June 5, 2015

Pride! Work can suck it out of you…or fill you with it!

Not every boss will be as nice!

Flashback to springtime, 2009: I’m standing in a conference room in downtown Chicago, stupid from Vicodin while my boss hurls wadded up paper at my head, over and over again. That was a huge "how did I get here?" moment. I mean, I knew I arrived at O’Hare that afternoon on Delta after an early morning root canal in New York and I was participating in a team building exercise designed to turn my boss into a human (her 360 degree review was so negative it was renamed the 666 degree review).

There are plenty of bad bosses out there (and there’s no guarantee the next one won’t be worse) so I stuck it out for eight years. Everybody else was great, lots of fun, really smart, and completely supportive and nurturing of LGBT employees. It’s a shame that everybody else was not my boss. Even my bad boss  (I don’t want to use her real name so I’ll just call her The Worst), The Worst, was an ardent LGBT ally. As a side note, however, The Worst was decidedly not a supporter of working women with children. “They think they deserve more time off than people without children!”

The point is, I was not proud of myself, my work or my company because everything was so tainted by The Worst. It was not enough that the organization was extremely progressive in terms of LGBT policies. I left.

That’s when I began my search for pride of work and pride of self. I drove around the USA for the better part of 2013, blogging, camping, hitting every gay bar in all 48-contiguous states. I was proud of what I was doing but I was essentially accelerating the process of becoming homeless, since no one was paying me to be a nomad with a WordPress site.

The obvious solution for finding an income-generating workplace that could fill me with pride was a car dealership. A little background: I’m a car fanatic. The dealer network is owned by a man who is both gay and Jewish, who supports many wonderful charities, so I thought his progressive ideas would trickle down to the rest of the staff.

Wrong. I heard plenty of cheap Jew jokes, within earshot of an enormous poster of a golden retriever hopping out of a Subaru Hybrid with his two mommies. I didn’t think an environmentally conscious inter-racial lesbian couple would appreciate this hate talk any more than I did. This time I didn’t wait eight years to leave.

The good news is, great work environments that will fill you with pride do exist. I’ve recently found such a place. I’m proud to work for SAGE because they’re serving the LGBT community, but mostly I’m proud to work for SAGE because everyone I have encountered has been professional, kind and supportive. Of course I was suspicious of being treated with respect at first but you do get used to it!

So where can you find a workplace to be proud of? The answer is: anywhere you are treated with dignity and as a valued human being, at all times, in all circumstances. You shouldn’t allow people to mistreat you because they also do things that are not horrible. Pride must extend beyond June--we each deserve it all year long, in all facets of our lives.

-- Jeff Stein, communications consultant, SAGEWorks

The thoughts and opinions above are those of the writer and not Services & Advocacy for GLBT Elders (SAGE).

June 4, 2015

Heroes of Pride: Katherine Palmer

Every summer, LGBT people across the country step out during Pride season to honor who we are, celebrate the progress we’ve made, and re-energize ourselves for the battles ahead. Yet in the midst of all the revelry and marching, older people are often overlooked. This summer, SAGE is celebrating some lesser-known “Heroes of Pride” on our blog. 

The wide-open landscape of the southwest is home to today's hero, Katherine Palmer, a determined, energetic 73-year-old trans woman. As an LGBT activist for over 15 years, Katherine wastes no time. She's served as Board President of the Gender Identity Center of Colorado, Co-President of GenderPAC and Board President of PFLAG in her home town of Albuquerque, New Mexico--among many other roles. She has also lobbied for LGBT rights at both the national and state level. Perhaps most importantly for our purposes, Katherine is primarily responsible for bringing SAGE to Albuquerque, and currently serves as its Program Manager. 

KatherineThanks for talking with me, Katherine! Can you start us off with a bit of your personal story?

Well, I transitioned at age 58, in 1998.  I knew [I was trans] when I was young, hid it, and was later divorced because of it. When I retired from my career at IBM, I planned to work with Native Americans, but I decided to work with trans people instead.

Why did you decide to switch gears?

Well there was never really a term ‘transgender’ until about 1998, so I thought was only one in world. Then I went to the Gender Identity Center [GIC] and realized I wasn’t! So I got involved in that and jumped in full speed.

