Possible Breakthrough in Alzheimer’s Demonstrates the Problem with Speaker Pelosi’s Prescription Drug Bill

By Jeff Wasden

Recently, a remarkable thing happened in the fight against Alzheimer’s, the chronic neurodegenerative disease that accounts for a large majority of dementia cases. A woman with a genetic predisposition to acquire the condition also had another secret hidden in her genes: a protective mutation that, if scientists can replicate its mechanism of action, could lead to a drug that provides others the same protection.

It’s a very exciting development that provides hope to millions of Alzheimer’s patients and their families, and the biopharmaceutical industry will surely invest billions trying to crack the case. However, if legislation introduced by Speaker Nancy Pelosi passes Congress, that hope could be dimmed quickly.

Her bill, H.R. 3, the Lower Drug Costs Now Act, would likely quash innovation throughout the medical science community almost overnight. Right now, the industry attracts $100 billion in capital each year to develop treatments and cures for diseases like Alzheimer’s. But that enormous level of investment is predicated on free-market pricing; Speaker Pelosi’s bill would instead impose a convoluted government-pricing scheme like those seen in Europe and Canada as well as a likely massive tax on cutting-edge pharmaceutical companies.

We can all appreciate that out-of-pocket costs for patients who need prescription drugs has increased and is becoming a considerable burden on some individuals. But this legislation is the worst possible way to address that problem, trading short-term savings for long-term innovation and access.

Lawmakers need to recognize that world-class research costs billions of dollars and progressing through FDA trials takes billions more—and many of these efforts are ultimately dead ends that don’t generate any returns on investment. The scientific method won’t ever change, so if we want these drugs, we have to be willing to devote the necessary resources and ensure that the financial rewards justify the risks. That, in turn, means that pharmaceutical companies have to rely on what the market will ultimately bear when they are able to finally bring a drug to the public.

Therein lies the problem with H.R. 3: If the government takes away the free market, it undermines the entire process. You can forget about ground-breaking Alzheimer’s research, because it’s simply too risky if the bill becomes law. Furthermore, the legislation would actually allow the federal government to determine which diseases it deems worthy of research and development rather than private-sector medical experts.

When you have a crown jewel like the American medical research community, you have to protect it. It is estimated that H.R.3 could lead to the permanent loss of almost one million jobs in the industry. These are the best and brightest researchers in the world, and we won’t be able to simply reassemble such a remarkable community of medical scientists once Speaker Pelosi’s bill proves to be a failure.

Another problem that has been demonstrated in other countries is that government pricing often leads to lower supplies and long wait times for medications that are readily available here. For instance, among 270 new medicines that came to market in the U.S. between 2011 and 2018, fewer than half are available in Australia and Japan, and only 52 percent in Canada.

Do these consequences—chilling innovation and limiting access to life-changing and life-saving drugs—seem worth saving a few dollars right now due to price controls? If you’re one of the millions waiting for a treatment or cure to a terrible illness like Alzheimer’s, or if you currently rely on critical medications, probably not.

Yet the affordability issue remains. An alternative to the harsh measures in H.R. 3 would be to craft better legislation that implements targeted changes, such as requiring insurers to share more of their negotiated savings with patients.

Regardless, the Lower Drug Costs Now Act is the wrong approach to dealing with the cost of prescription medications. It will almost certainly slow or halt the researchers who are no doubt already on their way to emulating the protective mutation they just discovered. If they have the power of the free market behind them, then they may truly be able to beat Alzheimer’s once and for all and spare the next generation from suffering with the cruel disease.

Let’s hope Congress realizes this before it’s too late.

Jeff Wasden is President of the Colorado Business Roundtable.

 

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5 Leadership Skills That Every Small Business CEO Needs To Know About

Written By: Aimee Laurence

The leader role isn’t an easy one to fill. There have been many problems in the past that have resulted in involuntary departures of leaders as well as employees. So, it can be pretty hard to find a proper leader for a company.

So, what makes a good leader?

There is a famous stereotype of the perfect leader being a tall white man with a strong university degree who has charisma and a seemingly straight to the top career path. But this often isn’t the best profile and many of these CEOs haven’t been successful.

For example, research found that introverted leaders are slightly better than extroverts in surpassing the expectations of boards. The educational pedigree is unrelated to the success and most successful CEOs have made mistakes in their past. For example, high confidence helps people land the job but it also doesn’t add anything to the performance.

But successful leaders all show specific behaviours which are crucial for their performance.

Decision Making With Speed And Conviction

High performing leaders don’t stand out because of the accurate decision making all the time but they do stand out for being decisive. They make decisions quickly and early, with conviction. They do this consistently even if there is no complete information and when there are some unfamiliar domains.

People who are decisive like this are more likely to be high performing.

Good leaders realize that even a wrong decision is better than making no decisions at all.

The most intelligent leaders often struggle with decision making even though the quality of the decisions they make is good. But they spend too much time picking out the perfect answer and choice and set priorities so their teams pay the price. They become bottlenecks for the company and their teams get frustrated.

The thing is that most decisions can be undone when they are bad but no decision can’t be fixed because there is nothing to fix. Leaders have to learn to move with the right amount of speed.

They can’t wait for the perfect information and as soon as they are somewhat certain in the answer, they can make a decision.

“They also often poll a small group of advisors which can give them proper tips. Successful leaders also know when not to make a decision. They know when to delay the decision or delegate it,” says Gerard Fuller, a Business Coach at Boomessays and UKWritings.

But once a leader chooses a path, they have to stick to it.

Engage for impact

Once the leader has set the course and the rules for their business, they have to get approval with their employees and stakeholders. Strong performers balance the insight they get with their own opinions and they deliver business results based on the priorities.

They start by understanding what the stakeholders need from them and then they get people on board. They drive the performance of employees and get them motivated around a common goal.

Leaders who are great at bringing others to a common plan and they communicate properly are some of the best leaders out there. They get the most important people on board with the decisions and they identify their concerns.

They channel those concerns into positive things and they make it clear that the people are important to the process. When interacting with the stakeholders, they are aware how their body language and moods affect the communication. A wrong word or a wrong gesture can cause a lot of damage.

Every comment and expression is examined. Good leaders have to prove strong and calm under pressure. Leaders who engage with stakeholders are not doing it to be liked but they want to gain support and instill confidence in their teams.

