Photo borrowed from VANSUNKIDSFUND.CA

Carrie Gelson’s Passion Rallies Human Spirit

Carrie Gelson, a second and third grade teacher in Vancouver BC is changing the lives of so many kids whose voices otherwise go unheard.

In fact, many of these kids lack the confidence or energy to use their voice in the first place.
They are tired, cold, and hungry – and they live in one of the world’s most envied cities, Vancouver BC.

Carrie Gelson, a teacher for almost two decades is living with the reality of kids in need.
Her impassioned plea sent in the form of a letter to some friends and family, made it’s way to the public forum and is challenging what we will tolerate for our community.
Many changes have been instigated, and certainly many more are required.
But I am most impressed with the courage, the passion and intelligence of a woman who goes to work everyday just like you and I.
Her best effort at her JOB is changing our world.
I celebrate the life of Carrie Gelson.
Are you using your JOB to change your world?

Whenever choices are made opportunities present themselves. They may be painful or exhilarating, but choices never leave you with the status quo.  Things CHANGE when CHOICES are made.

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Choice Changes Things

It’s  impossible to live without change.

Change is happening on a miniscule level every moment.  Your cells are changing, the weather is changing, and moods change.  Get on board with it and save yourself a lot of stress.  We can use change strategies to help us make the constant movement of life an ally.

Change is seen in every choice.  Fortunately for us, when there is a choice to be made, we can use creative thinking and action to maximize the opportunity and truly benefit.  Creative thinking involves looking at things differently, and when we do, there are so many opportunities to be found.

Opportunities Arrive

Maybe  you have initiated opportunities and you make them happen, or they come to you from outside yourself because of someone else taking initiative.  Either way, with some creative thought and certain clarity about what we want and where we are going, we can take advantage of the opportunities that arrive.

Learn how you can work with opportunities and choices to master change.

Change Strategies – Effective Change is Seen as Increase not Loss

Charlie is the CEO of a mid-size manufacturing plant which supplies airlines with portable storage devices.  They have been in business for 17 years, and over time have built a successful plant that employs close to 300 employees.  Employees have grown to depend on the benefit package offered by the company and have lobbied in the last few years for an improved health care plan.

The employees did not take much time to consider the overall health of the industry.  Change in the pricing structures of the airlines and the reduction of items offered to the air passengers have, over time, hit the company hard and have left Charlie and his management team working with advisors and consultants to identify holes in the marketplace that using existing structures, they could fill.

After 14 months of work, the company is primed to make some serious moves that include significant restructuring, new equipment, and a reduced workforce for the next 24 months.  How can the change be introduced without it deemed as a loss – especially by those facing layoffs?

If I Lose – I Will Refuse the Change

Human nature being what it is – we don’t favor losing.   If your change means I will need to give up something – even if I don’t really like what I have – you have a problem.  I won’t give it up easy.  Just think of small children with toys.

I often hear parents saying “I just couldn’t believe it when Johnny threw a fit today at daycare.  He refused to share his toys, even though he had most all the toys in his proximity and didn’t care for the ones being challenged.  Kids are so funny that way.”

I always think: What do you mean kids are funny that way?  I haven’t met an adult yet who doesn’t default to “MINE” until their training kicks in and they possibly share – even if on the inside they are having a tantrum and feel resentful at the notion.

Your team, clients, employees, vendors, bankers, colleagues, friends, neighbors, constiuents, shareholders, investors and who ever else may be affected will not embrace your newfound suggestions UNLESS you find a way, a story, a change strategy that allows the to win more than they lose.  Percieved loss will not fly.  Show how they win, even if they lose a bit, and you are much more likely to succeed.

My Advice To Charlie

Charlie needed something to offer those facing change – especially those with partial layoffs.  I suggested that Charlie use the upgraded health care plan as an incentive to cut back hours for almost everyone – meaning very few lost thier jobs and everyone benefited from better health plans.  The cost to the company – far less than the wages!  The employees helped to create a plan that included sacrifice on their part, Charlie sacrificed and took the same pay cut as did the management team, and everyone is winning.

Not all stories have happy endings, and change can be seen as fatal to a career or financial stability.  But even then, with the right tools, strategies and especially attitude, change can be the hidden pathway to a pleasant reality you never anticipated.

Minds that are open to change – able to be flexible, are open to solving a crises as their brains are trained to connect to new ideas and solve unique problems.

A Langley BC woman had a massive heart attack while driving into the city.  Mr. Smith, Sahsi, and Islam all witnessed the car out of control and took remarkable actions with fluidity of thought in seconds.

While Mr. Smith placed his life and car in harms way in front of the runaway car, Mr. Islam and Mr. Sahsi boxed it in from the side.  Mr. MacLeod brought up the rear.  Once they safely stopped the car, Mr. Smith used a tire iron to break the glass, unlock the door and free the woman in time to perform emergency first aid.

Cultured Brains

Brains, like other muscles are either trained to be lazy.  If these four men had not already had minds that were open to change and new ideas, when faced with this crises their response would have been considerably different.

Our “heroes” demonstrated agility, crisp logical deduction, an emotional response of empathy, risk taking that endangered their own lives with a confidence they could make a difference, and enormous courage.

If for no other reason – cultivate a brain that tries new things, learns new ideas, changes direction, problem solves and sees a possibility – if not for you – for the lives you influence and affect.

Harmony Thiessen, Change Management Consultant, offers some tips for change in business or organizations.

As a change management consultant one of the issues we commonly face is the stress and chaos of a business merger or business acquisition.  Employees and stakeholders including suppliers and distribution, feel unsure, uncertain and frustrated at the loss of security and control over their career position and thus over a major part of their lives.

Often, company leadership overlooks the power of communication.  Companies fail to keep the employees in the loop.  This undervalues the worth of each individual and drastically affects the efficiency and performance of your team.

Since resistance is the default response to change, the best thing a new leadership team can do to optimize a delicate situation is to create open communication to engage employees in the transition strategies.

Transition strategies for Business Mergers and Acquisitions

Understanding human nature’s need to resist change, successful leaders work with the emotional response rather than against it.  Here are a few tips:

1.  Initiate a Communication Plan Immediately.  Don’t wait for all the facts to come in – by then, you have lost half your human momentum.  Start sharing and listening asap.
2.  Share why the step is necessary or is being considered. What are the benefits – and what are the risks (share within proper parameters)?
3.  Talk about the process, how long you expect it to take, how it will possibly effect jobs and what will be expected.

Demonstrating empathy to stakeholder concerns through listening channels is as important as the information you share.  Consider:
a.    daily emails with a reply address that sends replies
b.    an internal company page (forum) for dialogue – not just for stakeholders to share in, but to receive feedback that they are heard.
c.    an open door policy to a leadership team member whose job it is to listen and give feedback.
d.    An FAQ internal page where questions are addressed (and not with jargon!)

The best tip for business merger and acquisition communication is honesty and openness.  This is almost anti – popular with the business world that forces change onto long-term employees with little regard for their humanity.