other elements needed to organize a successful event. For those who might be on the fence about volunteering due to time management and other commitments, I am here to tell you that not only is volunteering worth the time commitment, but it hardly took any time at all. After our first in-person meeting, we would meet via conference call one Friday a month.

We discussed status or updates on each member’s tasks. Since the event was in February 2019, in the beginning of 2019 we would meet via conference call every Friday and we had one last in-person meeting one week before the event. Although it took us 8 months to prepare, plan, and organize 2019 ELF for our fellow colleagues, every week we met everyone had progressed in their tasks. Those 8 months flew by and when the day of the event arrived, all the work we had put in resulted in an amazing day due to the committee and their hard work. Being part of this year’s ELF committee was an exercise in teamwork, collaboration, planning, and organizing. As a new member, it was

encouraging that everyone involved was helpful, creative, hard-working, and most of all, kind.Since I am a new member, it was good to attend and volunteer at ELF and to be behind the scenes.

On the day of the event, I helped out at the registration table and was the lunch buddy for our Diamond Sponsors, ASAP Legal. It was nice to meet many of the members and colleagues and it was good to network with our Business Partners. Not only was the venue a nice location with a good atmosphere for an event like ELF, but we had exceptional programming and speakers. Kelly Scott provided important information on new employee labor laws, and along with speakers Aaron Olsen, Ellie Krug and Pete Smith, topics ranged from Marijuana in the Workplace, Gray Area Thinking, and What’s Not Being Said Needs to be Understood. Despite months of planning, the event itself was over in the blink of an eye; one moment I was checking in the attendees; the next, networking and attending the first education speaker; then, the night was ending with our “Beat the Traffic” dinner.

After a long day of education and networking with colleagues, the “Beat the Traffic” dinner was a good conclusion to our evening and an opportunity to unwind and get to know our business partners and fellow members over a nice dinner. This was a fun event, and I hope we do it again in the future!

I would like to thank the ELF Committee Chair Laura Whipple, for putting on and planning another flawless ELF event, thank you to Terri Oppelt for organizing the “Beat the Traffic” dinner, Kameron Stout for encouraging me to join GLA ALA, and of course, a huge thank you to my fellow ELF committee members including our President, Ken Sweet. You were all very welcoming and made me feel comfortable as a new member of GLA ALA and as a new volunteer. I couldn’t have asked for a better team to work with. With all of your hard work, GLA ALA was able to put on another successful ELF event that everyone enjoyed.

VOLUNTEERING FOR ELF & GLA ALA by Melissa Serrano

VOLUNTEERING FOR ELF & GLA ALA


It was truly a pleasure to work with each of you and I am grateful that I got to know you.

To our fellow members, I would recommend for any of you to join a GLA ALA committee or volunteer for any of the events that GLA ALA has throughout the year. It is a great and fun experience. I look forward to continuing to work with GLA ALA, its members and our Business Partners. n

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“If you don’t like something, change it. If you can’t change it, change your attitude. ”

- Maya Angelou


GLAALA JANUARY 8, 2019 CHAPTER MEETING

It’s said that there are two kinds of employees who quit jobs: those who quit and leave, and those who quit and stay. It’s also said that the difference between an active job seeker and a passive job seeker is one bad day in the office. So where does that leave you – the HR or administrative manager with little time and few resources to accomplish your daily tasks – in terms of managing and leading your group into the new year? After all, you may get along great with your subordinates. Sometimes, though, they just can’t seem to get along with one other.

Every manager has felt frustrated over employee tensions and unresolved conflict that negatively impact the office. And with the critical need for retention in an employment marketplace with historically low unemployment, managers have to find ways to get their people “plugged in” again or else face premature turnover. The reality, though, is that your staff members will almost always take the path of least resistance with one other – avoidance – rather than address problems head-on and in a constructive manner. That leaves you, their manager, having to then intervene in a mediating role to ensure that a lack of communication or ill will doesn’t lead to performance problems or turnover.

MEET INDIVIDUALLY TO SET THE STAGE FOR THE GROUP INTERVENTION Pretending that a problem doesn’t exist or allowing staff members to work out problems on their own may be a safe strategy when a new interpersonal conflict first arises; however, once that initial frustration has begun to fester, it is time to step in. The key question is, how do you balance individual privacy with workplace needs and avoid appearing to play favorites? Remember that your job is not to motivate your staff. Motivation is internal and is therefore the responsibility of each individual employee (yourself included). On the other hand, as a manager, you’re responsible for creating an environment where people can motivate themselves. That kind of work environment exists when people feel like they make a difference – the so-called “psychic” income that keeps people loyally employed over time when other firms down the street appear to be paying higher wages for the same work.

When two of your staff members are “at war,” meet with each individually. Privately find out Fred’s side of the story before meeting individually with Wilma. Let each know in advance that you plan on sharing his or her side of the story with the other person later that same day—in preparation for a group meeting the next morning. For example, two individual meetings with follow-up on Tuesday afternoon will result in a group meeting for the three of you on Wednesday morning, giving each participant a chance to sleep on things and think through their role in the meeting the following day. This way, that what of the problem is discussed, shared, and “out of the bag” by end-of-day Tuesday. On Wednesday morning, you can come together peacefully to address the how of it all—addressing the problem like adults and how it’s going to be fixed, with no need for attacking or defending. In short, no drama.

In your one-on-one meeting with Fred on Tuesday afternoon, ask him why he thinks Wilma may be feeling the way she does. Ask Fred what he’d like to see happen ideally in terms of his relationship with Wilma, and then ask him what he’d be willing to change about his own behavior to elicit a different response from Wilma in the future. Afterwards hold the same meeting with Wilma in terms of her relationship with Fred, looping back with both of them by the end of the day on Tuesday in order to share the other person’s point of view and perspective. Schedule a time to meet with them together in your office on Wednesday morning to open the lines of communication, reset expectations, and recalibrate their working relationship. MEET TOGETHER AS A GROUP TO HEAL THE WOUND AND RESET EXPECTATIONS When you open the meeting with your two subordinates in that follow-up group meeting on Wednesday morning, share the three rules of the meeting upfront:

“First, you shouldn’t hold anything back. This is your chance to share your concerns openly and honestly, with respect and good intentions for the other person. But it’s not a roller-coaster ride, and I’m considering this a once-in-a-career benefit: After our meeting today, I’m re-welcoming you both to the firm as if it were your first day

Managers as Mediators: The Art of Constructive Confrontation by Paul Falcone


GLAALA JANUARY 8, 2019 CHAPTER MEETING

of employment. I’m also holding you both accountable for reinventing your working relationship from this point forward.

“Second, everything you share has to be said with the other person’s best interests in mind and in a spirit of constructive feedback. There is no attacking or defending anyone’s actions; this is really more of a sensitivity session where you both get to walk a mile in the other’s moccasins and hear first-hand how the other may be feeling or at least perceiving things.

