E-town College High Center names new managing director of Lehigh Valley region

Nicole Dotta was recently named Managing Director of the Lehigh Valley region with The High Center at Elizabethtown College. 

A Lehigh Valley native, Dotta has spent the past 25 years in the Lehigh Valley business community. 

“We are excited about the growth that we have seen for The High Center in the Lehigh Valley,” The High Center’s Managing Director of the Berks County Region, Scott Burky, said in a statement. “Under Nicole’s leadership in the Lehigh Valley, we look forward to continuing to build awareness of the resources The High Center provides to family-owned and privately held businesses in the region.” 

Dotta has served various roles with the Bethlehem-based nonprofit ArtsQuest since 2010. She initially aided the organization to develop new events with area nonprofits and transformed her role into one that led to new partnerships and sponsorships along with creating new programming. She was instrumental in ArtsQuest quadrupling its programming for the region. 

In 2016 Dotta was recognized as a Forty Under 40 honoree by Lehigh Valley Business. She was selected for her commitment to business growth, professional excellence, and the community. 

Dotta began her career in publishing at Lehigh Valley Business and The Morning Call, spending more than a decade in circulation sales, public relations, and marketing.

Harrisburg marketing agency merges with Milwaukee-based firm

Harrisburg-based marketing agency Merit has merged with Falk Group Public Relations, which is headquartered in Milwaukee, effective Jan. 23.

A release described Merit as “an industry leader in market invention with a focus on challenger brands.”

The newly merged agency expands combined agency resources for Falk and Merit’s current clients and grows Merit’s Milwaukee operations and its national footprint. Falk Group Founder and President Susie Falk will lead Merit’s public relations team as director.

Merit also has key staff hailing from Washington, D.C., Boston, Cincinnati and Milwaukee, and is known for identifying untapped market communities and belief systems to shape new markets, known as market invention. Merit’s services include brand launches, pivots for challengers, omni-channel creative development, primary and secondary research, and business strategy for funded start-ups and mergers and acquisitions clients.

The merger with Falk Group expands Merit’s portfolio of services to include media relations, influencer marketing, brand journalism, cause and advocacy marketing, investor relations, crisis communications and event planning.

Adam Vasquez, founder and CEO of Merit, said: “Susie Falk and her agency’s highly effective PR strategy and execution will serve our clients – current and future — extremely well. Public relations that connects the market community such as industry influences, media, academia, consumers, etc., is a critical piece of market invention. The Falk Group has a reputation for trust and professionalism. We are excited for the future of our agency and how the merger will add value for our collective clients.”

Paula Wolf is freelance writer

Harrisburg communications firm offers emotional intelligence coaching 

Heather Zell, president and CEO at PrepTalk. PHOTO/PROVIDED

Harrisburg-based independent marketing and communications firm PrepTalk expanded into a new service after President and CEO Heather Zell received a compliment from a client, opening her eyes to something she could offer businesses. 

“We were driving back in the car after a meeting, and he said: ‘You are one of the most emotionally intelligent people I have ever worked with. Your ability to manage a room, speak to the people in that room and address their needs is incredible,’” said Zell.  

Following the conversation, Zell got to work getting an online certification in social and emotional intelligence through the Institute for Social and Emotional Intelligence (ISEI). 

She has since realized that much of her work in the marketing and communications space as a storyteller led her to build skills in emotional intelligence she can now teach to business leaders. 

“I never thought of that. I loved presenting and being in a room with people. My favorite part of a job is building relationships,” she said. “When you think about the empathy required to build stories and move business forward, it’s all about emotional intelligence. It all ties together.” 

At PrepTalk, Zell focuses on television development and production, public relations and communications training. Her clients include Penn State Health and Ollie’s Bargain Outlets. 

The inclusion of emotional intelligence (EQ) coaching to her portfolio gave the communications expert the opportunity to help clients better understand the needs of their staff. That’s become more crucial over the past two years as people went to remote work and workforce pressures caused businesses to think differently about office culture. 

“When you think about the best mentors and bosses you ever had, they listened to your needs, they supported you at work, you didn’t feel intimidated to talk to them,” Zell said. “It’s time for businesses to be self-aware and ask themselves: ‘What is it that we are doing that we can’t recruit the employees we want to recruit? What can we do to create a better environment for employees that’s more attractive?’” 

As an emotional intelligence coach, Zell offers both group and individual training on how to control your actions while at work. Within the model she was trained in, that involves four quadrants: self-awareness, other people’s awareness, self-management and outside management. 

Someone taking a PrepTalk EQ session with Zell can use a tool through the ISEI to receive an emotional intelligence score to understand what they may need to work on. For many the training boils down to empathy, said Zell. 

