 The Granite Slate 
New Hampshire Association of Nutrition
& Foodservice Professionals Newsletter
Volume 10-Issue 4- Summer 2013
MISSION STATEMENT:
Association of Nutrition & Foodservice Professionals (ANFP) is a national not-for-profit
Association established in 1960 that today has over 14,000 professionals dedicated to the mission of providing optimum
nutritional care through foodservice management. We encourage and assist the development of our professionals to
advance their skills in managing and directing their food service operations. Our organization will work as a team to
encourage all members to become involved and to share their knowledge with other professionals.
ANFP Regional Meeting
April 3-4, 2014 at Crowne Plaza
Nashua NH
2012-2014 NH ANFP Executive Board:
Past President: Tammy McAllister, DT, CDM, CFPP [email protected] 226-9824
President: Carolee DeRoche, CDM, CFPP [email protected] 527-5410x225
President Elect: Lynn Hilbrunner, CDM, [email protected] 527-4893
Treasurer: Dan Heon, CDM, CFPP [email protected] 516-4126
Secretary: Tara Thomson, CDM, CFPP [email protected] 924- 0033
Newsletter Editor: Tammy McAllister, DT, CDM
Sysco Boston LLC • 800.877.2766
Proud supporters of the
New Hampshire
Association of Nutrition
and Foodservice Professionals
Good things come from
Sysco
 NH Chapter Meetings 
Are you able to host a meeting?
Do you have meeting
suggestions, or know of a
speaker?
We want to hear from you!!
NH ANFPWEBPAGE
www.anfponline.org/NH
Contact Carolee at:
NHANFP Treasurers Report
[email protected]
527-5410x225w
End Balance 3/31/2013 : $6714.25
Deposits:
Expenses:
New Balance 5/31/2013:
Be sure to check out the
ANFP WEBPAGE
www.anfponline.org
Expenses:
Nationals Air/Hotel
Deposits:
ANFP Spring Meeting
$652.00
$805.00
$6561.25
$805.00
$652.00
Respectfully submitted by
Dan Heon, Treasurer
2013 National ANFP location: Savannah, Georgia!!
ANFP National Leadership Conference to Debut July 28-31
ANFP will transition from our long-held Annual Meeting to our new National Leadership Conference
next summer. The July 28-31 conference will take place in Savannah, Georgia. The new meeting model will
provide advanced leadership and industry topics, increased recognition and networking opportunities, and
innovations on the Expo show floor. The event is designed for current leaders, emerging leaders, CDMs,
foodservice professionals, and corporate partners seeking education and inspiration on leadership skills and
the latest trends in nutrition and foodservice management.
Learn more at www.ANFPonline.
Carolee will be representing NH in Savannah!!!

NH ANFP MEETING
Belknap County Nursing Home – April 11, 2013
Board Present: Carolee Deroche - President
Tara Thomson, Secretary
Absent: Tammy McAllister, Past President
Lynn Hilbrunner, President Elect
Dan Heon - Treasurer
SECRETARYS REPORT: Meeting minutes available for review at welcome table and on website.
TREASURERS REPORT: 3/31/2013 balance is $6,714.25.
PRESIDENTS REPORT:
Welcomed new members & students.
Annual ANFP meeting is in Savannah, GA from 7/26-7/28
The Leadership Conference is from 7/28-7/31. The topic is “Grow & Lead.”
There are scholarships available on the ANFP website
The regional meeting is next April 2014 in Nashua, NH.
Advocate of the year was awarded to Wendy Solomon, RD, in February.
We still need to nominate a member for the President’s award.
Correspondence forms are available at the welcome table. Please update your contact information, or
suggest speakers/topics for future events. If anyone is available to host an ANFP meeting, please let
us know.
The credentialing exam is now all electronic.
On the ANFP website there are publications and online courses if you need CEUs.
Check out our chapter website at www.anfponline.org/NH/
Is anyone interested in helping Tammy with the newsletter?
PRESIDENT ELECT’S REPORT: Nothing to report.
PAST PRESIDENT’S REPORT: Absent
OLD BUSINESS:
Val pointed out that we still have our old DMA banner and asked members about purchasing an
ANFP sign with our state bird and flower. We would also need an easel. Members agreed to
purchase it. Val will check prices and see what we can get for between $150 and $300.
Nationals cost about $2000.
NEW BUSINESS:
Facilities to host meetings and speakers are needed.
Tell us what you want regarding speakers, topics, etc.
SPEAKERS:
Thank you to Joan Fedan, MBA, LD, who talked about “How to Cut Costs in a Tough Environment.”
Here are some tips that Joan had to share with us: Remember to check serving sizes and price per can.
Make sure the staff uses the right size serving utensils. There is a beef/pork mixture available which is
tasty and cheaper. Buy generic brand cereals and cake mixes to save money. On your order guide look at
your big cost items and try to substitute cheaper, comparable products. When the cost of a food
explodes, take it off the menu! Inventory should be two to par level. Overstocking can result in higher
food cost by 10%. Check for improper storage and waste. Avoid “crash” purchasing.