They don’t shy away from conflict and they manage conflict strongly. They listen and want to hear the views but they don’t make decisions based on consensus. None of this means that they should behave as lone wolves. They need support from the teams.

They Adapt Proactively

It’s very important for a business to adapt to changes quickly and effectively. Leaders who are adaptable are more successful. Most leaders know that they need to be divided between paying attention to short term, medium term and long term goals and perspectives but more of it on the long term.

“This focus helps them pick up on early signals of changes. They scan various networks and areas to find these signals and they plug into information flows. They find relevance in information that may not seem relevant at first,” says Elen Baskins, a Senior Manager at Revieweal and Assignment Writing Services.

Adaptable people can recognize the setbacks and changing courses.

Reliable Delivery

The ability to produce proper results is one of the most powerful of the leadership behavior, no matter how ordinary it may sound. Leaders ignore this but it’s very important. Steady and predictable results make for an excellent trend and most companies hire people who are highly reliable. The research shows that these highly reliable leaders are far more successful than leaders who have had a huge success only once.

Consistently following through is very important. The key here is to set realistic expectations at the start. Another thing successful leaders do is to prevent jumping into action straight away but they rather look through the plans, budgets, engage with teams and stakeholders as well. They also research and engage with customers and then they understand the expectations better. They assess the business and develop their own point of view.

The leaders need good organisation and planning skills, understanding of metrics and clear accountability. They also surround themselves with strong teams.

Respect For Employees

Every effective leader needs to show respect to their employees. This is very important if leaders want to be successful and get that respect back from their teams as well. Then the team can work in harmony and they can also be more productive.

Aimee Laurence is a leadership coach and writer at Australian Help and Assignment Help Australia. She develops training courses for leaders. In her free time, she loves to blog at Dissartation Writing Service to help people reach their full potential.

 

The 3 Essential Ingredients Of A Great Workplace

By: Ellie Cloverdale

Retaining staff has never been so difficult, particularly in such a strong economic climate. Yet the fact is, the new generation of workers feel empowered to leave their jobs in a way that their predecessors never did: the fear factor has gone. And the cost to a company of constantly retraining staff is astronomical. According to an SHRM Foundation study, hiring and training a new employee can cost somewhere between 6 to 9 months of the salary for that role. So, what can be done to create a great workplace that staff simply don’t want to leave?

Hire well in the first place

It is an often-overlooked fact, but perhaps the biggest cause of high-turnover in an organization is the failure to recruit the right people in the first place. Think about it. If an employee is hired who is simply does not possess the suitable skills for the job, it won’t be long before it comes to a head and the employee is either pushed, or walks. And then from another perspective is culture. Innovative companies have long-realized the importance of hiring employees that fit the culture of the organization. So, what does this mean?

According to Susan M. Heathfield, it requires the identification of an individual whose “belief and behaviour systems seem congruent with your organizational culture”. That makes sense. If your organization has core values, it is not difficult to ascertain at interview stage whether a candidate shares those values. One who doesn’t is clearly not a great fit for the business, so ensure that the interview process always factors in organizational values and culture when looking for new staff.

“Skills can be learned. A persons’s core believes and working culture cannot be changed anywhere near as easily, so always bear that in mind,” warns Gloria Samuel, an HR Manager at Academized and State of writing.

Create an open environment

This is an integral element of building a great working environment. Ask yourself, how freely can employees express their opinions at work? And this doesn’t just mean giving them the facility to voice and concerns or suggestions, it means actively implementing working practices which incorporate feedback openly.

Communication is an essential ingredient here, and it must always be two-way. But as well as being the responsibility on an organization to ensure an inclusive environment, the onus is on employees to also make it so. This comes back to the hiring process again, and seeking out individuals who match the values that you are promoting. But it is also about establishing boundaries and practices that all staff feel comfortable with in the workspace, and then ensuring policies and procedures are in place that are well-known to all in the case where an issue needs to be addressed.

“Employees must be free to come to work and be their true selves. Anything less is just not acceptable, and if they feel this is the case, quite simple, they will leave,” cautions Travis Berbnstein, a senior project manager at Paper Fellows and Big Assignments.

Ensure a stress-free and safe environment

The health risks to employees are not only tangible, they are eye-wateringly costly. According to Joel Gah, a visiting scholar at Harvard Business School, workplace stress accounts for 8% of national spending on health care, not to mention 120,000 deaths a year in the United States.

But what can actively be done to reduce stress and help employees feel safe and comfortable in their surroundings. It begins with good leadership: empathetic leaders can identify potential problem situations and prevent escalation. But the culture and systems of an organization must openly support the wellbeing of employees. This should be in the form or collaborative working practices and supportive policies in regards to sick leave, carers leave and so on, but then also in the physical nature of the workspace itself.

Just a quick list of factors which seriously affect the wellbeing of an employee in a workspace would be:

·       Lighting

·       Noise

·       Ergonomic furniture

·       Communal spaces

·       Outdoor spaces

·       Adaptable spaces

·       Access to healthy food and drinks

·       Quiet rooms

·       A secure and safe environment

·       Office location (especially in relation to an employee’s home)

This list is by no means exhaustive, but are all important considerations when looking to create the best possible workspace for employees.

 

Ellie Cloverdale works as a career and marketing blogger at Ukwritings.com and Essayroo.com. An avid rock climber, she enjoys researching North American lifestyle and work trends. Writing about digital nomad and flexible work arrangement, she also teaches writing skills at Boomessays.com.

Leading a Multigenerational Workforce – A How-to Guide for Doing it Effectively

Written By: Joel Syder

It is always tricky leading a team as many challenges arise. Another wrinkle to the fold is when it is a workforce composed of different generations. The typical living generations in the labor force nowadays are Baby Boomers, Gen X-ers, Millenials, and Gen Z-ers. Each generation has their values, experiences, work styles, and ways to be motivated. It is crucial as a leader to understand and respect this.

Baby Boomers are passionate and committed to their work. The generation typically values individual achievement and recognition.

Generation X are the pioneers of the work-life balance mantra. They value working to live over living to work. Their free time is more important to them than money.

