Career Women Coaching

Co-Parenting

Even a casual observer of American family life knows that dads now drive kids to more doctors' appointments, preside over more homework assignments and chaperone more playdates. Research confirms the rise of co-parenting.  A recent U.S. Census Bureau report found that 32% of fathers with working wives routinely care for their children under age 15, up from 26% in 2002.

Whether it is because today's men were raised amid the women's movement of the 1970s, or because they themselves experienced the costs of that era's absent fathers, there is little question that the age of dads as full partners in parenting has arrived.

The subject is a fast-growing area of research. One recent study found that not only are men's personal identities increasingly linked to being fathers, but so is their health. In a paper presented in early May at the Population Association of America's annual conference, researchers from Ohio State University reported that more paternal involvement was associated with decreases in depression, substance abuse and risky behaviors for low-income fathers. It also improved their self-reported physical health.

Having an involved dad is also good for kids. In a study to be published in several months, Randal Day, director of the Family Studies Center at Brigham Young University, measured children's physiological responses when their fathers forgave them for a misdeed. The results showed substantial decreases in the children's overall anxiety. "We're finding that it's not the outings or fishing trips but fathers' steady emotional connection that makes the most substantial difference to their children," says Mr. Day.

As men try to be better dads, they are running into the familiar difficulty of balancing kids, career and marriage—a problem that women have been trying to manage since the 1970s. With men as with women, it is marriage itself that often gets short shrift.

"Men are experiencing what women experienced when they first entered the workforce in record numbers—the pressure to 'do it all in order to have it all,' " according to a report released by the Family and Work Institute last year. It also found that the acceleration in "work-family conflict" has been particularly conspicuous among fathers in two-income families, with 60% saying it was an issue in 2008, up from 35% in 1977. That figure remained relatively stable for women, at 41% in 1977 and 47% in 2008.

Fathers who are married to their children's mothers are, statistically, the most active caregivers. Still, it appears that today's dads often remain involved with their children even if they do not live with the children's mom or have a strong emotional connection to her.

In a 2010 report published by the Future of Children, a joint project of Princeton University and the Brookings Institution, researchers found that "involvement [with their children] is high even among fathers who are not in a romantic relationship with the mother." Even more striking, the study went on to highlight, "a high proportion of all unmarried fathers say that they want to be involved in raising their child, and the mothers say they want the father's involvement."

Source: The Wall Street Journal, May 12, 2012

A new survey reveals that working mothers care more about having flexible hours than any other benefit an employer can offer. Working mothers biggest challenge is: Work/Life Balance.  

Give the Mother’s Day Gift...that every working mom needs to reclaim her time and life.

On Mother’s Day (May 13^th) and May 14^th only, you can download to the working-mother-in-your-life's computer, eReader, tablet or smartphone for FREE the new ebook “Women and Time” that delivers exclusive self-coaching tips to help working mothers achieve better work/life integration.  Women and Time is also available in a paperback edition at Amazon.com for only $9.99.

Up to now, most time management books have been written by men who don't understand female biology or female socialization.  Is it any wonder that those time management books don't work well in relieving the pressures working women routinely face?

What makes "Women and Time" different?

North America's top coaches of executive women, Barb McEwen and John Agno, have documented over three years, proven coaching solutions that have worked well for their career women clients.  These exclusive self-coaching secrets discovered by successful women clients are now, for the first time, available to all working women.

The concept for the book came about because of very real, very important needs that their female clients repeatedly express.  Year after year, the authors have heard working women’s frustrations, and have helped them deal with massive internal conflicts.  Both society and individuals struggle with countless expectations, too much to do in too little time, and the fact that they receive little of the support or recognition they want—and deserve.

The book is intended to help a woman understand and work with her unique inner compass.  As you read the book, you will be amazed at what you learn about yourself.

“Women and Time” delivers proven time management tips that reduce stress and help you reclaim your time and life.

This self-coaching book is fully loaded with unique insights for time-strapped women:

How to manage stress

Meeting expectations: Theirs and Yours

Changing outdated beliefs

Mastering the skill of focus

How to set goals

How to schedule think times  

How to negotiate what you want

How to establish priorities and delegate

Why your attitude is everything

Buy it now -- $9.99 Paperback or $4.99 eBook on Amazon.com (or get the eBook FREE on Mother’s Day and May 14^th only)

 John G. Agno: Women and Time

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition

 

Women and Time

 

What is "Women and Time?"