Thank you to Chef Gary Sheldon, CEC AAC, for his interactive cooking demonstration on how to make
comfort foods, casseroles, soups and desserts from scratch and explaining how to hold them while
maintaining quality. The room was filled with tantalizing aromas as Chef Sheldon treated us to samples
of beef stew, cream of broccoli soup, risotto, buffalo chicken macaroni and cheese and chicken pot pie.
Did you know that heating peppercorns before grinding them will result in a more aromatic and tastier
ground pepper to use in your recipes compared to the pre-ground pepper that you purchase? Chef
awarded two books to ANFP members who answered culinary questions correctly: Leadership Lessons
from a Chef: Finding Time to Be Great, by Charles Carroll and The Golden Toque Cookbook, a
compilation of favorite recipes from chefs and their wives.
Thank you to Stephen Janaitis with Acosta Brokers and Dave Richardson with Key Impact Sales for
providing a great food show and a delicious lunch.
Thank you to Carolee Deroche for hosting our spring NHANFP meeting.
We appreciate your hospitality!
Respectfully Submitted by Tara Thomson, CDM, CFPP
Secretary of the Board, NHANFP
NH ANFP Presidents Update
I want to thank you for the privilege of being elected as the president of the New Hampshire
Chapter of ANFP. It is an exciting time with all the changes our association such as the
name change from DMA, the changes to the annual convention now known as “National
Leadership Conference”. Also we have a new President & CEO Joyce Gilbert, PhD, RDN.
We all know that change can be good but comes with its own challenges.
We had a great turnout (22 attendees) for our spring meeting which was held at Belknap
County Nursing Home on April 11th. I want to thank all of the speakers and everyone who
was able to attend. I have heard a lot of good feedback on the meeting. Please visit our
chapter’s website www.anfponline.org/NH/ where you will find the meeting minutes and
pictures.
Many members have expressed a need for sanitation hours. So the board will work on this
for our meeting this fall. We also are looking forward to working with Nationals to plan our
Regional Meeting which will be held in Nashua, NH April 2014. This is an opportunity to
showcase our state. Also, members will be able to receive a good number of continuing
education credits for attending. As soon as we have more information we will pass it along.
Congratulations to our Chapter who will be receiving the Platinum Award at the National
Leadership Convention next month. Also, congratulations to Tammy McAllister, DT,
CDM for winning the Communications Award for our fabulous newsletter!
I want to welcome new members to NH ANFP and they are: Karen Scales, CDM, CFPP of
Merrimack, NH, Cheryl Osgood, CDM, CFPP of Newport, NH, and Laura Hadded CDM,
CFPP of Plaistow, NH. This brings our current membership count to 53. This is an
increase of 8%!!
Again, thank you for the opportunity to serve you as your Chapter President of NH ANFP
Carolee DeRoche, CDM
President NH ANFP
Foodservice Director
Belknap County Nursing Home
30 County Drive
Laconia, NH 03246
603-729-1225
Coping with change in the workplace
Change is constant in the workplace. Different people react to change in different ways. While
some embrace change, others resist or stall the process to the detriment of themselves and
their company. This article discusses how individuals can adapt to change more easily and
minimize change-induced stress.
If you've been at your job for any length of time—say a day or two—you've experienced change in
the workplace. Perhaps you've just adapted to a change only to find out the new order now is being
changed. Your mind and body may be reeling from the stress associated with change, and while
you may not be able to dictate what changes will occur and when, you can control how you handle
and adapt to them. Reacting badly and drawing out the acceptance process can have a very
negative effect on you, those whose lives you touch, and the company that employs you.
Although some changes may seem capricious—change simply for the sake of change— your
company most likely puts a great deal of thought into any major change and even into those that
may appear minor. Information about change management abounds, and some companies work
hard to make sure that changes are enacted in the least upsetting manner for all involved. But even
the best-planned changes can cause stress, unrest, and resistance among workers.
Management and workers need to recognize the different reactions to change and deal with those
that are stumbling blocks to progress.
Change Reactions
According to the Ottawa Business Journal article How Change Affects Teams, by Ruth Gmehlin,
the four common, yet distinct, behavioral reactions to change are:
People who thrive on change—Direct, results-oriented people who embrace quick
decisions and changes, challenge the status quo, and initiate change activity within [an
organization].
People who aren't bothered by change—Optimists whose enthusiasm and creative
solutions to handling change keep others motivated during flux situations.
People who resist change and need time to prepare—Steady decision-makers who
don't like to be rushed and appear to "put up" with change.
People who are concerned with the effects of change—Cautious, careful objective
thinkers who seek to maintain high standards, regardless of changes going on around
them.
