Tag Archives: scottsdale az

Who was Frances Young?

Partner & PR Director – Serendipit Consulting

For nearly a half century, Scottsdale resident Frances Young mentored, advised, assisted and championed numerous local organizations and causes – simply for the good of the community. Among her admirers she was fondly known as “the mayor of South Scottsdale”.

Young epitomized warmth, caring and concern for people of diverse backgrounds. She embraced all people and advocated for their quality of life, whether Yaqui, Hispanic, Asian, Black or White. Her notable contributions include the establishment of an English as a Second Language program in the schools, the beginning of Indian Education, Head Start and Title I programs, and the establishment of the Vista del Camino Community Center.

During her tenure serving on the Human Services Commission, Young worked with other members to find funds for various social services. Young summed up her life by saying, “I’ve gained far more than I ever gave. That’s what I want everyone to know.”

Nominations are currently being accepted for the Frances Young Community Heroes award sponsored by General Dynamics. Nominees must be ages 14 or older whose volunteer services directly benefit Scottsdale citizens and/or Scottsdale organizations. They may not have previously received public recognition for their volunteer efforts. Nominations must be submitted by Friday, September 3.

Do you know someone who is a community hero and who deserves to be recognized? Now is your chance to say “thanks” for all they do!

For more information and to download the nomination form visit www.gdc4s.com/about/community.

Nominate a hero today!


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Calling all volunteers: Scottsdale Cycling Festival needs you!

By Kimberly Crowther, Class 22
Communications Director, DC Ranch Community Council

Have you caught the Tour de France action on television this month? Although I’m not a cyclist -and I am half a world away from the action on the Alps – I’m drawn into the excitement.  This fall you can join in similar excitement when Valley residents experience cycling action at the seventh annual Scottsdale Cycling Festival. The festival will take place September 30 to October 3. An estimated 2,000 cyclists will ride a 70-mile route around the scenic McDowell Mountains.

To pull off the multi-day festival, event organizers rely on 12 teams of volunteers – about 150 individuals. Teams assist at aid stations, help set up and tear down event expos, ensure cyclists are aware of – and follow – safety guidelines, and distribute registration packets. Volunteers have a unique opportunity to get a behind-the-scenes look at the world of cycling.

Volunteers can tout that they are part of a “green” event. The Scottsdale Cycling Festival will be the first race of any sport to take place in Arizona without the presence of plastic water bottles. Instead, water trucks on site will refill water bottles attendees bring. Other green initiatives include a recycling and composting program.  Volunteers can feel good about donating their time at an event that is dedicated to environmentally-friendly practices.

In addition to the euphoria of community involvement, volunteers are treated to breakfast courtesy of Krispy Kreme and lunch compliments of Grimaldi’s. It’s still warm in October, so volunteers will receive a moisture-wicking t-shirt.

There are also opportunities to socialize with other volunteers and cyclists at the Scottsdale Cycling Festival Launch Party on Sept. 30. In addition to the launch party, the Scottsdale Cycling Festival will host a Kick-Off party Friday, July 23 from 5 – 8 p.m. at DNA Cycles in North Scottsdale. The event is free and open to the public. Cyclists and festival volunteers can meet professional rides, register at reduced rates, preview gear and get training advice. The first 100 attendees will receive a special swag bag.

Volunteers can sign up now through Sept. 20; a volunteer orientation is Friday, Sept. 24. Corporate volunteer teams are welcome. For more information, contact DC Ranch Event Director Jennifer Clark at 480.538.3544 or jennifer.clark@dcranchinc.com.

For more about the Scottsdale Cycling Festival, visit www.scottsdalecyclingfestival.com.

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20/20 Vision: Scottsdale’s Future

President- TriAra Consulting, LLC

Scottsdale Leadership Class 24 has initiated a grassroots interest group to discuss a citizen’s driven vision in Scottsdale. While the City’s Advanced Planning Development Committee is currently working on the state-mandated 2011 General Plan, the visioning group hopes to create, at a citizen’s level, positive influence on the future direction of our community.

The group will be meeting for a brainstorming session on Monday, June 28, from 5:30 -7:00 p.m. at the Village at DC Ranch (yellow building located at Legacy Blvd/Thompson Peak Pkwy).  The public is welcome to join in the conversation. Please RSVP to Suzanne Paetzer at spaetzer@aol.com.

It’s YOUR community.  Come and influence its future!

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Music enthusiasts invited to join advisory board

By Kimberly Crowther, Class 22
Communications Director, DC Ranch Community Council

Are you a sucker for sonatas? Do you tap your toes to the rhythm of a drum beat? Are you looking for ways to get involved in the community? If you answered yes, then this opportunity will be music to your ears. Dr. Christina Novak, Class 23 and Music Department Chair at Scottsdale Community College (SCC) is recruiting volunteers to join the SCC Music Advisory Board.

“Candidates should have a love of music and the arts, a strong interest in education and a desire to connect with the Scottsdale Community,” said Novak.

