HRAC Newsletter - July 2016 Edition

Upcoming Events

  • 7/16/16 Wine Tasting Outing  -2:00 pm @ Williamsburg Winery
  • 8/16 Escape Room  -TBD @ Virginia Beach Escape Room


Quote of the Month

"Don't count the days.  Make the days count."
-Muhammad Ali

Employment Opportunities

Marketing Coordinator
Lincolk Property Company
Virginia Beach, VA
view job here

Human Resources Generalist
Hampton, VA 
view job here

Analytics Director
Norfolk, VA
view job here

Human Resources Assistant
Navy Exchange (NEX)
Norfolk, VA
view job here

Treasury Analyst
Newport News, VA
view job here

Good Reads

Rich Bitch
By Nicole Lapin

Leave Your Mark
By Aliza Licht



Have an article to share?  Know of a good book we should check out?  What do you want to see in upcoming editions of the HRAC Newsletter?
Share your ideas here.

Wine Tasting Outing

The HRAC invites members to join us for a tour and tasting at Williamsburg Winery at 2:00 pm on Saturday, July 16!

The outing includes a 30 min tour (with information on how wine is made as well as historical details of the winery), a fine wine tasting, and a complimentary Williamsburg Winery stemmed wine glass.  This event is limited to 16 people, so reserve your spot early by visiting tour website using the link:  

You have not officially RSVPd until you have purchased your tasting. Guests are welcome (1 guest per member).  Due to fraternity rules, we are unable to offer a discount for this event, so the $12.50 price you see on the site is the regular fee plus tax. The deadline to RSVP is Friday, July 8.  Don't delay!
   RSVP and Pay Now   

June HRAC General Boddy Meeting Recap

The alumni chapter met for its quarterly general body meeting in Newport News on Saturday, June 11.  We had 11 brothers in attendance -including two new brothers and recent CNU grads, Dana Nissel and Alissa Patnode.

During the meeting, members reviewed the event schedule for the remainder of the year as well as discussed potential fundraising ideas and possible upcoming community service efforts.  The chapter has also officially become a member of the Hampton Roads Chamber of Commerce.  All paid members of the HRAC will be included as members of the Chamber through this new partnership and will have access to Chamber events as well as discounts at local establishments.

Following the meeting, brothers enjoyed a late lunch at BJ's Brewhouse at the new Tech Center location in Newport News.  The next general body meeting is scheduled for Saturday, September 10 on the Southside.  Please mark your calendars and plan to attend if possible.

Brothers enjoying lunch after the meeting

Escape Room Anyone?

Many brothers have expressed interest in participating in the escape room craze that is sweeping the nation.  Due to the requests that we've received , we are anticipating holding an event at the Virginia Beach Escape Room in August.  We are currently researching options and pricing and hope to have more details in our August newsletter.  We hope you will consider participating.  Stay tuned to our next newsletter and/or watch our Facebook page for more information. 


Website Updates

We ask that all current members please review the "Meet the Brothers" section on our website to confirm your information.  Those listed in this section are members who have paid dues for 2016.  Please confirm your contact information is correct.  If you would like to add or change anything currently listed on the site (or would like to provide or update your photo), please contact our VP of Marketing, Kim Green at 

View your Info Here

back to top


Ten Signs your Future Boss is a Weak Manager
Liz Ryan

Not every manager deserves you, and when you find yourself working under someone who doesn’t get your personality or value your talents, you’ll know it right away. The wrong manager can diminish your confidence and cause you to doubt yourself.

He or she can damage your precious mojo supply in a big way. That’s why it’s critical to spot a weak manager, the kind who will never grow your flame, during the interview process and before you accept the job!

I worked for a weak and fearful manager one time. A weak manager is someone who must have all the answers, must have all the good ideas and must make all the decisions. Their fear prevents them from letting the people around them shine.

Weak managers do not have the self-confidence to allow their team members to blossom.

I remember coming out of one-on-one meetings with my fearful manager and wondering “Why am I even here, in this job? My manager doesn’t trust me to take the tiniest step by myself. I’m not allowed to compose my own email messages and send them. I’m not allowed to do any part of my job independently. Does my manager think I’m an idiot?”

Later it hit me that my manager didn’t think I was stupid. It was just the opposite. She didn’t want anyone to outshine her. I was elated when I finally got out of that painful situation!

Here are ten signs that the manager you’re thinking about working for (and who’s thinking about hiring you) is not someone who can grow your flame.

During your job interview, your hiring manager asks you questions that lend themselves to story-telling answers. The minute you start telling a story, though, your manager cuts you off and changes the subject. He or she doesn’t want to hear your stories — of course! Your weak manager doesn’t have exciting Dragon-Slaying Stories, so he or she doesn’t want to hear yours.

Your hiring manager spends most of your interview talking about their own background and qualifications for their job.

Your manager asks a lot of questions of the type “How do you do [this or that]?”  Your manager may be less interested in learning whether you can solve a problem than they are in stealing your ideas and trying to implement them without hiring you. A weak manager would prefer to hire someone more docile and obedient than you are, but if the manager does that they’ll need your good ideas in order to tell the new hire what to work on.

Your hiring manager makes sure to tell you “I’m very choosy. Not many job applicants are good enough to work for me.”

Your hiring manager talks a lot in the interview about the political structure inside the company, because fearful managers obsess about their place in the company’s pecking order.

Your hiring manager doesn’t talk at all about their team. To them, the department is mostly them. If they could do all the work themselves, they would.

Your hiring manager doesn’t ask you what you liked about your past jobs, what you’re looking for in a new job or what kinds of projects and activities make you  happy. Your hiring manager couldn’t care less what makes you happy. They’re hiring you to make them happy!

If you happen to mention a situation where you relied on your instincts to solve a problem, stepped into a crisis in your manager’s absence or otherwise used your own judgment instead of following your boss’s orders, you’ll see your hiring manager’s face change. They don’t want to hear about people who had enough confidence to act on their own.

Your hiring manager doesn’t talk in your interview about how they like to communicate — in weekly one-on-one meetings, for instance, or mostly via email or text. They don’t want to be pinned down. They don’t want you to have any expectations of them.
If you ask questions about career advancement opportunities, possibilities to interact with senior leaders or (worst of all!) your opportunities to represent the company on panels or in other public ways, your hiring manager’s displeasure will be evident.

Lastly, your hiring manager will make it clear in your interview that he or she calls the shots, and you don’t. They will say things like “Let me tell you what I expect in a new hire” and “Here are things I won’t tolerate on my team.”

Run away from a hiring manager like this! You can rationalize like crazy and tell yourself “I won’t keep the job for a long time” or “I’m good at dealing with difficult managers” but the truth is that your emotional and physical health will begin to suffer the minute you walk into that toxic environment.

Unemployment is hard, but working for a weak boss is worse. Weak managers broadcast their fear right in the job interview — so when they do, pay attention!


Liz Ryan is the CEO and founder of Human Workplace.  She started writing about the workplace for the Chicago Sun-Times in 1997. Now she writes for the Huffington Post, Business Week, LinkedIn, the Harvard Business Review, the Denver Post and and leads the worldwide Human Workplace movement to reinvent work for people.
Taken from Linked In Pulse.
Copyright © 2016 Hampton Roads Alpha Kappa Psi Alumni Chapter, All rights reserved.
Email Marketing Powered by Mailchimp