“People used to think back in the old days that empathy made you weak. If you showed too much emotion, you weren’t a strong leader,” she said. “Today people prefer that their leaders lead with more empathy. You can learn the business behind something and now empathy can be taught, too.” 

Prior to founding PrepTalk, Zell was a partner at Hummelstown-based PR firm Ch@tterbox Communications. She has also held several positions within Penn State Health and maintains a relationship with the Hershey-based health system by managing its television production. 

Along with her work in television production for the system’s “This is Penn State Health” series, Zell also assists the productions on storytelling. 

“She puts a premium on telling stories to elicit action,” said Andrea Becker, director of client and brand strategy at Penn State Health. “Emotional intelligence is important because without emotion you create health care advertising that can feel cold and scary. We want to elicit the right emotions.” 

Becker added that it is a great time for Zell to add EQ to her portfolio, given that as a leader, she can tell employees to work on their emotional intelligence but can’t expect them to do that on their own. 

Zell and Becker are working together to bring Zell’s coaching to Penn State Health but are waiting to do so in person, something that Zell says will be an important aspect to the offering. 

“We are on Zoom all the time, so we want it to be in person,” said Zell. “There are plans to do it together, but we aren’t sure when.” 

Harrisburg law firm launches public relations agency


Harrisburg-based law firm McNees Wallace & Nurick LLC launched a new public relations agency headed by a local PR veteran.

Former senior director of public relations and communications at WellSpan Health, Brett Marcy, will lead the law firm’s new public relations agency, Apollo Communications, as its president.

The new Harrisburg-based firm will serve clients across Pennsylvania, Ohio and Maryland and specializes in building and enhancing brands and reputations, crisis and issue management, media relations and content marketing, according to a press release by McNees.

Apollo Communications is the latest in a series of additions the law firm has made to its portfolio of services, which has included government affairs, grassroots advocacy and nonprofit consulting.

“At McNees, we practice a client-first philosophy, and that means surrounding our clients with all the support and resources we have available to help them meet their goals,” said McNees Chair Brian Jackson.

Marcy joins Apollo after more than six years at WellSpan Health. Prior to his time at the York-based hospital system, he held communications director and press secretary roles at the Pennsylvania House of Representatives.

Marcy is also a former journalist and has written for Capitalwire.com, The Times Leader, The Patriot-News and The Express-Times.

“With Brett’s diverse set of skills and experience as its foundation, Apollo Communications offers clients the expertise of a large agency with the personal touch of a boutique firm,” said Jackson.

Crisis mode: Experts hone in on preventative company measures

Mandy Arnold, president and CEO, Gavin, Stuart O’Neal, Esq., Burns White, LLC, and Lisa Myers, Boyer & Ritter, LLC, pose following a panel discussion in September at Central Penn Business Journal. PHOTO/Markell DeLoatch


Central Penn Business Journal played host to a crisis roundtable discussion earlier this fall.

Experts in litigation, accounting and public relations took part in the hour-long discussion at CPBJ’s office in Harrisburg.

Contributing were Stuart O’Neal, a partner at the Law Firm of Burns White; Lisa Myers, principal with Boyer and Ritter; and Mandy Arnold, CEO of Gavin.  CPBJ’s associate publisher/editorial director, Cathy Hirko, moderated the panel.

The conversation has been edited for clarity and brevity.

HIRKO:  Crisis can mean different things to different companies. So what does a crisis look like to you and can you share some examples?

STUART O’NEAL: It really does depend on the industry. Crisis to me means any type of adverse event that has a connotation of really going sideways for either the company or the individual. In the healthcare industry, it usually has the connotation of a bad outcome on either the procedure or some sort of treatment.  In the entertainment industry, there is a litany of things there that can be classified as a crisis.

HIRKO:  Do you have any examples?

O’NEAL:  Crisis is a very wide, wide definition.  A typical situation has to be figured out, so to speak, and how you react to it. What pieces need to be in place? In our world, there is nothing worse than thinking that you know it all. You really have to get your resources in line. Because you can’t be like, yes, we do PR. Yes, we do HR. No, you don’t. So you need to be able to get a forensic accountant, that PR person.

HIRKO:  I’m assuming you see a lot of people at the time where they’re under the most stress. How do you coach and what’s your strategy on that?

O’NEAL: So you try to bring a human element to it very quickly and you turn into a counselor, not a lawyer or not an attorney. And you explain to those making the decisions, or having the crisis, that this is what we’re going to do and this is how we’re going to do it and, really, that basic communication of we’re here to help. And I think it doesn’t work all the time, obviously, because, again, we’re dealing with human nature.  And so anytime you can lay out a plan that can communicate effectively it will work pretty well.

