Subject: "Royal Bank of Canada".

Body: We have received an executed Amendment Agreement by and between Enron Canada Corp. and Royal Bank of Canada dated as of October 9, 2001, which amends the notice information for both parties contained in the ISDA Master Agreement dated September 28, 2000. Copies will be distributed. Stephanie Panus

Subject: "Revisions to Online Trading GTC's".

Body: I don't know if your directory is supposed to be the place where all the most current GTC's are kept, but there have been some changes while you've been gone. I think Stacy has created new firm GTC's, and Leslie Hansen has revised the power to change the tax language and also change some of the reps. I told her to coordinate any changes she might have with David Forster. Janice has also been revising her forms to deal with some EFP issues.

Subject: "Expense Reports Awaiting Your Approval".

Body: The following reports have been waiting for your approval for more than 4 days. Please review. Owner: Luiz T Maurer Report Name: LM 111301 Days In Mgr. Queue: 14 Owner: Susan J Mara Report Name: SJM11152001 Days In Mgr. Queue: 11

Subject: "A Teamwork Newsletter from ManagementVitality".

Body:
=09 ManagementVitality logo =09 We are pleased to send you our November 2001 Issue as an example of our M= anagementVitality Teamwork Newsletters. You may also go to November Teamwor= k Newsletter to view an online copy. Glenn McInnes President ManagementV= itality Inc. Glenn.McInnes@ManagementVitality.com =09 Teamwork Newsletter NOVEMBER 2001 =09 Trust is the fuel that moves companies forward Business is down. Layoffs= loom. Employees are focusing on their family, and many fear losing their j= obs. Yet, you need to move your company or your department forward. You nee= d to move upward and onward. What does it take? Trust! We suggest that it i= s Trust that allows the balance between the opposing demands of work and qu= ality of life. As always, moving forward requires a balance of effectiven= ess vs. efficiency and short-term vs. long-term goals. A closely connected = tenet of these four is trust and getting to trust is a process that can be = worked on. The ability to work towards the future as a team requires trus= t because the future is pure promise, and has no reality in the here and no= w. Without trust, there can be no agreement concerning future events. After= all, certain real, clashing interests will be sacrificed in the short term= , for an unreal future built on promises. Trust is the factor that permits = common goals to benefit both parties. Thus, conflicts of interest are reso= lved through common goals pursed in an atmosphere of mutual trust. Those wh= o understand capi (coalesced authority, power and influence) know that it n= aturally gives rise to conflicting interests. To get things done, a team mu= st have common goals or interests to bind them together. Mutual suspicion m= ust give way to mutual trust. As we well know, the bearers of various impl= ementation forces come into conflicts that simply do not get resolved. When= fundamentally different interests are at issue, resolution often seems imp= ossible. There are no obvious or immediate win-win solutions. In fact, Dr. = Adizes makes the bold declaration that when conflict arises among people wi= th different interests, the short-term outcomes can never satisfy both part= ies. In the short term, conflicting interests can only be addressed by a co= mpromise, where both parties? interests suffer, or by a win-lose scenario t= hat leaves one party seriously disgruntled. Destructive conflict over diff= erent interests manifests itself as long, drawn out tensions between the di= fferent players. The conflict will not go away. The trick is to harness tha= t conflict to achieve something, rather than trying to pretend that it does= not exist. Avoiding conflict is not the secret. Encouraging constructive c= onflict is the way to move forward. Trust is the only path to constructive = conflict in a situation of different interests. However, trust can only be= earned over time. To establish trust, one must establish a history of livi= ng up to promises. Since trust can be eroded in a split second, making the = pursuit of common goals increasingly difficult, one must move slowly and ca= refully and in a non-threatening manner as one builds that history of trust= . To learn more, or for a refresher on the trust process, enroll in our on= line course, Teamwork Plus! at www.ManagementVitality.com . To send in= your own question to this newsletter, write Katherine.Prouty@ManagementVit= ality.com. To brush up or learn more about the Adizes Methodology, go to = www.ManagementVitality.com . Congratulations to Michael Rossiter, Group = Executive - Learning and Development, LendLease from London England for wi= nning the free enrollment in the November course of Teamwork Plus!. To q= ualify for our December draw for our next free course, subscribe to this = monthly newsletter! Your number to qualify for this month's contest is 4400= . If you found these ideas useful, please forward this Newsletter to a c= olleague. Return to ManagementVitality Home Page =09 =09=09 Online Courses: Teamwork Plus! series What: The six courses in Teamwork= Plus! are 1. Managing Change 2. Harnessing Conflict 3. Predicting Decis= ion Outcomes 4. Understanding Corporate Lifecycles 5. Overcoming Obstacle= s to Implementation 6. Effective Corporate Structure =09 Management Style= Test =09 =09 Student's Time: About 3 hours per course, any time of day or night, about = 18 hours for the series. Timetable: Six weeks, 1 course per week, starting= January 14th and ending March 1st. It's easy to take, even when travellin= g. It has a start date and an end date, and in between those dates you can = start when you wish and proceed at your own pace, participating in threaded= discussions which are tied to what section you are up to in the course. Th= is means that between the start date and end date you participate in a dial= ogue in the context of where you are in the course and not in the context o= f where you are either in time or place, or whether you progress through th= e content ahead of or behind other students. Host: Bill Caswell, P. Eng.= , 25 years as a CEO, ManagementVitality Content Officer and an Adizes Assoc= iate will offer comments on every student's answers to Questions and Exerci= ses, throughout the series. Price: $495 U.S. for the series of 6 courses. = Enroll in Teamwork Plus! at www.ManagementVitality.com . =09