I wanted to reinforce that this wasn’t something to be ashamed of. I said "there’s nothing wrong with me, if you have a problem that’s your problem'. I got involved with the GIC and realized we were a minority that needed our voices heard. So I said ‘ok let’s go do it!’ I went to Washington DC and lobbied congress for ENDA.

You must’ve been so proud to do that!

Yes! I began to realize this was a national thing and I jumped in. I’m a strong believer in coalitions, I said, we can’t do this alone, we have to do this with others. I have also been very involved with PFLAG, which is wonderful because you have parents, family, friends and trans people, lesbians and gay men all in the same room!

What's so powerful about coalition building?

The thing that frustrates me within the LGBT community is that it's so localized.  I thought 'can’t we all work together?' and then I found SAGE and I said 'oooh! Here we go!'

Because everyone gets old! Aging is universal. 


How did you start a SAGE chapter?

I contacted SAGE national and put together a committee. Our biggest problem is that we don’t have a physical space. So we went to Albuquerque Senior Services, and said ‘we’d like to have an LGBT presence here’ and they said ‘sure’. Albuquerque is unique. We passed a non-discrimination law in '03. We came within one vote of same sex marriage about 5 years before we got it nationally. 

So is your message or your goal primarily about tolerance, or something more?

No, it’s something more. My goal with PFLAG and SAGE is to get to a point where we don’t need it, because we’re treated like everyone else. I go to a statewide aging conference every year on behalf of SAGE, and I’m trans and I’m not "stealth”, but no one gives me any hassles, I’m just Katherine. 

It sounds your experience since coming out has been pretty positive.


So you’re working on behalf of others who haven’t had it so easy is that right?

Yes, I see other people being abused or discriminated against and I just can't take that. I’m a firm believer that people are afraid of what they don’t understand. You teach, they learn, and the problem goes away. I'm not intimidated by them. My partner says, 'you go into the grocery store for a can of peas and these people are looking at you and you’re oblivious!' I have to remember sometimes that I’m trans.

What’s coming up for SAGE Albuquerque?

We have a golf tournament coming up in September. We’ve never done one out here, it’s a fundraiser for SAGE; we'll be offering prizes and awards. And then the aging conference is coming up this year, our topic will be LGBT older people and providers working together. We’re still growing and trying to find the LGBT seniors with strong support from the entire LGBTQ community.

So working with providers could really help you boost participation.

Yes! New Mexico is the 5th largest state in the country but we’re less than two million people in total, and half are in Albuquerque. Some people drive 30 miles to get to us. It’s not a very large group but it’s dedicated. Over the last 3 months, and our monthly meetings have all been new people—so something’s happening, the word’s getting out!

--Posted by Kira Garcia

June 3, 2015

SAGE Wins Three 2015 Communicator Awards!

TrophySAGE is proud to announce that it has received three 2015 Communicator Awards from the Academy of Interactive and Visual Arts (AIVA)!

The Communicator Awards is an annual competition honoring the best in advertising, corporate communications, public relations and identity work for print, video, interactive and audio. This past year, it received more than 6,000 entries from ad agencies, interactive agencies, production firms, in-house creative professionals, graphic designers, design firms, and public relations firms.

SAGE received a “Gold Award of Excellence” (AIVA’s highest honor) for our Out & Visible report. Out and Visible: The Experiences and Attitudes of Lesbian, Gay, Bisexual and Transgender Older Adults, Ages 45-75 was released in the fall of 2014. The study explores the aging realities of LGBT people, as well as their fears, beliefs, behaviors and aspirations in areas such as healthcare, finance and retirement, support systems, housing and sources of information.

We also received two “Silver Awards of Distinction” for our Successful Aging webpage and for our work with our partners at the Diverse Elders Coalition on Eight Policy Recommendations for Improving the Health and Wellness of Older Adults with HIV.

SAGE's marketing and communications have won widespread acclaim and numerous awards.  In 2014, it received an Award of Excellence and an Award of Distinction from the International Academy of the Visual Arts (IAVA). It also received two awards of distinction in 2012 from the IAVA, as well as a GLAAD Amplifier Award for excellence in advertising and social marketing. In 2010, it received a GLAAD Media Award in Advertising for Outstanding Social Marketing for its New York City campaign on caregiving support for LGBT older people. 

June 2, 2015

Let's Talk About Housing!

Where would you be without safe, secure housing? What if you couldn’t truly be yourself at home, fearing judgement or even abuse? How would you feel in the face of impending eviction? Many LGBT older people are faced with these questions every day.  With that in mind, SAGE has launched the first national initiative to address the LGBT older adult housing crisis.