Millennials and Generation Z are much more direct and fearless in the workforce. They do not conform to rigid, older generational norms, especially if they seem outdated. These generations have also grown up with technology, so they are typically more competent with using it.

The ability to lead a multigenerational workforce is a vital skill to learn. But leading the different generations does not just mean understanding the differences. It is also about finding similarities and creating an organizational culture that embraces the differences. Finding strength from the differences is critical for any business to be successful.

This is a guide on how to effectively lead a multigenerational workforce.

Maintain a consistent leadership style but enhance your tactics.

When dealing with multiple generations in your team, it is essential to understand that there is no single leadership tactic that will fit everyone on your side. An annual performance review may satisfy a Baby Boomer, but it may not please a Millennial. Generation Z enjoys frequent feedback, but that may not be great for Generation X.

Richard Yun, a leading consultant at 1 Day 2 Write and Next Coursework, says, “it is not an easy task to your change your tactics, but it is a must when dealing with this variety of personalities and expectations. To do this, be self-aware of your procedures. Ask your employees how your procedures work for them and how they would change it.”

There is no room for generational stereotypes and myths

We have all heard stereotypes and myths about other generations. Baby Boomers are sometimes looked at as technologically incompetent, and Millennials are considered lazy. These thoughts about generations need to remain at the door.

Stereotypes are the catalyst for close-minded views about others. Baby Boomers can help teach younger-co workers the ins and outs of a job. Generation Z can help inspire the innovate side of Generation X. Just because someone is older doesn’t mean they understand less about technology.

Hugh Collins is a Human Resource Manager for Write My X and Brit Student. He explains, “avoiding labels is essential in not only the workforce but in life. You do not want to place someone in a box. Let their actions speak for themselves.

Finding commonalities between co-workers is vital to leading the team. Age is not everything. Every person has their personality and experiences and should never be judged based on their generation.

Curb biases during the recruitment process

You need to build your team with diversity. Diversity is an absolute strength in the workplace. Many managers think a great way to foster diversity is by recruiting different ages. Having different life experience on a team helps a lot. A team member will look at problems differently and solve them accordingly. However, diversity is much more about age.

Remember, age is not the only way to bring in diversity. Culture and ethnicity bring in a lot of diversity, as well. Make sure you evaluate your recruitment process and check for age biases. You do not want to recruit someone specifically for their age, and you do not want to say no to someone because of their age, as well. Diversity is about personality and life experience. You can have those at whatever age.

Being a leader of just one generation has many obstacles to deal with. When you become a leader of multiple generations, those obstacles multiply. The best way to deal with these obstacles is to understand the people on your team. Adapting your managerial tactics is typically needed. Follow this guide to lead a team of multigenerational employees effectively.

A writer and team leader at Essay Help and PhD Kingdom, Joel Syder are highly experienced. He harnesses those experiences and uses it to make people more effective leaders in their industry. Syder is a father of two boys, and he uses the last of his spare time as an article writer for Academic Brits.

Why is Ethics a Key Aspect of Leadership?

Written By: Karoline Gore

Why is Ethics a Key Aspect of Leadership?

American consumers are increasingly valuing sustainability and other key ethical concerns, with a 2018 Nielsen report on Global Corporate Sustainability showing that 81% of consumers feel that companies should take steps to preserve the planet. Successful leaders are able to read the current zeitgeist and respond accordingly. Since they are the key decision makers and policy implementers, leaders must decide the extent to which their company knows and implements its core values. Being an ethical leader clearly involves a wide range of choices covering everything from human resources to choice of suppliers. If you are keen to establish your business as a standard-bearer, start by defining and respecting your company’s values, and by letting customers know where you stand. Read on to discover why this is arguably one of the best investments you could make.

Ethics Matter to Millennials

According to data obtained by Accenture, millennials spend around $600 billion a year and are predicted to up this amount to $1.4 trillion by 2020. This generation (the fastest growing in the U.S. workforce) has spoken loud and clear about the type of companies they are interested in backing: sustainable, ethical ones. A Deloitte survey has found that fewer millennials believe that businesses act ethically or show a commitment to improving society. The report also found that this generation millennials value businesses that make a positive impact on society and the environment, improve people’s lives, and make inclusion and diversity a priority. Good leaders make sustainability and other ethical factors a priority, not only in terms of how business is conducted, but also at the hiring stage. Diverse, meaningful-driven teams are leading these companies into a level of success that would be impossible to achieve otherwise. These values should be present in everything from policy to how meetings are conducted and feedback is received. 

Ethical Businesses are Reaping Big Benefits

All businesses types – from small businesses to luxury ones – can benefit from conducting businesses more ethically and letting customers know about it. Take the luxury jewelry sector. While for clarity and cut matter for diamonds and other pricey gems, sourcing too has become a major priority for top marques. Thus, companies like Cartier and Tiffany are going a long way towards stressing the fact that they use conflict-free, ethically mined stones that do not harm local environments or communities. They are doing so for a reason: as found in a recent report by non-profit, CDP, companies that build sustainability into their core strategies are significantly outperforming those that fail to show this type of leadership. 

Establishing Trust with Third Parties

From investors to collaborators, suppliers to potential partners, being ethically driven establishes you as a leader worth forming a team with. Intelligent investors will ensure that your company attracts the lion’s share of the market, while B2B purchasers will most probably inquire into your company’s values at the negotiation stage. To establish yourself as a capable leader, you need to articulate your company’s sustainability and values, but also be aware of major challenges posed by your industry to the environment and to communities living in the areas you are operating.

Presenting your company as one that cares for the world is key if you are to stand the test of time. With meaning-centered millennials currently the fastest growing consumer generation, catering to their passion for ethically driven business is key. As a leader, it is vital to set your goals, put them into action, and let customers and your industry as a whole, know what you are doing to make a difference.

