The journey to artificial intelligence (AI) adoption can be intimidating, especially for organizations new to such advanced technologies. In response, a strategy known as the "crawl-walk-run" approach has emerged, offering a structured and gradual pathway for integrating AI responsibly. Originally used in management and training to describe phased development, this metaphor has found widespread application across industries, particularly in AI. By allowing companies to start with simple steps before advancing to full-scale AI deployment, the "crawl-walk-run" model offers a risk-mitigated route to harnessing AI’s potential effectively.

Understanding the "Crawl-Walk-Run" Framework

The "crawl-walk-run" approach involves three distinct stages:

1. Crawl – Begin with the basics: In this phase, companies familiarize themselves with AI by implementing simple, low-risk applications. Here, organizations gather data, analyze their needs, and test basic AI models without major resource allocation. The goal is to gain an understanding of AI capabilities, assess available data quality, and establish data infrastructure.

2. Walk – Gradually advance: After developing foundational experience, organizations can move to more complex use cases. This phase involves building intermediate AI applications, expanding datasets, and starting to refine algorithms. The "walk" stage helps organizations begin using AI solutions that address broader business needs, potentially impacting multiple departments.

3. Run – Full-scale deployment: Finally, organizations with a solid AI foundation can implement advanced AI solutions across the enterprise. This phase may involve automating significant workflows, enhancing decision-making capabilities, or personalizing customer experiences at scale. The "run" stage signifies the transformation of AI from a support tool into a central business component.

Why the "Crawl-Walk-Run" Model Works for AI Adoption

For AI adoption, the "crawl-walk-run" approach has gained traction due to its ability to mitigate risk, control investment costs, and encourage internal skill-building. As organizations in Canada and globally confront challenges such as limited technical talent and security concerns, this phased approach allows businesses to adopt AI without disrupting existing processes.

Industry Backing and Best Practices

Prominent consulting firms, including McKinsey & Company and Deloitte, have been strong advocates of this method. Their consultants observed that companies often rushed into AI, leading to disjointed implementations, security risks, or ethical pitfalls. By promoting a structured approach, these firms provide clients with a manageable roadmap, reducing disruption and setting realistic milestones.

In Canada, organizations such as the Vector Institute and major tech companies have promoted the "crawl-walk-run" model, recognizing its effectiveness in the Canadian AI landscape. This adoption model is proving invaluable as businesses navigate AI’s potential while adhering to the ethical, data, and regulatory standards crucial for sustainable adoption.

Canadian Success Stories: Organizations Benefiting from "Crawl-Walk-Run"

Several Canadian companies have exemplified this approach:

• Manufacturing and Supply Chains: Manufacturing firms in Canada are using the crawl-walk-run strategy to integrate predictive maintenance AI solutions. Starting with data collection and basic anomaly detection (crawl), they’ve moved to predictive analytics for machine maintenance (walk) and are now automating large parts of their supply chain operations (run).

• Healthcare: Canadian healthcare providers are adopting AI in phases to enhance patient care. They start by using AI to streamline patient scheduling (crawl), then move to diagnostic tools that assist doctors in identifying diseases (walk), and ultimately aim to integrate AI into personalized medicine and real-time patient monitoring (run).

Embracing the "Crawl-Walk-Run" Approach for Sustainable Growth

The phased model is increasingly becoming the preferred roadmap for AI, especially in sectors where data sensitivity, regulatory compliance, and the need for specialized skills present additional challenges. By adopting the crawl-walk-run approach, businesses not only build AI capabilities gradually but also foster a culture of innovation and learning, ensuring they are prepared for full-scale AI integration.

For Canadian organizations looking to leverage AI, the crawl-walk-run framework offers a robust, practical way to evolve into the future while managing today’s complexities.

October is Women’s History Month in Canada, a time dedicated to recognizing and celebrating the remarkable achievements and contributions of women throughout the country’s history. Officially established in 1992, this month-long observance highlights the ongoing struggle for gender equality and women’s rights.

