The Benefits of Having a Mentor and How to Find One

Transitioning from college life to your professional career is an exciting time full of growth and possibility. It can also be a little bit scary (in a good way!). 

You’re making big decisions about where to work and what path to take, developing new professional relationships, and maybe even learning how to be financially independent for the first time.

While it’s important to have an existing support system to lean on — parents, siblings, friends, etc. —  it’s also incredibly valuable to have a mentor who can help you navigate your career and develop professionally. 

What is a mentor?

A mentor is someone who cares about your wellbeing and wants to see you succeed in your career and in life in general. They’re someone who has been where you are and can be a role model for where you want to be professionally. 

A mentor can help you set up an action plan to achieve your career goals.

They can also share their own experiences and help you avoid some of the mistakes they’ve made — or simply be there to support you when you make your own.

A mentor could be a supervisor or experienced colleague at your company. They could also be someone who works in the field you’re interested in breaking into. Mentors can also be former professors, faculty members, or any other person in your life who is willing to put in the time to support you, provide constructive feedback, and challenge you when it’s needed.

Why should I have a mentor?

According to mentoring.org, quality mentoring relationships have powerful positive effects on young people in a variety of personal, academic, and professional ways. Mentoring can help you connect to personal growth and development, as well as open doors to social and economic opportunities.

Image with statistics on young adults with a mentor Source: mentoring.org

Having a mentor can give you a leg-up in your career and in life. Mentors have no ulterior motive or financial interest at stake (you don’t pay a mentor); they are simply in it for the satisfaction of paying it forward and seeing you succeed. 

A mentor can be a knowledgeable, trustworthy sounding board throughout your career, and provide you with: 

  • Professional references
  • Network connections
  • Honest/constructive feedback 
  • A fresh/different perspective
  • Guidance and encouragement
  • Challenge (when you need a push)

What makes someone a good mentor?

Different types of mentors will make sense for different types of mentees. You have to find one that complements your personality and communication style. But while personalities differ, there are certain qualities that every good mentor has. 

According to MasterClass, a good mentor should:

  • Listen and act as a sounding board. 
  • Question your plans, goals, and aspirations (with respect).
  • Offer constructive criticism of your choices and behavior.
  • Provide emotional support and encouragement.
  • Model good behavior, ethics, and values.
  • Push you outside your comfort zone and challenge you to excel.
  • Encourage independent thinking and decision-making.
  • Facilitate your success and provide you resources through networking and active promotion of your career.
  • Have no ulterior motive that is not in your best interest.

How do I find a mentor?

For some people, a mentor-mentee relationship develops naturally with someone they’re already acquainted with. But this is not the case for everyone. Sometimes you have to seek out a mentor. 

Ideally, this person will be in your life for the long term, so it’s important to find someone who is a good match for you and can help you get where you want to be in your career.

Being a mentor is a big responsibility. By asking someone to mentor you, you’re asking them to volunteer their time to help you, so don’t rush into things. Get to know potential mentors first. Meet with and interview different people to find the right person who is willing to make that commitment. 

You can start by figuring out what you’re looking for in a mentor and what you hope to learn from them. Here are a few things to think about and jot down:

  • List three specific skills you’d like to learn from someone in your field (or a field you’re interested in).
  • Are you looking for someone just a few years ahead of you in their career, or someone much more seasoned?
  • Do they need to live in your area or are you okay with a mentor you only meet with virtually?
  • How much time would you want your mentor to spend with you? (Monthly meetings? Weekly phone calls?)
  • Write down the names of three potential mentors to reach out to and interview.

If you aren’t aware of any potential mentors in your network that fit the bill, you’ll have to expand your search. Reach out to colleagues, friends, or former classmates to see who they might be able to connect you with. Dig into your LinkedIn network and search for people in the companies and fields you’re interested in.

If you’re an Alpha Kappa Psi alumnus, your fraternity network can be an excellent resource in the business world. And who knows, your future mentor might be a brother too!

Connect with your local alumni chapter to meet members in your area and get involved.

At 90 Years Young, Hal White Has Created a Lasting AKPsi Legacy

Harold (Hal) White was initiated as a faculty member of Alpha Kappa Psi 61 years ago. He was instrumental in the founding of Arizona State University’s Iota Xi chapter, and has made an impact on countless students, faculty members, and friends across the country. This article is about Hal’s professional life in academia and his involvement with AKPsi.

It’s also a love story.