A time management book for working women---based on what has worked well for the female clients of North America's top executive women coaches. 

Most time management books have been written by men who don't understand female biology or female socialization.  Is it any wonder that those time management books don't work well in relieving the pressures working women routinely face?

What makes "Women and Time" different?

North America's top coaches of executive women, Barb McEwen and John Agno, have documented over three years, proven coaching solutions that have worked well for their career women clients.  These exclusive self-coaching secrets discovered by successful women clients are now, for the first time, available to all working women.

The concept for the book came about because of very real, very important needs that their female clients repeatedly express.  Year after year, the authors have heard working women’s frustrations, and have helped them deal with massive internal conflicts.  Both society and individuals struggle with countless expectations, too much to do in too little time, and the fact that they receive little of the support or recognition they want—and deserve.

The book is intended to help you understand and work with your unique inner compass.  As you read the book, you will be amazed at what you learn about yourself.

“Women and Time” delivers proven time management tips that reduce stress and help you reclaim your time and life.

This self-coaching book is fully loaded with unique insights for time-strapped women:

How to manage stress

Meeting expectations: Theirs and Yours

Changing outdated beliefs

Mastering the skill of focus

How to set goals

How to schedule think times  

How to negotiate what you want

How to establish priorities and delegate

Why your attitude is everything

Buy it now -- $9.99 Paperback or $4.99 eBook

 John G. Agno: Women and Time

How "Women and Time" can improve your life. 

If your brain tells you there will always be more to do, then this book is for you.

Creating a more holistic paradigm of balance to your work and personal life will help you from thinking you are running between compartments.  This new dynamic equilibrium is meant to allow all the parts of life to work synergistically in a highly interrelated whole.   Life balance isn't an "either/or" but an "and."

The roles you play at home and work must be in concert...not requiring you to play different roles.  Although there are distinct competencies attached to each role, it is to your advantage to create a powerful synergy among all roles.

Effective time management allows you to be more flexible, not less flexible.  It facilitates you doing the things you really want to do and to become the person you want to be.  When you put these newly adopted coaching tips into practice, everything that comes your way becomes organized.  

This inter-role synergy saves incredible problem-solving time and energy.  Understanding that you are accepting personal responsibility for your own life helps you transcend the either/or categorical thinking of others.  Research tells us that the so-called feminine attributes (well exercised in parenting) are the critical capacities required to effectively manage in the cross-generational cultures of today's organizations.

 John G. Agno: Women and Time

 John G Agno: Women, Know Thyself: The most important knowledge is self-knowledge.

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition

How Successful Executives Achieve Work/Life Integration

By Dave Goldberg, CEO of SurveyMonkey and husband of Facebook COO Sheryl Sandberg

I like to work.  I like building companies and creating things with smart people. When I met Sheryl, I knew she felt the same way.  It would have been weird for me to expect one of us not to work after we had kids.  I’m not willing to not work.

If Sheryl had ever said, “I don’t want to work,” that would have been okay.  It never came up.  I’m glad she works.  I think it’s good for her.  It’s good for our relationship.  I think it’s good for our kids. I grew up with both of my parents working, and I liked it.

I started my first company [Launch Media] at 26. I took it public, then sold it to Yahoo! and stayed another six years. That meant I was commuting between San Francisco and Los Angeles.  After the fourth or fifth time stuck at LAX for five hours on a Friday night, I realized I was spending most of my time at the airport.  I felt I wasn’t helping enough at home or getting stuff done at work.  It was hard to leave a business I’d built, but I quit.

Soon after that, Sheryl joined Facebook.  I decided to not take some opportunities because I knew her job would involve a lot of travel.  SurveyMonkey was the perfect situation. We bought control from a founder who wanted help in taking it to the next level.  I moved the company from Portland to Palo Alto.  It was the right place to hire talent, and I wanted to be close to family.

It’s important to us to have a family dinner routine.  When I was a kid, we had our family meal in the morning.  My dad made breakfast.  In today’s busy, hectic world, you have to fight for that kind of consistent family time together.

