Transformation or cultural change calls on the energy, focus and commitment of everyone in the organization. It’s less a matter of managing change than it is a matter of leading.
Cultivating a diverse workforce is important and this notion is supported by economic trends and research. With many Atlantic Canadian regions experiencing population decline and the impact of the ‘brain drain’, as newly minted graduates head west, the topic of enhancing diversity within our organizations has moved to the forefront of talent management conversations.
There comes a time in every leader's career when they must let an employee go. It could be the result of restructuring or that the individual is no longer the right fit for the business needs. Whatever the reason, planning for a termination meeting can cause anxiety and loss of sleep for even the most experienced leaders. What should you say, or not say? How will the employee receiving the news react? How will you handle the transition of the employee’s responsibilities? What security precautions do you need to take?
Hiring a university president is the most important decision a board of governors will make. It is a challenging journey marked with interviews, months of discussion, selection committee meetings and tough deliberations. Once the ideal candidate has been identified, it may seem like the difficult part is over. But, in fact, the most important work of the board lies ahead.
Last year, I worked for six months with a client who diagnosed himself with “imposter syndrome”.
He had a number of skill sets, appeared to have a pretty high I.Q., his E.Q. appeared to be way above average and he had a good job that paid well.
You’ve probably heard about the study that showed that 55% of communication is body language, 38% is tone of voice, and only 7% is based on the words spoken. Whether or not these numbers hold up, we all know that the subconscious mind is skilled at detecting non-verbal cues and that these cues can significantly impact the way an interviewer perceives a job candidate. With this in mind, it’s worthwhile to pay close attention to the cues you might be sending out during your next job interview, so we’ve provided a few tips below to help you make a great first impression.
“Should my child drop Grade 11 Chemistry?” I’ve heard that question, or some variation of it, dozens of times from the parents of high school students over my thirty-year career as a teacher and administrator. Perhaps your son or daughter is finding a course particularly difficult and wants to exchange it for another, or he or she has decided that science is not the path that they want to pursue. It seems like a relatively simple choice, but decisions like this one can have remarkably profound consequences.
There comes a time in everyone’s working life when they feel the need to explore opportunities outside of their current employer. Whatever the catalyst for deciding to interview with potential employers, there is a likelihood at some point that a job offer will be the result; the ensuing resignation and dealing with what may come back from a current employer can be the source of great stress and confusion.
My parents and grandparents’ generation used the term ‘A Job for Life’ with abundance, it was the norm throughout their working lives, yet today it is a concept seldom mentioned. According to the Bureau of Labor Statistics the average Canadian changes jobs 10-15 times during their lifetime, which equates to an average tenure of 4.2 years in any one role over the course of a working lifespan, and recent trends show the longevity between employer is on the decline!
Consistent with our commitment to reduce our carbon footprint, we are increasingly using Skype and other electronic media to interview and interact with candidates from across the country and around the globe. These interview mediums are increasingly utilized by both public and private sector organizations, and are frequently seen as a more effective way to establish rapport and measure a candidate’s “fit” with an organization than phone or email interviews.