In the coming months, we'll offer a series of 90-minute webinars to explore this complicated issue:

Training Housing Providers in LGBT Cultural Competency
June 25, 2015, 2:00 p.m. EST
Register Here
An interactive introduction to the culture, needs, and concerns of LGBT older adults, including why this elder population often is deterred from accessing needed services and supports.

Expanding Housing and Services for LGBT Older People
September 24, 2015 2:00 p.m. EST
Register Here
An outstanding panel of program leaders and providers discuss expanding relevant supports and  services to address the significant housing challenges faced by LGBT older people.

Making Senior Housing Policy LGBT-Friendly
November 5, 2015 2:00 p.m. EST
Register Here
A discussion about how advocates and the federal government can facilitate the creation of welcoming, affordable, and supportive housing for all LGBT older adults, regardless of income.  

We'll schedule further webinars in 2016. For more information about any of these events, email Serena Worthington, SAGE’s Director of National Field Initiatives, at sworthington@sageusa.org. 

Take part in one or all of these conversations, and join SAGE in the fight to secure safe, supportive, affordable housing for LGBT older people across the United States! 

-- Posted by Kira Garcia



May 29, 2015

Nothing Good Ever Comes From Speaking in Elevators

From banking to caregiving, it’s better to listen in order to get the job.

In the elevator last week on my way to a SAGEWorks workshop, How to Seek Employment within the Banking & Financial Industry, I noticed an elegant, mature, white gentleman with close cropped silver hair in a beautifully tailored dark blue suit and an expensive silk tie. I asked him if he will be teaching us how to get a job in banking. He replied, “Oh, no, I’m here to learn about that.”

A minute later I met the person who led the workshop, a Latino woman from JP Morgan Chase, Angelique Y. Pabon. My assumptions taught me I’m not immune to sexist and racist assumptions (so I guess I have something new to add to my LinkedIn profile).

Two typical stodgy bankers, Angelique Y. Pabon and Bruce Vecchio

Angelique and her colleague Bruce Vecchio were fun and wonderful…but of course you knew they would be when I mentioned banking and finance. Angelique mapped out where certain transferable skills will be of value, even if you’ve never been in finance before. Have you managed a construction project? You probably have what it takes to be a project manager in a bank’s facilities department. Were you an executive assistant to the head of a record label? Great, become the executive assistant to the head of collateralized debt obligations. I’m sure there’s a case to be made that music is a lot like repackaged debt

I worked in banking and financial services for 20 years and my colleagues, from the CEO down, were all much more supportive of LGBT-people than my colleagues at a New York City car dealership where I did a short stint. Despite the fact that the owner of the dealership is gay! Plus, they sell Subarus!

Beyond the industry-specific workshops, SAGEWorks also recently. brought together six panelists for a very special episode of Get Tips and Advice Directly from Employers Who Hire. Things got real.

Natasha Leath, Director of Business Development at The Good Kind Group, a recruitment firm, explained how the job interview begins in the elevator. After a workout one day, Natasha went back to her office to change so she was not wearing her usual business attire. The woman sharing the elevator with Natasha was cursing like a sailor at her babysitter, in full voice. Guess who was going to an interview at The Good Kind Group? Fortunately, Natasha is a good person and gave the woman another chance after she explained why it’s not valuable to act like the worst person in the world in public.

It’s not often you get access to hiring managers so the employer panel was swarmed.

Another fascinating takeaway from the employer panel is how companies are forming to support unaddressed needs of the LGBT-community. Joe Fisher, co-founder and director of Renewal Care Partners, started his business to provide culturally competent care givers. Older LGBT-folks, who were out, are retreating back into the closet during their final days for fear of what less-than-progressive caregivers would think or do. Joe makes sure all of his company’s caregivers are there to care, not to judge. Imagine the alternative--you’re trying to watch Wheel of Fortune and your nurse starts throwing holy water at you!

For those of us looking for jobs, make sure you check out all the new services popping up to support LGBT-folks. And remember to mind your manners in the elevator.

-Jeff Stein, communications consultant, SAGEWorks

May 21, 2015

The High Cost of Not Being Authentic

Lying about who you are at work costs both money and happiness. It's true.