I leave at 5:30 to get home for dinner.  When Sheryl [who recently revealed that she, too, leaves work at 5:30] said that, it was a big deal.  I don’t think anyone’s going to care that I leave at the same time.  We’ve always done it.  Sheryl didn’t feel comfortable talking about it publicly.  Nobody asks me about it publicly, so I didn’t have to worry about that.  People know I have a wife with a big job.

Our son is 7 and our daughter is 4½.  One of us is home almost every night for dinner.  Both of us are home probably four nights a week.  We schedule work dinners after the kids go to sleep.  We’re fortunate we’re able to afford some help.  We get to spend a lot of time on our kids instead of mowing the lawn.

Source: BloombergBusinessWeek, April 23, 2012

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition

 John Agno: Decoding the Executive Woman's Dress Code

 John G Agno: Women, Know Thyself: The most important knowledge is self-knowledge.

 John G. Agno: Women and Time

The Sexual Revolution at 50 Years Old

As many pundits had occasion to observe in 2010, the 50th anniversary of the pill, it is hard to think of anything else that has changed life so quickly and dramatically for so many.

In severing sex from procreation, humankind set into motion forces that have by now shaped and reshaped almost every aspect of life in the Western world. Families are smaller, birthrates have dropped, divorce and out-of-wedlock births have soared.  Demography has now even started to work against the modern welfare state, which has become harder to sustain as fewer children have been produced to replace aging parents.

The sexual revolution has transformed economics, culture and law.   But has the sexual revolution made women happier?

Granted, happiness is a personal, imponderable thing. But if the sexual revolution has really made women as happy as feminists say, a few elementary questions beg to be answered.

Why do the pages of our tonier magazines brim with mournful titles like "The Case for Settling" and "The End of Men"?   Why do websites run by and for women focus so much on men who won't grow up, and ooze such despair about relations between the sexes?

Why do so many accomplished women simply give up these days and decide to have children on their own, sometimes using anonymous sperm donors, thus creating the world's first purposely fatherless children?   What of the fact that 26% of American women are on some kind of mental-health medication for anxiety and depression and related problems?

Or how about what is known in sociology as "the paradox of declining female happiness"?   

Using 35 years of data from the General Social Survey, two Wharton School economists, Betsey Stevenson and Justin Wolfers, made the case in 2009 that women's happiness appeared to be declining over time despite their advances in the work force and education.

The authors noted that women (and men) showed declining happiness during the years studied. Though they were careful not to draw conclusions from their data, is it not reasonable to think that at least some of that discontent comes from the feeling that the grass is greener elsewhere—a feeling made plausible by the sexual revolution?

If the sexual revolution offends you, stay away from it.  If, say, you don't approve of birth control, then choose not use it.   The sexual revolution, which rode into town on the backs of those pink plastic cases of birth-control pills, was, after all, not so much a matter of sleeping around as it was of having the ability to decide when you were going to have a child, and then deciding how many children you wanted to have.   It meant the freedom to choose not having children at all.  It was a quiet use of a revolution, but a completely appropriate one.

Reproduction is the very purpose of life on earth. No matter which aspects of the act and its consequences are debated, mandated, outlawed or rolled back, sex will keep on keeping on.   Let's make a country into which any baby would be proud to be born.

Source: The Wall Street Journal, March 24, 2012

 John G. Agno: Women and Time  

    Barbara McEwen: Women, Know Thyself: The most important knowledge is self-knowledge

 

 

 

 

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition  Paperback at: $14.99

"When Doing It All Won't Do: A self-coaching guide for career women" by Barbara McEwen & John G. Agno.  Order the PDF ebook - Workbook Edition for only $12.99 (to view full-size on your computer screen or decide to printout locally):  Add to Cart

Purchase and download for the Nook eReader and iPad edition at Barnes & Noble  for $9.99

Purchase and download at Amazon for the Kindle Edition -for $9.99   

Purchase and download all eReader formats at Smashwords  (Various Formats, except the Workbook Edition, are available) for $9.99

Know Thyself

In business, you can learn something new and unexpected at virtually any time or any place.  With that in mind, the contributor network of entrepreneurs, advisors and experts have shared 68 of their most unexpected or unusual business lessons.  Here below is number 5.  The others are presented at:  http://www.carolroth.com/blog/60-unexpected-business-lessons/#more-768478

5. Be Yourself, Know Yourself

"One of the most important business lessons that I learned came through my work with an Exec Coach, John Agno, when I realized that I wasn't operating with internal integrity.

