Power On

Teamwork in the office

Power On

By Cathleen E. Rossiter, PCS

 “It is not the strongest of the species that survives, or the most intelligent that survives. It is the one that is the most adaptable to change. ” ~Charles Darwin

 

Flash! Crack! Pop!

Darkness engulfs us. Silence, too, but for the pelting of rain and hail on the house and windows.

A neighbor’s tree has just split in two and taken out the power to the neighborhood as it fell on the power lines across the street, pulling the wires from her house in the process. A few of us neighbors gather in the storm to check on our neighbor and her ninety-nine year old mother. We assign ourselves various tasks of calling the town about the tree, the power company about the wires, and vacationing neighbors about windows left open and the severity of the storm. We also call our neighbor’s son a State Trooper, to make sure his Mum and grandmother have the help they need during this frightening time in the middle of the night. All the while, we take turns staying with our neighbor and bringing her updates as new developments occur.

Change is hard enough to deal with when one has time to see its approach and adjust. There is so much emotionally to come to terms with during times of change that often goes unnoticed under the best of circumstances. When change takes us by surprise and places us in a state of complete upheaval, we feel the lack of control and the effects of all our emotions on a highly magnified scale. Without someone to keep us grounded and to guide us through the change, we, like my neighbor in the storm, fall to pieces in some fashion, unable to think clearly and take the necessary steps to deal with the change.

Recently in New England, the news was full of accounts of a particular company in the throes of sudden upheaval after decades of rumblings from within the beast of an acrimonious family struggle for control of the business. In the early stages of this most recent installment of a public struggle, it was easy to see the ulterior motives of some of the participants in spite of the veils with which they covered these motives.

This brings me to the point of my comparing two seemingly dissimilar situations.  Change will happen. It’s inevitable. Whether it happens at its natural pace or thrusts itself upon us is irrelevant. How we handle the change matters. Whether our handling of it produces three-dimensional, positive results is determined by the motives involved in the change. Our motives may be pure or they may not be pure. The motives of the other parties involved in the change also may be pure or they may not be pure. Whatever goes into the change, will have an impact on the results. “Garbage in. Garbage out.” as the saying goes.

Conversely, if you put good stuff into the change, it will produce results that are good for everyone. Here are a few things to consider the next time you are facing change:

  • If you are the instrument of change, ask yourself what your motives are in instigating the change. Be honest or there is no point in reading any further. If your motives are self-centered, admit it. Then, decide what you are going to do next. You can continue on your original path, or you can decide to care about the people left in your wake by asking yourself if there is another way to get what you want while helping others in the process. In the corporate situation above, the motives behind the change were the best-kept secret everybody knew yet the offending parties would not acknowledge, thinking instead that they were hiding them. Mid-way through the ordeal, it reached the following point:

“Any reasonable person would begin to put into question whether or not this is going to happen, whether [the defendant] will be able to put this together,” said Richard Nicolazzo of the communications firm Nicolazzo & Associates, which has advised companies such as MetLife and Nortek in acquisition deals. “If past is prologue, I’m not optimistic. I think that this has been a situation where it’s no longer a rational or economic discussion. It’s about, ‘You’re not going to win at any cost,’ even if it means putting this company into some kind of reorganization.’”

  • Do not be shortsighted in your quest for big profits. My thirty-plus years in the corporate world have allowed me to witness well-planned change strategies that made the companies stronger on paper and at their core because the companies took into consideration all the aspects of what the changes would mean to everyone involved. I have also witnessed hastily made changes designed to boost the Bottom Line for the upcoming shareholders meeting that ultimately produced devastating results.

The advice that my grandfather gave me when buying my first car holds true for all of Life’s decisions:

“I you are pressured into buying the car without being allowed to step back and consider the deal from all angles, walk away because the deal’s no good. If it were good, it would stand on its own.”

  • If your goal is not simply to survive the change but to thrive throughout the change process, be certain to include solid change management practices into your strategy. By helping your employees to deal with the emotional aspects of change throughout each stage of the technical/physical change process, you will have a workforce fully able to support the change from beginning to end, becoming advocates as opposed to adversaries.

Copyright © 2014 – Cathleen E. Rossiter, PCS

All rights reserved. It is strictly prohibited to copy, redistribute, republish or modify any materials or software contained on the cerossiterpcs.com website or in subsequent support without the prior written consent of Cathleen E. Rossiter, PCS.

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Feeble, Foolish, Wise, or Skillful

“Feeble, Foolish, Wise, or Skillful”

By Cathleen E. Rossiter, PCS

 

“The feeble tremble before opinion, the foolish defy it, the wise judge it, the skillful direct it.”