Hal’s early life

Hal was born in 1931 in northeastern Washington in a town called Colville, near both the Idaho and Canadian borders. His family later moved to Walla Walla for his father’s car dealership business.

In the 7th grade, Hal met Lucille (Lucy) Angell, the girl who would later become his wife and the love of his life. “Lucy was just one of those girls in class, you know. Our freshman year of high school, I was smitten, and she was the only girl in class,” recalls Hal.

At the end of Hal’s sophomore year of high school, his father passed away. His mother remarried and the family moved to Pendleton, Oregon, about 45 miles away. Hal and Lucy went off to college in two different towns, but he had finally worked up the courage to ask her out.

“I want you to be my girlfriend, but you do not seem to be interested,” Hal told Lucy. “But if you ever want to see me, I’m gonna come running. And she called, and I came running.”

Hal and Lucy dropped out of college and were both 21 when they married. The next year they had their daughter, Angela. Hal joined the family business. But this wouldn’t last long, as Hal saw the need to continue his education.

A harpist and a Ph.D.

Hal returned to school at the University of Oregon and received his master’s degree at age 29. He went on to teach at Idaho State College. At Idaho State, Lucy completed her degree.

Idaho State had an active Alpha Kappa Psi chapter, which happened to be one of the top chapters in the country at that time. In 1960, they invited Hal to be initiated as a faculty member of AKPsi, and he served from 1960-1963. Then in 1963, Idaho State College was renamed Idaho State University. To teach at a university, Hal would need to have a Ph.D.

The family moved to Gainesville, FL and Hal received his Ph.D. from the University of Florida. At Florida, his first scholarship was under Russ Jordan, the director of the school’s teaching hospital and clinics. Hal was selected because he was an AKPsi alum and Russ was a past national president.

During Hal’s years in school, Lucy was employed as a legal secretary, university secretary, and grade school teacher. Then the family moved once again to Arizona (where they would remain) in 1966, where Hal became a professor of management in the college of business at Arizona State University.

While Hal had become an academic, Lucy was a musical talent. She was an accomplished violinist, and eventually learned to play the harp. She played the harp professionally for 30 years, and played at many ASU events.

“People would say, ‘are you the husband of the harpist?’ not was the harpist my wife,’” Hal recalls with a smile. He reflects lovingly on the fact that she was a harpist with the maiden name “Angell.”

Lucy White pictured with her harp.

Iota Xi becomes a chapter

At the time Hal joined ASU, there was not an AKPsi chapter. But he recalls there were about 18 or more student groups in the college of business, including Delta Sigma Pi.

“A few years later, there were two transfer students from Idaho State who came to ASU and they were outraged that there wasn’t an Alpha Kappa Psi chapter. They looked to faculty to help start one and I discouraged it! There were already so many clubs. But they didn’t pay any attention to me and went on to sign up 40 students,” recalls Hal.

One of the students recruited was Steve Vasquez. “Hal really helped us organize as a colony early on and put together the Iota Xi Chapter. He was and always is so open to helping the students out,” Steve says.

The Arizona State chapter was founded in the spring of 1972. Steve remembers how involved Hal was right from the start. “Our first year as a chapter, we had regional meetings and the southwest regional meeting in Tucson at the University of Arizona, and Hal volunteered to take a bunch of us down in his car and helped us out with some of our expenses. That’s just one of the ways he dedicated himself to the chapter.”

Steve ended up becoming chapter President, and in 1975, his chapter awarded Hal with the Silver Distinguished Service Award, which still hangs on his wall today.

After three years as a faculty advisor, Hal decided to step down and asked his trusted colleague, Elmer Gooding, if he would be willing to step into the role. He agreed, and asked another colleague, Lonnie Ostrom, to be co-advisor. Together, they helped the students build Iota Xi up to a 100,000 points a year chapter.

Hal went on to become president-elect of the ASU faculty senate in 1980, and president the following year. Then in 1982, Iota Xi approached him again to be faculty advisor and he agreed, going on to serve for three more years. In 1994, the chapter presented Hal with the Second Degree Silver Distinguished Service Award. “I was quite honored,” he said.

“He and Lucy were very supportive of all our activities, and always went above and beyond. He was more than just a chapter advisor,” Steve recalls. “For me personally, he was very supportive when I was in college. I worked full-time at a local supermarket, and Lucy would shop there every week. I always felt that I had an extra ear to listen to my concerns or help me in my own professional development. That’s just the type of guy he has always been to all the brothers.”