This year’s theme, "Women at Work: Economic Growth Past, Present, and Future," focuses on the critical roles women have played in shaping Canada’s economy. It emphasizes not only the historical contributions of women in the workforce but also the challenges they continue to face in achieving equitable representation and opportunities in various sectors.

Women have been integral to Canada’s economic development from the early days of the country. Throughout history, women have contributed to various industries, from agriculture to manufacturing and service sectors. Their efforts have been essential in building a resilient economy, often while juggling family responsibilities and societal expectations. Icons such as Frieda G. Lee, who championed women's rights in the workforce, and Laura Sabia, who played a pivotal role in advancing women's economic interests, exemplify the profound impact women have had on Canada's economic landscape.

Educational institutions and community organizations across Canada often host events and activities to commemorate Women’s History Month. These may include lectures, panel discussions, art exhibitions, and workshops focusing on women's contributions in diverse fields, including business, science, and the arts. Schools frequently integrate programs encouraging students to learn about female role models, inspiring the next generation to continue the fight for equality.

This year, discussions around intersectionality are particularly relevant, as they recognize that women’s experiences and challenges can differ based on race, class, sexual orientation, and disability status. Acknowledging these diverse experiences allows for a more inclusive approach to conversations about women’s rights and achievements, emphasizing the need for solidarity in the pursuit of gender equality.

Despite significant progress, women in Canada continue to face challenges, including wage gaps, underrepresentation in leadership positions, and barriers to reproductive rights. Advocacy for policies that support gender equity, such as paid family leave and accessible childcare, remains crucial as Canada strives for a more just and equitable society.

Women’s History Month is not only a celebration of past achievements but also a call to action for ongoing efforts toward equality and justice for women in Canada. It provides an opportunity for all Canadians to reflect on the contributions of women and to advocate for a future where every woman has the chance to thrive and lead.

Sources:

• “Women’s History Month 2024 Theme: Women at Work: Economic Growth Past, Present and Future.” Government of Canada. Government of Canada.
• “Celebrating Women’s History Month in Canada.” Canadian Women’s Foundation. Canadian Women’s Foundation.

October serves as a crucial month for leaders across Canada, marking the transition into the final quarter of the year. With the holiday season approaching, this is an ideal time for leaders to recalibrate their strategies and motivate their teams. 

The change in season mirrors the need for adaptability in leadership, emphasizing the importance of adjusting goals to meet evolving market demands.

Strong leadership means fostering a culture of innovation and creativity within teams. Leaders should encourage open communication and collaboration, allowing team members to voice their ideas and concerns. This approach not only enhances engagement but also empowers employees to take ownership of their projects.

October is also significant as it marks Women’s History Month in Canada. It’s a time to celebrate the achievements of women leaders while actively working to ensure that diversity and inclusion are prioritized within organizations. Leaders should focus on mentoring programs that uplift aspiring female leaders and create a supportive environment for growth.

Incorporating team-building activities into October plans can energize and unite teams, preparing them for the challenges ahead. Whether it’s organizing workshops, community service days, or virtual events, these activities can strengthen bonds and enhance collaboration.

As October progresses, leaders should also prepare for the upcoming year. Strategic planning sessions to set goals for Q1 and beyond can pave the way for sustained growth. Leaders who demonstrate adaptability, vision, and a commitment to inclusivity will inspire their teams to not only meet but exceed expectations.

October is a vital month for leadership, providing opportunities for reflection, innovation, and strategic planning. By fostering a culture of inclusivity and adaptability, leaders can empower their teams and drive meaningful change.

Sources:

• "Women’s History Month in Canada." Government of Canada. Government of Canada.
• "Leadership Strategies for the Final Quarter." Forbes. Forbes.
• MART PRODUCTION
• RDNE Stock project

Addressing intricate business operational problems and enhancing processes might feel daunting, but you can tackle this challenge by engaging the right consultant or consulting firm for your organization. You might wonder, "How do I hire a consultant for my company?"