Arianna Huffington, co-founder and editor-in-chief of The Huffington Post, spoke at the conference about the importance of sleep and reducing stress at work. 

Earlier this month I attended Sodexo’s Quality of Life Conference in New York. Why would Sodexo, a company known in the U.S. mostly for cafeteria food, put on such a show? “Get with the program! You should know Sodexo is about more than cafeteria food," said Laura Schalk, Sodexo's head of press relations. "In this company we are evangelical about quality of life, and ensuring a great work environment so that employees feel motivated and valued – which links to issues like equality and work-life balance.”

Motivated and valued employees are nice but I went looking for gay stuff. The panel discussion “Gender Balance: How Can Women’s Success Benefit All” caught my eye. I went to find out if women are going to pull me along for the ride as they smash through the glass ceiling.

And that’s when I saw him, sitting at the dais, wearing a fitted gray suit with legs crossed, his muscular thighs straining against the delicate fabric. Kenji Yoshino, the Chief Justice Earl Warren Professor of Constitutional Law at NYU School of Law. He had the type of biography that makes you feel like a loser who sleeps too much: “He was educated at Harvard, Oxford, and Yale Law School. He teaches in the areas of constitutional law, anti-discrimination law, and law and literature. He has published three books.”

Then Professor Yoshino mentioned having a husband and two children so I stopped fantasizing about our wedding and began to listen.

According to Professor Yoshino, women, LGBT-people, and all minority groups, are likely to “cover” at work in order to get along, conform and move ahead. Covering means changing behavior to mimic leadership, which is mostly straight white males. Women are urged by leadership to be more masculine. Then women are urged to re-cover when they act too masculine. And they say women are fickle.

Yoshino said he covered as a young professor at Harvard Law School after a seemingly well-meaning colleague told him he would do better there if he acted like a homosexual professional rather than a professional homosexual. I’m an amateur gay right now but hoping to go pro after Nationals.

So what’s the problem with making straight white men more comfortable besides the fact it’s 2015? Yoshino says covering costs cold hard cash. In a survey, 53 percent of employees said they felt pressured by leadership to cover. Of that 53 percent, 50 percent said it undermined their dedication to the organization. “Covering, or being inauthentic, has a high cost for an individual’s well-being and organizational performance.”

At the conference dinner later, several women who were not able to attend the gender balance panel asked me if there is a solution to covering. I flippantly suggested sending all straight white men to the moon (What's that old joke? If we can send one there...) Once I realized this was impossible, I apologized for my bad joke and told them I had not eaten and drank two martinis. Then I told them I’m going to leave it to the guy who went to Harvard, Oxford and Yale to fix the problem. He has some good ideas that you can read here.

For more about Sodexo’s Quality of Life Conference, go here.

-- Jeff Stein, Communications Consultant, SAGEWorks

May 19, 2015

Keys to Successful Aging

Keyboard-621830_640Like many New Yorkers in my generation, I’ve “grown up” reading Jane Brody’s Personal Health column in The New York Times.  So it’s no surprise to me that some of the most useful information I may come across about navigating the sometimes confusing paths of aging successfully comes from her suggestions.

For example, her recent column “As We Age, Keys to Remembering Where the Keys Are” provides some important guidelines on distinguishing common age-related cognitive decline and pathological symptoms of cognitive impairment.  Quoting AARP, she notes that “forgetting where you parked your car can happen to everyone occasionally, but forgetting what your car looks like may be cause for concern.”

She cites recommendations from the Institute of Medicine that increase chances of staying cognitively sound:

First, be physically responsible.  Any question about the consequences of physical deterioration on mental function has long been resolved—it does!  Physical responsibility includes, of course, being physically active.  No surprise there—we’ve been advocating regular exercise as a key part of any prescription for aging successfully.  It also makes getting the regular seven hours of sleep easier, which is also important.  And so is monitoring and moderating intake—moderate alcohol, low amounts of fat, sugar and cholesterol, etc.  All of this will help prevent and control cardiovascular risk factors—i.e., those risks that can precipitate dramatic cognitive decline through strokes and such.

