E-News - May 2020 | Queen's University IRC

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May 2020    

 
 
 

 

An Inquiry into the State of HR in Canada in 2020

State of HR in Canada 2020 SurveyQueen's IRC is currently conducting a survey on the State of Human Resources in Canada. We invite you to share your insights on the HR profession before June 30, 2020.

The survey asks demographic questions to understand the varied roles and responsibilities of Canada's HR practitioners as well as your perspectives on the HR profession. For your participation, you'll have a chance to win a $50 coffee card (ie: Tim Hortons or Starbucks).

Questions? Please contact our research team at IRCresearch@QueensU.ca.

>> Take the Survey and Enter to Win a $50 Gift Card

 

Community of Practice Webinars and Community Meetings

Community of Practice Webinars and Community MeetingsQueen's IRC is pleased to bring you a series of free Community of Practice (COP) webinars and online meetings, to allow the IRC community to connect with our facilitators and discuss burning issues in labour relations, human resources and organizational development.

We recognize that although professional development may not be a priority right now, you may be dealing with several new LR, HR and OD issues as we have transitioned to new ways of working.

This is a great opportunity to connect with peers, get advice from our facilitators and learn how to approach today's new way of working. There will be weekly opportunities to join a session via Zoom, with sessions running about 45 minutes each. Registration is filling up quickly, but we have waiting lists and will add additional sessions on the same topics depending on demand.

Upcoming COP Sessions

Labour Relations As We Reopen Our Doors - with Queen’s IRC Facilitators Gary Furlong and Allen Loyst (Wednesday, May 20, 2020 - 2 pm ET) Waiting List

Communication During Unprecedented Times: The Importance of Proactive Internal Communications During the COVID-19 Pandemic - with Mercer Canada communications specialists Susannah Crabtree, Abbi Hennigar, and Brennan Heath (Thursday, May 21, 2020 - 11 am ET) Register/Get Info

“Talk and Think”: I’m DROWNING in data! - with Queen’s IRC Facilitator Jim Harrison (Thursday, May 21, 2020 - 2 pm ET) Waiting List

Collective Bargaining Online in the Post-COVID World - with Queen’s IRC Facilitators Gary Furlong and Mike Lumb (Wednesday, May 27th, 2020 - 2 PM ET) Register/Get Info

Temporary Suspension of Grievances - with Queen’s IRC Facilitators Anne Grant and Jennifer Webster (Thursday, May 28, 2020 - 12:30 pm ET) Register/Get Info

Talk and Think: “Who Do You Know? And Why it Matters...” - with Queen’s IRC Facilitator Jim Harrison (Thursday, May 28, 2020 - 2 pm ET) Register/Get Info

>> See Full List and More Info

 

Creating Kinder, More Productive Workplaces: Ongoing and Everyday Conflict Engagement
Joan Sabott, Queen’s IRC Facilitator, 2019

 Ongoing and Everyday Conflict EngagementConflict is tough for most of us. According to many physiologists, we tend to tap into several simple strategies when faced with conflict: fight, flight, or freeze. As a result, we likely aren’t reducing unnecessary conflicts, and effectively dealing with necessary conflicts in productive ways. So many opportunities are lost because we aren’t engaging well. Being effective at conflict, both in a proactive and reactive way, demands that we work at it as an ongoing and everyday activity. In essence, it is a lifestyle choice in how we talk, problem solve, inquire with others, and arrange our processes and teams.

There are a number of choices, activities, and strategies that can be used to enhance your organization’s ability to handle conflict in a better way. The following are just a few:

  1. Hold People Accountable for Negative Behaviors and Celebrate Positive Behaviors
    In working with organizations and leaders in many fields, I have found a few common missteps in conflict. One is the mishandling or lack of dealing with toxic people in our workplaces. They often get passes because they are good at their jobs or they are retiring soon, among various other reasons. The trouble is that they are doing grave damage to our teams and they also are setting a norm that bad behavior is allowed. Ultimately, we create workplace monsters by allowing the negative behaviors. Therefore, skills are needed to hold people responsible and foster realistic change.

>> Read Article

 

Wondering about our upcoming programs?

Please see our response to COVID-19 and visit our website for the most up-to-date list: irc.queensu.ca

For an overview of our professional development training please check out our Welcome to Queen’s IRC video.

 

Contact us:
Email:
irc@queensu.ca
Phone: 1-888-858-7838
Web: irc.queensu.ca

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