The process of hiring consultants doesn't have to be difficult. Utilizing pre-employment assessments, such as Problem Solving and Market Analysis tests, can help evaluate their expertise. To ensure you select the right candidate, follow a few essential steps. Check out our article for a comprehensive guide on the 10 steps to hiring a consultant for your business.

When hiring a business consultant for your industry, it’s crucial to follow a structured approach to ensure you find the right fit. Here are ten steps to guide you:

1. Define Your Needs: Clearly outline the specific challenges or goals you need help with. This could range from strategy development to operational improvements or market expansion.

2. Research Potential Consultants: Look for consultants with experience and expertise in your industry. Review their backgrounds, client testimonials, and case studies. A good place to start your research, visit the Canadian Association of Management Consultants  

3. Check Qualifications and Credentials: Ensure the consultant has relevant certifications, educational background, and industry knowledge. This can help verify their competence and suitability.

4. Request Proposals: Contact potential consultants and request detailed proposals outlining their approach, methodology, timelines, and fees.

5. Evaluate Experience and Track Record: Assess their past projects and success stories. Ask for references from previous clients and verify their outcomes.

6. Assess Compatibility: Consider how well the consultant’s working style and values align with your company’s culture and goals. Effective communication and mutual understanding are key to a successful partnership.

7. Conduct Interviews: Schedule meetings or interviews with shortlisted consultants to discuss your needs, their approach, and how they plan to address your specific challenges.

8. Review Contracts and Agreements: Carefully review the terms of the contract, including scope of work, deliverables, timelines, and payment terms. Ensure there is a clear understanding of expectations and responsibilities.

9. Check for Insurance and Liability: Verify that the consultant has adequate professional liability insurance to protect your business in case of any issues or disputes.

10. Monitor Progress and Results: Once hired, regularly monitor the consultant’s progress and review their work against agreed-upon milestones and deliverables. Provide feedback and ensure they are meeting your objectives.

Following these steps can help you find a business consultant who will effectively address your needs and contribute to your company’s success.

Effective leadership has become more crucial than ever. Among the various leadership styles, transformational leadership stands out for its ability to inspire change, foster innovation, and drive growth. Let's explore the principles of transformational leadership, discuss its significance in contemporary contexts, and provide actionable strategies for aspiring leaders to implement.

Understanding Transformational Leadership: Transformational leadership goes beyond traditional managerial roles; it's about inspiring individuals to achieve a shared vision and fostering a culture of collaboration and continuous improvement. This style of leadership comprises four key components:

1. Visionary Leadership: Transformational leaders possess a clear vision for the future and effectively communicate it to inspire others. They paint a compelling picture of what success looks like and motivate their team to strive towards it.

2. Inspirational Motivation: These leaders cultivate a sense of purpose and motivation among team members. Through encouragement, positivity, and leading by example, they empower individuals to surpass their own expectations.

3. Intellectual Stimulation: Transformational leaders encourage innovation and critical thinking by challenging the status quo and promoting a culture of learning. They create an environment where ideas are welcomed, and team members feel empowered to experiment and grow.

4. Individualized Consideration: Lastly, transformational leaders prioritize the development and well-being of each team member. They offer personalized support, mentorship, and growth opportunities, recognizing the unique strengths and aspirations of individuals.

Benefits of Transformational Leadership: Recent studies continue to affirm the benefits of transformational leadership in driving organizational success and employee engagement. Moreover, in today's rapidly changing business environment, transformational leaders are better equipped to navigate uncertainty, inspire resilience, and drive innovation.

Practical Strategies for Aspiring Transformational Leaders:

1. Develop a Compelling Vision: Invest time in crafting a clear and inspiring vision that aligns with the values and aspirations of your team and organization.

2. Lead with Purpose: Communicate your vision effectively and consistently, instilling a sense of purpose and direction among team members.

3. Foster a Culture of Innovation: Encourage creativity and experimentation by providing resources, support, and recognition for innovative ideas and initiatives.

4. Empower and Delegate: Trust your team members to take ownership of their roles and responsibilities. Delegate tasks and decision-making authority, empowering individuals to contribute to the overall success of the team.