It is important to know, understand, and accept all of yourself – idiosyncrasies and all. You are better at some things and worse at others. Know your strengths and blind spots. No one is perfect and no one fits in everywhere.

Be true to yourself and who you are. You are happiest when you are in alignment inside and out."

Thanks to Faith Fuqua-Purvis of Synergetic Solutions LLC.

"Women, Know Thyself: The most important knowledge is self-knowledge"

Let’s face it: you are the most interesting and important subject in the entire world. You will always be at or near the center of your world.  It’s a comfortable place to be!  So, one of the most exciting—and, often, one of the most intimidating—experiences lies in gaining a fuller understanding of just who you are.

There is a big advantage in knowing ourselves and the type of environment in which we feel nurtured.  But there is also a huge advantage in knowing how a partner, a child, or a co-worker thinks, feels and sorts information.

Once we recognize that not everyone is like me and that each of us sees the world through their own lens, we will quickly realize that individuals will approach similar situations differently. It is not necessary that they do it just like me.

You cannot afford to miss the richness that comes with understanding your own personality and the benefit it brings to relationships.

As the world moves faster, when you are expected to do more with less, when teamwork and innovation are essential, when there are greater cultural and international concerns, understanding psychological types offers an unmatched resource.

   Barbara McEwen: Women, Know Thyself: The most important knowledge is self-knowledge  

 

 John G. Agno: Women and Time

 Barbara A. McEwen: When Doing It All Won't Do: A Self-Coaching Guide for Career Women--Workbook Edition

 

How do you perceive others?

Because all of the decisions we make are emotional (while we rationalize and justify those decisions analytically), our perceptions of others are based on intangibles that we use to make meaning in our world. These intangibles include our assumptions and beliefs, values, vision of the future and guiding principles.

Recent studies have revealed that everyone everywhere has hidden biases and unquestioned (but often inaccurate) assumptions and beliefs. Yet, our biases, perceptions, assumptions and beliefs can inadvertently sabotage our relationships and hinder our career aspirations.

Acknowledging that we unconsciously and routinely make implicit assumptions based on unrealistic beliefs is critical to becoming aware of why we do what we do. The challenge is to be able to suspend those self-limiting beliefs and assumptions that block us from achieving our goals.

A belief system, including stereotyping, provides a core set of values on which we base everything we say or do. We can classify our values as a "set of rules" that define how we process and assemble information, and we are responsible for our words, actions, and deeds, all of which reflect our belief system. If they insult or alienate friends or business associates, they will backfire on us. Nothing will shut down communication faster than if we react with disapproval.

It is our responsibility to abandon prejudices, allow our perceptions to evolve and maintain open lines of communication.

Our assumptions and beliefs are continuously reinforced or modified through our experiences. In turn, they forge the values we use to build the foundations of our work and personal lives. Being mindful of our assumptions allows us to make more effective choices, particularly under trying circumstances.

"When Doing It All Won't Do: A self-coaching guide for career women" by Barbara McEwen & John G. Agno.  Order the PDF ebook - Workbook Edition (ISBN-10: 0983586527) for only $12.99 (to view full-size on your computer screen or decide to printout locally) today:  Add to Cart

Purchase and download for the Nook eReader at Barnes & Noble  (.ePub Format - ISBN: 9780983586555) for $9.99

Purchase and download at Amazon for the Kindle Edition -(.mobi format - ISBN: 9780983586531) for $9.99   

Purchase and download all eReader formats at Smashwords  (Various Formats, except the pdf Workbook Edition, are available - ISBN: 9780983586524) for $9.99

Just Listen

by Rachel Naomi Remen, MD

I suspect that the most basic and powerful way to connect to another person is to listen. Just listen. Perhaps, the most important thing we ever give each other is our attention. And especially if it's given from the heart. When people are talking, there's no need to do anything but receive them. Just take them in.

Listen to what they're saying. Care about it. Most times caring about it is even more important than understanding it. Most of us don't value ourselves or our love enough to know this. It has taken me a long time to believe in the power of simply saying, "I'm so sorry," when someone is in pain.  And meaning it.