Which description fits you? Can you think of people in your workplace who fall into each of these
behavioral types when confronted with change? Where do the majority of your co-workers fit?
Blessed—and probably nonexistent—is the company that employs only those who thrive on change
or aren't bothered by it, and blessed are these types of workers. Change proceeds more smoothly
in these companies, and these individuals suffer fewer negative effects from change.
Those who resist change and need too much time to prepare and those who become overly
concerned with the effects of change to the point that they stall or derail the process can harm
themselves and their companies.
Change-induced Stress
The article Dealing With Change on learnthat.com states that "change is a major source of stress.
Change challenges you to let go of the past, especially the comfortable, old ways of doing, to
accept new challenges and opportunities for growth. There is an illusion that you can manage
change by controlling the world around you, however, change is most effectively managed from
within."
In times of stress, the mind and body revert to instinctive behaviors. If you naturally resist change, it
can be very difficult to alter how you respond when confronted with even small changes.However,
there are steps you can take to minimize your resistance, improve the way you handle change, and
alleviate change-induced stress.
Recognizing Resistance
If you have identified yourself as being among those who automatically resist change—and you
have lots of company—train yourself to be more mindful of your reactions. First, you must
recognize and acknowledge your resistance. Are you resisting a change for a valid reason, or are
you simply resisting because it is your nature to do so?
Some people who resist change are so negative and close-minded that they are unable or refuse to
view changes objectively. They immediately resist and fail to look for the potential positive in the
change.
Even when positive, change is uncomfortable, and discomfort breeds resistance. Some changes
also can trigger an intense emotional response that clouds objectivity. For example, it is normal to
feel sad when a favorite co-worker or manager leaves the company, and it can be difficult in the
midst of sadness to see the opportunity for positive change, but it's there. Acknowledging and
grieving the loss is healthy. Hanging on to any ill feelings about the loss and refusing to accept and
get past it aren't.
Overcoming Resistance
Those who resist change do so for varying lengths of time. One of my former and favorite coworkers was notorious for resisting new ideas, unless they were her own.
I learned early on that when I approached her with a request, the initial answer always would be
no. However, I also learned that her resistance duration was short-lived. She quickly assumed
objectivity; thought an idea over carefully; and if it had merit, she overcame her natural resistance,
jumped in, and enthusiastically helped with the project. This is the kind of behavior change-resisters
should strive to adopt.
Become aware of your reactions. (Even those who embrace change and those who thrive on
change and those who usually aren't bothered by it can suffer initial resistance.) Take a mental step
back and ask yourself whether you are reacting instinctively. If you recognize that you are
automatically resisting the change and putting up a barrier to objectivity, drop the barrier, examine
the change, find the positive—which may be the most difficult part of the process—and accept the
change. Acceptance lowers your stress level.
Accepting Change
Accepting change does not mean that you must suffer gladly changes that have a negative impact
on your job satisfaction. You simply have to accept the fact that a change is under way, and, if
necessary, take the advice offered by Gale Loeffler in her article Dealing With Change: Examine
your work environment. If possible, change what you don't like about your work environment or
accept what you can't change. If you can do neither, then it's time for the big change: a change of
jobs. When beginning a new job, re-examine the old. What worked that you would like to take to a
new job? What should be left behind?"
Other guidelines Loeffler offers for coping with change are:
Develop support relationships at work and home. People with friends on whom they
can rely during stressful times experience fewer negative effects of the stress change can
bring. They also remain healthier, are more successful, and live longer.
Take care of yourself. Eat a balanced diet, exercise, and get enough rest. Take time to
relax with friends and family. Enjoy your hobbies. Listen to your body. If you don't think
these suggestions are important, look around at others who aren't using them. You'll soon
discover just how important these basic wellness tips are.
Build self-esteem. There is only one you. You have special talents and interests. List what
you like about yourself and note your special talents. Also, list what you appreciate about
family and friends. Tell them and make them feel good, too.
Be open and flexible. Knowing that change can happen at any time helps you accept and
adjust when it occurs. Most people are eager to settle into comfortable routines. Realize
that your present routine may only be temporary

Keep your "sunny side" up. The old song went something like, "Accent the positive and
eliminate the negative. Keep on the sunny side of life." A positive attitude helps you feel good about
yourself, goes a long way toward improving your health, and helps you deal with changes that
come along.
Take control of your life. What can you do now that will help you cope with the changes in
your life? Make a list of options. What are the positive and negative outcomes of each
choice? Practice finding the good in each of life's changes. It's not what happens to you
that causes you to be happy or unhappy; it's how you react to what happens. Your reaction
governs the outcome. Take charge of your thoughts and actions.
Use resources available to you. Resources include self-help publications, support groups, friends,
money, loving family members, special talents, good health, time, and a positive attitude. All of
these resources and more can help when you're facing a change. Learn to recognize and use
them.
By Vicki Bell, The Fabricator.com