Tracy Harrington

 This is a great post. When I think of how this relates to our work around psychological safety the first thing that comes to mind is the degree of psychological safety needed for strategic vs process driven innovation. Although it’s not absolutely true, strategy requires a lot more willingness to suspend judgment when considering various paths forward. Process can often have components that are more predictable. In both cases the ability to innovate requires psychological safety, high standards and a process that includes planned experimentation. Smart risk taking is an art and a science.

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We just launched the Canadian edition of our Jobs & Hiring Trends Report! Brendon Bernard discusses how economic indicators show mixed results across the Canadian labor market. The unemployment rate crept up to 6.8% and year-over-year job postings were down 9%. Meanwhile, wage growth was surprisingly robust in 2024, although we anticipate that will likely ease. Overall, an improvement in the cooling Canadian labor market for 2025 will be dependent on whether the economy can generate stronger employer demand. Dive into the full report here: https://lnkd.in/g5esh6Xr #Indeed #HiringLab #Unemployment #Jobs #Outlook

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Wearing my CAPLA Board Director hat, here's a plea for professional resources for #RPL practitioners, whether they call it that or not. See below where to connect with any resources you may have. Thanks in advance! The Canadian Association for Prior Learning Assessment (CAPLA) is launching a multi-sectoral Environmental Scan to assess the learning needs of professionals involved in Prior Learning Assessment and Recognition (#PLAR) and Recognition of Prior Learning (#RPL). (More prior learning acronyms for those who collect them: #PLA, #CPL, #VPL, #RVA, #RAC, #VAE #APEL ) This includes individuals in various roles such as advisor, counsellor, assessor, or program administrator. They may not have PLAR/RPL explicitly in their job titles and may not consider themselves RPL practitioners, but are engaged in work related to assessing and recognizing existing skills and competencies. This project received support from The Ontario Council on Articulation and Transfer (ONCAT). We invite you to contribute to this important initiative by sharing resources including: - Courses and Training Programs: Information on available or recently offered courses, workshops, or training programs focused on PLAR/RPL practice and related knowledge such as portfolio development, skill identification, and skill development planning, etc. - Environmental Scans: Relevant reports or studies related to the training and development needs of PLAR/RPL professionals across various types of organizations such as industry, community, military, university, government, accreditation body, etc. - Certificates and Certifications: Information on certificates or other recognition mechanisms related to PLAR/RPL, including professional standards. - Roles and Competencies: Documents or frameworks that describe the roles, competencies, and best practices for those involved in PLAR/RPL-related work, even if PLAR/RPL is not explicitly mentioned.   We are interested in both Canadian and International resources.   HOW TO CONTRIBUTE: Email the resources to the project team: Andy Brown, CAPLA Chair & Interim ED/Project Lead [email protected] OR: North Pacific Metrics Inc., contractors for this project: [email protected] ... please include a brief description of each resource - its purpose and use. Thanks! Your contributions will be instrumental in improving our understanding of the current professional development landscape and identifying areas for enhancement. The collated resources will be shared on the CAPLA website.

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🎙️ New #podcast is out! "Embracing Aging With Confidence" with Dr. Rose Joudi. Aging is a topic that our society likes to avoid, but this episode aims to open up the conversation to this process that everyone goes through. My guest, Dr. Rose Joudi is a Certified Consultant on Aging, Researcher, Academic and Consultant on Senior Living. We discuss ageism, how we can start to shift to a more inclusive culture that values older people, and how we can embrace our own aging with empathy and confidence. This is an important and timely topic no matter what stage of life you're in. Take a listen and let us know what you think! ______ Create Your Best Chapter - available everywhere you listen to podcasts, including: Spotify: https://lnkd.in/gQKNiFGZ Apple: https://lnkd.in/gR8Mz6eQ

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An Integrated Human Resource System is crucial for organizations, providing a comprehensive set of functions and programs that share a common architecture and complement each other. This integration ensures that HR information systems and programs work together harmoniously, unlike traditional setups where functions operate independently. Learn more about integrating key HR talent management processes here: https://lnkd.in/emi8ja4Y