5. Invest in Personal Growth: Provide opportunities for continuous learning and development through training programs, coaching, and mentorship initiatives. Support the career aspirations and personal growth of each team member.

Transformational leadership remains a powerful approach to driving organizational success in today's dynamic world. By embracing the principles of vision, inspiration, empowerment, and empathy, aspiring leaders can create a culture of excellence, innovation, and resilience within their teams and organizations. As you embark on your leadership journey, remember to lead with authenticity, purpose, and a commitment to positive change.

In the tumultuous seas of modern business, where change is the only constant, leaders must not only weather storms but master the art of sailing through uncharted waters. Enter adaptive leadership – a dynamic, forward-thinking approach that transforms the challenges of uncertainty into opportunities for growth. In this article, we delve into the essence of adaptive leadership, unravelling its key characteristics and providing a blueprint for leaders to not just survive but thrive amid change.

Unveiling Adaptive Leadership:

Far from being a mere reaction to change, adaptive leadership is a proactive stance that shapes an organization's response to the ebb and flow of dynamic environments. It is a symphony of flexibility, resilience, visionary thinking, and collaboration that harmonizes to create a culture capable of not just adapting but flourishing amidst uncertainty.

The Dance of Adaptive Leaders:

1. Flexibility: Adaptive leaders are not bound by the rigidity of tradition; they dance with the rhythm of change. Their agility allows them to pirouette through challenges, embracing new strategies and discarding outdated ones. Flexibility is their secret weapon in the ever-shifting landscape of contemporary business.

2. Resilience: In the face of adversity, adaptive leaders are not defeated; they emerge stronger. Their resilience is a testament to their ability to bounce back from setbacks, learn from experiences, and inspire their teams to see obstacles as stepping stones on the path to success.

3. Visionary Thinking: Beyond the fog of uncertainty, adaptive leaders possess a clarity of vision that illuminates the way forward. They articulate a compelling vision for the future, painting a picture that inspires their teams to navigate the storm. Their visionary thinking transforms challenges into opportunities for innovation and growth.

4. Collaboration: Adaptive leaders understand that navigating change is a collective endeavour. They orchestrate a symphony of talents, seeking diverse perspectives within their organization. Collaboration becomes the melody that propels the entire ensemble towards success, as each note contributes to the harmonious adaptation to change.

Crafting an Adaptive Culture:

1. Cultivate a Learning Culture: Adaptive leaders sow the seeds of continuous learning, creating an environment where curiosity is celebrated, and knowledge is a beacon guiding the way. They foster a culture that hungers for growth, empowering individuals to acquire new skills and contribute to the collective wisdom of the organization.

2. Effective Communication: In the tempest of change, communication is the lighthouse guiding the ship. Adaptive leaders are master communicators, transparent about challenges and unwaveringly clear about the path ahead. Their words inspire trust, turning uncertainty into a shared journey towards a brighter future.

3. Empowerment: Adaptive leaders empower their teams to not just weather the storm but to steer the ship. Through empowerment, individuals take ownership of challenges, contributing to the solutions with a sense of purpose. The collective strength of an empowered team becomes the wind propelling the sails toward success.

Adaptive leadership is not a mere skill; it's an art form that transforms challenges into opportunities and uncertainty into a canvas for innovation. As leaders embrace flexibility, resilience, visionary thinking, and collaboration, they craft a masterpiece that navigates the complexities of the modern business landscape. In the grand opera of change, adaptive leadership stands as the conductor, orchestrating a symphony of success that resonates through the winds of transformation.

In a world increasingly defined by complexity, rapid change, and evolving societal norms, ethical leadership emerges as a cornerstone of responsible governance. Beyond a mere buzzword, it represents the guiding beacon that steers the course of organizations, communities, and nations alike. There is a profound significance behind ethical leadership, and in business it is worth exploring its foundational principles as it underscores its pivotal role in fostering trust, accountability, and sustainable progress.

