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An Electronic Publication of the North Central Massachusetts Chamber of Commerce
Inside this edition, you’ll discover the latest Chamber initiatives and success stories from across our region. From economic development projects and upcoming networking events to policy updates and workforce training opportunities, we’re keeping you connected to what matters most for your business and North Central Massachusetts.
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Article Source: State House News Service
Author: Matt Murphy
FEB. 12, 2021…..Grandma never had so many friends.
Kids, grandkids, neighbors. Strangers online. Suddenly everyone this week was craving a little quality time with the older and wiser among us, looking to get out of the house and go for a drive … maybe to Gillette Stadium, or the Eastfield Mall.
The sudden popularity of the so-called Silent Generation had to do with Gov. Charlie Baker’s new policy on vaccinating the 75-and-older cohort. Beginning Thursday, Baker said that anyone who accompanied an eligible senior citizen to a state-run vaccination site could get the shot as well, regardless of their age or health.
The new policy was Baker’s latest attempt to turn around his administration’s much-critiqued COVID-19 vaccine program and get more shots in the arms of the most vulnerable residents. The companion policy was packaged with the announcement of new mass vaccination sites opening this month at the Natick Mall and former Circuit City in Dartmouth as Baker spent a good part of the week touring vaccination clinics.
Later in the week, the administration announced improved features on the state’s appointment website and the expansion of call center hours to include evenings and weekends.
Joan Hatem-Roy, CEO of Elder Services of the Merrimack Valley and North Shore, said the companion policy would be a “game changer,” making elderly citizens more likely to reach out for help and be willing to go somewhere like Fenway Park, which may seem like an overwhelming proposition otherwise.
But Baker and Health and Human Services Secretary Marylou Sudders had no sooner articulated the details of the new policy than the criticism came pouring in. There were, of course, the family members who had just brought their loved ones in for a shot and felt they missed their chance at getting vaccinated themselves (they can still get a first dose when the 75+ person gets their second).
There were also people who felt making the young and healthy eligible before, say, teachers or people aged 65 to 74, was a major miscalculation. And others still thought the policy, while well-intentioned, would exacerbate an equity problem that already exists in the distribution of vaccines, favoring the elderly who have children or family that can take time off of work and have access to a car.
The scammers on Craigsllist didn’t help, either.
The Department of Public Health reported Thursday that 232,900 shots were administered over the previous seven days, but the new supply of about 108,000 doses a week is still not enough to meet demand.
Long lines at mass vaccination sites in Springfield and Danvers led to the deployment of small teams of National Guard to handle logistics, and people were reportedly hanging around for leftover shots at the end of the day.
The administration also said it was slowing distribution to hospitals in favor of “high throughput locations, like mass vaccination sites, retail pharmacy sites, and community health centers until more vaccines are made available by the federal government.”
“All patients and hospital staff with existing appointments will get their first and second shots, and the administration is hopeful more vaccines will arrive soon for more providers, including hospital systems,” a COVID-19 Command Center spokeswoman said.
Everyone’s got an opinion on Baker’s vaccine rollout these days, and most of them concern his management of the effort or personal belief systems about what is the fairest way to go about the massive project. Former state Sen. Benjamin Downing had his own thoughts.
The 39-year-old East Boston transplant from Pittsfield announced Monday that he would be running for governor, starting early ahead of what could be a crowded 2022 Democratic primary after eight years of Baker.
“I think the vaccine rollout has been fumbled pretty badly, and I think there are surprisingly simple solutions to the position that we’ve found ourselves in, and you see that in other states, you see that in some of our own communities,” Downing told the News Service in an interview announcing his campaign.
Even though Baker hasn’t said whether he’ll seek a third term, if he doesn’t run surely Lt. Gov. Karyn Polito will, and she’ll have to do so on this administration’s record. Which means the 2022 campaign is on.
And by the time voters go to the polls, mail-in balloting and same-day voter registration may be a permanent part of the election landscape in Massachusetts. Secretary of State William Galvin said he would be filing a bill to do just that, and Sen. Cynthia Creem and Rep. John Lawn filed separate bills that were similar to Galvin’s proposal.
Sen. Becca Rausch also wants to see vote-by-mail and same-day registration enshrined in law, but she went further than anyone, proposing to make Election Day a holiday and push the relatively late September primary up to June.
The contest to become the next speaker of the House is also on. Speaker Ron Mariano said so himself the day he succeeded DeLeo in the top post.
Mariano and Senate President Karen Spilka rolled out their leadership teams and committee assignments Friday. Spilka’s top advisors are unchanged, with Majority Leader Creem holding down the number two slot.
The same is not true in the House where a change at the top trickled down through the ranks. As had been rumored, Mariano tapped Rep. Claire Cronin for majority leader after the Easton Democrat guided the House through debates on policing accountability and abortion access last year as Judiciary Committee chair.
