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Cathy Sheldrick

Talent Management Truths - 5 lessons from the field to help solve todays workplace challenges

Talent Management Truths: 5 Lessons from the Field to Help Solve Today’s Workplace Challenges

Human Resources / By

Talent management has been in the spotlight recently as many organizations face historic talent shortages, a workforce struggling with fatigue and burnout, and the ongoing pressure to reduce costs and increase productivity. Not only do organizations need to find talent with the right skills for today, but they also require an agile workforce who can adapt to the constant changes in job demands. According to the World Economic Forum’s Future of Jobs Report, half of all employees will have to reskill by 2025. The pressure is on talent leaders, and organizations alike to ensure their people are prepared for the future of work and this pressure is not likely to dissipate any time soon.

6 Ways to Assess Your Organization’s Equity, Diversity, and Inclusion

6 Ways to Assess Your Organization’s Equity, Diversity, and Inclusion

Human Resources / By

How can leaders rethink the implementation of Equity, Diversity and Inclusion (EDI) training and initiatives to maximize returns on their people and culture? Successful EDI training involves the embedding of equitable practices, procedures, and policies in every facet of an organization, and it is not offered as a stand-alone training or performative.  Organizations that rush to implement EDI training programs without reviewing their motivation, internal practices, policies and programs have difficulty sustaining the changes they wish to see, and return to the previous paradigm for their organizations. For an organization to develop, value, and profit from EDI training, it requires authentic buy-in to the benefits that can be had for all stakeholders; from employees, managers, customers and owners: to move from traditional “Human Resources” organization to a “People and Culture” organization.

Organizational Transformation: Why it’s So Hard, Why it Matters, and Why You Should Start Now

Organizational Transformation: Why it’s So Hard, Why it Matters, and Why You Should Start Now!

Organization Development / By

If there is one thing we’ve re-learned over the past few years, it’s that change is constant, whether we like it or not. The COVID-19 pandemic has often been credited for being the catalyst of changing the way we work, but it was only a reminder of how quickly people can adapt when they need to—and how resilient they can be. Today, adaptability and resilience are required on a regular basis. Market volatility has made strategic transformations essential for some industries to survive. Critical and topical initiatives like equity and inclusion, digital transformation and building a future-proof workforce represent massive shifts, particularly for organizations where culture has remained unchanged in decades. Here is where organizational transformation comes in.

Fairness in Workplace Investigations - How Much Should Respondents Know

Fairness in Workplace Investigations: How Much Should Respondents Know?

Uncategorized / By

Workplace investigations are increasingly complex. New workplace investigators often struggle with how much information to share with the Respondent during the investigative process. Questions often arise such as:
How much information is a workplace investigator required to share? How much information should be shared before the Respondent’s interview? What impact will disclosure or non-disclosure have on the outcome of the investigation?

HR Metrics and Analytics: So Many Numbers, So Little Time…

HR Metrics and Analytics: So Many Numbers, So Little Time…

Human Resources / By

In this article, we will share two structured ways to look at organizing your thinking and your data analysis that will make more effective use of your time and lead to more timely and informed decisions. First, we will overview the HR Metrics Cycle which leads in clear steps from defining the opportunity or problem, to decisions and a relevant action plan. Secondly, we will dig more deeply into the Define step of the cycle. Starting any project with clearly defined goals and agreed terminologies and metrics is critical to a project’s relevance and success.

Leading Human Resources in Transformative Times

Leading Human Resources in Transformative Times

Human Resources / By

The field of human resources has experienced incredible change and transformation over the last five years. These include the impacts of the COVID-19 pandemic and changing expectations about work, to significant labour market challenges and new views of organizations’ responsibilities related to issues of equity. There has been much to navigate within this context. How do we define ourselves within this context of increased complexity? What are our priorities and critical “must have” skills to support us within this environment? Who are we as human resource leaders and what roadmap should we be using to gain insight into our leadership journey?

How Do You Determine the Best Work Model for Your Organization or Team?

How Do You Determine the Best Work Model for Your Organization or Team?

Human Resources / By

Any organizations that implemented post-COVID-19 work models (remote, hybrid or in office) should be evaluating their choice regularly, to ensure that they retain their competitive advantage and continue to attract the right human resources. It is my recommendation that a review be conducted after the first six months to ensure that the model continues to support the strategic direction of the organization. 61% of Canadian organizations have moved to a hybrid work environment because this was the preferred model by many employees.

