While the medical profession talk of a curve, so does the private sector. Before – now – after. The now is happening fast and slow it seems. We are waiting for the signal that we can go back to normal – whatever that is post-pandemic. But for now, we are living in that “what is” state that is full of unknowns, high anxiety and demanding leaders dig deep and shine! In a recent HRB article, Eric McNulty and Leonard Marcus outlined what they believe are the greatest pitfalls of leadership during a crisis: Taking a narrow view Getting seduced by managing Over-centralizing the response Forgetting the human factor The article is definitely worth a read, but we would like...
With COVID-19 now declared a pandemic, all of us are now living in a worldwide crisis and no one can predict how or when this will end. What is clear is we now need to follow the science-based advice of our health experts. The World Health Organization has broadcast the following advice that has been shared across the globe, and should be shared with everyone, everywhere, including in all workplaces: Wash your hands frequently Maintain social distancing Avoid touching eyes, nose and mouth Practice respiratory hygiene If you have fever, cough and difficulty breathing, seek medical care early Stay informed and follow the advice given by your healthcare provider This advice is essential but what about the role of leadership...
"Progress is not a feature of nature; as with most human accomplishments, it is something that only exists and succeeds if we believe in it and devote resources to it.” Do you and your organization believe “People are your most valuable resource”? If so perhaps 2020 can be a year where you review how you and/or your organization are doing – really doing – on the “people” side and then commit to the investment needed to improve. Signs of trouble could include problems with recruitment and retention? Too much absenteeism and turnover – or worse – presenteeism (is that even on your radar)? A growth in bullying and harassment complaints? Is your productivity declining along with your profits or success...
Bill C-65 comes into effect in 2020. This bill changes EVERYTHING for federally regulated employers with respect to how they address workplace violence and harassment. Bill C-65 defines “harassment and violence very broadly as “… any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee …”. When it becomes law, all federally regulated businesses and industries - representing close to one million workers in Canada who work in many sectors including banks, transportation, communications, mining, Crown Corporations and many more - will be required to make substantial changes to how they address workplace violence and harassment. Employers will have to...
Today more than ever, corporate talent professionals are being challenged to adapt their leadership-training role. Moving from compliance training with scheduled periodic interventions and evaluations, the trend is to deliver the needed skills upgrading and development fast and when needed but also in a modality that inspires their leaders and managers to reinvent themselves, further hones and deepens their competencies, and positively contributes to the growth of their employees. Hybrid or blended learning has the power to transform and improve the learning process and meet these new demands. This powerful holistic approach leverages virtual online tools with instructor-led training and makes the overall process more personal, experiential, accessible and innovative. While many organizations may be familiar with the concept of...