– Mme. Jeanne Roland –

 

Today’s issue of The Rossiter Report is simple and straightforward – a meditation for the week. Take this week and gauge your reactions to other’s opinions (clients’, coworkers’, everyone’s) in comparison to the quote above. Once you see where you stand, determine if there is some other place in the spectrum you would rather fit, then work towards that goal. If you seek, truly, to build a team that has a great, positive impact on your company,  your success in this endeavor will be directly related to where you fall, ultimately, in the line-up.

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Copyright © 2014 – Cathleen E. Rossiter, PCS

All rights reserved. It is strictly prohibited to copy, redistribute, republish or modify any materials or software contained on the cerossiterpcs.com website or in subsequent support without the prior written consent of Cathleen E. Rossiter, PCS.

The Rossiter Report – Volume 3: Number 1 – “The Story of the Lovely Little House – A Cautionary Tale”

“The Story of the Lovely Little House – A Cautionary Tale”

By Cathleen E. Rossiter, PCS

The Lovely Little House

Once upon a time, there was a lovely little house set on a lovely little lot amid a lovely little garden. The owner worked hard to acquire the land, carefully plan the layout of the house and garden, and paid painstaking attention to detail during the building process. When the house was complete, all the other houses paled in comparison. For a long time, the owner put a great deal of effort into this lovely little house, increasing its value all the while.

After many years of the bliss that comes from careful attention to detail, the owner of this lovely little house began to spend less and less time nurturing his once-beloved asset. The owner began to focus his attention on other, newer acquisitions (of which there were many) that he felt would provide him greater satisfaction. These newer houses were bigger and had all the newest features. Naturally, they were more deserving of his attention, he told himself. Sadly, as the owner continued in his pattern of neglect, the lovely little house set on the lovely little lot amid the lovely little garden began to show the signs of being ignored. Eventually, the owner’s disregard prompted others to take an interest in the once-lovely little house set on the once-lovely little lot amid the once-lovely little garden. These others remembered just how lovely this asset used to be and began to work to acquire it for themselves.

One day, one of these others came along and acquired the once-lovely little house set upon the once-lovely little lot amid the once-lovely little garden (for much less than the first owner invested) and began to nurture it back to its former glory, adding personal touches along the way. He truly valued this asset as well as all the others he had acquired, treating them all with equal care. As a result of this care, the new owner never lost an asset he did not choose to give up.

Not so for the previous owner.  He spent everything he had trying to acquire new houses to make up for the ones he kept losing because they fell into his cycle of neglect. Sadly, contrary to what a wiser person would have done, he never longed for the lovely little house set on the lovely little lot amid the lovely little garden that had brought him so much pleasure and satisfaction in the beginning. Sadly, he never saw the value in his current possessions; therefore, he never maintained them. In the end, he lost them all.

Copyright © 2014 – Cathleen E. Rossiter, PCS

All rights reserved. It is strictly prohibited to copy, redistribute, republish or modify any materials or software contained on the cerossiterpcs.com website or in subsequent support without the prior written consent of Cathleen E. Rossiter, PCS.

Think Tank Tuesday – V1;N2 – The Power of Leadership

Power vs. Leadership

In honor of the various Presidents whose Birthdays we celebrate this month, great men and great leaders who truly took their positions seriously, with a full understanding of tremendous responsibility that was placed upon their shoulders to lead an entire nation of people, caring for the welfare of each and all, I think it àpropos to take a solid look at the attitude we have regarding our own positions of leadership.

Are we truly trying to lead the people we are responsible for or are we more concerned about the power we possess? Are we striving to become truly great leaders, or have we become bullies who take pleasure in controlling others and showing our importance through blustering? As this newest February comes to a close in a few short weeks, let’s take this time to grow into our own, personal Oval Office being ever mindful of the privilege and the responsibility that accompanies it. If we feel as though we are lacking the skills or training to handle the responsibility, find a way to obtain the missing components. By becoming a great leader who is focused on bringing out the best in and providing the best for the people in our charge, we create a highly motivated, hard-working team who gives their all for the welfare of all. I can’t think of a more rewarding way to spend the day.

Until the next time, I send you all my best wishes.

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Copyright © 2013 – Cathleen E. Rossiter, PCS

All rights reserved. It is strictly prohibited to copy, redistribute, republish or modify any materials or software contained on the cerossiterpcs.com website or in subsequent support without the prior written consent of Cathleen E. Rossiter, PCS.