 

Sources:

https://www.adweek.com/brand-marketing/why-targeting-millennial-consumers-might-not-be-such-a-hot-idea-after-all/ - Adweek (Robert Clara, June 11th, 2019)

https://www.cobrt.com/op-eds/proud-to-be-part-of-a-business-that-leads-in-sustainability-practices/4/19/2019 - Cobrt (Stefano Casadei, April 19th, 2019)

https://www.accenture.com/us-en/insight-outlook-who-are-millennial-shoppers-what-do-they-really-want-retail - Accenture (sourced August 2019, Accenture)

https://sfmagazine.com/post-entry/august-2018-millennials-view-of-business-ethics-sinks-sharply/ - SF Strategic Finance (Curtis C. Verschoor, August 1, 2018)

https://learningjewelry.com/guides/buying-diamonds/diamond-cut/ - Learning Jewelry (sourced August 2019, Learning Jewelry)

https://www.forbes.com/companies/cartier/#42b097b72493 - Forbes (Kurt Badenhausen, May 22nd, 2019)

Starting a Small Business after Retirement

Written By: Karoline Gore

Starting A Small Business After Retirement 

In the US, 17% of all small business owners belong to the 60-69 age group, and 4% are 70 and above, according to Guidant Financial. Kicking off a new venture after retirement is a great idea, especially if you got to your golden years inadequately prepared. However, your business does not have to be big or impressive to others. Instead, focus on what you’d always wanted to do but your career held you back from. Among other benefits, you will finally get to be your own boss, pursue something that you believe in, and take the opportunity to enrich the local economy of Colorado.

The monetary benefits

Colorado is the 10th best state to start a business in the US, according to Wallethub. Denver is one of the most entrepreneurial cities, with 71.6% of business owners relying on their ventures as their primary source of income. With this kind of favorable environment, there is every reason to start a business after retiring. Given that retirement finds many people financially unprepared, a small business can boost your nest egg and social security benefits. With the robust business climate, owners who run successful small businesses earn between $35-155K, according to Pay Scale. These figures were taken from owners in different industries, including retail and catering.

Finding your purpose makes the difference

Once you retire, it is vital to concentrate on doing what you love rather than the income you take home. Research has found that working around the ties of your passion will boost your chances of creating a successful business. Besides the extra income that you will earn, you will be helping local people directly. This comes with a lot of satisfaction, which translates into better health. When looking for your purpose, tailor your skills, passions and values into something that leaves you satisfied and happy. One way to realize this is by asking yourself what you always wanted to achieve. A great example is that of Anthony Full, a retiree who took out a home equity credit of $150,000 to start Rock Barbers in Louisville. In an interview, Full told Kiplinger that in the first year, his new venture made $50,000 in sales, and has been growing since then.

If you haven’t considered starting a business after retirement, the time is now. It is a great way to avoid depleting your nest egg, generate more income, and touch the hearts of locals around you. Besides, it will keep you physically active, delaying the onset of old age ailments, and saving you money on healthcare. Try to find something that gives you a sense of purpose and makes you smile. With careful planning, passion and continued learning, your small business could be the beginning of new and exciting times ahead. 

You are What You Eat: Healthy Tips for Being a More Effective Leader

By: Karoline Gore

We’ve all heard the age old saying: you are what you eat. A recent study published by British Journal of Health Psychology has discovered some truth in the classic cliche. The researchers found that when studying the connections between work productivity and diet with a select group of individuals, the individuals who ate more fruits, vegetables and nutritious foods were happier, more engaged, and more creative in their day to day work. Therefore, there is no question that foundation of being a good and effective leader in the business world is through positive dietary health and habits.

Start with Sleep

One of the most influential health habits on work productivity and effectiveness is sleep. In fact, adults who experience moderate to severe insomnia suffer more than 107% productivity loss when compared to their well-rested counterparts. Poor sleep is scientifically connected with a lack of productivity and work effectiveness reports the American Academy of Sleep Medicine. Investing in sleep means an investment in your ability to be an effective leader in the work world. 

The path to a good night’s rest doesn’t just begin with earlier bedtime and better screen time habits, however. Your daily dietary choices can also impact your sleep, argues Dr. Carl Hunt director of the National Center on Sleep Disorders Research. Choosing foods that produce or contain natural vitamins and hormones like tryptophan or serotonin can help lead to a better night’s rest and subsequently a more effective following day at work. Nutritious choices like turkey, chicken, pumpkin seeds, bananas, and dairy products are just a few of a myriad of foods that can help benefit your sleep.

Food and Productivity at Work 

Now that you’ve had your good night’s rest, your food choices at work can also affect your ability to lead. The path to work leadership doesn’t just involve sleep; your dietary choices throughout the day are also linked to your productivity. Choose your foods before you’re ready to eat, and make choices that won’t result in a plummet of blood sugar advises Harvard Business Review. Small, more frequent meals or snack throughout the day can help combat the dreaded afternoon slump. In addition, stocking your desk with healthy snacks like almonds, protein bars, or apples can also help give you the boost you need to be the most effective office leader.

Healthy food and sleep habits are tied to your success of flourishing as a leader in business. Let your productivity and creativity impress the world around you by creating healthy sleep and eating habits.

Colorado Business Roundtable’s Statement on Deal with Canada and Mexico to Lift Steel and Aluminum Tariffs as well as Retaliatory Tariffs

Colorado Business Roundtable applauds our administration’s announcement that United States, Mexico and Canada have come to a resolution that lifts steel and aluminum tariffs as well as corresponding retaliatory tariffs. This important step helps clear a major hurdle in finalizing the U.S.-Mexico-Canada Agreement (USMCA).

“The announcement is viewed as a significant step toward ultimate passage of USMCA, of which Colorado Business Roundtable (COBRT) has played a key role in garnering support from our congressional delegation, as well as the business community, states Jeff Wasden, COBRT President. “Trade with Canada and Mexico is critical to growing business and putting more Coloradans to work.”

Trade in North America has reached $1.4 trillion and supports more than 12 million American jobs. Passing implementing legislation for USMCA this year will help broaden and expand trade opportunities with our closest neighbors.

President Donald J. Trump is Strengthening America's Cybersecurity Workforce to Secure our Nation and Promote Prosperity

FOR IMMEDIATE RELEASE
May 2, 2019

“America built the internet and shared it with the world; now we will do our part to secure and preserve cyberspace for future generations.” – President Donald J. Trump


STRENGTHENING OUR CYBER WORKFORCE: President Donald J. Trump is supporting a strong cybersecurity workforce to defend our country and promote quality job opportunities.

  • President Trump has signed an Executive Order directing the creation of programs to grow and strengthen our cybersecurity workforce to meet the challenges of the 21st century.