He’s still that guy, even in retirement

Upon his retirement 28 years ago, Hal was inducted into the ASU College of Business Faculty Hall of Fame. He and his family remained in Arizona and their daughter Angela went on to have a son and a daughter. His granddaughter went on to have a son and daughter of her own, Hal’s beloved great-grandchildren.

20 years ago, Lucy was diagnosed with Alzheimer’s disease, and she passed away of complications in 2012 at age 81. Hal says that she always maintained her sweet and kind disposition throughout her illness.

Today, Hal lives in an assisted living community, where, despite his degenerative muscle disease, he stays active in his community and keeps his mind sharp. He exercises twice a day, 6 days a week. Every morning he drives his power chair half a block away to his parish for mass. He’s also involved with the men’s Catholic service group, Knights of Columbus. He’s an avid reader, and a member of a monthly book club in his assisted living community.

“It’s all women and me. They like to read fiction and I’d rather read history and biographies, but it’s a social opportunity. They were so encouraging to me to continue and said “‘we’d like a man’s point of view!’”

Hal still stays in regular contact with AKPsi brothers, like Steve. He has attended several events over the years, including anniversary celebrations for the ASU chapter and the Convention in Phoenix in 2011.

Steve Vasquez pictured front center with Hal White to the right at the Alpha Kappa Psi Iota Xi chapter’s 45th reunion in 2017.

“One of the biggest things about Hal is he is an exceptional active listener. At just the right time, he will provide advice or other ways to think about something. He’s that way even to this day,” Steve says of his longtime friend and mentor.

How You Can Support Organizations Important to Hal

Donate to the Alpha Kappa Psi Foundation to help create impactful educational programs, scholarships, and grants that empower members to live with purpose and exceed their potential.

Learn more and donate to the Alpha Kappa Psi Foundation here >

Currently, more than 180,000 people are living with Alzheimer’s disease in Arizona and southern Nevada. Consider making a donation in Lucy White’s name, to help provide education and support to all those facing Alzheimer’s and other dementias.

Donate to the Alzheimer’s Association Desert Southwest Chapter here >

5 Myths About Hazing Every Student Should Know

Whether you’ve personally experienced hazing or not, the reality is, it’s a very real problem that still happens today in all different types of groups and organizations.

Hazing is especially prevalent on college campuses, most specifically, in student organizations like fraternities and sororities. A 2008 study at the University of Maine found that over half (55%) of college students involved in clubs, teams, and organizations experience hazing at some point.

To address the realities and dangers of hazing, we decided to bust a few common myths. We hope this helps educate you and your peers on what hazing looks like, so you can recognize it, help prevent it, and stop it in its tracks.

Myth #1: Hazing is not a problem for AKPsi.

If you think or have heard that hazing never happens in a professional business fraternity or that “it only happens in social fraternities,” unfortunately, you’d be wrong. Hazing is a widespread societal problem and not isolated to any specific type of organization or area of the world. Hazing incidents have been documented in the military, on athletic teams, in marching bands, in other college and high school groups, and yes, even in AKPsi.

As professional business leaders, it’s even important to also consider how hazing is neither tolerated nor condoned in the corporate sector and should not play a part in any organization. Whether you’re a business student or a company VP, it’s never okay.

Myth #2: Hazing is just a foolish prank that goes awry.

Many activities that might be considered to be “all in good fun” have the potential to turn into a serious accident. Even simple pranks have the potential to cross a line and become dangerous or harmful to someone’s physical or emotional wellbeing.

Think of it this way: If you don’t feel comfortable participating in an activity in broad daylight and talking about it with your parents or university faculty, it’s probably not something you should be doing. Any situation that tests boundaries and causes discomfort should be a red flag. Be a leader and stop the situation before it crosses a line.

Myth #3: It’s not hazing if someone agrees to it.

Simply put, hazing is a demonstration of power by those carrying it out.

In hazing situations, if someone agrees to participate in a potentially hazardous action, they may not be giving true consent. They might feel peer pressure or that they “have to do it” in order to remain in the group or become part of it. They may only agree to the dangerous activity because they’re afraid of what would happen if they say no.

No one ever deserves to be put into a situation like that.

Myth #4: Hazing is an effective way to teach respect.

Respect is an important characteristic, but hazing is not an appropriate means of “teaching” it. Respect is earned by doing the right thing and being considerate of others.

Rather than teach respect, hazing breeds mistrust, apathy, and alienation, as it creates fear in those who are looking for acceptance.

