Introduction:
Even though it appears as if much more focus has been placed on the Cosvry investments (CI) in the postings, mainly due to the fact that a completely new product is being introduced versus a "known" entity, this does not in any way relegate its importance to the “Holding Base” business model. This post as indicted in the subject is intended to demonstrate why this area is indeed a very valuable and strategic asset, for this Proprietorship’s business model, please follow the below description.
The Intrinsic value of the CD Division:
The Basic structure of this division is completely different from that of the CI intentionally so, because in this section the delegation of responsibilities was intended to highlight the skills of those who was selected and entrusted with this leadership. The form of the organization selected, demonstrates that high regard exists for the abilities of those entrusted with senior management positions by the Proprietorship.
In Jessie Mart, a very seasoned professional was tapped to lead the day-to-day functioning of the development projects to be carried by the teams under her leadership in order that the focus of the Regional Manager would be dedicated primarily to ensuring that the strategically placed Base Coordinators throughout the contiguous 49 States are focused on the primary task at hand, namely securing additional bid projects, which can be translated into successful bid and eventually work projects for the teams. This expectation is still the main focus of these Coordinators, who for the most part will have the added responsibility of ensuring that the well-being of their dependents are addressed. It is for this reason the the roles of the Mobile Program Coordinators was envisioned and in this regard, their assistance should be utilized fully by those needing such resources.
When the teams are involved in their daily projects, it’s the Proprietorship’s expectation that Jessie’s role as the primary Manager will effect completed work that will be carried out efficiently, professionally and on schedule while exhibiting work output that demonstrates a very high standard of workmanship by her team members. The evidence of the success of this Division will be repeat bid opportunities from those for whom project work has been previously carried out. The role of these teams as “ambassadors” representing the CD’s “brand” can’t be underscored, because as their work output become more widely known and is known to be of a very high quality, this type of “advertising” can’t be purchased no matter how many dollars are made available for such activity by those whose work quality leaves much to be desired but who rely on “advertising” as the way to “purchase” reputations of being known for (or synonymous) with high quality products/workmanship. This type of track record will in turn translate into repeat bid offers for potential work projects that in turn will make the work of the Base Coordinators much more meaningful instead of more stressful if the CD teams were to become known for questionable workmanship.
Conclusion:
The case for having highly skilled Managers at the helm of this Division is very significant because of the potential impact such types can have on the project output and ultimately on the reputation their teams become known for as they become better and better known in the industry that doesn’t typically cater to ladies performing these types of traditional male-dominated roles. Therefore, you will become “standard-bearers” of sorts by default, known for competing alongside of and performing the same tasks that traditional types are performing and who aren’t on the work sites, as teams to perform the type of “lunch-wagon” catering tasks some would expect those of your gender to be performing exclusively. Furthermore, don’t expect the traditional types to be encountered to “make it easy for you”, their respect will have to be earned, time and time again, who will only recognize your commitment to the task at hand by the consistency of your output/work quality. As a result, a great deal is being expected of this Division generally and its senior Management in particular and it ‘s for this reason that the individuals who were carefully chosen for the roles assigned were awarded them. Jessie Mart and the spouse of my former colleague, Curt Bock, will lead this Division to greater and greater heights as they build on success after success, with professionalism, courage, character and determination as they overcome obstacles and hurdles on the way to achieving the Proprietorship’s critical goal, namely being respected as a sound investment choice in a sector dominated by traditional types.
James F. Brazant
Proprietor
Conservery/Cosvry/ClChs Bakery
5/8/2015
(see the Conservery Blog Page for the Proprietorship’s new mailing address)
Even though it appears as if much more focus has been placed on the Cosvry investments (CI) in the postings, mainly due to the fact that a completely new product is being introduced versus a "known" entity, this does not in any way relegate its importance to the “Holding Base” business model. This post as indicted in the subject is intended to demonstrate why this area is indeed a very valuable and strategic asset, for this Proprietorship’s business model, please follow the below description.
The Intrinsic value of the CD Division:
The Basic structure of this division is completely different from that of the CI intentionally so, because in this section the delegation of responsibilities was intended to highlight the skills of those who was selected and entrusted with this leadership. The form of the organization selected, demonstrates that high regard exists for the abilities of those entrusted with senior management positions by the Proprietorship.