But it’s equally important to treat the mind well.  If, due to depression, the mind isn’t treating you well, address it, get treated.  Continue to learn—reading, taking courses, learning new tasks that are rewarding and meaningful.  There’s lots of truth to “use it or lose it “ on the mental front as well as on the physical.  In another column, “For an Aging Brain, Looking for Ways to Keep Memory Sharp,” Ms. Brody touts the beneficial effect of certain training programs and computer games on improving cognitive skills in older people.  To be clear, she also cautions that many other pills, potions, and programs haven’t demonstrated any real benefit—all are not created equal—and provides suggestions for how to discern between the two:

“The Institute of Medicine has cautioned consumers to beware of phony or poorly tested products that claim to ‘prevent, slow or reverse the effects of cognitive aging.’ Consumers should ask: Was the product shown to improve ‘performance on real-world tasks?’ Are the claims supported by ‘high-quality research’ that has been ‘independently verified’?’ And, most important, how do the supposed benefits compare with those from actions like physical activity and social and intellectual engagement?”

As that quote’s last sentence suggests, staying engaged in social interactions—the “rewarding relationships and activities” we cite in our definition of Successful Aging—in and of themselves are valuable means to keep cognitive decline at bay. 

May 18, 2015

Time For New York to Support Those Giving Care

This was authored by Linda B. Rosenthal and Michael Adams and originally featured in Gay City News on May 15, 2015. Click here to read the original article.

When New Yorkers go home from the hospital, the health care system suddenly becomes very personal.

There may be complicated medication regimens to follow, injections to administer, bandages to replace, complex medical equipment to operate, and much more. In many instances, those tasks are up to the person whom patients trust most with their well-being — their caregiver.

The transition from hospital to home is a critical time for patients — especially for many in the LGBT community who may have fragile family support systems. And the potential burden on their caregivers can’t be underestimated.

Caring for a loved one — without pay or pomp — is a big job. The consequences of mistakes loom large. Yet more than four million New Yorkers do it every year — for older parents, spouses, partners, friends, and loved ones.

It stands to reason that if we want our loved ones well cared for at home, their caregivers must be given the proper instruction in how to provide that care.

That is why, with help from AARP, we’re working to make sure our state laws recognize the critical role caregivers play in our health system.

The CARE Act (Caregiver Advise, Record, and Enable) would allow hospital patients to designate a family caregiver and require hospitals to offer that caregiver instruction in and a demonstration of the tasks that they will be expected to perform at home post-discharge.

This bill reflects our understanding that the LBGT community (and the same holds true for many other communities) will receive the care they need if medical providers recognize the circles of family and friendship that lesbian, gay, bisexual, and transgender New Yorkers have built.

That’s why the CARE Act (A.1323) would allow patients to designate whomever they choose as a caregiver — and why it requires hospitals to provide those caregivers the knowledge they need to follow the discharge plan and to be able to provide proper care at home and to access support services.

The fact is, LGBT people often face severe isolation as they age, since they are four times less likely to have children than other elders, twice as likely to be single and living alone, and much more likely to be disconnected from their families of origin.

The caregivers of LGBT elders are often isolated as well, since many are not part of a larger family network. This fragility of care and support for LGBT elders makes it especially important that medical providers recognize and support the caregiving relationships that exist for LGBT older people – their “families of choice.”

The CARE Act would be an important step forward by providing hospitals with an inclusive framework that recognizes the wishes and preferences of all kinds of families and caregivers, and that helps identify patients who are profoundly isolated.

We know from experience that LGBT caregivers often have limited access to LGBT-affirming services in their communities. The CARE Act addresses this issue as well, requiring that hospitals offer the caregiver and patient answers to their questions in a culturally competent manner and provide contact information for health care, community resources, and long-term services and supports necessary to successfully carry out the patient’s discharge plan.

The State Senate last month passed the CARE Act unanimously and the Assembly Health Committee quickly followed suit. But the bill still must clear the Assembly’s Codes Committee and the full house before going to Governor Andrew Cuomo to sign into law.

The governor proposed a similar “Caregiver Support Initiative” in his 2015 State of the State/Opportunity Agenda, so we are optimistic that he will sign the CARE Act once it reaches his desk.

This bill is critically important, and we will do all in our power to ensure that it passes into law this year. Let’s pledge to join together and give all caregivers the support they deserve.

Linda B. Rosenthal is the prime sponsor of the CARE Act in the New York State Assembly, where she represents the 67th District on the Upper West Side of Manhattan. Michael Adams is the executive director of Services and Advocacy for GLBT Elders (SAGE).