Ethical leadership can be defined as a set of principles and behaviours that prioritize moral and ethical values in decision-making and interactions. At its core, ethical leadership embodies integrity, honesty, fairness, and a commitment to the greater good. Ethical leaders strive to create a workplace culture where ethical conduct is not merely an expectation but a fundamental norm.

The cornerstone of ethical leadership is integrity. Leaders who exhibit unwavering integrity are transparent, honest, and consistent in their actions and decisions. They adhere to a set of ethical values, irrespective of external pressures or temptations. Integrity is not just about doing what is right when it's convenient; it's about doing what is right, even when it's difficult.

Ethical leaders recognize the importance of open and honest communication. They foster an environment where employees feel safe to voice their concerns and ideas without fear of retaliation. Transparency builds trust, which is an essential component of effective leadership.

Fairness is another hallmark of ethical leadership. Ethical leaders treat all individuals with respect and ensure that opportunities are distributed equitably. They understand the significance of diversity and inclusion and actively work to eliminate bias and discrimination within their organizations.

Ethical leaders take personal responsibility for their actions and decisions. They acknowledge mistakes, learn from them, and hold themselves accountable. This commitment to accountability extends to the organization as a whole, ensuring that ethical breaches are addressed promptly and transparently.

Ethical leadership has far-reaching consequences, not only within organizations but also in society at large. Here are some of the ways ethical leadership leaves a lasting impact:

Building Trust

Trust is the currency of leadership, and ethical leaders are the wealthiest in this regard. By consistently adhering to ethical principles, leaders create an environment where trust thrives. Trust, in turn, boosts employee morale, engagement, and productivity.

Fostering Employee Loyalty

Ethical leaders inspire loyalty among their team members. Employees are more likely to stay with organizations led by individuals they trust and respect. This loyalty contributes to reduced turnover rates and increased organizational stability.

Enhancing Reputation

In an age of instant communication and transparency, an organization's reputation can make or break it. Ethical leadership, with its commitment to doing what is right, enhances an organization's reputation, making it an attractive choice for customers, investors, and partners.

Nurturing Innovation

Ethical leaders encourage a culture of innovation by valuing diverse perspectives and allowing room for experimentation. When employees know that their ideas will be heard and their efforts appreciated, they are more motivated to contribute to the organization's growth.

Promoting Long-term Sustainability

Ethical leaders recognize the importance of sustainability, both in terms of the environment and the organization's long-term viability. They make decisions that prioritize the well-being of future generations over short-term gains.

While the benefits of ethical leadership are clear, it is not without its challenges. Ethical leaders often face difficult decisions where the right choice may not be immediately apparent. They may encounter resistance from those who prioritize short-term gains over long-term ethics. Additionally, external pressures, such as market competition and shareholder demands, can sometimes conflict with ethical values.

Ethical leadership is not a utopian concept; it is a practical and necessary approach for today's leaders. It requires commitment, courage, and a willingness to uphold ethical principles in the face of adversity. Ethical leaders inspire trust, promote accountability, and contribute to the betterment of society.

In a world where trust in institutions is eroding, ethical leadership serves as a beacon of hope. It is a reminder that individuals and organizations can make choices that prioritize the well-being of people and the planet over profit. Ethical leadership is not just an aspiration; it is a path to a responsible and sustainable future, where integrity, fairness, and transparency guide our actions and decisions. As we navigate the challenges of the 21st century, ethical leadership will be the guiding light that leads us toward a more just and equitable world.

Sources:
https://blog.lrn.com/why-moral-and-ethical-leadership-is-important-to-business-in-2023

https://www.businessnewsdaily.com/5537-how-to-be-ethical-leader.html

In an age characterized by 24/7 connectivity, the art of saying 'no' has become an essential skill. The ubiquity of smartphones and the rise of social media have blurred the lines between work and leisure, private and public, and yes and no. With an increasing number of demands on our attention, it's more crucial than ever to set boundaries and protect our mental and emotional well-being. Here's how you can harness the art of saying 'no' in our hyper-connected era.

