Edmonton Half Day Workshop June 2010 Topic: Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? presented by Carmien Owen, Chief Business Architect, Collaborative Consulting Inc. Understanding the Relationship between Personality and Performance presented by Mike Moreau, Director of Client Development, Concord Consulting Corp Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? As the Boomer generation prepares to retire, businesses that fail to successfully execute a knowledge transfer strategy are taking on significant risk. At the same time, many businesses have struggled with successfully delivering Knowledge Management and Business Intelligence solutions. If your business has failed to effectively solve the problems of Knowledge Management (or worse yet has not even attempted to understand its organizational knowledge), then resolving the needs of knowledge transfer between Boomers and other workers is bound for failure. Much of the pain that has been felt around Knowledge Management and Business Intelligence initiatives can invariably be attributed to efforts or projects that treated the symptom and not the cause. In other words, if knowledge requires an understanding of what needs to be learned, then surely the work that is done is central to any effort to transfer knowledge. It is proposed that for an organization to unravel the Knowledge conundrum, the right questions must be asked to determine what workers do and what information is needed to make informed business decisions. In this session, we will present the critical questions that must be asked to build a comprehensive understanding of organizational knowledge. We will consider the beliefs around what organizational knowledge appears to be, and actually is. And most importantly, we will review proven frameworks for determining the causal drivers of the Knowledge Transfer conundrum. The driving premise for this session is that any effort to manage organizational knowledge can only be successful if there is a proven and measured understanding of what is done in the business. In short, understanding what causes knowledge is paramount to being able to manage knowledge. Click here for information on Carmien Owen Understanding the Relationship between Personality and Performance In every workplace, we observe individuals who are consistently above average performers- meeting and often exceeding expectations. Others are average performers and still others are those who on a good day, only perform at a below average level. More frustrating is the fact that these people may share the same education, training and experience as your top performers. So why do we see such a significant difference in performance when the resumes are nearly identical? Determining the “A” players from Receptionist to Design Engineer to Marketing Coordinator to CFO is both an art and a science. Most managers develop the “art” of interpreting resumes, understanding the kind of “relevant experience” necessary for their jobs, and pinpointing the required education or academic training. The area of most failure is the ability to more accurately define what the “high performance” behaviours are for their key roles and then being able to evaluate those in candidates – internal or external. Far too often, tenure or education is rewarded with promotion and individuals are promoted to a place of incompetency. In this session, we will explore the connection and science between personality and performance. We'll present a scientific model that you can deploy in your organization to significantly increase the amount of “A” players in every role. A handout will be provided summarizing the key points and models. Click here for information on Mike Moreau Edmonton Half Day Workshop June 2010 Topic: Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? presented by Carmien Owen, Chief Business Architect, Collaborative Consulting Inc. Understanding the Relationship between Personality and Performance presented by Mike Moreau, Director of Client Development, Concord Consulting Corp Retiring Boomers & Knowledge Transfer: Have You Been Asking The Right Questions? As the Boomer generation prepares to retire, businesses that fail to successfully execute a knowledge transfer strategy are taking on significant risk. At the same time, many businesses have struggled with successfully delivering Knowledge Management and Business Intelligence solutions. If your business has failed to effectively solve the problems of Knowledge Management (or worse yet has not even attempted to understand its organizational knowledge), then resolving the needs of knowledge transfer between Boomers and other workers is bound for failure. Much of the pain that has been felt around Knowledge Management and Business Intelligence initiatives can invariably be attributed to efforts or projects that treated the symptom and not the cause. In other words, if knowledge requires an understanding of what needs to be learned, then surely the work that is done is central to any effort to transfer knowledge. It is proposed that for an organization to unravel the Knowledge conundrum, the right questions must be asked to determine what workers do and what information is needed to make informed business decisions. In this session, we will present the critical questions that must be asked to build a comprehensive understanding of organizational knowledge. We will consider the beliefs around what organizational knowledge appears to be, and actually is. And most importantly, we will review proven frameworks for determining the causal drivers of the Knowledge Transfer conundrum. The driving premise for this session is that any effort to manage organizational knowledge can only be successful if there is a proven and measured understanding of what is done in the business. In short, understanding what causes knowledge is paramount to being able to manage knowledge. Click here for information on Carmien Owen Understanding the Relationship between Personality and Performance In every workplace, we observe individuals who are consistently above average performers- meeting and often exceeding expectations. Others are average performers and still others are those who on a good day, only perform at a below average level. More frustrating is the fact that these people may