The board bolsters community awareness about the SCC music program and organizes special events to raise funds for student scholarships and instruments. Earlier this year, for instance, the board participated in the planning of the SCC annual Faculty Valentine’s Day Dinner and Concert and the silent auction for the annual SCC Cabaret, a musical theater review. The board raised $2,000, which will be awarded to music students in the fall.

Since she began playing piano at the age of six, music has been a way for Novak to express herself and to connect with others. Being a part of the SCC Music Advisory Board offers a similar experience. In addition, board members are rewarded by knowing they are helping music students fulfill their dreams and enriching music education in Scottsdale.

“We have a great board made up of Scottsdale Leadership graduates and SCC music faculty. It is a very enthusiastic group and we welcome new members,” said Novak.

SCC Music Advisory Board meetings are held monthly September through April. If you are interested in learning more, contact Dr. Novak at chirstina.novak@sccmail.maricopa.edu.

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Southern Scottsdale Character Area Plan (CAP)

You can give your input on June 17th!

Scottsdale Leadership Class 24

Sixteen years ago, when we were moving from Denver to the Phoenix area for a job that I just couldn’t refuse, we looked at several areas in the Valley.  We had been Colorado residents for 24 years and raised our family there.  It was hard to leave.  However, each year, for several years, we had vacationed in Scottsdale during our kids’ Spring Break, usually staying at the Embassy Suites, now the Chapparal Suites, on Scottsdale Road.  As a result, we knew something about the area before we moved.  The one thing that we wondered about was whether or not Scottsdale was a “real place”.  It seemed so beautiful and well cared for that we questioned its reality.  Even the McDonalds didn’t have its normally ostentatious golden arches sticking into the air.

Having decided that Scottsdale was the only place in the Valley that we wanted to live, we purchased a home and settled in.  It’s now been 16 years and we’ve never regretted our decision.  We’ve determined that this will be our home for the rest of our lives.  That’s why we’ve taken an interest in Scottsdale and want it to be the best that it can be.  To some, it may seem that Scottsdale consists of several separate enclaves, from the south to the north.  Still, we’re one city and the character of the city is determined by its whole.  Scottsdale needs a vision for its future.  For those who view the word “vision” as being too amorphous and “touchy/feely”, it’s simply addressing the question of what we want Scottsdale to reflect as its image to the world.  Do we want to have others see us as “The West’s Most Western Town”, the “Beverly Hills of the Southwest” or an “All American City” that attracts great jobs and families?

As part of the process to determine what Scottsdale will look like in the future, a Scottsdale Character Area Plan is being drafted.  This plan will document policy that will determine the vision for Southern Scottsdale and guide policy decisions for private and public projects in that part of the city.  On Thursday, June 17, there will be two Open Houses at the Convergence Room at SkySong.  The Open Houses will be held from 7:30 to 9:30 a.m. and 5 to 7 p.m.

For those who think that Southern Scottsdale is just a small enclave of rundown strip malls and older homes, you should know that the area consists of about 15 square miles, running from McKellips Road on the south to Indian Bend Road on the north, from the Salt River Pima Maricopa Indian Community on the east to the City of Phoenix and Paradise Valley on the west.  Approximately 30% of Scottsdale’s population lives in this area.  The future character of this area will have a major impact on the future of Scottsdale and all those interested in that future should try to attend one of these sessions.

As an aside, since the South Scottsdale area is adjacent to Tempe and Phoenix, the character of that area will probably be impacted by the plans developed for the Discovery Triangle, from which Scottsdale recently withdrew.  One may question whether isolation will improve the character of Scottsdale or diminish it.

For more information on the Scottsdale Character Area Plan please visit the City of Scottsdale website by clicking here.

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Effective Leadership and Emotional Intelligence (EI) Part 4

Scottsdale Leadership Class XIX

This is the fourth of a multi-article series discussing the relationship of leadership and emotional intelligence.

Organizations continually face the challenge of finding their next generation of leaders. According to an article published in the Northeast Human Resources Association (NEHRA), “Identifying leaders is not about simply reviewing a performance appraisal and making a selection based upon what the individual knows or does not know about getting the job done. Just because someone excels in a functionally specialized role – say, as an accountant or a computer programmer – does not guarantee that he or she has the qualities to effectively lead an organization from an enterprise-wide perspective” (2004).

The ability of organizations to improve performance through emotional intelligence (EI) adds to their bottom line and shareholder value by hiring and retaining a higher caliber of employees, reduced turnover, employee satisfaction and financial results.  Goleman, Boyatzis and McKee (2001) examined the question of what drives an organization’s bottom line performance and determined that EI was a major factor in successful leadership.

Over the past 10-12 years there has been the development of several multi-rater or 360-degree surveys that have been designed to measure emotional intelligence in the workplace. Many of these are based on a model of emotional intelligence called the Emotional Competence Inventory (ECI).  These surveys and raters have been useful in providing feedback on (a) someone’s individual strengths and weaknesses compared to others in the same organization or in a similar role, and (b) they also provide feedback on the gaps or discrepancies between a person’s self-perceptions and how they are rated or perceived by others.  These feedback systems are great for enhancing self-knowledge, leading to improved leadership behaviors, effectiveness and performance.