Lisa Myers, Boyer Ritter, LLC, speaks during a panel discussion. PHOTO/Markell DeLoatch –

LISA MYERS:  In our crisis, it’s usually that a financial element is involved. So I have the owner of a large corporation in a closely held business feels that their CFO is stealing from them, or they’re seeing some type of embezzlement or the CFO calls and says, you know, I have X I’m missing. Crisis can be $100,000 loss to one entity or $100 million loss to another one. They need to know that we have confidence in what we’re going to be able to do. They need to have confidence in the team that they’ve pulled together, because it literally is a team.

We’re called in more in the front end instead of in the back … The majority are reactive. What we’re trying to teach, though, is to be proactive and think about these things ahead of time, and we’ll help you with that element, too. Not that I can prevent a crisis, but I can mitigate the risk of a crisis occurring.

HIRKO:  But I’m assuming a lot of you feel you’re in the reactive market, right?

MANDY ARNOLD:  Yes, like probably 80 percent.

MYERS:  I was going to say 90.

ARNOLD: Because we work in a variety of industries, we see a really wide array of situations. We’ve had situations where a school district has an issue where a superintendent did something they weren’t supposed to. Because you’re dealing with a public entity, everything is public. How do we manage this? So we’re called in behind the scenes.

You have to really think through where do you want your public affairs agency being seen, where do you not want them to be seen. There are actually situations where we’re working behind the scenes. And then there are situations where there is a death in a food factory. And the manufacturer is calling the police. It’s over the radio, instantly you’re going to have media here.

And then there is much smaller situations where there is a leadership change, because of, let’s say, some poor decisions that were made. How do we mitigate this to make sure that we end up OK financially?

Crises can look a lot of different ways?

HIRKO: So what advice do you give clients immediately when they’re in trouble?

O’NEAL: From my perspective, don’t hesitate to make the call. Because the sooner that we’re involved, the sooner that evidence can be controlled, witnesses can be corralled.  You know, really we can make a true assessment as to what is going on. And not only that, but what else do you need?

ARNOLD:  It’s often a partnership…and a lot of times we’re hired by the attorneys. We’ll often recommend that our clients go through an attorney. We know there are specific details that we want to protect them legally. We can’t give you legal advice.

HIRKO: Lisa, what do you think people would be surprised to know what you do with your position and how you help your clients?

MYERS: If I can’t get the evidence electronically and work externally, then (I’m working discreetly onsite). Typically, we will meet with the attorney and the client somewhere offsite. And then we’ll figure out a plan, bring the PR people in. I’m part of the offensive line. We need to get to the facts to be able to bring the evidence back to the attorney, back to the PR, and kind of talk that way. A lot of times, when you’re following the money, it’s black and white. Here is the evidence. All I do is I present the evidence. But as I’m finding the evidence, I want to be able to talk with the legal counsel and the legal counsel then will share with the client. So we want to make sure that everything is covered by attorney-client privilege.

ARNOLD:  There are situations where you want to keep it quiet and you want to stay out of sight, take it offsite. There are also situations that we’ve seen how the executive team manages the rumors or the information of what’s happening.

More often than not employees know something is up and they fill that vacuum pretty quickly with misinformation if they’re not given the facts. And so we’re often talking to our clients about what communications are going to be with your internal team. It doesn’t mean you’re giving all the details, but it’s perhaps something has happened and they’re going to see people onsite or you want to make sure they know you’re taking precautionary measures. There is a level of appropriate transparency. It’s a trust.  A trust relationship is the big thing. If you have that communication cadence, you’re not leaving it up to people to fill in the void of information.

HIRKO:  What would you recommend for the proactive steps for that 10 percent who will reach out and say ‘I want to avoid this?’ What are some of the tips that you can share?

MYERS: We’ve actually built a tool. How can we go in and help clients to mitigate whatever risks they may have? It gives a scorecard. We go into 12 different categories within their firm or within their company and talk about internal controls. People will say they have internal controls, but they really don’t. Most of the time they may have controls in place but things change, technology changes, right?  And they may not go back and reevaluate. Is that control still in place or are they monitoring those controls?  Looking at insurance coverage, IT security, etc. And then they can look at their scorecard and basically you can see where the risk is. We’ll rank it as high, moderate, or low. And then they have to evaluate. What is their tolerance for risk? We encourage clients to engage to be proactive versus reactive.

HIRKO: What’s been their reaction to that scorecard? Because, we all tend to think we’re doing very well, right?

MYERS:  Yes. They’re actually shocked. It’s an educational process then. The cost of this may be too much to mitigate. But you need to understand you have this risk. What’s the worst case scenario that can happen? It may never happen. Many clients would say, no, I can’t live with that risk, fix it.