share the same education, training and experience as your top performers. So why do we see such a significant difference in performance when the resumes are nearly identical? Determining the “A” players from Receptionist to Design Engineer to Marketing Coordinator to CFO is both an art and a science. Most managers develop the “art” of interpreting resumes, understanding the kind of “relevant experience” necessary for their jobs, and pinpointing the required education or academic training. The area of most failure is the ability to more accurately define what the “high performance” behaviours are for their key roles and then being able to evaluate those in candidates – internal or external. Far too often, tenure or education is rewarded with promotion and individuals are promoted to a place of incompetency. In this session, we will explore the connection and science between personality and performance. We'll present a scientific model that you can deploy in your organization to significantly increase the amount of “A” players in every role. A handout will be provided summarizing the key points and models. Click here for information on Mike Moreau Edmonton Half Day Workshop May 2010 Topic: Disability Management: When Does It Legally End? presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls presented by Justin Thoman, CA, President, Thoman Forensic Accounting, Edmonton Disability Management: When Does It Legally End? Today’s legal update focuses on the end of the illness and disability management process. So you have accommodated to the point of undue hardship- now what? Employers continuously struggle with the fear of terminating an employee who has been on disability- can it really be done and how? Our legal expert will review strategies for resolution and establishing frustration of the contract or undue hardship. Participants will obtain key practical strategies and procedures, learn about timing the conclusion of employment to minimize risk and disability benefit implications. We will present defence strategies for Human Rights complaints. We will also look at questions and lessons learned from recent Supreme Court of Canada cases. As managers, we’ve all heard the horror stories. This informative session will deliver the vital information required to properly manage the most difficult part of disability management. Click here for information on Colin Fetter Informational Interviews – Avoiding Guilt by Investigation and Other Pitfalls Most managers have encountered some level of difficulty in getting accurate information and responses during the interview process. We’re told to avoid confrontation, pay attention to body language, nervousness, the list goes on in our search for obtaining the necessary details quickly and efficiently. This special presentation will provide skills in conducting fact finding workplace interviews by providing methods for getting organized for the interview, formulating questions, taking notes and providing a good closing. Participants will review new developments in interview practices including the five-step PEACE method now being used by police investigators in the UK and North America and demonstrate the benefits of its use for workplace interviews in assessing allegations or conducting investigations whether it be based on hard facts or an anonymous whistleblower. We will also address privacy and other legal issues such as recording the interview and how to avoid defamation allegations. The program will also explore use of these new techniques in interviews to develop questions on technical skills and situation based questions in recruitment interviews and in performance evaluations. Participants will obtain the most recent statistics and trends as well as a new approach to the interview process which can be implemented in organizations of all sizes. Click here for information on Justin Thoman Edmonton Half Day Workshop October 2009 Topic: Today’s Critical Issues in Occupational Health & Safety: An Update presented by Trisha Gain, B.A., LL.B., Associate, McLennan Ross LLP Managing Today’s Multigenerational Workforce: What's New? presented by Gail Matheson, Ph.D., Principal, Stratius Consulting Today’s Critical Issues in Occupational Health & Safety: An Update Alberta's Occupational Health and Safety Act is an important piece of legislation that affects all those in the workforce. The Alberta Occupational Health and Safety Code has recently been updated to keep workplace health and safety rules current and relevant. Alberta employers have until July 1, 2009 to comply with the updates. In this session, we will look at the amendments to the Code as well as discuss recent developments and trends in respect to health and safety in Alberta. We will look at a number of critical areas including ever-increasing fines, multiple employer work sites and contractor and subcontractor liability, to name a few. As legislation becomes increasingly stringent on individuals or corporations designated as the Prime Contractors, those Prime Contractors realize their due diligence is, in many ways, connected to the performance of their subcontractors. We will also discuss recent cases of interest to all employers in Alberta. This workshop will also highlight the practical implications for organizations and managers, in order to help you understand the standards and avoid criminal charges in the event of an incident. Click here for information on Trisha Gain Managing Today’s Multigenerational Workforce: What's New? For the first time in history, four generations are participating in the workforce. Each generation has been shaped by different cultural events that influence their values and behaviours. And, each generation responds differently to management styles. Many managers struggle to bridge the differences in their workforce. What can you do to engage a multigenerational workforce? Even the best managers tend to become passionate about the issues of dealing with a multigenerational workforce. For the first time, we have access to market data that tells us what the values of different generations are, which should make it easier to address differences. This data can serve as a mechanism for developing targeted strategies that are more effective for recruitment and retention. The unexpected result has been