  • The Executive Order will promote cybersecurity work within the Government, including through a new President’s Cup Cybersecurity Competition.

  • The Administration will develop a rotational program where Federal employees can expand their cybersecurity expertise through temporary reassignments to other agencies.

  • The Executive Order encourages widespread adoption of the cybersecurity workforce framework created by the National Initiative for Cybersecurity Education (NICE).

    • The NICE Framework is a helpful reference for identifying, recruiting, developing, and retaining cybersecurity talent.

  • The Executive Order aims to close cybersecurity skills gaps for the cyber-physical systems that our defense and critical infrastructure rely on.

  • Federal agencies will identify cybersecurity aptitude assessments that they can use to reskill employees with potential in the cybersecurity field.

  • The Administration will establish the Presidential Cybersecurity Education Awards, recognizing excellent elementary and secondary school educators teaching cybersecurity-related content.

GROWING THE WORKFORCE: Training and hiring cybersecurity workers is vital to protecting our Nation’s defense systems and critical infrastructure.

  • Government and private-sector action is urgently needed to grow and sustain our cybersecurity workforce, which is a strategic asset to our country.

    • Our cybersecurity workforce is made up of dedicated individuals in the public and private sectors who operate the critical systems needed to run and defend our country.

  • More than 300,000 cybersecurity job vacancies exist in America and it is critical for our economy and security that they be filled.  

    • The cybersecurity field offers well-paying jobs that provide incredible opportunities for Americans.

  • An inadequate cybersecurity workforce jeopardizes our critical infrastructure, national defense, and modern economy.

PROTECTING OUR SECURITY: President Trump has committed his Administration to protecting and strengthening our Nation’s cybersecurity.

  • The President released a National Security Strategy that highlighted cybersecurity as a priority.

  • Last year, President Trump unveiled our Nation’s first cyber strategy in 15 years, which included the priority to develop a superior cybersecurity workforce.

  • Multiple agencies have also released strategies emphasizing the importance of cybersecurity.

  • In 2017, President Trump released an Executive Order to strengthen the cybersecurity of Federal networks and our critical infrastructure.

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From Incarceration to Entrepreneurship

Defy Colorado is in the business of transforming lives of people with criminal histories. It can be hard to get a grasp on the power of Defy Colorado without making a visit to prison, but on April 24th, Defy Colorado set out to change that by hosting their first ever “Demo Day” at Boulder’s iconic Dairy Arts Center. The event offered a glimpse of how Defy Colorado  brings people with criminal histories together with community members to create change as they walk through an entrepreneurial journey together.

During the Demo Day, two recently released graduates of Defy Colorado’s in-prison entrepreneurship program pitched their business ideas to a panel of experts. Buck Adams is seeking to develop an e-commerce website similar to Etsy to sell prison art. Ronnie Madrid hopes to launch a taco truck. Both Entrepreneurs in Training (EITs) received praise and feedback from an esteemed panel of judges including Jason Mendelson, Partner, Foundry Group; Beth Walker, Dean, School of Business at Colorado State University; and Lauren Lambert, Head of Public Policy and Government Relations, Google. The event also featured a panel discussion in which representatives from the Colorado Department of Corrections, EITs, family members and volunteers shared the impact Defy has had on them.

Defy Colorado’s eight-month training program provides life and business skills to people who are currently incarcerated. In its first full year of operations, Defy Colorado graduated nearly 90 EITs, and has plans to graduate another 90 men and women in 2019.

Defy’s Demo Day raised more than $70,000 for Defy Colorado, but their need is still great! Learn more by tuning into our recent interview with Defy or visiting their website at: defycolorado.org.


Proud to be part of a business that leads in sustainability practices

By: Stefano Casadei, Purina Denver Factory Manager

As we approach the 49th Earth Day, I’m reminded of how we’ve made efforts to protect our planet and yet, how far we still need to go. In Denver, we are fortunate to be surrounded by like-minded individuals who value our pristine outdoors and regularly take steps to protect our environment for future generations. From a business perspective, Denver is home to many companies that also value, and protect the outdoors, factoring in environmental impact when making business decisions.

As Americans value a commitment to sustainability from the companies they buy from, it’s no surprise businesses are adopting practices that minimize their impact on the global environment. In fact, according to a 2018 Nielsen report on Global Corporate Sustainability, 81% of consumers feel strongly that companies should help improve the environment. Millennials are the most supportive of corporate social responsibility efforts, but the growing passion is evident among all generations.

I’m proud to work for a company committed to being good stewards of our planet. Since last spring, I have been the factory manager for Purina’s Denver operations. Our sustainability efforts are factored in at every stage of the product life cycle – we strive to use resources efficiently from the time we source ingredients for the pet foods we make here in Denver and across the U.S., to how we make and package our products, and all the steps in between.

As the city of Denver works toward a goal of reducing its carbon emissions, we at Purina are doing our part to place sustainability at the heart of our business strategy in Denver and across the U.S. Recently, Purina in Denver was honored to be named a finalist for the Denver Metro Chamber of Commerce’s Green Business of the Year award.

A few highlights for the Denver facility include reducing water consumption in our clean-up process by 20 percent; continuously promoting responsible water use and making significant strides in water efficiency; maintaining zero waste for disposal status since 2017; and transitioning to ozone friendly refrigerants.

Additionally, in 2009, the Denver Purina factory became the first-ever U.S. pet food factory to utilize solar energy. Since then, the company has been increasing the use of clean, renewable energy to help power our facilities where we make our pet care products.

Packaging is critical for a variety of reasons, from preserving the safety and quality of our pet food, treats and cat litter, to preventing food waste, maintaining shelf life and providing information for pet owners. It’s also critical that our packaging doesn’t end up in landfills or as litter. That’s why we’re committed to making 100 percent of our packaging reusable or recyclable by 2025. Today, packaging for 80 percent of Purina’s products in the United States are already recyclable.

What’s best for pets and the planet means being able to make healthy and high-quality nutrition that dogs and cats love while also helping protect the environment and precious natural resources. We know that making our pet food sustainably today is critical to ensuring people and pets share a healthy world tomorrow – we make sure that every ingredient has a healthy supply, that it’s sustainable long-term and that the supplier is implementing safety and environmental practices that align with our standards. We invest with farmers and organizations that preserve soil and promote sufficient, clean water, biodiversity and other factors that create healthy ingredients and a healthy ecosystem.