1. Recognize the Value of Your Time Your time is your most precious resource. In a connected world where everyone seems to need something from you at any given moment, it's easy to get overwhelmed. Recognize that every 'yes' comes at the expense of something else, whether it's time with family, personal relaxation, or another commitment.

2. Understand Your Priorities Before you can effectively say 'no', you must first know what you're saying 'yes' to. Define your priorities clearly. Whether it's work, family, health, or personal passions, understanding what matters most will guide you in making decisions about where to allocate your time and energy.

3. Start with Gratitude Saying 'no' doesn't mean being rude or dismissive. You can express gratitude for the opportunity or invitation while still turning it down. For example, "Thank you for thinking of me, but I won't be able to participate."

4. Offer Alternatives If you feel uncomfortable simply refusing, suggest an alternative. Maybe you can't take on a task now but can do it later. Perhaps you know someone else who might be interested in the opportunity you're passing on.

5. Disconnect to Reconnect Even in a connected world, it's okay to disconnect periodically. Set specific times of the day when you'll be offline. This not only allows for deep focus and relaxation but also reinforces your boundaries.

6. Realize It's a Skill Like any other skill, saying 'no' takes practice. It might feel uncomfortable at first, especially if you're a natural people-pleaser. However, with time and practice, it will become easier and feel more natural.

7. Seek Support Talk to friends or colleagues who are good at setting boundaries. Their strategies and experiences can be invaluable. Remember, saying 'no' is often about self-preservation, not rejection.

8. Embrace the Benefits Saying 'no' can lead to more time for self-care, deeper focus on priorities, reduced stress, and increased productivity. Embrace these benefits and remind yourself of them when faced with difficult decisions.

In our ever-connected world, setting boundaries by harnessing the art of saying 'no' is more important than ever. By valuing your time, understanding your priorities, and practicing this essential skill, you'll be better equipped to navigate the challenges of modern life and ensure your well-being. Remember, every 'no' is a 'yes' to something else, often something of greater importance.

Efficient productivity and effective time management are the cornerstones of success in today's fast-paced business landscape. As professionals navigate through increasingly demanding workloads and responsibilities, mastering these skills becomes paramount.Here are ten essential tips that can significantly enhance productivity and time management, ensuring both personal and professional goals are met with precision.

1. Set Clear Goals and Priorities

Begin with a clear understanding of your short-term and long-term objectives. This clarity allows you to prioritize tasks effectively. Break down larger goals into smaller, achievable tasks to prevent feeling overwhelmed and to maintain focus.

2. Plan Ahead with Time Blocking

Utilize time blocking techniques to allocate specific time slots for different tasks. This not only prevents multitasking – a known productivity killer – but also helps in creating a structured workday. Identify your peak productivity periods and assign high-priority tasks during these times.

3. Embrace the Two-Minute Rule

Tasks that can be completed in two minutes or less should be addressed immediately. This rule prevents small tasks from accumulating and eventually consuming a significant portion of your time.

4. Limit Meetings and Communication

While collaboration is crucial, excessive meetings and constant communication can disrupt workflow. Schedule meetings only when necessary, establish clear agendas, and consider alternatives like concise emails or project management tools for updates.

5. Use Technology Wisely

Leverage productivity apps and tools to streamline tasks. Project management platforms, task lists, calendar applications, and time-tracking software can enhance organization and efficiency. However, avoid becoming overly reliant on technology to the point where it hinders rather than aids productivity.

6. Practice the Pomodoro Technique

The Pomodoro Technique involves breaking work into focused intervals, typically 25 minutes long, followed by a short break. After completing four intervals, take a longer break. This technique enhances concentration and prevents burnout.

7. Delegate and Outsource

Recognize tasks that can be delegated or outsourced to team members or external experts. Effective delegation not only frees up your time for more important tasks but also empowers your team members to contribute effectively.

8. Minimize Distractions

Create a distraction-free environment by silencing notifications, closing irrelevant tabs, and setting specific times for checking emails and social media. Designate specific times for focused work, and communicate this to colleagues to minimize interruptions.