myths, generalizations, and - in the worst case scenario – prejudice against members of different generations. In this session, we will explore if the differences really do matter, and what the drivers for engagement are across all generations. Participants will obtain tips and strategies and look at recent trends in managing this diverse workforce. Click here for information on Gail Matheson Edmonton Half Day Workshop May 2009 Topic: Top 10 Reasons to Call Your Employment Lawyers… Before You Think You Need Them presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Workplace Investigations: An Update on Today’s Best Practices presented by David Elzinga, CA-IFA, CFE, National Leader, Grant Thornton Forensic & Investigative Accounting Services Top 10 Reasons to Call Your Employment Lawyers… Before You Think You Need Them There are many often overlooked pitfalls and underutilized proactive measures that every employer should understand and use within a proactive employee management system. This session will focus on several of these including: - Employment Agreements/Contracts and the use of fixed terms, severance clauses, and probationary periods. - When is a "contractor" really an employee? - Effective Disciplinary Systems and Last Chance Agreements. - The constantly evolving law on Drug and Alcohol Testing. We will also include an update on the surprising number of Employment Cases from the Supreme Court of Canada this year. Click here for information on Colin Fetter Workplace Investigations: An Update on Today’s Best Practices Most organizations have codes of conduct and various policies for employees to follow. Many of these organizations also have stated consequences should employees breach these policies. However, in most cases the breaches are not clear and/or are only allegations or suspicions and most organizations do not have stated processes for conducting the necessary internal investigations. Internal investigations may result from fraud, theft, harassment, conflict of interest, breach of IT policies, or allegations of workplace violence. This session will review the best practices for undertaking an internal investigation including conducting an appropriate fact finding meeting with an accused employee. We will provide a model protocol to ensure that the investigation is properly conducted and will also address avoiding defamation actions as a result of the inquiry. There will be discussion about the burden of proof required in assessing whether a workplace offence has been committed and the considerations that should be taken into account in assessing discipline. The session will also cover considerations in dealing with the police if the inquiry relates to a criminal offence. We will focus on addressing issues of fraud, theft and conflict of interest. This presentation will provide HR and Administration Managers the necessary information in order to review or develop your present strategy, plans and procedures as well as understand potential problem areas in order to avoid needless litigation in the courts. Click here for information on David Elzinga Edmonton Half Day Workshop October 2008 Topic: Workforce Management in Turbulent Times- Leading Successful Change (Panel) presented by Ed Davies, Vice President- Western Canada, DBM, David Towers, CA, CIRP, Principal Specialist Advisory Services, Grant Thornton LLP, and Steven Connors, B.A., LL.B., Partner, Brownlee LLP, Edmonton Passing the Baton- How to Develop Your Leaders presented by Charmaine Hammond, President, Hammond Mediation & Consulting Group Inc. and Michèle Luit, Principal, Workplace Solutions Workforce Management in Turbulent Times- Leading Successful Change (Panel) Most organizations have experienced major changes in the past to include mergers, acquisitions, corporate restructuring, bankruptcy and closure. All scenarios have consequences. How do you lead or manage a successful transition? Our panel of management, legal and financial experts will help you recognize obstacles, provide the tools and strategies to address them, develop a plan and learn about the critical issues to successfully manage the change. This informative session will conclude with an Ask the Expert segment with the audience. No news travels faster through an organization than that of downsizing or mergers and most mistakes and setbacks during a major change stem from communication and people planning issues. Ed Davies will provide insight on the five common and unnecessary mistakes that destroy employee trust, timing of how and when changes should be announced as well as what to do and say during that uncertainty stage before decisions are made. Participants will acquire information on no spin communications that build trust, key talent utilization, retention and productivity and tips on merging cultures. David Towers will talk about risk management, corporate restructuring, receivership and bankruptcy. Participants will gain an understanding of the early warning signs of commercial financial distress. We will also include an update on the Wage Earner Protection Program (WEPP). Steve Connors will provide the legal perspective on employment issues that arise during turbulent times including: Share vs. Asset transaction- resulting obligations and liabilities, post employment obligations, employees absent due to illness and disability, benefits and privacy issues. Click here for information on Ed Davies Click here for information on David Towers Click here for information on Steven Connors Passing the Baton- How to Develop Your Leaders With today’s economy, fast paced employment world and staff attraction and retention issues, many employees are being promoted as a result of necessity, tenure and loyalty, rather than being developed to assume increased corporate responsibility. Too often, these employees struggle with the transition from being “one of the guys” to “supervising the guys”! Most often the challenge is not so much adjusting to the tasks, as much as wading through the transition of managing the people and the change in relationships. When new leaders are not equipped to effectively transition, organizations are often faced with a double-edged sword – the potential loss of seasoned employees or dealing with requests from the newly promoted to resume their previous role. This