Conflict is a normal and healthy part of our lives, when properly managed. We all need conflict in our lives, as it is an opportunity for us to test limits and set new boundaries. But when differences of opinion are not constructively managed, they can escalate into big problems around boardroom tables. Conflict can cause heightened emotions and board members to take sides, and a disagreement can grow into something much more difficult to resolve. Successful conflict resolution can build trust and strengthen interpersonal relationships.
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
5 Points to Consider Before you Collaborate
Are You Ready to Collaborate?
Collaboration is a process where groups or individuals partner with others. They share a common purpose and most importantly, mutually benefit from doing so. Continue reading 5 Points to Consider Before you Collaborate
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.
4 Steps to Succession Planning: Tips Part 2
Developing a succession plan is easier than you may think. See Part 1 of this series: Succession Planning Tips for Not-for-Profits
4 steps to developing your succession plan:
Continue reading 4 Steps to Succession Planning: Tips Part 2
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 
themselves, 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).
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:
- Influential Leadership
- Time Commitment
- Agreement on Common Elements