Would a principled business leader earn the respect of their new employees by hazing them during orientation? Of course not. They would earn their respect by welcoming them in and providing support during their transition. Respect goes both ways.

Myth #5: Hazing is limited to physical acts.

While you might think of or be most familiar with stories of physical acts of hazing, there are other methods of hazing that may not involve physical abuse. Hazing can also be psychological.

The negative impact of psychological hazing can affect an individual years after it occurs and cause lasting trauma.

Hazing not only has a negative effect on the organization in which it takes place, but can cause lasting detrimental effects for the individuals involved.

Remember that whether or not someone expresses their feelings at the time, how you interact with them can have a lifelong impact. Make sure those lasting impressions you leave on people are positive ones.

Sign the Hazing Prevention Pledge

National Hazing Prevention Week 2021 is happening September 20-24. Go to hazingprevention.org to see the calendar of events and register for the virtual presentations, including sessions on fraternity and sorority life.

You can also sign the Hazing Prevention Pledge and pledge to prevent hazing before it occurs, stop hazing when you see it happening, report it when you know it has transpired, and help empower others to do the same in their organizations, schools, and communities.

Q&A With Amanda Belcher, Fraternity Manager of Diversity, Equity & Inclusion for Alpha Kappa Psi

During the fall of 2020, we launched an anonymous survey regarding diversity, equity, and inclusion (DEI) to better understand how well our fraternity fosters a culture in which all members can be their true authentic selves.

In this survey, we found that over 80% of our student members and 65% of our alumni members believe that Alpha Kappa Psi has a responsibility to provide DEI training.

Some of that foundational work has already begun, so to learn more, we sat down with Amanda Belcher, AKPsi’s Fraternity Manager of Diversity, Equity, and Inclusion to learn more.

Q: Can you tell us a little bit about what you do in your day job?

AB: I’m the Director of Human Resources for Sarah Cannon, which is the Cancer Institute of HCA Healthcare. Sarah Cannon provides integrated treatments to those facing cancer in communities across the U.S. and U.K.

DEI is a part of my current role and something I’m passionate about advancing in the organization. I have also worked as a member of our Strategy Team, where I built out a number of people strategies, including those focused on DEI.

Q: How did you get involved with this new volunteer role for AKPsi?

AB: I’m an AKPsi alumni (Spring ‘08) — Western Kentucky University, class of 2010! Shout out to Zeta Tau! I’ve always had a passion for AKPsi, as it provided me with some of the best experiences I had in college. I made so many great connections and am still connected with many of my brothers.

With my background and passion for DEI, I decided to raise my hand and get involved. I wanted to help in any capacity I could, and it turns out I’ve been able to directly support and lead the efforts that were already underway with the DEI task force that the fraternity put together last year (2020).

I’m still learning how to best balance my role with AKPsi and my day job — and sometimes wish we could move even faster— but we’re working to get even more people involved, so we can accelerate our progress.

Q: Tell us a little bit about your background and how you became so passionate about DEI?

AB: I come from a tiny, one-stoplight town in Kentucky with some, but not much diversity. Everybody knows everybody; we all went to the same school and had very similar experiences. I remember growing up and feeling like there was so much more to explore! I truly appreciate where I come from and am grateful for the experience growing up in a small town, and it’s also been exciting to somewhat grow out of that space and venture into other parts of the country and the world!

When I went to college and joined AKPsi, we were a very diverse chapter, not only across racial dimensions of diversity, but across gender, age and generation, sexual orientation, and even with varying family dynamics. A semester or two after I joined, many of the white members graduated and I became the only white student in my chapter. I don’t remember any of us thinking much about it then. We simply were who we were: collectively, individually, authentically. And we accomplished great things on our campus and in our community.

These experiences, which I’d never attempt to compare to the experiences of anyone else, certainly trained my eyes to see the world through a lens I may not have otherwise picked up. I notice when a team lacks diversity, or when there’s an “only” in a room. I pay closer attention to others in my surroundings, to how groups form, to the ways people do or don’t find commonality amongst themselves. As a family member, a friend, a colleague, a leader; every day I’m consciously striving to develop genuine connections with and among people, which I hope contributes to increasingly inclusive environments.

The need for refined focus on diversity, equity, and inclusion within organizations is far from new. Also, while in college, I went to a leadership camp along with several other students, and we were an amazingly diverse group of young people. At the camp, we were asked to imagine we were on the front page of a newspaper in 2030, and to share what we would want that headline to say. I still have the big flipchart paper where I wrote that my headline would read:

“The 10th Annual Diversity Speaks [my fictional company name] Convention was held this week, preparing students to enter the business world with culturally competent communication and leadership skills.”