session will provide an overview of creating and developing a culture that supports employees in their climb of the corporate ladder, why everyone needs to know the rules of the game and what constitutes success. Participants will gain insights about the challenges employees face during the transition from team member to leader: how to manage former colleagues and friends, create actionable results in the workplace, develop strategies to help the new leader over the bridge and through the barriers, validate and communicate the new role to team members and deal with friends or former friends. Click here for information on Charmaine Hammond Click here for information on Michèle Luit Edmonton Half Day Workshop April 2008 Topic: THE NEW REALITY: Hot Employment and Labour Issues in the Boom Times presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Background Checks- Do you really know who your employees are? presented Justin Thoman, CA, Senior Manager, Forensic Accounting & Investigative Services, Grant Thornton LLP, Edmonton THE NEW REALITY: Hot Employment and Labour Issues in the Boom Times This session will focus on two key aspects to managing and succeeding in the boom times: recruitment, retention and return strategies and management of illness and disability claims. How do you keep productive employees at work for longer? While the presentation has a legal background, participants will acquire practical proactive strategies for employers to deal with these issues in the extremely difficult economic and legal climate faced by Alberta employers. Obtain the most up to date legal tips, trends, recent judgments and ways to avoid litigation. Highlights of the Recruitment and Retention segment include: how to identify and attract employees of choice, retain employees for the long haul, exiting employees and the battle to bring them back. Highlights of the Managing Illness and Disability segment include: Human Rights, Citizenship and Multiculturalism Act, duty to accommodate, undue hardship, employment contracts, verifying medical and disability claims, return to work programs, attendance management programs and stress claims. Click here for information on Colin Fetter Background Checks- Do you really know who your employees are? In today’s market, many employers don’t feel they have the luxury to do full or proper background checks on potential employees. The market is vulnerable and employers are competing to hire in the shortest time possible so quite often checks don’t get done at all. Professional investigators constantly deal with employees who have lied on their application material and end up under investigation for issues such as fraud or conflict of interest. Lies on resumes may include everything from qualifications, education, past employment history and even real names. This session will explore the extent of the problem and some of the pitfalls and liability in failing to do proper background checks. Participants will be given some tools to set up procedures which meet the needs of the organization to properly check new employees and the duty to protect the personal information of the applicant. Participants will obtain a matrix which can be used by employers to ensure that the right checks are in place for the right position within an organization. Avoid unnecessary expenses and the “cookie cutter” approach. Improve your internal processes and make the right hiring decision from the start! Click here for information on Justin Thoman Edmonton Half Day Workshop April 2008 Topic: THE NEW REALITY: Hot Employment and Labour Issues in the Boom Times presented by Colin R. Fetter, B.Comm, LL.B. Partner, Brownlee LLP, Edmonton Background Checks- Do you really know who your employees are? presented Justin Thoman, CA, Senior Manager, Forensic Accounting & Investigative Services, Grant Thornton LLP, Edmonton THE NEW REALITY: Hot Employment and Labour Issues in the Boom Times This session will focus on two key aspects to managing and succeeding in the boom times: recruitment, retention and return strategies and management of illness and disability claims. How do you keep productive employees at work for longer? While the presentation has a legal background, participants will acquire practical proactive strategies for employers to deal with these issues in the extremely difficult economic and legal climate faced by Alberta employers. Obtain the most up to date legal tips, trends, recent judgments and ways to avoid litigation. Highlights of the Recruitment and Retention segment include: how to identify and attract employees of choice, retain employees for the long haul, exiting employees and the battle to bring them back. Highlights of the Managing Illness and Disability segment include: Human Rights, Citizenship and Multiculturalism Act, duty to accommodate, undue hardship, employment contracts, verifying medical and disability claims, return to work programs, attendance management programs and stress claims. Click here for information on Colin Fetter Background Checks- Do you really know who your employees are? In today’s market, many employers don’t feel they have the luxury to do full or proper background checks on potential employees. The market is vulnerable and employers are competing to hire in the shortest time possible so quite often checks don’t get done at all. Professional investigators constantly deal with employees who have lied on their application material and end up under investigation for issues such as fraud or conflict of interest. Lies on resumes may include everything from qualifications, education, past employment history and even real names. This session will explore the extent of the problem and some of the pitfalls and liability in failing to do proper background checks. Participants will be given some tools to set up procedures which meet the needs of the organization to properly check new employees and the duty to protect the personal information of the applicant. Participants will obtain a matrix which can be used by employers to ensure that the right checks are in place for the right position within an organization. Avoid unnecessary expenses and the “cookie cutter” approach. Improve your internal processes and make the right hiring decision from the start! Click here for information on Justin Thoman