Roswell Incident

Happy Friday!

On this day, July 7th, 1947, Roswell Army Airfield Major Jesse Marcel collected debris from W.W. “Mac” Brazel’s ranch after he contacted the sheriff in Roswell to report the incident. The next day, a press release from the Roswell Army Airfield (RAAF) stated that they had recovered a “flying disc” from a ranch near Roswell. This announcement quickly grabbed public attention and sparked widespread speculation that the object might be an extraterrestrial spacecraft. However, the RAAF quickly changed their statement, claiming that the recovered object was actually a weather balloon, specifically a “Rawin” target device used for atmospheric research. This sudden reversal led to various conspiracy theories suggesting a government cover-up of a crashed alien spacecraft and the recovery of extraterrestrial bodies. Over the years, the Roswell incident has been the subject of intense debate, with believers arguing that the initial press release was true.

In a speech by President Clinton, at City Hall, Belfast, on November 30^th, 1995, he told the crowd, “I got a letter from 13-year-old Ryan from Belfast. Now, Ryan, if you’re out in the crowd tonight, here’s the answer to your question. No, as far as I know, an alien spacecraft did not crash in Roswell, New Mexico, in 1947. And, Ryan, if the United States Air Force did recover alien bodies, they didn't tell me about it either, and I want to know.” The speech did not quell the debate or government mistrust, nor did it offer transparency. When leaders are transparent, they share information freely, involve others in decision-making processes, and provide clear explanations for their actions. This approach fosters trust, promotes accountability, and allows stakeholders to have a better understanding of the leader’s intentions and the overall direction of the organisation.Transparency Is Your Leadership Judge.

“Transparency is essential to your integrity as a change leader. Without this fundamental foundation, mistrust, misunderstanding, and inevitable failure follow”

During organisational change implementation, everyone should know that the success of the change is paramount, and all employees should be aligned on this important organisational objective. To create trust between all employees, there should be transparency in information, decisions, and relationships. The sponsor’s goal should be to create a “one team mindset” mentality that overrides departmental allegiances, ensuring resources are shared. Creating a sense of community, camaraderie, being part of a family, and a feeling of pride from working on an important change programme are great ingredients for delivering successful organisational change.

Have a fantastic weekend with the ones you love and care for, enjoy some fresh air, exercise, eat, drink and be happy.

Further Reading: Change Management Behaviour: Leadership of Change Volume 7

Peter consults, speaks, and writes on the Leadership of Change^®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: https://www.a2b.consulting  https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

~ Leadership of Change® Volume 1 - Change Management Fables

~ Leadership of Change® Volume 2 - Change Management Pocket Guide

~ Leadership of Change® Volume 3 - Change Management Handbook

~ Leadership of Change® Volume 4 - Change Management Leadership

~ Leadership of Change® Volume 5 - Change Management Adoption

~ Leadership of Change® Volume 6 - Change Management Behaviour

~ Leadership of Change® Volume 7 - Change Management Sponsorship

~ Leadership of Change® Volume A - Change Management Gamification - Leadership

~ Leadership of Change® Volume B - Change Management Gamification - Adoption

Coming soon:

~ Leadership of Change® Volume C - Change Management Gamification - Behaviour

~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship

~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams

By Peter F Gallagher

Keywords: Leadership, Change Management, Business Strategy