I wanted to help students and business leaders learn to work together effectively within diverse teams. To think I wrote that in college and it’s now part of what I actually do today is quite inspiring and keeps me motivated to continue to contribute to this work in any way I can.

Q: How is AKPsi weaving a commitment to DEI into the organization and programming?

AB: I’m excited to share that we have a second iteration of the website that we’ve launched. On the DEI page, you’ll see “where we’re going,” which is an overview of the goals that the 2020 DEI Task Force put together. I’ve been supporting the continuation of these goals, chipping away at the number of goals we have in front of us.

Our DEI  goals are:

  • Increase the diversity of our brotherhood
  • Enhance unity and sense of belonging
  • Include diversity, equity, and inclusion in fraternity education
  • Ensure systemic integrity
  • Serve one another

What’s cool about those goals is that they’re really woven into the existing AKPsi core values of brotherhood, unity, knowledge, integrity, and service.

To start, we really want to focus on foundational education, to make sure everyone has a basic understanding of what diversity, equity, and inclusion are and why they’re important. We’re starting to roll out foundational courses, including an Introduction to DEI, an unconscious bias course, and courses on identity, microaggressions, and allyship.

There are also things behind the scenes we’ll be looking at—like the systemic pieces of the organization—to see if there are any traditions or practices that may need to be reevaluated or modified.  But all of that will take some time to work through.

Over time, we’ll have iterations on our goals and create new goals, and this work will continue for years to come. In fact, this work is part of a journey that will not end. I believe a commitment to true inclusion is lifelong work, both personally and organizationally.

Q: How do inclusive practices help develop future business leaders?

AB: The business world is diverse. The consumer world is diverse. Whoever your stakeholders are, they will be a diverse group of people. So if we build businesses with a singular perspective, we’re not going to understand the needs of our diverse consumers, or clients, or patients, or whoever we’re serving.

It’s a bit of a no-brainer that business leaders today, and in the future, need to prioritize DEI; and to do that, they also need to have diversity within their own organizations. There should be people at every table who can help a leader see things from a multitude of perspectives.

There’s this quote I love: “If you only see what you see, then you haven’t seen all there is to be seen.” It’s so important to have people around you, personally and professionally, who can help you see what you don’t already see.

Q: How can DEI be embraced at the chapter level?

AB: Creating a Chapter DEI Toolkit is something we intend to prioritize. While we’re in early stages of that development, there are ways chapters can begin to focus in this area.

From a recruiting perspective, a great thing you can do is develop some partnerships with other student organizations on campus, whether they’re greek or otherwise. Every college has so many different types of groups you can engage with. You can partner to host events or initiatives and bring together students from all dimensions and intersections of diversity. This will help our chapters build relationships and reach a wider, more diverse audience.

Internally, make sure the diversity you do have is celebrated. Make sure the people in your chapter—each and every individual—see themselves in the celebrations you have, the conversations you hold, the ideas you toss around, the officers you elect. Be sure every member of your chapter knows without a doubt that they belong and that the differences among all of you are celebrated.

Learn more about AKPsi’s commitment to DEI

Diversity, equity, and inclusion practices are a vital component of optimal business outcomes in addition to being the right thing to do. As the premier developer of principled business leaders, Alpha Kappa Psi must include awareness, understanding, training, and the practice of DEI as critical parts of our work.

Read more >

20 Years Later: Remembering the Brothers We Lost on September 11th

This year marks the 20th anniversary of the worst terrorist attack on U.S. soil and a tragic day for our nation. At 8:46 a.m. on September 11, 2001, American Airlines Flight 11 collided into the World Trade Center’s north tower in New York City, killing hundreds of people and trapping hundreds more. Just 17 minutes later, a second plane, United Airlines Flight 175, flew into the south tower. About 30 minutes later, a third plane, American Airlines Flight 77, crashed into the west side of the Pentagon near Washington, D.C., while a fourth plane, United Flight 93, crash-landed into a field in Pennsylvania killing all 40 souls on board.

So many innocent lives were lost during this attack, including three of our own Alpha Kappa Psi brothers: Thomas E. Burnett, Minnesota ’85, David H. Winton, Fordham ’91, and Jayceryll M. de Chavez, Rutgers ’98-Life.

