I still remember my cousin calling me to announce that she and her husband were relocating to Richmond, VA. The first question I remember asking is, “Are you taking the baby (Alyssa) with you”? Stupid question. What was she supposed to say? Marcy and Leslie surely weren’t leaving their child behind!

I give my cousin’s husband big props. Not only was I discombobulated by the idea of Marcy and Alyssa being hundreds of miles away I have an idea the rest of my family was pretty freaked out too! The opportunity was a fantastic one for him and a chance to give his growing family roots and room to grow. How could he say no to an opportunity like that? Something he did told me volumes about just how smart a man he was.

He invited his late father-in-law and me to take the trek to Richmond to see where the family would be living. My Uncle Sam knew construction and was able to size up the situation and feel comfortable with what he saw. We talked about our concerns the entire ride down and back home. Because he did this, Les had an idea he might receive our full support – and we did throw our support behind him and Marcy. I will take the liberty and speak for my Uncle in saying we were so grateful Les thought enough of us to include us in their transition plan.

Often we think when we are new to a company or to a team that we only join our immediate team, not understanding the impact we have on the entire culture of the organization. Our joining or moving actually changes the dynamic of the organization – and everybody from the company President, to the virtual team, to the clients is impacted in some way. What we give to the company – or don’t give to the company – by way of our support can actually affect the bottom line. How we respect those persons who have tenure and history with the organization will affect our appreciation for their work and our assimilation into the company culture. It’s kinda like getting married – you think you’re just marrying the person however, you’re marrying their family and family issues – and they are marrying yours as well! You are fooling yourself if you think you’re going to change the mind of any company in a flash – unless you buy the company! And even in that case, managers who have worked through mergers/acquisitions will tell you that only the most careful research, communication and buy in will allow for an almost seamless transition for the people and processes in the organization. The things you set in motion during any period of transition are the things that will impact the next phase of your life. Say or tell yourself whatever you like (especially about the marriage thing) – that’s the way it is.

My cousin’s husband is an accomplished diplomat when it comes to family affairs. The fact that he could soothe the concerns of the freaked out Aunt, the concerned Father-in-law and get full buy-in for the new life he was creating for my cousin and their children speaks volumes for his thought process and for his character. God bless my Nana Lucy because she was right about him when she told me all those years ago that he was a keeper!

Les, thanks for the lesson learned…