One of my patients told me that when she tried to tell her story people often interrupted to tell her that they once had something just like that happen to them. Subtly her pain became a story about themselves.  Eventually, she stopped talking to most people. It was just too lonely. We connect through listening. When we interrupt what someone is saying to let them know that we understand, we move the focus of attention to ourselves. When we listen, they know we care. Many people with cancer talk about the relief of having someone just listen.

I have even learned to respond to someone crying by just listening. In the old days, I used to reach for the tissues, until I realized that passing a person a tissue may be just another way to shut them down, to take them out of their experience of sadness and grief. Now I just listen. When they have cried all they need to cry, they find me there with them.

This simple thing has not been that easy to learn. It certainly went against everything I had been taught since I was very young. I thought people listened only because they were too timid to speak or did not know the answer. A loving silence often has far more power to heal and to connect than the most well intentioned words.

Networking is the New Norm

If you haven’t already done so, be sure to create a profile of your important professional and social contacts.   In it, note things of significance about the people you meet: their source of expertise, where they live, their profession, personal interests, affiliated organizations, etc. 

If you hate “networking,” then stop networking and begin to share knowledge.  Knowledge is power and sharing it can build even more capability for the person sharing and the organization. 

Executives recognize that there is an 'invisible' structure of personal and business networks within their company that define the true influences and interdependencies. They also know how to access and leverage those resources. Effective career women are strategic in the way they share knowledge. They use their knowledge to earn trust and build their reputation within the company. 

When done correctly, social networking is the equivalent of being an exceptional host.  Great networkers interact with sincerity and look for ways to make others feel comfortable in communicating joint interests.  If you learn of a way to be helpful during the interaction, then by all means offer and follow up immediately.  Examples include introducing them to someone who shares a mutual interest, sending them an article, or referring a contact. 

Networking is a mutually beneficial relationship, not an opportunity to see what you can gain.  If you find these social situations uncomfortable, then by all means learn from someone who is comfortable in sharing knowledge.  Watch and listen to the ways they interact with their social networks.

Source:www.WhenDoingItAllWontDo.com  

Coping with Changes in Family Routines

A standard procedure  when I was a child revolved around family dinner being a time to catch up on each member's life and their future time activities.  Social science underscores this secular belief.

Children who eat with their families have stronger vocabularies than those who don't.  They do better in school.  They are less likely to suffer from obesity.  Family meals prevent teenage pregnancy.  They are a bulwark against depression.

But what about the children of today's double-shift workers (police, firemen, nurses), second shift workers, professionals who work long days and required to travel to out-of-town locations,  regional sales reps and anyone for whom a nightly meal with the family borders on the impossible?  What happens when those working parents simply cannot manage to join the roughly 50% of Americans who eat with their families every day?

Family is critically important--children, parents, siblings and/or a "family" we create ourselves with friends.  Each individual brings wonderful moments and memories into our lives, but each relationship also comes with its own challenges and expectations.  When we add our careers on top of these, our burdens start to mount.  The third level is where our own personal needs come in: fitness, spiritual life, sports, volunteer work, crafts, hobbies, and all the other activities outside the office, which are also important.  When they all are stacked up, we realize that our lives have become giant balancing acts.  Something has got to give!

As more women enter the workforce, and many become the primary breadwinners, there is a structural shift taking place in organizations and households.  Statistics tell the story.  Over 75% of women age 25-54 worked in 1998.  In 2009, 66 million women were employed in the U.S. with the largest percentage (40%) in management, professional, and related occupations; 32 percent worked in sales and office occupations and 21 percent in service occupations.  Today, young college-educated women in New York City and other major cities are earning more than their male counterparts.  It is estimated that 870 million women who have not participated in the mainstream global economy will gain employment or start their own companies over the next decade.

Today’s women are better educated than ever before.  They have accumulated a wealth of skills, have learned to be adaptable, and have been told that they can do anything they want to do.  The upside is that they have become independent, self-sufficient, and confident of their abilities.  The downside is that they will readily admit they have not found the enjoyment or satisfaction they once imagined.  The reason they attribute to the problem is that they have taken on too much.

Only Superwoman can juggle it all.

With every member of the family pushed for time, family members no longer have the leisure to share news of the day, discuss plans or problems, have fun together, or regularly keep in touch with others.   As our expectations bounce up against reality, we recognize that only Superwoman can juggle it all...but Superwoman is not a real woman.