Queen's IRC Staff Celebrating 85th Anniversary Year

85 Years of Lifelong Learning

News / By

Queen’s IRC celebrated our 85th anniversary on October 12, with an afternoon open house. Guests from the University and local community, as well as IRC participants, speakers, and staff celebrated at the Queen’s IRC office in Kingston.

Speeches from the Dean of the Faculty of Arts and Science, Dr. Barbara Crow, and Queen’s IRC Director of Professional Programs, Alison Darling, highlighted new programs and projects on the horizon for the Centre, and showcased our achievements.

The event also provided the opportunity to reflect on our history and review some of the documents from our past. In many ways, we see how far our training – and the world in general – has come since 1937. We started in a time when industrial relations conferences and training was for “business men”, with men leading the training as well. In 2022, we find that at least half, and often more, of our participants (and facilitators) are women.

How to Lead Your Life with Resilience

Human Resources / By

Are you feeling tired or frustrated chasing elusive happiness? A full life does come with setbacks. This is a reality we all face. The better able you are at handling these setbacks, the more stable your level of happiness will be. This is why learning how to move through life’s many adversities is important. You can experience consistent happiness while overcoming your life’s challenges by leading your life with resilience. Below are the six holistic essentials from the Circle of LITE personal leadership framework to help you do so.

Canadian HR Awards 2022

Queen’s IRC a Winner at the Canadian HR Awards

Uncategorized / By

We are honoured to be the recipient of the HRD Readers’ Choice Award for Best Service Provider! The award acknowledges the contributions of a company or individual with a proven track record of providing the HR industry and/or HR professionals with the superior service, solutions and support needed to perform their duties.

The Talent Management Revolution

The Talent Management Revolution

Human Resources / By

Talent management has emerged as a top priority for organizations over the last decade and has only been accelerated by the pandemic as employees were sent home, many displaced, and employers had to radically shift business operations. Human Resources (HR) led the charge in supporting business units to make this transition as seamless as possible – while stabilizing a very disrupted workforce. Not only has HR been thrust into the spotlight over these last few years, but progressive HR leaders have played a significant role in shining a spotlight on a much-needed talent management revolution.

The Gift of Workplace Coaching

The Gift of Workplace Coaching

Human Resources / By

Many employers of choice offer coaching to their new generation of leaders because it’s a tool with transformative powers. Given the ever-changing business landscape—including the transition back to the office after COVID-19—smart employers provide their employees with the tools they need to succeed—from day one. For new leaders, that includes coaching. In this article, I will talk about what coaching is, the transformative power of coaching, what new leaders can expect from employer-sponsored coaching, and how to get the most out of the gift of coaching.

Inspiring Leaders: Behaviours Build the Brand

Inspiring Leaders: Behaviours Build the Brand

Human Resources / By

It is no surprise that when we think of inspiring leaders, we identify people we want to emulate, model ourselves after and have the opportunity to work with. As a colleague once observed, leadership can be summarized very succinctly: “Leaders inspire”. And it is seldom because of ‘what’ they do, but rather ‘why’ they do it and ‘how’ they do it.

5 Benefits to Growing Your Team’s Emotional Effectiveness

5 Benefits to Growing Your Team’s Emotional Effectiveness

Human Resources, Labour Relations / By

In the post-pandemic hybrid world, people are craving reconnection. They are looking to rebuild trust in organizations that look and function differently than they did just a few years ago. Leaders of teams know they must foster new ways of connection among their teams. Growing your leadership team’s emotional intelligence is key to building a connection and managing the increasingly diverse needs of employees, while creating a healthy and engaged organization.

Bringing HR Strategy to Life - The Importance of Delegated Authorities and How to Make Them Work

Bringing HR Strategy to Life: The Importance of Delegated Authorities and How to Make Them Work

Uncategorized / By

How do employers translate HR strategies and well intended policies into effective and responsive HR practices and results? A key driver of this success is the clarity and practical application of one’s HR “delegated authorities”. Knowing what HR decision making authorities to delegate, to whom, and how they need to be supported and applied have become mission critical HR management realities for most organizations regardless of sector. Delegated HR authorities are key to “how” HR strategy is delivered, how desired workplace cultures and employee productivity aspirations are realized. They are also key to how meaningful line management accountabilities for employee engagement, wellness, and performance are achieved.

