Anyway

[John Dicus]

I thought you might enjoy this quote I recently received from a person in
one of our Organizational Stewardship sessions:



ANYWAY

People are unreasonable, illogical, and self-centered;
Love them anyway.

If you do good, people will accuse you of ulterior motives;
Do good anyway.

If you are successful, you win false friends and true enemies;
Succeed anyway.

The joy you spread today will be forgotten tomorrow;
Spread joy anyway.

Honesty and frankness make you vulnerable;
Be honest and frank anyway.

People favor underdogs, but follow only top dogs;
Fight for some underdog anyway.

What you spend years building may be destroyed overnight;
Build anyway.

People really need help, but may attack you if you help them;
Help them anyway.

Give the world the best you have, and you'll get kicked in the teeth;
Give the world the best you've got anyway.


Warm regards,

John

--

John Dicus  |  CornerStone Consulting Associates
 -- Bringing Systems To Life --
2761 Stiegler Road, Valley City, OH 44280
800-773-8017  |  330-725-2728 (2729 fax)
http://www.ourfuture.com  |  mailto:jdicus at ourfuture.com

>From  Fri Aug  7 23:38:12 1998
Message-Id: <FRI.7.AUG.1998.233812.0100.>
Date: Fri, 7 Aug 1998 23:38:12 +0100
Reply-To: terry.gibson at virgin.net
To: OSLIST <OSLIST at LISTSERV.IDBSU.EDU>
From: Terry Gibson <terry.gibson at virgin.net>
Subject: Super Supervisor
MIME-Version: 1.0
Content-Type: text/plain; charset=us-ascii
Content-Transfer-Encoding: 7bit

Hello OSLIST

I'm looking for examples of corporations who have discovered the power
of OS over traditional training in the specific realm of supervisor
development.

The initial request was to search out a 'best practice' template:

- ------"Can you, as a training provider (of some repute!!), perhaps
suggest
areas in which it may be profitable to research or comment on how
courses are structured or indeed what are the main attributes you see as

going towards making the 'Super' Supervisor." -------------

I see this as a real opportunity for the supervisors and supervised to
enter OS and take responsibility for their own development needs. But
first I have to convince some die hard, didactic trainers from a
multinational HR department (oil industry) that OS has a track record of
effective and successful change and is an ideal starting point towards
the development of the 'Super Supervisor'.

I would be most grateful for your success stories, especially where they
include solid business and bottom line evidence. And any advice on a
persuasive approach would be welcomed.

Terry Gibson
terry.gibson at virgin.net