All these actions are an investment in our future, so we can continue making high-quality and nutritious pet foods for many years to come; it’s also an investment in a healthy planet, healthy people and healthy pets.

We’re a company of full of passionate pet lovers. Our pets serve as a constant inspiration to relentlessly pursue breakthrough innovations and are what drives our team in Denver to make high quality, safe and nutritious products, while being responsible stewards of the natural resources we use.

On Earth Day, I am proud to work for a company that believes in being good to its employees, its consumers (especially the four-legged ones) and the planet.

The Future is Now: Three Critical Imperatives for Success

There are profound shifts facing organizations today that are causing business leaders to take pause and rethink how they operate in the Digital Age.  Waves of change, from emergent and adaptive technologies, customer expectations, and ever increasingly diverse work environments, are forcing companies to prepare for these types of changes, as well as others, in an accelerated timeframe.  The paradox, however, is that we still are unable to anticipate the impact of these shifts, leaving many of us feeling unprepared and unsure what actions to take.  The good news is that there is a way to move forward. Start by thinking about these three critical imperatives for future success and how they show up in your work environment.

1.     Be deliberate about your change culture

Organizational research has suggested that around 2/3 of organizational change efforts fail.  Yet, in today’s business climate, we have a historically high number of change management practitioners, thousands of books on the subject, and consultants who promise a fail proof approach to achieving change.  So, what is the disconnect between the change management expertise and organization success or failure? Since starting my career in 1996 as a change management consultant, I have learned that change can’t be managed. We can’t expect to go into an organization and manage -which essentially means plan, direct, delegate and control -our way through the complexities of change.  Successful approaches for strategic change should allow organizations to become change capable while promoting agile processes. As abstract as that sounds, it works! We know that change isn’t easy but it is inevitable and focusing on a change capable culture is a more sustainable approach.  A great place to start is to find out your organization’s readiness for change while evaluating your business processes to see which one’s support or hinder your change culture.

2.     Prepare your leaders for the future

For leaders to thrive in this dynamic, hyper turbulent connected environments, new ways of approaching their roles should be evaluated. In slower and less complex times, a traditional hierarchical approach was the norm.  However, in a world of intense complexity and distributed organizational models, it isn’t conceivable for a few at the top to inspire, motivate and effectively lead.  Consider that one of the key roles for the future of leaders is to be digitally savvy.  What do emergent technologies mean for our business?  How does AI enhance or impede our strategies?   What can we now do with big data?  These are the types of questions digitally savvy leaders need to be thinking about in the near term. Additionally, leaders need to have fine tuned their emotional intelligence-drawing on self-awareness, empathy, people development and respect for diversity.  Finally, future leaders need to be connectors-recognizing the interconnected nature of the work that leaders do at all levels. They need to be able to see contradictions and work in the white space while understanding about systems and patterns of work behavior.

3.     Start now to upskill your workforce

All organizations will need to redefine roles as automation is introduced into your work environments.  Recognizing that there might be some displacement of fringe work tasks, automation provides an opportunity to maximize gains and minimizes losses.  The Worldwide Economic Forum suggests that by 2022, the skills needed to perform most jobs will have shifted.  Each company has a unique context so understanding the impact to your roles is critical.  Begin now to understand what is that impact. Are there new skills that will be needed to effectively perform in a future state?  Can those skills be developed internally and if yes, how will you go about upskilling?  These are the types of questions that should be asked with the goal of creating a Learning and Development roadmap that will essentially be your compass for the Digital World.

If you are contemplating these issues or others, Dr. Armatas has been working with organizations for over 20 years and can support you in these efforts.  Connect with Armatas Advisory Group to discuss any problem or organizational need. 

 

In Manufacturing, the Future Is Hiring Now

By Jay Timmons

“Co-bots” are collaborative robots engineered to work alongside and in concert with human workers. Like augmented reality and artificial intelligence, they are just one example of the stream of technological breakthroughs that are transforming the modern manufacturing shop floor—allowing manufacturing workers to accomplish tasks once thought impossible and to do so more safely than ever before.

Yet, the emergence of such technology has led some to wrongly assume that jobs for manufacturing workers are in short supply. In reality, the opposite is true. Last year was the best year for manufacturing hiring growth nationally since 1997. In Colorado, manufacturers had roughly 47,500 job openings in 2018, especially in the beverage, computer and electronic products, food, machinery and transportation equipment sectors.

Modern manufacturing is high-tech, but it’s people that make it all possible—the 12.8 million men and women who make things in America. Prospective employees can be skilled and ready for many of these jobs after months of training, and on average, Coloradans working in manufacturing out-earn those in other professions. According to the most recent data, Colorado’s 142,000 manufacturing employees—from coders to craftsman to designers—had average annual pay and benefits of $74,629, compared to $47,313 across all industries.

Manufacturing jobs will continue to open for the foreseeable future. A recent study from Deloitte and The Manufacturing Institute, the workforce and education partner of the National Association of Manufacturers, reveals that manufacturers will need to fill 4.6 million jobs in the next decade. They predict that we will only have enough qualified workers to fill less than half of those jobs if more people don’t start joining our industry.

And they should. Modern manufacturing jobs give people the chance to build something that matters—from the fuel that powers our lives to lifesaving medicines, from the latest smart devices to the rockets that will take humans back to the moon and onward to Mars.

So today, in Colorado, the NAM is launching our 2019 State of Manufacturing Tour. We will travel the country over the next two weeks telling the story of modern manufacturing, saying “Creators Wanted”—and promoting the promising opportunities that Americans of all ages have to build a rewarding career in our industry.

We will also be calling on our elected officials to ensure that nothing holds back manufacturing’s progress. We know there will be economic headwinds. But we can reach our full potential by advancing policies that uphold the values that have made America exceptional: free enterprise, competitiveness, individual liberty and equal opportunity.

For example, manufacturers want to see final approval of the U.S.–Mexico­–Canada Agreement, as well as a trade deal to hold China accountable and secure relief from costly tariffs.

Americans deserve 21st-century infrastructure, so manufacturers are advocating major investments in our roads, bridges, ports, waterways, pipes, pipelines, electric grid and airports—as well as development of communications infrastructure like 5G technology.