Back to the Collective Bargaining Table

Labour Relations / By

With governments everywhere reducing or removing restrictions, it appears that we’re heading back to bargaining in person. At a real table instead of a virtual one. But even if we’re planning in-person negotiations in the near future, we’re not returning to “normal” – that’s still a ways off. We will need to transition, effectively, from a flat screen to sitting across from each other, in three dimensions, for the first time in a few years. Here are some ideas and considerations to help with that transition.

4 Steps to Achieve Sustainable DEI Transformation

4 Steps to Achieve Sustainable DEI Transformation

Human Resources / By

In recent years, organizations have turned their human resource energies to enhancing workforce diversity, fostering inclusive workplace cultures and addressing systemic barriers to employment equity. These efforts are simply the right thing to do, and they also reflect leaders’ growing appreciation that diversity, equity and inclusion (DEI) efforts enhance organizational success. From being able to attract and retain talent, to being more able to innovate and problem-solve, the benefits are plentiful.

Covid-19 vaccinations and Workplace Rights

COVID-19 Vaccinations and Workplace Rights: 2022 Case Law Update

Labour Relations / By

This article provides a case law update regarding the legality of vaccination policies in Canadian workplaces. While these recent decisions are directly relevant for unionized workplaces, the principles set out are useful for all employers, as the courts may consider similar principles when evaluating mandatory vaccination policies in relevant matters (such as wrongful dismissal claims arising out of the implementation of such policies). The current case law suggests that employers can implement protections against COVID-19 in the workplace, but such protections must be reasonable, balanced and relevant to the particular workplace.

Alison Darling

Director’s Note – February 2022

News / By

Welcome to a new year of learning! As Queen’s IRC’s new Director of Professional Programs, I’m delighted to introduce our 2022 Program Planner. It’s a privilege to join this team, and I look forward to getting to know you, our participants and sponsor organizations, throughout 2022. While we had hoped to resume in-person training here in Kingston and across Canada this winter, the ongoing pandemic means we’ll have to wait a bit longer. In the meantime, “Studio IRC” brings you virtually into our technology-enhanced classrooms, with amazing tools that our program team and expert facilitators are using to deliver immersive and interactive programs.

Leaders and Change: Imperatives in the ‘New Normal’

Leaders and Change: Imperatives in the ‘New Normal’

Change Management / By

The pandemic experience, while incredibly challenging for leaders and teams, also provided important learnings. We came to recognize the greater impact and influence of such attributes as resilience, agility, humility, curiosity, self-care, compassion and caring and attention to growing self-awareness as central to the leader role in guiding teams and ensuring that organization priorities are realized. These are foundational and increasingly expected of the most effective leaders.

Queen's IRC Program Planner - Spring 2022

Queen’s IRC Program Planner – Spring 2022

Uncategorized / By

Download our new Program Planner to learn more about our exciting virtual and in-person training options in 2022! Take a look at what’s inside: Dates, locations and fees for 2022 programs, a digital guide to assist in your professional development planning, new program information, and a detailed Certificate explanation.

Alison Darling

Queen’s IRC Welcomes a New Director

News / By

We are pleased to announce that Alison Darling has been appointed the Director of Professional Programs of Queen’s IRC, effective October 18th, 2021. Alison is a long-time Queen’s University employee and joins us from the Smith School of Business. She brings to the IRC a demonstrated history of successfully leading teams within the higher education sector. She is skilled in leadership, maximizing operational effectiveness, training delivery, management of multi-national teams, coaching, and teaching. She is also a strong business development professional who holds an Executive MBA from Queen’s. Alison will take the lead on setting the strategic direction for Queen’s IRC, as well as overseeing business operations, and the financial management of the Centre. Please join us in congratulating and welcoming Alison.

The Great Resignation: will they stay or will they go?

Will They Stay or Will They Go?

Human Resources / By

Can we stop the great resignation? The pandemic has provided time for people to reevaluate what they want from their work and personal lives. A resulting shift in perspectives on what fulfilling work looks like is now in play. After the uncertainty and exhaustion of the past year, this new paradigm, along with a desire for a universal reset, has created the perfect storm for the Great Resignation, an unprecedented tidal wave of voluntary attrition. Some workers, frustrated with watching paychecks and advancement opportunities stagnate, are leaving their jobs to accelerate career growth and access more equitable compensation elsewhere. Others are making the switch to more meaningful careers, having used the time during lockdown to reflect on what type of work truly makes them happy and fulfilled. There are also those who have burnout from juggling the demands of work-life balance during the pandemic. To support their mental and physical health, these workers are moving to employers who are offering the promise of greater flexibility and work-life integration.

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