9. Regularly Review and Reflect

Allocate time each week to review your goals, tasks, and accomplishments. Reflect on what went well and where improvements can be made. This practice helps you refine your productivity strategies over time.

10. Prioritize Self-Care

Maintaining peak productivity requires a healthy mind and body. Prioritize sleep, exercise, and a balanced diet. Regular breaks and leisure activities also contribute to your overall well-being, ensuring sustained productivity.

Mastering productivity and time management is an ongoing journey that involves adopting effective strategies, adapting to changing circumstances, and consistently evaluating and refining your approach. By setting clear goals, utilizing techniques such as time blocking and the Pomodoro Technique, embracing technology smartly, and prioritizing self-care, professionals can enhance their productivity and achieve success in their endeavors. Remember, the key lies in finding a personalized approach that suits your unique work style and goals.

Public speaking is a vital skill in the world of business. Whether you're delivering a pitch to potential investors, presenting a project to your team, or addressing a conference audience, your ability to captivate and engage your listeners can make or break your success. However, for many individuals, the fear of public speaking can be overwhelming. In this article, we will explore practical strategies to conquer that fear and master the art of public speaking to create lasting impact on your audience.

Understand Your Audience

Before stepping onto the stage, it's essential to thoroughly understand your audience. Research their interests, concerns, and expectations. Tailor your speech accordingly to address their needs, which will help you build rapport and establish a connection. For instance, if you're presenting a new product to potential customers, focus on the benefits it brings to their lives, rather than diving into technical details that might not resonate with them.

Craft a Compelling Story

A great business speech is more than just facts and figures; it's a captivating story that leaves a lasting impression. Organize your speech with a strong introduction, body, and conclusion. Start with a compelling hook that grabs the audience's attention, then present the core message with real-life examples and case studies. Finally, conclude with a powerful call-to-action that motivates your audience to take the desired step, whether it's investing in your idea, supporting your cause, or becoming a customer.

Practice, Practice, Practice

The key to overcoming public speaking fear is preparation. Rehearse your speech multiple times until you feel confident and natural. Practice in front of a mirror, record yourself, or seek feedback from a trusted colleague or mentor. This will not only improve your delivery but also help you anticipate and address potential challenges that may arise during the actual presentation.

Utilize Visual Aids Wisely

Visual aids, such as slides or videos, can enhance your presentation and help convey complex information. However, they should complement your speech, not replace it. Keep your visual aids simple, visually appealing, and easy to understand. Avoid cluttered slides with too much text, as they can distract and disengage your audience.

Embrace Nervous Energy

Even seasoned public speakers experience nerves before taking the stage. Instead of trying to eliminate nervousness entirely, embrace it as energy to fuel your performance. Take deep breaths, stand tall, and focus on your message. Remember, a little adrenaline can sharpen your focus and make your presentation more dynamic.

Engage Your Audience

Public speaking is not a one-sided monologue; it's a conversation with your audience. Engage them by asking thought-provoking questions, using humor, and encouraging participation. Interactive elements, such as live polls or Q&A sessions, can foster a deeper connection with your listeners, making your speech more memorable and impactful.

Handle Q&A Confidently

The question-and-answer session can be a nerve-wracking part of public speaking, but it's also an opportunity to showcase your expertise and build credibility. Listen attentively to each question, repeat or paraphrase it to ensure clarity, and respond confidently. If you don't know the answer to a question, be honest, and offer to follow up later. Never let a challenging question derail your composure.

Mastering public speaking is an indispensable skill for anyone in the business world. By understanding your audience, crafting a compelling story, practicing diligently, utilizing visual aids wisely, embracing nervous energy, engaging your audience, and confidently handling Q&A sessions, you can overcome your fear and become a powerful communicator. Remember, with perseverance and continuous improvement, you can elevate your public speaking abilities and unlock new opportunities for success in your professional journey.

