Category Archives: Organizational Development

Success Story: Launch Pad – Youth Activity & Technology Centre

LaunchPad, a new Youth Activity and Technology Centre in Hanover, is a place where young people between the ages of 12 and 18 can explore the world through a wide range of activities – art, digital media, software, music, entrepreneurship, computer hardware, hands-on and just plain fun. Staff at the centre encourage the young people to see how their talents and innovative ideas can help them and their communities grow.

At LaunchPad, young people learn important skills that can improve their employability, and make new connections with employers and local leaders in their communities. The hope is that they’ll stay and work in the area after they graduate high school.

Continue reading Success Story: Launch Pad – Youth Activity & Technology Centre

Succession Planning Tips Part 3: Selecting A Leader

Selecting a leader is much more than just simply filling an existing position. In the third and final part of our Succession Planning Tips series (see Part 1 and Part 2); we will be over-viewing a checklist for selecting a leader.

Succession Planning Checklist:

Continue reading Succession Planning Tips Part 3: Selecting A Leader

Ontario Greenhouse Business Enhances its Competitive Edge with Growing Forward 2 Funding

Andrew Hendriks Jr. knows that in his business, he must constantly evolve. It’s the only way to stay competitive in the greenhouse industry.

Continue reading Ontario Greenhouse Business Enhances its Competitive Edge with Growing Forward 2 Funding

Succession Planning Tips for Not-for-Profits

Succession planning is the process of passing important leadership roles to the next generation of members in an organization. Proper succession planning allows for the smooth transfer of responsibilities and tasks from existing members to the succeeding group. A succession plan is put in place to avoid scrambling before an annual meeting, trying to get a warm body in a seat at the board table. Different approaches as to how an organization can best transfer the required skills and knowledge to its upcoming members can be used; no single approach works for everyone.

Succession planning focuses on the jobs that are most crucial to the operations of the organization, and outlines how  roles and responsibilities are to  be handed down to the most qualified individuals. Often times, the individuals who take over lead roles do not have the same experience and knowledge that the current person in the position does, so succession planning helps to identify these gaps, and aid in the development of these successors. Continue reading Succession Planning Tips for Not-for-Profits

Four Simple Considerations You Need for Performance Measurement Success

I recently had the opportunity to attend the PuMP Toronto Workshop. PuMP is a performance measurement process that was created by Stacy Barr and licenced to Adura Strategy in Canada. OMAFRA’s Rural Economic Development Branch provides performance measurement resources to our clients; I am a firm believer in the value that they bring to measuring an organization’s impact and am always eager to hear what new methods and techniques are available to do so.

This intimate workshop brought together public and private sector organizations from across Canada, (participants represented organizations from Calgary, AB to Saint John, NL and all points in between) to learn about effective techniques, using the PuMP performance measurement blueprint.

Here are my four takeaways after participating in the workshop: Continue reading Four Simple Considerations You Need for Performance Measurement Success

E-Learning 4: Conflict Management- Minimize and Resolve Conflicts

Conflict is natural; everyone has their own views, values, opinions and ways of expressing conflict.PNGthemselves, which can often result in conflicting ideas. Conflict is also a good thing. Without people questioning certain aspects of scenarios or decisions, it would be very difficult to reach an optimal solution for all parties. The “Conflict Management” e-learning module is designed to help organizations minimize negative conflicts, as well as resolve them as they arise. Conflicts that are not handled properly can be detrimental to an organizations culture, efficiency, and overall success, and learning to deal with them in a professional manner is a crucial component of maintaining an organizations integrity.

This module offers three lessons which highlight different aspects of conflict management: Continue reading E-Learning 4: Conflict Management- Minimize and Resolve Conflicts

Collaboration Goes a Long Way: Huron County-wide Economic Development Planning Project

Successful regional economic development planning achieved thanks to the “Train the Trainer” program developed by the Regional Economic Development Branch of the Ontario Ministry of Agriculture, Food and Rural Affairs (OMAFRA).

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Vicki Lass, Agriculture and Rural Economic Development Advisor, presenting at the 2016 ORGA/ROMA annual conference

Gone are the days of planning in silos for the municipalities in Huron County. In 2014, the County began the challenging process of re-structuring their entire Economic Development department and also created an Economic Development Board comprised of leaders from across the business community. The first order of business was to develop a comprehensive strategic plan. Working together, all ten municipal partners and community representatives achieved economic development plans that are integrated county-wide.

Key Factors for the project success:

  1. Influential Leadership
  2. Time Commitment
  3. Agreement on Common Elements

Continue reading Collaboration Goes a Long Way: Huron County-wide Economic Development Planning Project

E-Learning 3: Policies and Procedures – a Link between Vision and Operations

In every organization, regardless of size or sector, there needs to be a certain level of understanding that is common throughout the organization in order for it to function properly and be successful. Successful organizations guide how they operate with effective
policies and procedures. For example, Governance Policies P&P.PNGpertain to the overarching structure, goals, and values of an organization.

“Having everyone on the same page with documented rules and regulations helps an organization stay on track to complete their goals”.

Continue reading E-Learning 3: Policies and Procedures – a Link between Vision and Operations