“Third, once you’ve had a chance to hear the other person’s point of view, I’m going to ask each of you to consider what you’re willing to change about your own behavior to elicit a different response from the other person going forward. Does that sound like a fair approach?” [Yes]

Setting up a meeting with those ground rules automatically de-escalates feelings of angst or anger in the participants. It also gives you the chance to take a gentle approach to interpersonal issues that, like scars, sometimes run long and deep. In addition, you should encourage your two staff members to use the phrases “This is how I feel” and “Can you understand why I might feel (or might have perceived something) that way?” Feelings aren’t right or wrong – they just are. Since perception is reality until proven otherwise, it’s each individual’s responsibility to sensitize the other regarding the existence of problematic perceptions that may have developed over time.

CONCLUDE THE MEETING ON A CONSTRUCTIVE NOTE “WITH TEETH” Once you’ve “pierced the heart” of the combatants, the battle is won. You’ll know you’re there when they’re talking to each other, agreeing that they’ve got a problem on their hands, and demonstrating a willingness to fix it. These kinds of management interventions aren’t normally fact-finding investigations. Instead, they’re sensitivity training sessions where goodwill and openness naturally heal the wounds associated with ego and principal.

Conclude the meeting this way:

“Wilma and Fred, you’ve both heard the other side of the story now. I’m not asking you to hold hands and sing Kumbayah, and I don’t expect you to go bowling together after work tonight. But I do expect you to openly communicate so that the work in our department isn’t

negatively impacted and others aren’t made to feel uncomfortable around you. “The final questions I have to ask each of you are as follows: First, now that you’ve heard the other person’s perceptions of what’s going on, what are you willing to change in terms of your own behavior to elicit a different response in the other person? Second, how should I, as your supervisor, react if this situation were to rear its ugly head again?”

And, voila – you’ll have given each employee his or her “day in court,” so to speak, where each vents and shares perceptions of the problem. You’ll end the meeting on a constructive note where both agree to change their behavior. And you’ll also create a “healthy sense of paranoia” where both realize that if the problem surfaces again, there will be a more formal management response – most likely in the form of progressive discipline. Congratulations – you’ll have treated your warring parties as adults and held them accountable for fixing the perception problem on their hands.

Allow adults to hash out their differences in a controlled, safe environment. No matter how much you care, you can’t manage their differences. Only they can do that. Still, you can provide a mechanism for solving employee disputes that brings out the best in people. Establishing a culture of openness means confronting “people problems” in an environment that maintains the individual’s dignity. It enhances your position as a leader and establishes your reputation as a fair arbiter of disputes – truly a management trait that’s hard to find at other firms where the “grass may be greener.” There’s no better formula for employee retention than treating people with respect, dignity, and a caring ear. Paul Falcone (www.PaulFalconeHR.com) is an HR executive and bestselling author of 101 Tough Conversations to Have with Employees, 101 Sample Write-Ups for Documenting Employee Performance Problems, 75 Ways for Managers to Hire, Develop, and Keep Great Employees, and 2600 Phrases for Effective Performance Reviews (Harper Collins / American Management Association Books). n

Paul Falcone (www.PaulFalconeHR.com) is an HR executive and bestselling author of 101 Tough Conversations to Have with Employees, 101 Sample Write-Ups for Documenting Employee Performance Problems, 75 Ways for Managers to Hire, Develop, and Keep Great Employees, and 2600 Phrases for Effective Performance Reviews (Harper Collins / American Management Association Books).


The January Chapter Meeting was held at the law offices of Greenberg Traurig, LLP in Century City on January 8th. The luncheon presentation, entitled “Managers as Mediators: Realigning your Team by Resolving Conflict,” featured Paul Falcone, a top-rated keynote speaker and the author of a number of Amazon.com and SHRM bestselling books. Paul is a human resources executive and is currently the Vice President of Human Resources at the Motion Picture &Television Fund in Woodland Hills. Additionally, he is a long-term adjunct faculty member at the UCLA Extension School of Business Management.

One of the key leadership skills lies in resolving conflict in a positive and supportive way. We learned how to effectively address problematic conduct or substandard job performance issues directly and honestly. Paul taught us how to structure a meeting where two individuals or a group can actually sit down in a safe setting to resolve their differences. Both sides can hear the other party’s side of the story objectively, assume partial responsibility for the problem, and make themselves part of the solution. Paul taught us “leadership turnaround strategies” that will help us in mediating conflict in a fair, compassionate, and constructive way.

Paul led us through his Golden Rules of Enlightened Leadership revealing a step by step process of artfully engaging two employees, “Wilma and Fred,” in a facilitated process of resolving their own conflict. Managers who avoid dealing with conflict allow their teams to experience a “drain on their overall morale, and disrupt a spirit of camaraderie and effective teamwork”. The team feels like they are “walking on eggshells and sense the angst and negative effects of its team members” engaged in unresolved conflict.

RULES OF ENGAGEMENT – DAY 1It is important to meet with each individual one-on-one to simply listen carefully to their side of the story. The key is to let the individuals both know that you plan to meet with the other employee and you will share everything said with each other before the end of the business day. You communicate that there must be “total transparency, everything out on the table, and always with full respect for the other person.” “Once we’ve aired all the issues, you both can give some thought to how you want to turn this around and what commitments you’ll be willing to make to become a part of the solution.”

ONE-ON-ONE MEETING/COACHING TIPSPaul provided many invaluable coaching tips in preparation for the meeting on Day 2 to encourage the individuals to see the issues objectively and how their behavior contributed to the conflict. The questions Paul asked primed the pump for them to eliminate any drama, blame, and figure out what commitments they are prepared to make to be a part of the solution.

• “Why do you feel that (Wilma/Fred) may be responding that way?”• “Just out of curiosity, if she were here right now to respond that the statement you just made, what would her side of the story sound like?”• “Is there anything you can think of that’s somehow missing in our awareness in our day- to-day communications? Is there something that I can do differently?”• “If all goes as well, as I suspect it will after our meeting tomorrow, what specifically would you say we need to start, stop, or continue doing? What would you commit to?”

THE PERCEPTION MANAGEMENT DISCUSSIONExecutive coaching, at its core, is helping those being coached to look inside themselves for answers. Your function is to raise awareness to allow the individual to find their own solution, not give answers.

• “You know how they say perception is reality until proven otherwise? There may be a perception problem at hand in this instance in terms of your intensions vs. his reception of your message.”• “Can I share with you what this looks like from my vantage point?”• “Then let me see if I can help you find another way of looking at this…”• “I know you don’t know, but if you did know, what would your answer be?”