We want to help find a real solution to the humanitarian crisis that is the immigration situation. We need a permanent and updated legal immigration system—to protect families, Dreamers, our economy and our national security.

And we are calling for an end to baseless lawsuits against manufacturers from trial lawyers and municipalities, including some in Colorado, who are trying to get rich quick on the backs of manufacturing workers.

When we make progress on these fronts, it will set manufacturers up for even greater success—and allow us to continue keeping our promise to hire more workers, raise wages and benefits and invest in new operations, just as we said we would with tax reform and regulatory certainty. It will empower us to weather any economic disruption that comes our way.

Manufacturers will always be the backbone of a strong American economy. After all, a country that builds things is a secure and prosperous one. Technology has transformed our industry. But at our core, our mission is the same as it has always been: building our nation’s future. And the future is hiring now.

Jay Timmons is president and CEO of the National Association of Manufacturers, the largest manufacturing association in the United States.

Bringing Colorado’s renewable energy expertise to Bolivia – Campaign Launched

By: Michelle Zimmerman

I am proud that Colorado has become a leader in renewable energy. Both public and private entities have invested in wind, hydropower and solar to provide sustainable benefits for Colorado. In a state that values our pristine environment and reaps economic benefits from the ample tourists that visit, it makes sense that we strive to be a leader in the renewable energy movement. 

Coloradoans have poured over $2.5 billion into solar investment and more than 200,000 homes are currently powered by solar. This has created over 1,000 megawatts of capacity in solar energy in the state, producing enough energy to eliminate over 6,500 railcars of coal.

From home installations of solar panels to community solar farms and large-scale solar generators, I have worked in various segments of the solar industry over the last decade. I met our co-founders, Nick Killen and Lou Fabian through the MBA program at the University of Denver. The three of us have been working in renewable energy in Colorado for the last 12 years.

Recently, we decided we wanted to bring our expertise to less developed areas.

Across the globe, there are 1.2 billion people that don’t have access to electricity. People are using fossil fuels to generate electricity, or simply do not have access to consistent power - neither are sustainable. Additionally, many remote communities don’t have Internet, which limits their access to information, educational tools, healthcare, and more.

We believe that power and access to information are two essential tools that children should have available to empower them and their future. Thus, we created Pidola.

Pidola, which means leapfrog in Spanish, is committed to bringing solar electricity and satellite internet to South and Central American schools. After two years of initial site visits, we installed pilot projects in Pampa Jasi and Torotoro, two remote villages in Bolivia, thanks to our original connections with existing nonprofits that were working locally to build schools, community gardens, and teach citizens about clean water and basic healthcare. With a school and gathering area to build upon, adding electricity and internet provided numerous benefits including improved studying, cooking, refrigeration, and water filtration.

It is amazing to see people communicate across the greater region with the use of internet and leapfrog into new opportunities. The ability to leverage that original schoolhouse and amplify the learning is exponential. Previously, some of these Bolivians had to walk 1 to 2 days to access power and communications and many were leaving their villages for work and school - resulting in a diminishing economy for these already underproducing communities. 

Electricity and internet give life to the learning process. Imagine our schools without light or electricity; imagine our students without internet. Pidola is changing the course of education for children in rural villages who are very eager to learn. We are providing these Bolivian kids the “miracles” of electricity and internet that most students in America take for granted.

Thanks to the donations from our initial supporters, in 2017 we made solar electricity and satellite internet a new reality for 84 rural Bolivian schoolchildren! Success was quickly acknowledged by local officials, and now the Ministry of Education, Bolivian Space Agency, and local nonprofits are working with us to identify recipients for dozens more projects and contribute to our success as much as possible.

In the spirit on Colorado Gives Day last week, we launched a campaign to raise funds to bring electricity and internet to carefully selected villages.

We have a short-term goal of three village installations by June 2019, consisting of building a solar electricity system (panels, batteries, charge controller, inverter) for the school that will power the satellite internet antenna and components as well as covering the monthly internet costs. Looking to the future, we would like to demonstrate the value of these projects to local officials and donors in order to duplicate the impact at a larger scale. 

Our current and primary focus is on providing improved and exciting opportunities for children to learn and communities to thrive!

BIO: Michelle Zimmerman

With a passion for providing clean, reliable energy to customers throughout the West, and in rural developing areas of Latin America, Michelle expanded from a career in nonprofit management to focus on responsible solar development in 2008. Beginning in residential and off-grid projects, she became vice president of Innovative Energy, a solar installer in Summit County, CO and helped grow the company to include design-build-service for commercial solar projects. In 2014, Michelle worked with Clean Energy Collective to expand community solar across Colorado and has been developing large-scale solar facilities with Cypress Creek Renewables since February of 2017.With over 300 megawatts (MW) of solar development and two small solar+storage+satellite internet systems in rural Bolivia, Michelle has a proven record to navigate new terrain and successfully deliver projects. Michelle completed an MBA from Daniels College of Business (University of Denver) and serves as Vice Chair of the Colorado Parks and Wildlife Commission.  For more information on Pidola please visit Pidola.org.

HIT Tax

On behalf of Colorado’s business community, I am writing to encourage you to take a leadership role on the health insurance tax issue. As you are probably aware, the HIT tax directly raises the cost of health insurance. It’s so damaging, Congress suspended it for 2019, which is helping local businesses afford a quality health plan for their employees. Unfortunately, the tax is scheduled to automatically return in 2020.

Congress can protect companies and working families again from this Obamacare tax, but it must happen fast. Without a bill passing by the end of this session, the HIT tax will be “locked in” for 2020.

A new analysis from Oliver Wyman highlights what the HIT tax would mean for Colorado: a total of $205 million in added healthcare premiums in our state. Small employers and their employees would see premiums go up an average of $422 per family covered, and large employers and their workers about $434. Self-employed people and others who purchase their own health insurance will also see a price hike.

Members of the Colorado Business Roundtable concerned about these potential cost increases, which can easily add up to tens of thousands of dollars for a single company’s workforce. It’s important to note that the HIT-specific price increases will fall on top of any other market-driven cost increases that could arrive in 2020.