Mariano has also surrounded himself with Rep. Kate Hogan, who takes over as speaker pro tempore, Assistant Majority Leader Michael Moran and Second Assistant Majority Leaders Joseph Wagner and Sarah Peake.
Mariano, 74, has already made clear he won’t be around for as long as former Speaker Robert DeLeo, who occupied the speaker’s office for 12 years, and the next speaker could come from among that group, or returning Ways and Means Chairman Aaron Michlewitz.
Undersecretary for Climate Change David Ismay won’t be returning at all. The former Conservation Law Foundation attorney resigned after the Massachusetts Fiscal Alliance released a video of him telling the Vermont Climate Council that there were no more big polluters to “turn the screws on” in Massachusetts, therefore it would be the consumers whose “will” would need to be broken.
Few even tried to argue that what Ismay said was wrong, but his clumsy choice of wording left him with few defenders. He carried the metaphor too far, and not even Gov. Baker stuck up for him. So he quit.
And speaking of quitting, Boston Mayor Marty Walsh got a little closer to the day he will resign to become U.S. secretary of labor after a Senate committee voted 18-4 to send his nomination to the full Senate for confirmation.
In anticipation of that moment, Rep. Chynah Tyler filed the home rule petition approved by the City Council and signed by Walsh to call off the special election that would be triggered if the mayor resigns before March 5.
The Boston delegation had a Zoom call Monday to discuss, and were in agreement that they would recommend it to the speaker. Now the question is how quickly can the House, and Senate, act. It doesn’t hurt that Rep. Dan Ryan, a Charlestown resident, is the new chair of the Committee on Election Laws.
The week started with Congressman Richard Neal at the State House joining Gov. Baker to talk up their shared desire for another federal stimulus package.
With the Senate engaged in its impeachment trial, Neal’s Ways and Means Committee is working to turn President’s Biden $1.9 trillion stimulus package into legislation that he said Congress could pass by mid-March, before enhanced unemployment benefits for millions of Americans expire.
But it’s not just the unemployed who need the help, Baker said.
“The feds can play a huge role with respect to vaccinations, testing, school reopenings for both K through 12 and higher education, food insecurity, housing, rental, energy and water assistance, small business support, and support for states, local governments and territorial governments…..,” the governor said.
Baker welcomed Neal to the State House a day after Tom Brady won another Super Bowl ring, only this one for the Tampa Bay Buccaneers.
Sunday, it turned out, was also the day Baker would return the climate bill to the Legislature with a slew of amendments, hoping lawmakers feel like being team players.
Managers and leaders have been forced to adapt to the rapid changes unraveling at the workplace. As the world races to stop the spread of Coronavirus, many companies have been left to rely on remote workers and flexible positions that combine in-person days with work from home schedules. For managers, the challenge is to find effective ways to motivate and lead their teams remotely in what is referred to as virtual leadership. The Chamber has put together these five management keys for effective virtual leadership:
Leaders can often spot talent in their employees. The challenge is to find effective ways to nature and develop these skills, especially in a virtual workspace where traditional approaches are obsolete. However, thanks to modern technology, managers can develop strategies to ensure each employee gets their share of challenging objectives that propels them to the next level. The challenges should also focus on developing individual talents while fulfilling daily scoreboard expectations.
Communication is vital for productivity and collaborations, which is why open office plans, shared time and breakrooms were workspace highlights pre-COVID. In the new virtual world, leaders must ensure adequate communication frameworks that allow for constant feedback and meetings. The continuous back-and-forth communications help to cultivate a direct approach where issues are aired and resolved quicker. Feedback also allows managers to clear confusions and rally the team towards common goals.
Watching from afar is no longer an option in virtual workspaces. With no direct contact and analysis, leaders have found it harder to predict employee issues as we shift from a time of random crisis to long-term crises with varying impacts. For leaders, this means problems should be identified and resolved as soon as they emerge, and several issues may arise. Emotions, communication problems, breaking company culture and codes, poor judgment and wrong decisions must all be tackled early so the team can grow.
Leaders in the virtual world are facing a test to ensure personal and professional lives are in congruence. Employees working from home have no supervision present, which opens a window for distractions. Managers are responsible for leading by example, ensuring professional dress codes during virtual meetings and encouraging home setups that promote better focus. Balancing personal and professional life is the ultimate milestone of managing remote workers.
Self-knowledge and self-motivation are vital for career success. During these COVID times, employees are expected to acquire more soft skills to perform better. Leaders must encourage employers to continue learning new skills, building confidence and shaping their careers. The leader should be outright decisive, respectful, kind, inclusive and reliable as employees can pick up on these traits for their motivation.
As a leadership organization, ourselves, we agree that the task at hand isn’t an easy one for leaders in the virtual environment. However, there are various changes and tools available for managers. Here at the Chamber, our goal is to be a catalyst for positive change, convene leaders and influencers, and be a champion for the community. Virtual leaders must adapt to the needs of their teams and customers while maintaining an increased level of communications for the foreseeable future.