THE SMALL GROUP MEETING ON DAY 2Paul begins the meeting by reviewing the fact that he has met with both of them individually to learn about each other’s side of the story in terms of the friction that has been building between them, which is noticeable by your team members. He told the two individuals that he had shared the other’s side of the story with each of them and how they feel so “you could walk a

GLAALA JANUARY 8, 2019 CHAPTER MEETING RECAP


GLAALA JANUARY 8, 2019 CHAPTER MEETING RECAP

mile in their moccasins” the day before and you would have a chance to think through how to assume partial responsibility for the situation at hand. In this small group meeting he did not want to “rehash” all of the issues, but work together in good faith to find a solution to this problem. At the conclusion of the meeting Paul reviewed the commitments made to turn the situation around, reminding them that they are fully responsible to the firm to create and sustain a friendly and inclusive work environment.

RULES FOR THE MEETING1. Don’t hold anything back. Honesty and transparency are critical at this stage, especially in terms of how you are feeling.2. Everything you share has to be said with the other person’s best interests in mind and in a spirit of constructive feedback. No attacking or defending necessary or allowed and no drama.3. Determine what you are willing to change about

your own behavior to elicit a different response from the other person in the future.

In summary, we learned about the negative consequences of avoiding addressing conflict head-on and its impact on the firm. We learned about highly effective techniques of facilitating a process to assist individuals in solving their own conflict in a safe and supportive setting. We especially want to extend a special thank you and express our sincere appreciation to all of our Business Partners for their continued support, making this successful educational Chapter Meeting possible. n

Helen Youngblood, [email protected](310) 463-3687

1.800.541.0450 | www.innovativecomp.com

@ICSGetsIT

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The Leadership Compass: January, 2019 WorkChoice Solutions, LLC

1

The State of Leadership 2020

Like several people I know, I began thinking about the year 2020 not long after we all survived Y2K. For those valued readers who did not experience this widely hyped but uneventful global business catastrophe, it centered on the belief that all computer systems would become inoperable and ultimately crash at the stroke of midnight on December 31, 1999. This theory arose from the fact that the internal operating systems of the world’s computers had not been programmed to recognize the year 2000 which would result in all computers crashing at that very moment, followed by wide spread disruption of the global economy. Fortunately, years of preparation and the investment of vast resources leading up to this critical date prevented any such catastrophe or crisis. Not surprisingly, the thought of life in 2020 back then brought forth images of a futuristic scene from some fantasy television program like The Jetsons, Star Trek or My Favorite Martian. After all, 2020 was indeed a new frontier, a new far off galaxy which had yet to be explored. But here we are today, only 11 short months away from this much anticipated milestone. While 2020 still represents a new frontier in many ways and on many levels, chief among them for those of us who are called to lead, is that it heralds a new decade of leadership. A time and opportunity for all leaders to reflect, reframe and even recalibrate our own leadership compass to align our capacity with the evolving tides of leadership. With few exceptions, most leaders today would agree that the demands of leadership have evolved and even accelerated at a near dizzying pace. But for organizations to evolve, attract and retain the best employees and to thrive in these uncertain times, leaders must evolve too. Gone are the days in which leaders can rely solely on what has worked in the past. It is no longer enough to be externally focused. The new decade of leadership will demand a higher level of awareness, clarity and purpose all of which require more frequent and deliberate introspection. Although it’s fair to say that some of what has worked in the past will likely have a place in the organization of 2020, the accelerating demands of leadership coupled with the shifting demographics of this new decade of leadership will require leaders to move beyond many popular notions of leadership. As a beginning point, it helps to consider how leadership has evolved in just the last 5 to 10 years. The following graphic offers a snapshot of how I and many other leaders I work with or know have witnessed this evolution.

FROM TO

Command & Control Coach & Develop Manage Influence Externally focused Internally focused Me centered leadership Servant Leadership Multi-tasking and distracted Centered and mindful Perfection mindset Progress mindset Expert Continuous learning Arrogance & Ego Vulnerability & Authenticity

Continued

“Most leaders today would agree that the demands of

leadership have evolved and even accelerated.”



2


While leadership will no doubt continue to evolve in 2020 and beyond, it is worth noting that successful leaders in the years ahead will need to combine what appear to be opposing qualities. They’ll need to be confident but modest, flexible but decisive, functional experts but curious. Above all, they’ll need to embrace a role-model mindset that fosters the behaviors they wish to see from others. To be sure, the workplace of 2020 will have greater ambiguity and uncertainty than ever before. Technology, innovation, and geopolitical change will continue to accelerate the need for leaders to stay ahead of the competition and to seize the opportunity associated with the new decade of leadership. It is within this context that the following leadership characteristics are presented. Self-awareness and taking the time to reflect. Characteristics such as self-awareness and having the ability to reflect may not sound like leadership qualities in the conventional sense but they are crucial attributes of successful leaders today and well into the new leadership decade. You can’t be a great leader unless you understand yourself including your core values, strengths and development needs. Strong values and personal integrity. Over the last several years a series of scandals have sent shock waves across a variety of sectors which have exposed the failings of key leaders within those sectors. These well publicized episodes have served to make employees increasingly skeptical of their leaders’ motivations and intentions all while eroding trust and engagement. Clear sense of purpose. Employees need to understand where their leaders are taking them and why they are going in that direction. They also need to understand how they fit into the big picture as well as the impact that the organization has on all stakeholders including society in general. Only then will they buy into their leaders’ vison of work and the future. Commitment to developing others. Despite conventional thinking in some leadership circles, all employees have, at least, some leadership potential. Further, personal accountability, something that all organizations

strive for, embodies many leadership characteristics. Successful leaders need to develop a coaching style that is respectful, collaborative, open and fair, which supports the development of each person reporting to them. Ability to engage and communicate across the organization. Having the ability to effectively communicate with a wide range of people is a critical skill for leaders. Leaders don’t just set a strategy in motion and give instructions. They need to constantly engage with everyone involved in making the strategy happen. This involves communication that goes both ways. Collaborative and widely connected. Leadership is no longer about issuing commands or taking control. Rather, it involves collaboration across many functions and levels. The leader’s ability to forge reciprocal partnerships up and down the organization as well as to demonstrate an understanding and commitment to the interests of others all help to foster meaningful collaboration. Agility and continuous innovation. The days of the 10-year plan are over. Today and in the new leadership decade, markets change within months and technology developments radically reshape the way work is done and how businesses operate. As new opportunities emerge, leaders need to be tuned into technology advances and know how to leverage them to stay ahead of the competition. To be sure, there will be a multitude of issues that will impact the state of leadership in 2020. While all of them have the potential to challenge the very best leaders, they also represent a terrific opportunity to reflect, reframe and even recalibrate our own leadership compass over the balance of 2019 to help ensure that we’re ready for 2020. Will you be ready?

Continued

“This new decade of leadership will require leaders to

move beyond many popular notions of leadership”

THE STATE OF LEADERSHIP 2020




3


Seven more things that you can do now to be ready for 2020: 1. Consider these three questions: Who am I

as a leader? What do I want to be known for as a leader? What would it take to make 2020 my best leadership year ever? Also identify one development opportunity related to your pursuit of leadership excellence and map out a series of small, doable steps that you will take between now and year-end.

