Shock in Charlotte.

I found myself unable to concentrate on anything while I was waiting for Michael to get the reaction of the Big Bank to the unusual “Napa lifestyle preservation” request. (I prefer DEMAND to request, but I’m not there.) He said he’d call me right away, but hours went by without a call. Kerin and I actually had a great brainstorming session on creative and cost-effective ways to keep clients happy and thinking about us. We came up with lots of new ideas to remind them of our commitment to quality and service. I might send individual postcards from my next trip to China, like, “Wish you were here – to see the fabulous silk piqué I just found!” And how about wine tasting or blending parties? Maybe have a local chef come and teach us to prepare a famous dish. Again, we will be doing follow up calls to see how well received our product was. And we are going to try to get clients to send us group shots of their employees, fellow committee members and families wearing their Red House shirts, sweaters, etc. Or, we’d volunteer to take pictures ourselves, for an album in our reception room. Testimonials would be nice to have also. And after last year’s harried but successful delivery of shirts with changed cork-like buttons (plus a light breakfast to each wine grower-recipient’s hotel room!) we want to do more along the lines of memorable deliveries. (But maybe less stressful than that night’s efforts!) We also talked strategy for seeking new business. We can always do more of that. Wine country events, country clubs, organizations – there’s lots of untapped work out there for Red House. Too bad Michael wasn’t there to participate in our meeting!

Finally, my cell phone buzzed with news from Charlotte. Apparently, he shocked the bank, which had no idea that Michael had any intention of less than a fulltime-and-forever commitment. As Michael is not big on expressing conflict, it does not surprise me that they had no clue. In fact, they had just presented him with a big envelope of relocation info, including real estate listings and glossy private school brochures when he brought up the caveats. So now, Human Resources needs to have a sit-down with the captains and figure out how (or if) they can utilize Michael in their organization. I have to hand it to him though, he had completely thought through his negotiation strategy before meeting with them today. (And I thought he was lame with details!) He specified a three-day workweek, flying east every Sunday and back to Napa Wednesday nights. It may not have been what I had wanted him to counter with, but it could work. And he made sure that what he could do for them, even with less of a time commitment, was emphasized very carefully. We await their next move. Me, from the edge of my seat on needles and pins. Michael, from his perpetual state of calm. Where does that come from?! Sigh.