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Your mindset going into an informational interview is important.   Here are a few guiding principles about what an informational interview IS and a few things it IS NOT.   ✅ An informational interview IS: ➡️ A Learning Opportunity: A chance to gain insights about a company, role, or industry from someone with firsthand experience. ➡️ A Network Tool: Opportunity to build relationships with professionals in your field and expand your network in a meaningful way. ➡️ A Forum for Asking Questions: You can ask about career paths, company culture, industry trends, and advice for breaking into the field. ➡️ An Exchange of Knowledge: It’s a chance to share your interests, goals, and experiences in a natural, low-pressure environment. ➡️ About Showing Your Interest and Curiosity: An opportunity to demonstrate your interest and curiosity, not just in the role, but also in the person’s experiences.     ❌ What an informational interview IS NOT: ➡️ Not a Job Interview: You’re not asking for a job, and the person isn’t evaluating you for a position (at least, not explicitly). ➡️ Not a Guarantee for Employment: It is not a guarantee for a future job offer or referral. ➡️ Not a Formal Interview Setting: It is often over coffee or via a virtual meeting, and the conversation should flow naturally without pressure to perform.  

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When I made the leap from my 9-5 job after 11 years, I didn’t have a manual or a blueprint to guide me. What I did have was passion, purpose, vision, and faith. I trusted that, just as I’ve always been supported by the universe, Mother Nature, the Creator, and the humans placed on my path, I would not only survive—but thrive. Yesterday’s calendar was a testament to this transformation. Here’s a peek into my full day of work, what I call CEO diaries and it doesn’t look like this all the time: • 8:30-10:20 am: Mélanated Affinity Group Supervision (Ontario, Quebec, and Alberta represented) • 10:30-11:50 am: Another Affinity Supervision Group (Ontario, Alberta, and BC provinces represented) • 11:50 am - 12:25 pm: Lunch break • 12:30-1:00 pm: Consultation for Black History Month workshop • 1:00-2:00 pm: Individual supervision with someone in Ontario • 2:00-3:00 pm: Break • 3:15-4:00 pm: Meeting • 4:00 pm: Pick up daughter from choir • 4:15-5:00 pm: Preparing dinner • 5:30-8:30 pm: Teaching Africentric Social Work Mondays are my teaching and supervision days—no therapy sessions. It’s a consultation-heavy day that can get pretty busy, but today is quieter, which allows me to focus on finishing documentation from yesterday. I will be wrapping up my Monday evening class next week and happy to get my evening time back. Despite the hustle and the sometimes-packed schedule, my heart is full of gratitude. This journey is one of growth, alignment, and purpose. Every day, I’m reminded that the leap of faith was worth it. Here’s to thriving, supporting others, and continuing to trust the process. ✨ My digital home is www.wellnessempowered.com- let me know if any of our services can benefit you or your organization.

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🌟 Webinar Alert! 🌟 🌎 Searching for Talent to Grow Your Workforce? 🌎 Are you struggling to find qualified workers locally? Look no further! Join the Workforce Consultant team for an exclusive free webinar on global talent recruitment options tailored specifically for Alberta employers.

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Continuous learning and professional development are key to staying on top of what's happening in your industry and profession. 📈 Comment below with what your profession is and your favourite way to stay up to date on everything happening within your industry. ⬇️ ⬇️ ⬇️ ——— Hi, I’m Maureen.  I guide six-figure executives through career changes. I take the worry and wonder out of changing jobs at senior levels. Let’s find time to talk about your career goals and ambitions.  Reach out and we can get started!

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As a Canadian, book lover, and self proclaimed L&D/OD nerd, I think I need to grab a copy of this book! 😊 🇨🇦 #learning #learninganddevelopment #booklover #reading #businessknowledge

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We know that many hourly workers prioritize covering monthly bills over retirement savings. https://lnkd.in/d5QRtpCT So it's important to remember the role employers can play in supporting their financial well-being. In our article, we share effective strategies to enhance both short-term and long-term financial security for your workforce. #compensation #wellbeing #HumanResources #retirement

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Are your job postings weeding out top talent? Joanna Goode, Executive Director of the Canadian Association For Supported Employment/ Association canadienne de soutien à l'emploi, makes a compelling point: subtle phrases in your job descriptions could be unintentionally discouraging qualified candidates with disabilities from applying. This article explores how seemingly simple requirements like "meeting all deadlines" or "must be a team player" can be misinterpreted by neurodivergent individuals. It highlights the importance of focusing on essential job requirements and using inclusive language. Here are some key takeaways for employers, inspired by Joanna Goode's insights: - Review your job descriptions: Focus on the core skills and experience needed for the role. - Avoid vague terms: Replace phrases like "excellent interpersonal skills" with specific examples of what success looks like in the role. - Be clear about accommodations: Don't just say you offer accommodations, showcase your commitment to an inclusive workplace. - Broaden your talent pool: Recognize the value that people with disabilities bring to your team. By making small changes to your job postings, you can open doors to a wider range of qualified candidates! #disabilityinclusion #hr #hiring #recruiting #neurodiversity