2. Take the time to consider what it is you

stand for as a leader and what that translates to in terms of your core values. Identify your top 5 work and life values, and consider how you live and demonstrate these in every role you play. Initiate a conversation with your peer group or a trusted mentor about the characteristics that embody leadership integrity and explore how those characteristics are linked to your top 5 values.

3. Invest the time to consider your leadership

motivations and intentions and how they translate into what you expect from your team as well as what you expect of yourself as a leader. Also consider how each team member’s contribution supports organizational goals and the realization of business objectives.

4. Initiate a discussion with your leadership peer group about their view and experiences related to employee coaching and look to expand your own coaching comfort level and capacity. Also consider who on your team would benefit most from being coached by you this year and next.

5. Evaluate your leadership communications to

consider what impact they have on creating clarity of expectations as well as team engagement.

6. Identify at least two key stakeholders that

you can connect with in 2019 to help build a better understanding of their needs and to help foster a deeper reciprocal partnership for the new leadership decade.

7. Initiate a conversation with your leadership

peer group and/or your IT department peer to explore technology trends that are impacting your organization and industry. Also explore how these trends could present new opportunities for improving your market competiveness.

About David A. O’Brien David is President of WorkChoice Solutions, a trusted provider of leadership and team effectiveness training, coaching and consulting services founded in 2000. He works with a wide range of corporate, nonprofit and public sector clients to help bring about sustainable improvements in organizational effectiveness. His first book, The Navigator’s Handbook, 101 Leadership Lessons for Work & Life is available on-line and in bookstores nationwide. His second book, The Navigator’s Compass 101 Steps Toward Leadership Excellence was released in 2016 and is also available wherever books are sold. David’s third book, The Navigator’s Journal will be released in the summer of 2020. To learn more about the scope of David’s work in helping leaders and teams to be more effective or to arrange for David to speak at your next conference or other special event, please visit WorkChoice Solutions on line at: www.workchoicesolutions.com or call him directly at 860.242.1070.


WorkChoice Solutions, LLC

P.O. Box 467 – Bloomfield, CT 06002 – 860.242.1070 – www.workchoicesolutions.com

Navigator Inventory 2.0

Navigating is all about using your moral compass to achieve a higher level of job satisfaction and impact. The universal, common denominator of Navigating is an accountability mindset where you consistently do more than is expected well and with a positive attitude. For each item listed below, please indicate how well it describes the way you approach your job, work responsibilities and team interactions. Circle the number on the rating scale that best represents you. Five indicates most like you while one is least like you. In my role at work, I:

1. Am respectful of my coworkers at all times 5 4 3 2 1 2. Keep my feelings and emotions in check 5 4 3 2 1 3. Put my best effort forward each day 5 4 3 2 1 4. Encourage co-workers to excel in their work 5 4 3 2 1 5. Focus on finding solutions more than finding problems 5 4 3 2 1 6. Support leadership directives even when I don’t agree with them 5 4 3 2 1 7. Never contribute to the rumor mill 5 4 3 2 1 8. Accept that I’m responsible for team success at some level 5 4 3 2 1 9. Take pride in doing good work 5 4 3 2 1 10. Separate myself from those who choose to be negative 5 4 3 2 1 11. Always follow through on my commitments 5 4 3 2 1 12. Take responsibility for knowing what’s expected of me 5 4 3 2 1 13. Encourage feedback on how I’m doing 5 4 3 2 1 14. Am aware of how my behavior impacts others 5 4 3 2 1 15. Take initiative to learn new things 5 4 3 2 1 16. Maintain a ‘can do’ attitude during challenging times 5 4 3 2 1 17. Try to keep my colleagues motivated toward common goals 5 4 3 2 1 18. Am a positive role model for my team and others 5 4 3 2 1 19. Make a genuine effort to listen and understand co-workers 5 4 3 2 1 20. Look for opportunities to build trust with co-workers 5 4 3 2 1

TOTAL SCORE___________________________

If you scored 60 or more, you are doing a good job of being a Navigator. If you scored between 40 and 59, you are well on your way to reaping the many benefits of being a Navigator but need to improve your understanding of the process. If you scored less than 40, this is an important development opportunity for you. Solicit guidance from a trusted colleague or mentor and look for ways to expand your capacity to Navigate. This non-validated assessment should be used as an “introductory gauge” that is intended to provide a basic understanding of potential development opportunities. For a deeper understanding of your professional development needs it is recommended that you utilize validated tools and criteria linked to your organization’s specific needs and culture.




Our February Chapter Meeting was held at the Jonathan Club in Los Angeles on February 26th. The luncheon presentation entitled: “Creating a Culture of Accountability”, featured David A. O’Brien whose HR and organizational development career spans thirty years across a variety of industries. David provides leadership and team effectiveness trainings, coaching and consulting services to organizations throughout the United States. His most recent book, “The Navigator’s Compass”, is a “must read” for any leader and “guaranteed to expand your thinking about leadership”.

In David’s thought provoking and inspirational presentation, he examined the leadership link to accountability, introduced the components of the Accountability Continuum, explored the key dimensions of an accountability mindset, and reviewed strategies for overcoming barriers to accountability. Lack of clarity about an employer’s expectations is one of the key factors that inhibit the accountability mindset. In this model, everyone has a responsibility to communicate clarity of expectations, purpose, and what is a measure of success, creating a foundation of mutual understanding and trust. In this culture, positive behaviors are articulated and reinforced. One feels that their opinion matters and develops trust in their leadership.

The accountability mindset is a belief that others are counting on you to go the extra mile with a good attitude to achieve a quality outcome. The mindset also acknowledges responsibility for one’s own behavior and actions. As personal accountability is a critical building block of leadership, all effective leaders must be role models for accountability. Albert Schweitzer’s quote on leadership

states, “Example is not the main thing in influencing others, it’s the only thing”.

Organizational effectiveness can be strengthened through a culture of accountability as it is the “engine that drives engagement, mutual understanding, clear expectations, and team success”. Additionally, David shared some valuable tools to advance the accountability conversation in an organization. Indeed, we all developed an awareness of our own accountability mindsets, how we approach our jobs, work responsibilities, and team interactions in the context of the accountability model. We want to extend our sincere gratitude to our valued Business Partners for making this educational presentation possible. n


GLAALA FEBRUARY 26, 2019 CHAPTER MEETING RECAP

David O’Brien, Helen Youngblood & Ken Sweet

Speaker David O’Brien


GLA ALA LEADERSHIP LUNCHEON MARCH 19, 2019

And the winner is . . . Tanya Russell! Please join me in congratulating long-standing member Tanya Russell on receiving this year’s Volunteer of the Year award. For those who were unable to attend the Leadership Luncheon on March 19, you missed a whole lot of inspiration. Here’s a recap.