Thomas Burnett

Tom graduated from the University of Minnesota’s School of Management in 1985, where he was a member of AKPsi’s Alpha Eta chapter. He went on to have a successful career in business, becoming Vice President and Chief Operating Officer of Thoratec Corporation.

On 9/11, he was in New York City on business and was set to head home that day. Tragically, he had changed his reservation to an earlier flight so he could get home to his family sooner, which ultimately led to him being a passenger of Flight 93.

In an NBC interview, his loving wife, Deena Burnett, said, “Tom and the people of Flight 93 came very close to saving the plane. And of course we live with that every day, thinking ‘what if?’”

The passengers of Flight 93 will forever be remembered as American heroes and Tom’s legacy will live on in his family and future business leaders for generations to come.

Tom’s family founded the Tom Burnett Family Foundation in his memory, to help empower youth to become the leaders of tomorrow. The Alpha Eta Chapter holds an annual golf charity to raise money for the fund. Since 1988, the Alpha Eta Scholarship fund has awarded $1,233,292 in scholarships to 204 recipients.

Current Alpha Eta President, Sidney Enninga, described the chapter’s passion for the event: “The members of AKPsi attempt to exemplify Tom’s leadership and courage on a daily basis. He served as our chapter president from 1984-85 and was liked by everyone. We started the Tom Burnett Charity Golf Tournament to honor his story, while bringing those close to him a little closer. Tom loved golf, and that is why we are inviting all of his family, friends, classmates, and colleagues to come support those scholarships that strive to further his legacy.”

The 2021 event will be held September 23 at the Oak Glen Golf course in Stillwater, MN beginning at noon.

Learn more about the Tom Burnett Family Foundation and donate here. >

 

David Winton

David was a 1994 graduate of Fordham University’s business school, an active member of AKPsi’s Epsilon Psi chapter, an honor student, a member of the Globe Program, and Chief Executive Officer of the student-run Fordham Federal Credit Union.

At just 29 years old, David was serving as Vice President at Keefe, Bruyette & Woods on the 89th floor in Tower Two of the World Trade Center on September 11th. He had plans to marry his fiancée Amy later that November.

David’s family and friends established the David H. Winton Foundation and a scholarship fund for graduating seniors at Wethersfield High School, where he graduated as a scholar-athlete in 1990. Their annual memorial golf tournament which ran from 2002 to 2016 raised nearly $100,000 for college-bound students, and they continue to award the scholarship each year.

Learn more about the David H. Winton Foundation on Facebook. >

 

Jayceryll de Chavez

Jayceryll (Jacy) graduated from Rutgers University in 1999 and was a member of AKPsi’s Omicron Tau chapter. Jacy had recently passed his first level examination to become a financial analyst and was working at Fiduciary Trust International in Tower Two of the World Trade Center during the attack. He was just 24 years old.

Jacy is remembered by his family and friends, including his Omicron Tau brother, Chad Olsyzyk. Chad and Jacy, along with 28 other Rutgers business students, founded the Omicron Tau chapter of Alpha Kappa Psi in 1998.

“I only knew Jacy for what now seems like a quick 3 ½ years, but his direct impact still lives within me. As one of the oldest brothers in the fraternity and because he was in Delta Chi, we looked to him for guidance. He wanted Alpha Kappa Psi to be a true professional business fraternity that helps college students become the best business associates after graduation. That’s the chapter foundation we built because of him,” Chad recalls.

Chad and other AKPsi members along with the de Chavez family pulled together to create the Jacy de Chavez World Trade Center Memorial Scholarship.

“Nearly 700 business students in the past 20 years have gone out to the business world better off because of this foundation he created. Jacy had an immense sense of determination, and integrity, mixed in with a little sense of humor, and these characteristics were contagious to those around him,” adds Chad.

Learn more about Jacy’s legacy on his 9/11 living memorial page. >

 

We’ll never forget

As sitting President George W. Bush said in his address to the nation on September 11th, 2001, “Terrorist attacks can shake the foundations of our biggest buildings, but they cannot touch the foundation of America. These acts shatter steel, but they cannot dent the steel of American resolve.”

The legacy of our fallen brothers lives on in their families, friends, and the many lives they touched. We remember them this year, and always.

We live in deeds, not years;
In thought, not breath;
In service, not in figures on the dial.
We count time by heart-throbs,
When they beat for God, for man, for duty.
He lives most who thinks most,
Is noblest, acts the best.