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Scottsdale’s Unique Oasis

2009 Scottsdale Leadership Class Reporter

The Scottsdale Leadership Experience
This is the 13th of a 17-article series recapping Scottsdale Leadership’s nine-month Core Program. The program educates, connects and empowers citizens who are interested in community leadership.

Does staying Calm, Relaxed and surrounded by Natural Beauty factor into your Quality of Life?

If so, you would have really enjoyed Scottsdale Leadership’s Quality of Life and Sustainability class day.  Held in Scottsdale’s own backyard – the Gateway to the McDowell Sonoran Preserve – this pristine recreational area is amazing!

Completed in May 2009, the Gateway adjoins 383 acres and is part of Scottsdale’s vision to preserve 36,400 acres.  That’s 1/3 of Scottsdale’s total land mass!

If you don’t hike, mountain bike or ride horses along the 45 miles of trails, maybe the 8,800 SF building (pending LEED Platinum certification) would catch your eye. It has rammed earth walls and uses recycled/regional materials.  With its solar energy performance (producing 105% of annual demand), rainwater harvesting (providing 100% irrigation), water efficiency (saving 250,000 gallons annually) this building is a marvel in the desert.

Or you can take a short stroll to the Amphitheater and enjoy the amazing views. The amphitheater serves as an ideal field classroom for lectures, too. For those physically challenged, there is a ¾ mile accessible interpretive trail – one of the few in existence.

Whatever route you take, I guarantee you’ll be touched by the beauty of the land and its ability to restore calm!

Scottsdale Leadership, Class 24 not only experienced the Preserve but spent time with Virginia Korte, Class 3, and president/CEO of STARS who shared the history of preserving Scottsdale’s land since the 1960’s and how the Preserve came to fruition.

To read the rest of Suzanne’s blog click here.

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Effective Leadership and Emotional Intelligence (EI) Part 3

Scottsdale Leadership Class XIX

This is the third of a multi-article series discussing the relationship of leadership and emotional intelligence.

It is important to understand that emotional intelligence (EI) is not a contradiction of cognitive (IQ intelligence), or even a conflict of head over heart, but a distinctive intersection of both – head working with heart. When you look at EI without cognitive intelligence, or cognitive intelligence without EI, you only get part of the solution, creating a gap in human abilities that lies between head and heart – more technically stated, between cognition and emotion. EI competencies involve a certain amount of skill sets in the emotional domain, coupled with skill sets in the necessary cognitive domain of that ability. By incorporating emotions with intelligence, you add the human flair that would otherwise be missing.

While technical skills and acquired knowledge are important, especially in an individual’s early career development path, scaling to the higher rungs of the career ladder calls for the exceptional ability to manage and lead people. Based on research, individuals that possess high EI competencies not only know how to understand themselves and keep their emotions in check, they demonstrate an ability to understand and recognize the value of other’s perspectives.

Research indicates that a person’s intelligence quotient (IQ) and training account for 20 percent or less of the differentiation between a star performer and an ordinary employee.  The remaining 80 percent more or less is attributed to EI. Due to the enormous impact EI can have on leadership success, findings may necessitate a change in the methods organizations use to train and develop leaders; and in turn, the way leaders train and develop their followers.

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Effective Leadership and Emotional Intelligence (EI) Part 2

Scottsdale Leadership Class XIX

This is the second of a multi-article series discussing the relationship of leadership and emotional intelligence.

He who knows others is learned. He who knows himself is wise.”
Lao Tse

Leaders need to know what makes everyone tick, starting with themselves. Many leaders do not often recognize, or take into consideration, the impact their behavior has on the very people they rely on for their success. Leaders must not only hold their employees fully accountable for “what” they do, they must hold those employees accountable for “how” they perform their work.  To do this, leaders must first be ready to take a straightforward look at themselves to make sure their behaviors are in line with their organization’s stated values, and that their leadership practices are supported by strong emotional intelligence competencies (self-awareness, social awareness, self-management & relationship management). This is essential if the leader is willing to build strong, long-lasting relationships and effective leadership.

Dealing with emotionally precarious situations in the workplace can become complicated, and leaders sometimes side step issues they should confront. When these difficult situations are compounded with inadequate communication skills, the end result can become extremely volatile.  The lack of ability to control emotions and display effective communication skills can lead to unsettled conflicts, low morale and diminished productivity. Effective management of employee frustration, anger and upset is critical to employee commitment, motivation and productivity, as well as to an organization’s overall health and profitability. The need exists to help leaders learn to use their emotions in a productive manner and, if necessary, to develop the needed skills for relating well with others.

The benefits of understanding how emotional intelligence competencies contribute to fostering strong leadership qualities for individuals and organizations has far reaching implications. “According to research conducted by Wilson Learning Corporation in Eden Prairie, MN, not only is there a direct correlation between employee satisfaction and job performance, but the biggest contributor to employee satisfaction — and thus productivity — is leadership” (Caudron, 1996, ¶ 3). Organizations can be instrumental in supporting this effort by identifying cultural and leadership principles that promote leadership supported by emotional intelligence.


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