I was honored to announce the 2018 VOTY award winner, and in doing so, list the many organizations for which Tanya Russell volunteers. Among them: the Southern California Special Olympics, CASA of Los Angeles, Public Counsel, the Constitutional Rights Foundation, the LA Regional Food Bank, the Union Rescue Mission, Alexandria House, Verbum Dei High School’s Work Study Program, and Vista del Mar.

Nominators wrote of Tanya’s “all in” approach to her volunteerism. She wears her heart on her sleeve and puts it right into these people and groups in need of assistance. Tanya spoke, thanking the chapter and educating our audience on the organizations for whom she donates her time and efforts. Tanya’s husband and daughter both attended the ceremony, as did David Halberstadter, Partner at Katten Muchin, (and very proud of Tanya).

The crystal award was presented to our winner, and First Legal, generous sponsor of the accompanying VOTY scholarship to ALA’s annual conference, stood with Tanya for photos, offering their congratulations.

The latter half of the meeting was dedicated to an interactive discussion with ALA President April Campbell. April spoke to our attendees about trends in the legal industry and trends being examined and explored by ALA. She spoke of the recent change in structure which does away with regions, and invited questions from members in attendance. The upside of the change seems to be that all parts of the country should now have better access to resources, unbound by geographic boundaries. April’s optimism and enthusiasm are encouraging. Between her message, and the reminder of all the opportunities around us to give back, the Leadership Luncheon was energizing! For anyone considering leadership in the GLA ALA chapter, please inquire about attending an upcoming board meeting. They’re once a month, and we welcome you to attend. n


Ninna Brando, Tanya Russell, Shelley Wissot & Nicole Callanan

April CampbellDebra GrayKen Sweet


VOLUNTEERING & VOTY

My name is Tanya Russell and I am a GLA ALA junkie. I joined the organization in 2004 and have been on the board in various positions for many of those years. I love the educational and networking opportunities the Organization provides. Most importantly I love and respect the people affiliated with the organization. Katten and the GLA ALA allow me the space to nurture my love for volunteerism.

I would like to start out by defining the word volunteer. A volunteer is a person who voluntarily offers himself or herself for a service or undertaking, willingly and without being forced or paid to do it.

Have you ever experienced a moment when someone extended a helping hand to you when you were in need? Do you remember how it felt to receive the help? How do you think it felt for the person giving the help? Imagine how charities feel when people volunteer to support their causes?Volunteerism is important. Do you know the more we give, the happier we feel? Whether it be for a neighbor to help pick up the newspaper when they cannot, walking the dog when they are out-of-town, or working at the registration table at Justice Jog. Volunteering increases self-confidence and it gives you a sense of pride and identity. It gives you a strong sense of accomplishment.

It is in the true spirit of volunteerism that we learn to be compassionate and selfless. It is when you give without expecting in return and knowing that your actions resulted in a good deed – sometimes a job well done.

While I was growing up my late mother set the tone for volunteerism for me and my siblings. My mother’s acts of volunteerism were simple. She volunteered as a crossing guard when I was little and she would sign up to bake for whatever was going on at my school. She volunteered to carry her friends and neighbors to their doctor’s appointments and/or to the grocery store. She raised me and my siblings with her spirit of giving to do for others when they were in need, regardless of what their circumstances looked like. You see – my mother was grateful for what little we had. And despite that, she always volunteered, to help and to give to others in need. These teaching are in my DNA. Watching my mother inspired me. I had no idea that I was about to begin a journey of purpose.

I remember early in my childhood volunteering in elementary school to stay after class to help my teacher with chores. I remember feeling special whenever I helped. It made me feel important. I felt I was making a difference. I was probablyhoping for good grades. I also remember volunteering after school for a program that supported children with special needs.

I am currently involved in a number of organizations that allow me to continue my efforts in trying to make a difference in the world. My partners and management at Katten Muchin are very supportive of my work. The firm provides me with a unique platform to do some of this work and I have a very supportive team at work with me.

One organization that I am incredibly proud to volunteer for is Public Counsel, the world’s largest pro bono public interest law firm. In 2008, the year after I joined Katten, I have had the pleasure to help fundraise for Public Counsel’s “Run for Justice” event every year during the month of March. This year Public Counsel is hosted its 16th annual 5K Run/Walk in conjunction with the Los Angeles Marathon which took place on Saturday, March 23, at Dodger Stadium. Katten has been recognized multiple times for Outstanding Team Participation and the “Karen Paul Justice Cup” for the “Most Money Raised.” I am most proud of winning the award in 2013, 2014, and 2016 for the “Highest Individual Fundraising.”

Another great program that I am involved in is supervising and mentoring boys from Verbum Dei High School. Verbum


VOLUNTEERING & VOTY

Dei High is located in the heart of Watts, California and is an all-boys school with a college and career preliminary platform called the Corporate Work Study Program. This school provides a corporate internship allowing these young men, some living in extremely difficult neighborhood, to prepare for a more prosperous and fruitful future. The students come to Katten throughout the school year and experience what it is like to work full time in the professional field. With a 100% college acceptance rate and a 95% acceptance in four-year colleges, it makes me proud to be a mentor to these young men. I enjoy watching them grow from shy and timid boys to articulate and sharp young gentlemen. GLA ALA hosts “Lunch & Learns” to support the school with recruiting more sponsors.I am also an advocate for the Expanding Horizons Internship Program for the Constitutional Rights Foundation. This program provides accelerated experiences to develop skill sets and personal growth to help prepare college-bound high school students. There is nothing more rewarding than to know that we make a lasting impression in the life of a young adult as they become the leaders of tomorrow. As GLA ALA’s CRF Ambassador, I host “Learn & Learns” to try to recruit

more sponsors to support the program. I must be doing something right as I was honored as “Supervisor of the Year” last year by the organization.

The future of volunteerism is in the hands of our future generations. It is incredibly important to me to make sure to share this love I have for volunteer work with my peers, staff, children and grandchildren, so that the recipe for compassion can be understood and passed down.