Quick Chat: How to Be a Trans Ally

Our monthly “Quick Chats” with SAGE participants, volunteers and staff offers a first-person perspective on our community. This month, we spoke with Monica Pedone, a facilitator of our successful "How to Be a Trans Ally" workshop. The monthly gatherings are led by transgender facilitators who guide discussions, field questions, and build understanding among trans and cisgender (non-trans) participants.

Monica_PedoneAt age 62, Monica is a Cross Sector Technology Leader at IBM, a martial arts enthusiast and mother of two adult children. She transitioned at age 30, and says that before that “I was so deep in the closet I was finding Christmas presents! My divorce allowed me the freedom to find myself, and I began finding my people in the community.”

One of the topics discussed in the “Trans Ally” workshops is surgery and the idea that  questions about gender-affirming procedures (sometimes referred to as “sex change” operations) are usually inappropriate to ask  strangers about, especially since surgical and medical decisions are kept private by many trans people. At the same time, “Trans Ally” workshops are not intended to shame participants or discourage them from asking questions. In fact, Pedone says she’s enjoyed the lively conversations she’s experienced as a facilitator. “There were a lot of people there who were curious and inquisitive and have interesting points of view,” she remarks. “It was fun to interact and hear their perspective. I didn’t want to just be a talking head up there—it’s nice to have a dialogue.”

So how does one become a trans ally, exactly? Pedone has some wisdom to share. “I think that part of it certainly is learning the ‘ten things you don’t say to a transgender person’, but I’m not worried about people saying something as long as it’s coming from a place of learning rather than resentment or anger. You have to be a good person and say what’s in your heart. And if you make a mistake and call someone the wrong pronoun it’s OK, don’t make a big deal of it but next time try to do it right. Treat transgender people the same as everyone else, and also understand that there might be some gender cues that are slightly different.”

Pedone finds the approach of SAGE’s “Trans Ally” workshops to be especially impactful because “it allows trans people themselves to lead the conversation, and to meet and interact with people. Participants learn that trans people are just like them—they have mothers and pets and homes, they have trouble paying their bills. These workshops open the community up to new conversations, and new friendships. We shouldn’t box ourselves up into little groups.”

--Posted by Kira Garcia


May 13, 2015

Employment Boot Camp Gets Emotional

May_boot_campThe SAGEWorks May Boot Camp Team

Towards the end of the ten-day SAGEWorks employment boot camp, I joined the 20 participants so I could hear and share their stories. I was expecting everyone to tell me how they will now use LinkedIn or create a more strategic social media profile and personal brand. What I was surprised to hear was how angry one woman was with her former employer and colleagues—and the way that this group of boot campers created their own support system outside the classroom.

When Rosie O’Donnell (not her real name…maybe) told me how she was let go after more than 30 years with the same company, I suggested she reach out to her ex-colleagues for support and networking. Rosie wasn’t having it.

“They called me but I didn’t want to see them. I was let go. Who wants to sit around with a bunch of people who still have jobs at the place from where you were downsized?”

Rosie has a point. I was angry with my last employer--and I left on the best of terms. I think there are two main reasons for this. One, when we leave an organization, for whatever reason, it’s normal to rationalize the move by exaggerating all the negatives. The second reason, for me, is I love to create unnecessary drama.

Eventually, Rosie and I each got over our anger and realized many of our former colleagues are friends who want to help. Also, some of them are horrible people who should never again darken our doorsteps--but such is life.

Being unemployed is extremely difficult, not just financially but also emotionally, so it’s incredibly reassuring to be around others in a similar circumstance. Employment boot camp is not therapy; it’s a chance to learn proven methods for finding jobs but there is an unexpected and welcomed therapeutic quality.

Right now I am working for SAGEWorks but for most of 2014 I was unemployed, gay and over 40-years old, the SAGEWorks dream (spoiler alert: I’m still gay and over 40). Now I regret not taking a friend’s advice to attend the employment boot camp last year. Not only would I have had more emotional support, I’m confident I would have been offered a job much sooner. I simply was not putting into play all the job search and interview best practices taught at boot camp. My thinking was, I don’t need to go to a class for free, which is taught by experts, I’ll somehow figure it out on my own.

That thinking led to me living with my mother and drinking the same cup of tea for two months. Boot camp for two weeks or living with your mother for two months? I will say this if you choose not to take advantage of SAGEWorks programs, there are a lot of exciting story lines on The Young and the Restless right now.

-Jeff Stein, Communications Consultant, SAGEWorks