In Jessie Mart, a very seasoned professional was tapped to lead the day-to-day functioning of the development projects to be carried by the teams under her leadership in order that the focus of the Regional Manager would be dedicated primarily to ensuring that the strategically placed Base Coordinators throughout the contiguous 49 States are focused on the primary task at hand, namely securing additional bid projects, which can be translated into successful bid and eventually work projects for the teams. This expectation is still the main focus of these Coordinators, who for the most part will have the added responsibility of ensuring that the well-being of their dependents are addressed. It is for this reason the the roles of the Mobile Program Coordinators was envisioned and in this regard, their assistance should be utilized fully by those needing such resources.
When the teams are involved in their daily projects, it’s the Proprietorship’s expectation that Jessie’s role as the primary Manager will effect completed work that will be carried out efficiently, professionally and on schedule while exhibiting work output that demonstrates a very high standard of workmanship by her team members. The evidence of the success of this Division will be repeat bid opportunities from those for whom project work has been previously carried out. The role of these teams as “ambassadors” representing the CD’s “brand” can’t be underscored, because as their work output become more widely known and is known to be of a very high quality, this type of “advertising” can’t be purchased no matter how many dollars are made available for such activity by those whose work quality leaves much to be desired but who rely on “advertising” as the way to “purchase” reputations of being known for (or synonymous) with high quality products/workmanship. This type of track record will in turn translate into repeat bid offers for potential work projects that in turn will make the work of the Base Coordinators much more meaningful instead of more stressful if the CD teams were to become known for questionable workmanship.
Conclusion:
The case for having highly skilled Managers at the helm of this Division is very significant because of the potential impact such types can have on the project output and ultimately on the reputation their teams become known for as they become better and better known in the industry that doesn’t typically cater to ladies performing these types of traditional male-dominated roles. Therefore, you will become “standard-bearers” of sorts by default, known for competing alongside of and performing the same tasks that traditional types are performing and who aren’t on the work sites, as teams to perform the type of “lunch-wagon” catering tasks some would expect those of your gender to be performing exclusively. Furthermore, don’t expect the traditional types to be encountered to “make it easy for you”, their respect will have to be earned, time and time again, who will only recognize your commitment to the task at hand by the consistency of your output/work quality. As a result, a great deal is being expected of this Division generally and its senior Management in particular and it ‘s for this reason that the individuals who were carefully chosen for the roles assigned were awarded them. Jessie Mart and the spouse of my former colleague, Curt Bock, will lead this Division to greater and greater heights as they build on success after success, with professionalism, courage, character and determination as they overcome obstacles and hurdles on the way to achieving the Proprietorship’s critical goal, namely being respected as a sound investment choice in a sector dominated by traditional types.
James F. Brazant
Proprietor
Conservery/Cosvry/ClChs Bakery
5/8/2015
(see the Conservery Blog Page for the Proprietorship’s new mailing address)
COMMENT
ReplyDeleteThose who have special skills should never be apprehensive or reluctant about allowing their talents to be seen if and when circumstances arise with the potential for such
abilities to be showcased. Even if such skills are in a non-traditional area, where you typically would expect to find certain types of individuals; such barriers should propell those with the required skills to follow through and seize the opportunity rather become a hindrance and “freeze” them from taking advantage of such circumstances. It can never be said for certain what “heights” could have been accomplished unless an effort is expended in atrempting to undertake some meaninful challenge where the requisite skills are certainly available but the courage to proceed forward is what’s “cementing” those individuals with definite ability in place because of specific situations that are being allowed to be stumbling-blocks in their lives. Passing up the chance to “press your case” should never be said about anyone, who when a God given development arose, simply allowed fear to rule the moment. After all if the “voice” to simply seek a chance is all that’s lacking, how can it be known for certain what would have been made available simply by asking for a specific chance to allow your special skill to be revealed. At such times, what should be remembered is that old “saying”, “NOTHING BEATS A TRIAL, BUT AN EFFORT”.
Please Note: The most updated version of all comments as well as available links, photos, etc. are on the COMMENTS (2015) Page.