The best medicine in the world does not compare with how helping another in need makes you feel about yourself. If you don’t feel good, go out and volunteer. I guarantee your spirit will be uplifted. n

Tanya RussellDirector of Office Administration, CaliforniaKatten Muchin Rosenman [email protected](310) 788-4766


NEW MEMBERS, MEMBER UPDATES AND DEMOGRAPHICS

Report of new members and changes to membership (from 1/1/2019 TO 3/01/19)

NEW MEMBERS

Valerie TompkinsAssistantCarpenter Zuckerman & Rowley8827 W. Olympic BlvdBeverly Hills CA 90211Phone: (310) 273-1230Email: [email protected]

Allison CastilloOffice ManagerClark Hill LLP1055 W. 7th St., Ste 2400Los Angeles CA 90017Phone: (213) 417-5338Email: [email protected]

Emily SawlidiLegal AdministratorConkle Kremer & Engel3130 Wilshire Blvd, Ste 500Santa Monica CA 90403Phone: (310) 998-9100Email: [email protected]

Mel J. NowakFirm AdministratorKatz Golden Rosenman LLP2001 Wilshire Blvd, Ste 400Santa Monica CA 90403Phone: (310) 998-9200Email: [email protected]

Sarah GierowitzOffice AdministratorO’Melveny Myers LLP1999 Avenue of the Stars, Ste 700Los Angeles CA 90067Phone: (213) 430-8010Email: [email protected]

Jennifer ChmelkaAdministratorGuzman Law Group1230 Rosecrans Ave, Ste 650Manhattan Beach CA 90266Phone: (310) 321-6640Email: [email protected]

Stephanie OchOffice AdministratorO’Melveny & Myers LLP400 S. Hope StLos Angele Ca 90071Phone: (213) 430-6421Email: [email protected]

Laura StuartDirector of AdministrationKjar McKenna & Stockalper840 Apollo St, #100El Segundo CA 90240Phone: (424) 217-3026Email: [email protected]

Steven JonesHuman Resources ManagerFreeman Freeman & Smiley1888 Century Park E., Ste 1900Los Angeles CA 90067 Phone: (310) 255-6100Email: [email protected]

Ron AvenidaChief Operating OfficerMeyers Nave707 Wilshire Boulevard, 24th FloorLos Angeles CA 90017Phone: (213) 265-3759Email: [email protected]

Rose DeLeon CarterDirector of Legal SupportHinshaw & Culbertson633 West 5th Street, 47th FloorLos Angeles CA 90071Phone: (213) 614-7353Email: [email protected]

Wendy Sweet, CLMDirector of OperationsRoughan & Associates465 N. Halstead St., Suite 120 Pasadena, CA 91107Phone: (626) 351-0991 Ext. 210Email: [email protected]

Sophia ThompsonKirkland & Ellis LLP333 South Hope St., 29th FlrLos Angele4s CA 90071Phone: (213) 680-8400Email: [email protected]

Nilo BoldenFirm AdministratorKing Holmes Paterno & Seriano LLP1900 Avenue of the Stars, 25th Floor Los Angeles CA 0067Email: nbolden@khpslawcom

Manjit EnderDirector of AdministrationKendall Brill & Kelly LLP10100 Santa Monica Blvd., Ste 1725Los Angeles CA 90067Phone: (310) 272-7924Email: [email protected]

Melissa SerranoStudent10612 Cedros AvenueMission Hills CA 91345Phone: (818) 631-8061Email: [email protected]

Diana EscobarOffice ManagerBuckley LLP100 Wilshire Boulevard, Ste 1000Santa Monica CA 90401Phone: (301) 424-3924Email: [email protected]

Danica LizamaBilling and Marketing CoordinatorLarson O’Brien LLP555 S. Flower St., Ste 4400Los Angeles CA 90071Phone: (213) 493-7752Email: [email protected]

Lisa NelsonAdminnistratorZweiback Fiset & Coleman523 W 6th St, Ste 450Los Angeles CA 90014Phone: (213) 266-5170Email: [email protected]

Lisa Neitzel (transfer from San Diego)Regional Director of AdministrationWinston & Strawn333 South Grand Avenue, 38th FloorLos Angeles CA 90071Phone: (213) 615-1822Email: [email protected]

MEMBER CHANGESElizabeth NguyenControllerGlaser Weil10250 Constellation Blvd., 19th FlrLos Angeles CA 90067Phone: (310) 282-6240Email: [email protected]

Ken [email protected]

Mark JohnstonAssociate MemberPhone: (213) 700-3708Email: [email protected]

Jennifer RomeroDirector of AdministrationMayer BrownEmail: [email protected] Member and

Member changes contact:[email protected] or [email protected]


Age Range:Between 17 and 26 1 0.269%

Between 27 and 36 22 5.914%

Between 37 and 46 36 9.677%

Between 47 and 56 82 22.043%

Between 57 and 66 101 27.151%

Between 67 and 76 29 7.796%

Over 76 2 0.538%

Blank 99 26.613%

Gender:Female 310 83.333%

Male 62 16.667%

DEMOGRAPHIC PROFILE

Category Number of Members

Percentage of Members

EDUCATION-RELATEDLevel of EducationAssociate's degree (2 yr.) 43 11.559%

Bachelor's degree 131 35.215%

CPA 3 0.806%

CPA, Bachelor's degree 0 0.00%

CPA, Master's degree 2 0.538%

CPA, MBA 1 0.269%

Doctorate 0 0.00%

High school graduate 6 1.613%

JD/LLB 8 2.151%

Master's degree 31 8.333%

MBA 19 5.108%

Some college/no degree 64 17.204%

Blank 64 17.204%

CLM 0 0.00%

Interest re CLE 0 0.00%

Interest re CPE 4 1.075%

JOB-RELATEDMulti-Office Firms 221 59.409%

Principal Administrator 66 17.742%

Principal Administrator of Single/Branch 89 23.925%

LFA Caucus Participants (based on firm size 5 1.344%

Membership By Firm Type:Corporate Legal Dept. 4 1.08%

College/University 1 0.27%

Consultant 5 1.34%

Government 4 1.08%

Nonprofit 0 0.00%

Other 6 1.61%

Private Law Firm 342 91.94%

Unemployed 10 2.69%

Number Of Attorneys In Firm1-14 81 21.774%

15-29 78 20.968%

30-74 74 19.892%

75-149 41 11.022%

150+ 20 5.376%

Blank/0 78 20.968%

Job Responsibilities:Overall Management 237 63.710%

Facilities Management 12 3.226%

Financial Management 30 8.065%

Human Resource Management 58 15.591%

Managing Partner/General Counsel 5 1.48%

Pre-Management/Support Staff 1 0.269%

Practicing Attorney 11 2.957%

Practice Management 5 1.344%

Systems Management 3 0.806%

Blank 15 4.032%

PERSONAL

Checkbox Listings For:

STATUS CLE CPE MO PA-ALL PA-SGL LFA REC

Active 0 4 219 65 89 4 367

% 0.000% 1.075% 58.871% 17.473% 23.925% 1.075% 98.656%

Inactive 0 0 2 1 0 1 5

% 0.000% 0.000% 0.538% 0.269% 0.000% 0.269% 1.344%

Affinity Counts:

STATUS CO IP MO OT PD PP REC

Active 9 14 9 1 3 7 367

% 2.419% 3.763% 2.419% 0.269% 0.806% 1.882% 98.656%

Inactive 0 0 0 0 0 0 5

% 0.000% 0.000% 0.000% 0.000% 0.000% 0.000% 1.344%

CLM Listing - Filtered:

STATUS A TOTAL FOR MEMBER TYPE: AS A 1 5.882%

TOTAL FOR MEMBER TYPE: RM A 16 94.118%

TOTALS 17 100%

CLM Listing - All:

STATUS A TOTAL FOR MEMBER TYPE: AS A 20 5.168%

TOTAL FOR MEMBER TYPE: RM A 364 94.057%

TOTALS 384 99.225%

STATUS I TOTAL FOR MEMBER TYPE: RM I 3 0.775%

TOTALS I 3 0.775%


GLA CHAPTER SURVEYS

QUESTION:We are looking into options regarding crime and cyber insurance. Any advice regarding coverage, limits, etc., would be appreciated.