If your business were a car, your key employees would be the engine. These are your superstars, the heavy hitters who apply their talents and skill sets in their positions and generate massive results every time.
As most managers already know, however, the reason why key employees are so in-demand is precisely because they don’t grow on trees. If you’re hunting for your next key employee, here is some of our best advice on where to look.
The thing about key employees is that they’re generally either employed or snatched up very quickly during the brief times they’re unemployed and looking for a position.
So who better to help you find your next key employee than someone whose business it is to match companies with excellent clients day in and day out?
Professional recruiters have the relationships, experience, and the avenues needed to find candidates and find them quickly.
Although the saying, “It’s not what you know but who you know” gets thrown around at job-seekers a lot, the same logic also applies to employers who are searching for talent.
You may not be immediately aware of anyone who could fill a key position, but perhaps a colleague you met at a seminar or a fellow professional association member might know someone. Or maybe instead of a professional peer it’s a friend of yours who knows a recent college grad or a veteran who would be perfect for your position.
All of this is to say that your professional and personal network is a resource that just might surprise you.
Do you have any high-flying talent in your organization? Is there an employee who seems to have all the knowledge and personality traits needed to step in and do a fantastic job?
Sometimes your future key employee is standing right in front of you.
A lot of companies get so caught up in internal policy and creating a rigid system for potential advancement that they overlook the talent and potential for growth that’s already there. An added bonus with this approach is that the candidate’s familiarity with you and your company’s culture are a potentially easy way to guarantee a relatively smooth transition.
The Internet has long been used for research, networking, and business. Now, with the help of sites like LinkedIn, Indeed, and even Facebook, finding talent is literally just a few clicks away.
As effective as these relatively mainstream sites can be, companies don’t have to resign themselves to these relatively mainstream avenues.
Forums, Twitter, specialized job boards, and Internet hotspots like Reddit are all places where employers can find and discover talent with relative ease. Some locations might have regional jobs boards where you can post your job opening and find the best candidate in your area.
When you’re searching for your next key employee, you don’t want just anybody to take the wheel. You want the best person for the job. However finding that future key employee is often easier said than done. Online sources, tapping into your existing network for possible referrals, promoting internally, and hiring professional recruiters are all options that can make finding your next key employee easier. Try one of these options and see how it works for you.

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“We realize that having children at home unexpectedly can be challenging, and we hope Let’s Go will be a welcome diversion for parents everywhere,” says Cathy Zemaitis, NEADS Director of Development. “And people who buy the books can feel good that they’re also helping children in need. NEADS Assistance Dogs are on staff at both Franciscan Children’s and Boston Medical Center, so they were logical partners.”

NEADS is offering a free coloring page from the book and has also created a Discussion Guide for parents to share with children learning about Service Dogs and people with disabilities. In a further community collaboration, NEADS has created a bonus page featuring the Boston Duck Tours, a long-time supporter of NEADS. The two free coloring pages and Discussion Guide are available for download via the NEADS Shop.
“Having a resource like the NEADS coloring book to hand out to children and families will serve as a real asset to our care of patients,” said Molly Ann Duggan, Child Life Manager, Boston Medical Center. “During times of uncertainty, small tokens can go a long way to support our patients. The hospital environment, especially the Emergency Department, can be very stressful for children and their parents. Our staff focuses on caring for the whole patient and their loved ones. Diversionary activities such as this wonderful coloring book help promote a positive rapport and ease the experience.”
About NEADS Inc.
NEADS Inc. is a 501(c)(3) nonprofit organization located in Princeton, Massachusetts. Established in 1976, NEADS offers the widest array of Service Dog programs in the industry, including Service Dogs for adults and children with a physical disability, Service Dogs for veterans, Service Dogs for Hearing, and Service Dogs for children with autism or other developmental disabilities. NEADS dogs are also partnered with professionals in classroom, therapy, hospital, ministry, and courthouse settings. For more information, please visit www.neads.org.
When the workday ends and the lights go down, Custom Cleaning Service of Peabody, Inc. gets to work. “We operate as our clients’ silent partner after business hours,” says Adam Paicos, of Templeton, who now serves as Director of Operations and oversees the company’s expansion into North Central MA. “We are not often seen, but we ensure facilities are clean, secure, and ready for business each day while serving as the eyes and ears for our clients when they are not on site.”
Discover local business stories through our Inside North Central Massachusetts Podcast series. Listen as Chamber members share their journeys, insights, and contributions to our thriving regional business community.
Looking for your next opportunity? Explore current job openings from employers across North Central Massachusetts on our Jobs Board. Whether you’re starting a new career or making a change, you’ll find a variety of local positions available to help you take the next step.
CapEx Facility Services & Construction · Leominster, MA
TaraVista Behavioral Health Center · Harvard, MA
DRS Power Technology, Inc. · Fitchburg, MA
AIS · Leominster, MA