Queen's University IRC

Strategic Workforce Planning

Building a Foundational Blueprint for Long-Term Growth




An aging workforce, increased employee turnover, global workforce opportunities and a wide range of other factors are resulting in a talent shortage for many organizations. It’s clear that new approaches for recruiting, engaging and growing tomorrow’s leaders are needed for long-term growth.

Our Strategic Workforce Planning program gives you the tools to accurately assess your current situation and develop a solid succession plan that takes into account the many economic and demographic influences that can impact your workforce.


Oct 05 - Oct 07, 2021 Virtual Details will be provided. N/A $2,195




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Learn how to:


Our Strategic Workforce Planning program gives you a deeper understanding of the various factors that affect succession planning, as well as valuable tools for enhancing existing plans or building a foundational blueprint for long-term growth.

a) Understanding Succession Planning

You’ll learn about the fundamentals of strategic workforce planning and the evolution of planning in an evolving world, with exercises that integrate relevant data into a planning framework that identifies barriers and facilitators to future growth.

b) Creating a Plan

We’ll use future-based scenarios to clearly identify potential issues that may affect your organization at the systemic level. You’ll also learn how to identify and nurture high potential employees, and where to invest in training for an optimal employee and customer experience.

c) Succession Planning in Action

Successful succession planning is deeply rooted in an organization’s operational plans and goals. You’ll learn how to incorporate your plan into your overall strategic plan and how to communicate value to employees to build engagement for future growth.


Ian Culwick

Lead Facilitator

Stephen Diotte

Lead Facilitator
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Ian Cullwick

Ian Cullwick is a Partner with an international consulting firm, and has served as the Vice-President of HR and Organization Research at the Conference Board of Canada.

Ian specializes in governance effectiveness, performance management, human resources strategy, and organization design.  He consults to a broad cross-section of organizations in both the private and public sectors, including high technology companies, financial institutions, crown corporations, health care and not-for-profit organizations.  He is also a noted thought leader and has authored a number of articles on organization design, performance management and compensation strategy. Ian also teaches in the Executive MBA program at the Telfer School of Management.

Ian has extensive consulting, advisory and teaching experience in performance measurement and performance management.  His expertise includes assisting clients with enterprise-wide measurement strategy determination, performance management system design, implementation of related executive, corporate and team practices and processes, quality management and compensation applications, and enabling internal governance protocols including accountability frameworks and delegated authorities.

Ian has an MBA from the Ivey Business School (Western University), an MIR from the University of Toronto and an undergraduate degree from Queen’s University.  He serves on the Compensation and Performance (Standing) Committee of the Royal College of Physicians and Surgeons of Canada, and the Board of Directors of Bradburn Securities.  Ian is a former member of the Children’s Hospital of Eastern Ontario’s Board of Trustees, and is the former Chair of the Board of the Ottawa YMCA.

Stephen Diotte


Stephen Diotte, BA, MIR, MBA, is a Calgary-based consultant who provides his talent solutions expertise for clients across Canada and in the US. His areas of expertise include compensation, talent management, organization development, optimization of the HR function, change leadership and management, and labour relations.


Stephen has a proven track record helping clients solve their toughest people issues in North America and abroad. He has published numerous articles on strategic workforce planning and talent strategy, and has applied this expertise to help his resource sector clients attract, retain, and motivate their workforces. He has led the design and implementation of compensation programs, including short-term and both cash and stock-based long-term incentives. He has also assessed the impact of compensation in the context of broader-based talent strategy.


Organizational health and culture are also a key area of practice for Stephen. Many companies face unique challenges as they try to balance the needs of corporate and field-based or operational staff. It is not uncommon for these organizations to lean on compensation as a means of addressing these challenges. Stephen believes that a more robust approach to managing talent that includes a focus on organizational health is the most direct path to optimizing productivity and performance.


Stephen set up his own consulting practice after leaving McKinsey & Company where he was an Associate Partner. He also draws on experience that includes serving as the North American Energy and Resources Leader for Mercer Human Capital Consulting, the Managing Partner of Deloitte Consulting in Calgary and as Vice President Human Resources, Information Technology and Corporate Services for a publicly traded upstream oil producer. Stephen has a Master’s degree in Business Administration from the Richard Ivey School of Business, a Master’s degree in Industrial Relations from the University of Toronto, and a Bachelor of Arts degree from Carleton University. He is a Certified Management Consultant.