FIRM 1:Data Breach & Privacy Security Liability (DBPSL): $ 1,000,000 DBPSL Each Claim and/or Breach / $ 1,000,000 AggregateRegulatory Action: $ 1,000,000 AggregateRegulatory Compensatory: $ 1,000,000 AggregatePCI Fine/Penalties: $ 1,000,000 AggregatePCI Assessments: $ 1,000,000 AggregateComputer Forensics Costs: $ 1,000,000 AggregateNotification Costs: $ 1,000,000 AggregateCredit or Identity Protection Costs: $ 1,000,000 AggregateCrisis Management & Public Relations Cost: $ 100,000 AggregateRetention: $ 5,000

Media Liability Claims-Made and Reported Coverage Part: PLP P0005 CW (06-14)Covered Professional Services: services as a law firm.Media Liability (ML): $ 1,000,000 Each Claim / $ 1,000,000 Aggregate

Cyber Enhancement Loss Occurring and Discovered Coverage Part: PLP P0006 CW (06-14)Cyber Business Interruption (CBI): $ 1,000,000 Aggregate

Insurance for Data Breach and Privacy Security LiabilityCyber Business InterruptionConsulting Costs: $ 50,000 AggregateCyber Business Interruption HourlyLoss Amount: $ 10,000 Minimum Per hourRetention: 10 hoursCyber Extortion (CE): $ 1,000,000 AggregateRetention: $ 5,000Hacker Damage (HD): $ 1,000,000 AggregateHacker Damage Consulting Costs: $ 50,000 AggregateRetention: $ 5,000

FIRM 2:Crime is included in Property and Casualty coverage – limit $1 millionCyber coverage limit $1 million

FIRM 3:Our lawyers’ liability (malpractice) policy has a small amount of cyber coverage built into it but we don’t find it to be enough. So, we also have a stand-alone policy of $5,000,000. Depending on the type of work you do you may not need as much coverage. Be aware that these polices only cover certain things and the coverage amount within the policy may be limited to something less than the policy limits depending upon what is being covered (i.e. 1 year of credit monitoring, etc.).

Our policy covers all data breach expense, restoration costs, special expense, income loss, extra expense, fraudulent funds transfer loss, public relations expense, cyber extortion and ransomware expense, claims expenses and damages on account of all data breaches, data loss, computer system disruptions, cybercrime, cyber extortion and ransomware threats, claims and circumstances (as defined in our policy). You should make sure your policy not only covers the damage to your clients/contacts but also to the firm for loss of income, public relations, having your systems reviewed and cleaned up, etc.

FIRM 4:$25M crime:1. Employee Theft2. Forgery or Alteration3. Inside the Premises - Theft of Money & Securities4. Inside the Premises- Robbery or Safe Burglary of Other Property5. Outside the Premises6. Computer Fraud7. Funds Transfer Fraud8. Money Orders and Counterfeit Money $30M cyber:1) Data Breach Response Expenses2) Electronic Data Restoration Expense3) Business Income Loss and Extra Expense4) Cyber Crime (Fraud)5) Cyber Extortion and Ransomware6) Confidentiality, Privacy, and Media Liability

CRIME AND CYBER INSURANCE COVERAGE


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uberconference.comWe use unlimited conferencing. But I don’t like that every time we add a new line they just add another account instead of giving us a single account with all the same information

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The board meets once a year, on a Saturday at Crossover, to exchange ideas and transfer the gavel of the President. This year we met on Saturday, March 23, 2019, to end one board year and begin a new one. Ken Sweet turned the gavel of the 2018-19 presidency over to Debra Gray and a new board year began.

I wanted to write about this wonderful event to bring light to the ongoing commitment of our board volunteers. They gave up several hours of their Saturday to make sure that the chapter keeps running smoothly with fresh ideas and fully trained officers and directors. I would say that is quite a commitment. Combined with their work throughout the year, I think they need a round of applause.

We gave Ken a going away gift (a nifty new bag for his laptop), shared a couple of meals and some great conversation, made new friends, talked with old friends, and took care of loads of chapter business. Most importantly, we were able to share ideas, collaborate, and work as a team to bring the membership the best experience we can.

I’d also like to write about the tremendous opportunity you all have to take part in this experience. We meet monthly as well. The first Wednesday of every month at 6:00 pm. We alternate between downtown and the Westside, for convenience. The board meetings are open to all members and I encourage you to join us at a meeting. If for no other reason than to see what we do. The meetings are about an

hour and a half. They are full of lively discourse, laughter, idea exchanges, and fun. Lots of fun because that’s what we do. Otherwise, it wouldn’t be worth it.

We need a constant influx of new ideas and fresh perspective. This is where you can help. Please consider coming to a board meeting and getting involved. It’s not hard. It’s not scary. And, we don’t bite. We have wine! We have great food! And, we will welcome you. We look forward to your input, viewpoint, and contribution.

Please consider coming out to join us. Our next meeting is Wednesday, May 1, 2019 at Debra Gray’s office (Frandzel Robins) in DTLA. You can RSVP on the website. It’s super-easy! And, you might just decide it’s an amazing experience. n

GLA

CHAPTER CROSSOVER

Debra Gray 2019-2020 GLA ALA President


“In every day there are 1,440 minutes. That means we have 1,440 daily opportunities to make a positive impact. ”

- Les Brown


Lori Akina

Valerie Tompkins, Lisa Ford & Michelle McPherson CampbellMichelle McPherson CampbellMarianne Vega & Elizabeth Nguyen

Luci HamiltonKameron StoutJean Jewell & Debra Gray

Membership TeamEducation TeamBusiness Partner Team

Ken Sweet (Past President), Debra Gray (2019-2020 President) & Jennifer Bradshaw (President Elect)


46 GLA ALA Leadership Exchange I Spring 2019Denotes Officers

* Denotes Executive Committee Members

Chapter Secretary; Chapter Historian;

Education - International Law Practice Mgmt Section

Jim Van Dusen, CLMExecutive DirectorThe Morrison Law [email protected](213) 356-5504

Chapter Treasurer Kameron StoutChief Financial OfficerWood Smith Henning & Berman [email protected](310) 481-7600

* Chapter President-Elect Jennifer BradshawOffice AdministratorOlivarez Madruga Lemieux O’Neill, [email protected](213) 744-0099