Although many career women have embraced the stimulation, personal rewards, and financial benefits of working outside the home, they have not offset their increased responsibilities by getting the help they need.   Especially for these talented women that need to shut the door on Superwoman, we have recently released a new self-coaching guide that passes on career success secrets written by co-author Barbara McEwen and myself over the last three years.
 
The concept of the book came about because of the very real, very important needs that our female clients repeatably expressed in their struggles with the countless roles and duties that are routinely placed on them.  That is why Barb and I, as leading executive coaches of working women in North America, have a unique understanding of female perceptions that affect their work and home life challenges along with what approaches have worked well for our women clients.

It's time to get real.   There is no "Superwoman" outside the movie theater and comic books.  Weary women don't get the life they want because they are too busy, too tired, and not having much fun.   

Women are dancing to a frenzied beat, believing just because they can, they should.  They have been taught, if they are capable of doing something, it shouldn't be necessary to look for help.   This has led women to become frustrated by experiencing long days and frantic schedules.  Many working women are exhausted.  Isn't it time that career women reclaimed their time and life?

It's up to you to open the door of the life you want.  

Source: The New York Times, October 2, 2011 

Gaining a Higher Level of Life Satisfaction

Tens of billions of dollars are spent worldwide every year on employee training, but often the long-term return on investment (“ROI”) remains questionable. 

A new ground-breaking study from researcher and author of The Happiness Advantage Shawn Achor investigates this issue and finds that a new kind of positive psychology training exhibits a valuable ROI. 

A single training session on the principles of positive psychology was shown to improve the overall happiness, energy and stress management skills of 77 managers against a control group.  Subjects were evaluated again four months later, and impressively, the benefits of significantly higher life satisfaction (quality of life) continued compared to the control.  

"By testing employees over many months we can determine if there is a long term ROI," said Shawn Achor, researcher, author of The Happiness Advantage, and consultant to Fortune 500 companies. “This sets a new standard for trainings.”  

In December of 2008 as the worldwide economic crisis was beginning to take shape, a ten minute survey was administered to 77 KPMG managers getting a baseline reading of 14 different metrics including stress, social support and optimism. 

Then, Achor delivered a three hour training entitled “Positive Psychology: the Science of Happiness and Potential” to the 77 mangers.   A week after the training, the survey was re-administered to the experimental group and compared with a control group (managers who did not go through the training but took the surveys). 

In April 2009, both groups were tested again.  Even after four months, the group of trained managers showed significant increases to optimism and life satisfaction - one of the greatest predictors of performance and success.  Extensive studies have shown that employees with higher levels of life satisfaction are more productive, produce greater sales, and are more resilient in the face of challenge. 

The study revealed three findings. First, teaching the principles and strategies of positive psychology is vital to preparing managers to deal better with the challenges of a modern work environment. Second, extensive research has already found that employee life satisfaction is a direct contributor to productivity and performance; thus, a training that conclusively enhances this quality could have far-reaching implications. Lastly and most importantly, this research indicates that even a short training on positive psychology will create a clear and long lasting ROI--an indication that it may be increasingly important for companies to start training their employees on the skills of positive psychology. 

Over the past year, Achor has delivered these lectures and trainings to leaders in 42 different countries. “This is an emerging field and we are excited about its potential to help us rethink trainings,” said Achor. “More studies need to be done, in a variety of industries, to determine how these effects translate into higher profit and performance.  We have only begun to tap into the potential ROI of positive psychology trainings.”

 Shawn Achor: The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work

To reclaim your time and life: "When Doing It All Won't Do: A self-coaching guide for career women" by Barbara McEwen & John G. Agno.  

Order the PDF ebook - Workbook Edition (ISBN-10: 0983586527) for only $12.99 (to view full-size on your computer screen or decide to printout locally) today:  Add to Cart

Purchase and download for the Nook eReader at Barnes & Noble  (.ePub Format - ISBN: 9780983586555) for $9.99

Purchase and download at Amazon for the Kindle Edition -(.mobi format - ISBN: 9780983586531) for $9.99   

Purchase and download all eReader formats at Smashwords  (Various Formats, except the pdf Workbook Edition, are available - ISBN: 9780983586524) for $9.99