Local businesses are struggling with unpredictable healthcare costs, and the HIT tax—which is gone one year and back the next—is adding another layer of uncertainty. What’s more, a 2020 HIT tax comeback could be especially painful. Some economists are predicting economic slowdown over the next 18 months, and businesses are taking a more conservative view on costs, expansion, and hiring. We shouldn’t put more downward pressure on the economy starting next year.

The HIT tax isn’t just about employers, either. Working families will be affected by more healthcare cost-sharing in the form of bigger paycheck deductions and higher deductibles and co-pays. Many companies will be forced to offer less generous health plans or cut back on other benefits, bonuses, or wage increases. These aren’t the results Colorado’s middle class wants or needs.

It is a shame the Obamacare HIT tax remains on the books, but the issue will not be resolved in time to help businesses for 2020. That’s why it’s important that Congress pass a HIT moratorium for 2020 before the end of the current session.  We need a leader to push a solution forward. I hope you will consider taking up that mantle on behalf of Colorado’s businesses and working families and make a 2020 HIT tax suspension a top priority for your next few weeks in Washington.

Sincerely,

Jeff Wasden

Denver's Purina factory committed to veterans and their pets, too!

By: Michael Downs

As we approach Veteran’s Day on November 11, I’m reminded of how proud I am to work at Purina – a company that has a long history of supporting the U.S. military and veterans, like me.

In fact, Purina’s origin is strongly rooted in military history. The company’s founder and WWI volunteer, William H. Danforth, named the first Purina dog food “Dog Chow” in 1926 as a nod to the “chow lines” that sustained American service members during the war. During the 1940’s, Dog Chow was a major supporter of the Dogs for Defense program, which encouraged dog owners to enlist their dogs in the military to be trained to assist the Army, Navy, Coast Guard and Marines.

Here at our factory in Denver, we have proudly manufactured Purina Dog Chow since 1957, and the company continues to regularly demonstrate our commitment to veterans by partnering with organizations that help unite veterans with pets. All of us at Purina are pet lovers and many of us have pets at home. This summer, Purina Dog Chow launched the Service Dog Salute campaign, partnering with Tony La Russa’s Animal Rescue Foundation (ARF) to donate up to $500,000 to ARF’s veterans program, which matches veterans with rescue dogs who are then trained to become their own skilled service companions.

Dog Chow also partnered with BuzzFeed to share stories of veterans and rescue dogs who have been brought together through ARF. These stories touch close to home for me and many of my co-workers at the Denver factory.

I know many veterans who have been supported by a pet during a time of need. From personal experience, I can attest to the comfort and calming presence a pet’s unconditional love can provide. I have three dogs and two cats; and, not that I play favorites, but my rescue dog Charlie is like my lap dog. If I ever need to get something off my chest, he is there to listen.  He is my adventure buddy too – we’ll head west up the I-70 corridor and go hiking in the gorgeous mountains, which is one of the reasons we love living in Colorado.

I was originally drawn to working at Purina not just because my passion for pets lines up perfectly with the company’s values, but they value my service and the traits gained during my military service. After spending 12 years in the Army, Purina was one of the few places that recognized that the leadership skills and training I gained in the military made me a great fit, not only for their organization, but in a role with a high level of responsibility. They appreciated my skill set and strong sense of mission as some of the many characteristics that apply to civilian life.

My veteran coworkers at the Purina factory in Denver echo the sentiment of appreciating how our company extends career opportunities to those who have served in the U.S. Military as part of a larger career acceleration initiative, #ProjectOpportunity. My coworker at the Denver factory, who served in the National Guard, tells me how he always felt supported during deployment; he says Purina routinely checked in on him and even sent him care packages. He had the option to keep all his benefits with Purina while deployed. The benefits are amazing.

For over 90 years, Purina has a track record of supporting the U.S. military, veterans, and their furry friends. To find out how you can help support our veterans, visit www.dogchow.com/service, or, if you are a veteran, consider joining Purina’s military talent network to experience the benefits first hand. Happy Veteran’s Day!

 

Michael Downs is a Maintenance Technician at Purina in Denver. The Purina factory has had a longstanding presence in Denver since 1930, creating high-quality and popular Purina pet food brands, supporting the local community and employing 280 people.

New health and wellness services can offer Colorado small businesses a competitive advantage

By Grant Snyder, Vice President of Small Business, UnitedHealthcare of Colorado

Small-business owners often tell me that some of the biggest barriers to success are costs, time, and the inability to attract and retain talented employees.  

A recent Small Business Optimism Index showed that 21 percent of small-business owners cited “the difficulty of finding qualified workers” as their single most important business challenge.

One way small businesses may improve their workplace and make it more appealing to employees is to support employee health and wellness. Doing so may not only lead to a healthier, productive and more engaged workforce, but also may help attract and retain talented employees.

Small-business owners can now obtain comprehensive wellness programs that not long ago were available only to large employers.

For example, some offerings include wellness coaching, biometric screenings, smoking-cessation programs, and even complimentary fitness trackers. Also, programs may include incentives that enable employees and spouses to earn reductions to their premium contributions, or receive merchant gift cards or gym reimbursements. And these programs are often administered by the health plan, so there is no additional time taken away from a small-business owner’s busy day.

Other health and wellness services may also be available. For example, Real Appeal, is an online weight-loss program offered by UnitedHealthcare in Colorado and across the United States.

Real Appeal uses personal coaches and online tracking tools to help motivate people to adopt healthier behaviors, which may help reduce obesity-related conditions such as Type 2 diabetes and heart disease. 

Participants are matched with a transformation coach who helps them create a step-by-step personalized program that is designed to work with their lifestyle and includes:

·       online group classes designed to help build camaraderie and accountability;

·       weekly health tips from celebrities, athletes and health experts;

·       a personalized dashboard to keep track of calories, fitness and goals; and

·       resources such as workout DVDs, quick and simple recipes, and a nutrition guide.

Real Appeal enables small businesses, even those strapped for time and resources, to offer employees weight loss services at no additional cost to the employees who participate. Typically, four out of five participants have lost weight with Real Appeal, with 10 pounds lost on average per participant.

Attracting and retaining the top talent in the market is ever more challenging for small businesses in today’s diversified and demanding workforce. These types of programs and services may help them do that and help their employees live healthier lives.

For more information about small business plans in your state, visit UHC.com.