* Chapter Past President Kendall H. [email protected]

Assistant Treasurer Melissa [email protected](818) 631-8061

* Chapter President Debra GrayExecutive DirectorFrandzel Robins Bloom & Csato, [email protected](323) 852-1000

* Education Chair;Employment Law Forum

2020 Chair


Chapter Manager Lori [email protected](805) 523-0464


GLA ALA BOARD OF DIRECTORS 2019-2020


Business Partner Relations Team

Ilona Reddick, CLMAdministratorHoffman Sabban & Watenmaker, [email protected](310) 470-6010

Community Connections Team

Shelley WissotAdministrative Services ManagerKatten Muchin Rosenman [email protected](310) 788-4478


Salli WrightAdministratorMeyer, Olson, Lowy & Meyers, [email protected](310) 277-9747

Communications – Job Bank Chair

Michelle Liffman, SPHR, SHRM-SCPDirector of Administration - LA/CCGibson Dunn & Crutcher [email protected](213) 229-7670

Communications – Magazine Editor

Terri Oppelt, CLM, SPHR, SHRM-SCPDirectorArmanino [email protected](310) 745-5856

Business Partner Relations Chair

Lucia [email protected]


Tsui ChuHuman Resources ManagerGreenberg Gross [email protected](213) 334-7088

Community Connections Chair

Tanya RussellDirector of Office Administration, CaliforniaKatten Muchin Rosenman [email protected](310) 788-4766



Education - HR Section Co-Chair

Education - HR Section Co-Chair

Marianne VegaFirm Administrator/HR ManagerSulmeyer Kupetz, [email protected](213) 617-5254

Nicole CallananHR ManagerKatten Muchin Rosenman [email protected](310) 788-4586

Education - Finance Chair Elizabeth NguyenGlaser Weil [email protected](213) 814-9813

Education Vice Chair Kameelah HakeemOffice [email protected](424) 239-3430

Education - International Law Practice Mgmt

Section Chair

Dr. Lara SelemLegal Administration ConsultantSelem Bertozzi & Consultores [email protected]


Section Chair

Luci HamiltonDirector of Administration & Business DevelopmentIvie, McNeill & [email protected](213) 489-0028


Brazilian Section Co-Chair

Dr. Antonio Chaves AbdallaManaging PartnerAbdalla, Landulfo e Zambrotti Sociedade de [email protected]

Education - IT Section Chair

Erica Greathouse Chief Technology OfficerAdams Stirling [email protected](800) 464-2817




Education - Programs/ Seminars Team

Lisa SpearsOffice ManagerMcKool Smith [email protected](213) 694-1057


Noel PooleExecutive DirectorPircher Nichols & [email protected](310) 201-8964


Emily Lichtman, CLMDirector of AdministrationSklar [email protected](310) 845-6416


Brian Robbins, CLMExecutive DirectorBird Marella [email protected](310) 201-2100


Zevit ReidHR & Operations ManagerPircher Nichols & [email protected](310) 201-8955

Education - Multi Office Section Chair

Norma AyalaOffice AdministratorPolsinelli [email protected](213) 237-2443



Education - San Fernando Valley Section Chair

Scott DresslerOffice AdministratorBrutzkus [email protected](818) 827-9000



Chapter Membership Team Lisa FordOffice ManagerHolland & [email protected](213) 896-2560

Chapter Membership Team Robin HammonHuman Resources ManagerPond North [email protected](213) 576-7904

Chapter Membership Team Isabel WarnerHR ManagerTroyGould [email protected](310) 553-4441

Chapter Membership Team Gina Martin Executive DirectorNelson Hardiman [email protected](310) 203-2800


Education - Santa Barbara / Ventura Section Chair

Michelle WeinmanFirm AdministratorBuynak Fauver Archbald & [email protected](805) 966-7000

Chapter Hospitality Chair Vivian PowersAdministratorYukevich [email protected](213) 362-7777

Chapter Membership Team Michelle CampbellLegal AdministratorWalzer Melcher [email protected](818) 591-3700

Chapter Membership Team Shaun MorrisonDirector of AdministrationAllen Matkins Leck Gamble Mallory & Natsis [email protected](310) 788-2408


Chapter Membership Team

Tiffany McQueenAttorney Recruiting & HR AdministratorPerkins Coie [email protected](310) 788-3256

Chapter Membership Team

Valerie TompkinsAssistantCarpenter Zuckerman & [email protected](310) 273-1230


Chapter Special Event Chair: Community Connection

Viviane [email protected](818) 438 - 1360

eDiscovery & Litigation Support

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The hiring of a lawyer is an important decision and should not be based solely upon advertisements. Before you decide, ask us to send you free written information about our qualifications and our experience. Prior results do not guarantee a similar outcome. Greenberg Traurig is a service mark and trade name of Greenberg Traurig, LLP and Greenberg Traurig, P.A. ©2019 Greenberg Traurig, LLP. Attorneys at Law. All rights reserved. Attorney Advertising. Contact: Nikki Lewis Simon in Miami at 305.579.0500. No aspect of this advertisement has been approved by the Supreme Court of New Jersey. °These numbers are subject to fluctuation. ¬Greenberg Traurig’s Berlin office is operated by Greenberg Traurig Germany, an affiliate of Greenberg Traurig, P.A. and Greenberg Traurig, LLP. *Operates as a separate UK registered legal entity. +Operates as Greenberg Traurig, S.C. ∞Operates as Greenberg Traurig LLP Foreign Legal Consultant Office. ^Operates as a branch of Greenberg Traurig, P.A., Florida, USA. ¤Greenberg Traurig Tokyo Law Offices are operated by GT Tokyo Horitsu Jimusho, an affiliate of Greenberg Traurig, P.A. and Greenberg Traurig, LLP. ~Greenberg Traurig’s Warsaw office is operated by Greenberg Traurig Grzesiak sp.k., an affiliate of Greenberg Traurig, P.A. and Greenberg Traurig, LLP. Images in this advertisement do not depict Greenberg Traurig attorneys, clients, staff or facilities. 32173

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Ricoh-USA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Nationwide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

WAMS Inc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

ICS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Afinety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

United Agencies . . . . . . . . . . . . . . . . . . . . . . . . . 36

IST . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Jeff Tabor - Lease Specialist . . . . . . . . . . . . . 51

Adams & Martin . . . . . . . . . . . . . . . . . . . . . . . . . . 53

One Legal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

LEADERSHIP


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2018 GLA ALA Holiday Luncheon Highlights Page 8The Skirball Cultural Center

Lori AkinaChapter Manager207 W. Los Angeles Ave., #158Moorpark, CA 93021

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FIRST-CLASS MAILU.S. POSTAGE PAIDLOS ANGELES, CA

PERMIT NO.

FIRST-CLASS MAILU.S. POSTAGE PAIDLOS ANGELES, CAPERMIT NO. 3828

SPIN

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