Gloom & Doom or Bloom & Blossom

Posted August 23rd, 2007

“Gloom and Doom” was what I called Gordon. He was one of twenty–five employees at the facility where I was the new manager. To state it succinctly, lots of changes needed to occur with the people, the processes, and performance.

During the first three years, I tried a number of strategies to build a team, to create camaraderie, and to help the people change their viewpoints. In any group, some are willing and some are unwilling. Gordon was willing and certainly able. But he had been influenced, during his early years with the company, by the older employees. Gordon seldom thought that conditions might get better in the workplace.

We had many discussions about my hopes and dreams for the team, the company, and the future. I live and work, practicing and believing that people can work and play well together. It is possible, as the hymn says to have “strength for today and bright hope for tomorrow.” Gordon appeared to believe hope was dim and strength was fading. That is why I gave him his nickname.

An entire industry exists that offers one-day seminars on teamwork, communication, leadership, time management, and a host of other topics. One strategy I used was to take or send two or three team members to these courses.

The course Gordon attended was “How to Deal with Conflict and Anger through Discipline and Emotional Control.” He happened to be in the same class with two others from the company. These two men were known to display anger in their interactions with others. Gordon later told me he thought, “Charles thinks I’m messed up in the head if he sent me to the same seminar as these two.”

One may question the value and effectiveness of an $89 seminar. Gordon told me a story the morning after that demonstrated he quickly applied what he learned. On the way home after the seminar, Gordon called his wife, Beth. Since they lived in a rural area, Gordon wanted to see if they needed any items from the grocery. What a thoughtful man! Beth told him they were having hot dogs for supper, but she had all the necessary ingredients for the meal.

Gordon left town and drove the twenty miles home. When he walked into the house, Beth said, “I wish I had looked in the refrigerator when you called. We don’t have any weiners for the hot dogs.”

Gordon looked at Beth and calmly said, “I’ll go to the store and get a package.” He drove the twenty miles back to town, bought the weiners, drove the twenty miles back home, and took the necessary weiners into the house.

When he walked serenely into the house, for the second time, Beth looked puzzled and asked, “What in the hell is wrong with you?”

Was the seminar effective? The short-term learning and immediate weiner application provided a great return on the small investment. The telling of the story by Gordon reinforced the positive effect of the interaction. Perspectives shifted over time, and Gordon led me to start calling him “Bloom and Blossom.” I was glad to do so.

Questions for Individuals and Groups:

1. What lessons for individuals and / or organizations can be learned from this story?

2. Are you more of a “gloom and doom” type or a “bloom and blossom type?”

3. What are some one-day seminars that might be beneficial for you?

4. What provides you “strength for today and bright hope for tomorrow?”

5. How do you deal with conflict and anger?

This entry was posted on Thursday, August 23rd, 2007 at 3:25 pm and is filed under Leadership.