Stuart O’Neal, Esq., Burns White, LLC, speaks during a panel discussion. PHOTO/Markell DeLoatch –

O’NEAL:  I would say 80 percent of what we encounter with clients, maybe a little bit more, didn’t come out of left field. It just doesn’t. So when you get everyone around the table and you say ‘Tell me everything you know about this,’ and you have everyone going “I had no idea, I had no idea.” There is that one person that is fidgeting a little bit, looking down, and you look at them like this. And you say  “Can you talk to me?” And then that’s where everything comes out. “I knew about it, you know, three months ago. X Y and Z was going on then…” That’s what you really drill down to.

We give that example during presentations. The more you know ahead of time the better off you can prepare. But it just doesn’t come out of left field. Mandy [Arnold}, you used the term communication cadence … (O’NEAL asks her to elaborate on that phrase).

ARNOLD: I just came from a leadership military training at West Point for a couple of days, so it’s hot on my mind building this culture of trust. When people see something, they share it. They feel comfortable.

O’NEAL: Right.

ARNOLD:  I do think part of creating that culture of trust is communication cadence.  It’s this ongoing schedule of information and this relationship between the leadership team and the employees and the management team that there is an exchange of details at a certain level where you know what’s going on. I’m keeping you in the loop. But then also externally making sure that you have scheduled communications that are not just managing the issue, but proactively setting the tone to build your brand equity. We developed a plan.

And as an example, we work with a lot of authorities that are regulated by environmental agencies and so what we run into is that people don’t want to share information, because they’re concerned that the public doesn’t know how to interpret it. And it’s quite the opposite. If they’re not receiving information from you, they think you’re ignoring issues versus you sharing proactively these things are happening or making improvements or making investments.

HIRKO: What kind of advice would you give to a company when it comes to social media?

O’NEAL: Social media is generally a good thing if you have the right folks that know what they’re doing and marketing appropriately. From my angle, it’s terrible usually in a crisis, because you’re reacting to a post or a Tweet of some sort that is ill advised in a particular situation. We have counseled companies to have a social media liaison. One person in the company or two, depending on how big you are, who oversees and monitors. But you need to keep tabs on social media at this point. Really need to pay attention to it, and that’s from a proactive point of view.

MYERS: You have to have the right element, the right folks inside your firm managing that or inside the company, that external resource. Because depending on what environment or industry you’re in, you’re going to need a Mandy, right?

I think the key is being proactive, having those conversations internally. If you’re going to have a situation, pull together the right individuals within the firm who’s going to manage that message working with the C suite folks, right?

Social media is more proactive. Once you’re in the reactive…

ARNOLD: You’re in trouble.

MYERS: You’re in trouble.

ARNOLD: I mean, definitely having a social media policy so that every employee that comes on, anyone that is coming in on the factory floor, to an engineer to somebody is in the marketing

Mandy Arnold, president and CEO, Gavin, speaks during a panel discussion. PHOTO/Markell DeLoatch –

department, has a clear understanding of your social media policy.

There are a couple of things I recommend. One is active social media monitoring. There are some great tools like Sprout Social where you can monitor hash tags and tagging and conversations and influencers. But then just making sure that it is not a reactive approach, because there is nothing worse than a company with zero social media presence — and that goes back to that communication cadence. Social media can be a powerful tool when reaching audiences. Let’s say if you are a public entity or you’re a health organization, you have to get a public service announcement out.  Well, public service announcements from social media are very important … posting information, posting video tutorials. It educates them both visually and conceptually.

HIRKO: What would you say keeps you up at night that you think your clients really should be worrying about and maybe they aren’t?

ARNOLD: It’s understanding what tools and resources do you have in house, because there is nothing worse than getting a call in the middle of the night from a client. Who is on your contact list?  Who is your core management team?  And having those resources right at your fingertips … What’s your phone train, as an example. What’s your relationship with the local hospitals, with the schools?  Where is that contact list?

And not only having just the basics, but the fundamentals to an effective communications plan being implemented … writing the plan, test, stress-testing it, tearing that muscle a little bit in the sense that they’re learning how to be better communicators every time.  And so those tools and resources are what’s always on my mind. That’s the first thing I have to ask them. One, tell me all the skeletons. I need to know what I’m dealing with so I can really help you. And, two, I need to know what you’ve got in place. You know, what can I do to jump in quickly?

MYERS: So what I’d like to say about accounting is there are no accounting emergencies or there shouldn’t be, right? While you may have some really good processes in place, they need to go back and reevaluate that and have a third party look at that. People are not always communicating because they may stay in their silo within their organization.

O’NEAL:  Not to hesitate to ask for help. It’s a lot cleaner, for lack of a much better term, if we’re involved from minute one. That way we know we’re on the ground floor right then and there as opposed to 48 hours after the fact.