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This innocent looking picture is actually three professionals who are dead serious about helping job seekers transition to their next career. We discovered each other through our professional association Career Professionals of Canada. Our virtual connections through CPC are invaluable but face-to-face meetings can be *next level* for relationship building. Client information is always confidential but connecting in person with certified professional resume writers like Kamee Gilmore, or Gabrielle Suttis, CRS provides a safe space to share helpful information, inspire new ideas, and recognize great work. There is no agenda, but conversation is generally #careerpro focused.  Yesterday covered webinar and podcast learning, social media branding, and persuading Kamee to get on a bike and enjoy cycling! 🚴🏻‍♀️ Could adding in-person meetings to your networking activities help you? 🔸🔸🔸 Executives and top professionals trust me to craft compelling career materials, sharpen interview skills, and manage career transitions with confidence. Partner with a Career Professional and former HR leader to take the next step in your career.

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Feel like an imposter in your coaching role? Join my livestream tomorrow and learn to build confidence and silence self-doubt with proven strategies and mentorship insights. Elevate your coaching confidence—tune in tomorrow! #IntrovertCoaches #QuietStrength #CoachingMentorship #PamDReaves

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Goodwill Industries of Alberta is pleased to invite you to an insightful presentation hosted by the Employer Inclusions Accelerator Program (EIA), titled "Pronouns in the Workplace: Building Respect and Inclusion." This session will focus on the importance of pronouns in the workplace and how they can help affirm personal identity and create an inclusive, supportive environment for all employees, particularly LGBTQ+ team members.   What will be covered: - The significance of pronouns in affirming personal identity and fostering an inclusive workplace - How using pronouns respectfully enhances employee engagement, mental well-being, and creates a supportive space - Best practices for introducing yourself with pronouns, adding them to email signatures and profiles, and respectfully asking for and correcting pronouns - Strategies for creating an inclusive culture through language, policies, and training - Addressing common concerns and misconceptions about pronouns - Providing resources for employers to support gender inclusivity and encourage open dialogue to overcome challenges This session is an excellent opportunity to learn how you can help build a more inclusive and respectful work environment. Whether you're a team leader, HR professional, or simply interested in fostering a culture of respect and understanding, this session will provide valuable insights and practical tools. We hope you can join us for this important conversation! If you have any questions or need more information, please message me. Event Details: Date: Thursday, November 28th, 2024 Time: 11:00 AM (Online via Zoom) Registration: To ensure your spot at this informative session, please register using the Eventbrite link: https://lnkd.in/gYAikbtD

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Creating a respectful workplace isn't just beneficial—it's essential. Did you know that 60% of Canadian workers have experienced workplace harassment? It's time to take proactive steps to change this. Read more: https://lnkd.in/gw3izRen At TSERGAS Human Capital, we've outlined key strategies to help leaders and HR professionals foster a positive, inclusive environment: • Empower leadership to set the tone • Clearly communicate company values • Enforce zero-tolerance policies • Invest in ongoing harassment prevention training • Promote diversity, equity, and inclusion (DEI) • Encourage open dialogue and employee feedback • Recognize and reward respectful behavior Ready to transform your workplace culture? Learn how you can make a tangible difference. https://lnkd.in/gw3izRen #WorkplaceCulture #RespectAtWork #HR #Leadership #EmployeeWellbeing #DEI #HarassmentPrevention #BusinessLeadership #InclusiveWorkplace #HumanResources

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🌟 The Power of the Circadian Cycle 🌟 We’ve all heard of the Circadian Cycle, but its complexity and profound impact on our well-being are truly remarkable. This ancient biological clock, honed over millions of years, continues to guide numerous bodily functions today. Our genes, organs, and hormone production are intricately linked to this Master Clock. Aligning our daily activities with our natural circadian rhythms can lead to significant improvements in health, mood, and energy—both in the short term and, with consistency, in the long term. I’ve had the privilege of delving deeply into this topic through Dr. Satchin Panda’s groundbreaking book. After reading it twice, I’m thrilled to share that his team has supported me in coaching best practices to optimize health and performance based on our circadian rhythms. While embracing these rhythms can lead to remarkable benefits, individual responses may vary, and it’s important to approach these practices with personalized consideration. Let’s explore how syncing with our internal clock can help us unlock our fullest potential! 🌱✨ https://lnkd.in/eK4N2-nc #CircadianRhythm #HealthOptimization #Performance #DrSatchinPanda #Wellness #Productivity

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