J.E.D.I. (Justice, Equity, Diversity, and Inclusion) has become a critical topic in the business world. A McKinsey report found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns than their national industry medians.[i] A Harvard Business Review article also found that diverse teams were more innovative and productive than homogeneous teams.[ii] J.E.D. I efforts are crucial for promoting a fair and inclusive society; however, efforts can get lost in semantics, poor policies, underdeveloped training programs and the lack of buy-in within organizations.

Markers of Poor Execution in J.E.D.I Programs:

1. Endless Meetings and Discussions: While discussions are essential for raising awareness and building consensus, they can quickly become a time-sink if not focused on action-oriented outcomes.[iii] Too much talk without clear action steps can lead to fatigue and disengagement, causing the J.E.D.I efforts to lose momentum.
   
   
2. Command and Control Approach: Diversity training has a limited impact, with its positive effects often lasting only a short period. Furthermore, several studies have indicated that such activity could trigger bias or lead to a negative response. Despite this, almost half of the midsize companies and nearly all of the Fortune 500 companies continue to use diversity training programs.[iv]
   
   
3. Inadequate Resources: J.E.D.I efforts require resources to be effective, including time, money, and personnel. Without adequate resources, making meaningful progress can be challenging. J.E.D.I initiatives may get lost in the shuffle of other priorities.[v]  “In today’s corporate culture, especially post-COVID-19, we don't often give our employees breathing room to attend events, seminars or meetings to learn and discuss these matters. This is a requirement -  to allow our employees to learn from one another, develop empathy for each other's experiences and build the trust required to have the conversations required to support these challenges in the workplace," commented Krista, who heads National Sales as a director with P.C. Financial.
   
   
4. Lack of Representation: Without adequate representation and inclusion of diverse perspectives, J.E.D.I efforts may miss the mark and fail to address the root causes of inequality.⁵ “People that are impacted by barriers (barriers that others may not notice or face) are best qualified to engage in the development of a barrier-free workplace. Marginalized people are often overlooked when leadership roles are equated with charisma or personality (although research shows that in dynamic environments, introverts and quiet people often lead better than extroverts); and this stereotype needs to change.” Confirmed Imran Zia, Director of Risk Management & Assurance with the Vancouver Fraser Port Authority.

Meaningful Actions & The Path to Success:

Organizations that lose track of J.E.D.I goals and execute poorly inadvertently alienate their people from each other, which sends the message that J.E.D.I is nothing more than a passive training program. Yet studies prove that companies benefit vastly from a more inclusive and diverse workforce. To create a culture that values and promotes diversity, equity, and inclusion, companies must focus on the following:

1. Leadership Commitment: Leaders need to prioritize J.E.D.I to make it a part of the organization's values and mission. Imran insisted, “Tone at the top matters; organization leadership ought to take a clear & firm stance, embed J.E.D.I. in the organization's values, instill an inclusive culture and hold themselves accountable for progress toward J.E.D.I. goals. There has to be an action-oriented approach that employees can see, feel and look up to.”
   
   
2. Continual Awareness Training: Employees must continually train on the importance of J.E.D.I. Instead of controlling the narratives in the workplace, they should be guided and encouraged. This training should include discussions on unconscious bias and how to address it in the workplace.
   
   
3. Accountability: Organizations need to hold employees accountable for creating a J.E.D.I culture, which can be done by including J.E.D.I in performance evaluations and recognizing employees who demonstrate a commitment to J.E.D.I. Imran stated, "We also need to move away from the illusion that J.E.D.I. is an 'H.R.' issue. J.E.D.I. initiatives should be ingrained into the design and execution of business strategy with visible/measurable actions on a day-to-day basis.”
   
   
4. Diverse Hiring: Organizations should prioritize diverse hiring to ensure that the workplace reflects the diversity of its community by expanding recruiting efforts to include marginalized candidates and establishing partnerships with community organizations.²
   
   
5. Celebration of Diversity: By celebrating diversity, organizations can create a culture that values and embraces differences. Krista suggests that organizations "Take existing group gatherings and introduce diversity elements. Ethnic foods, centring gatherings around various holidays and using as an opportunity to educate and celebrate with guest speakers and adding a J.E.D.I calendar in conjunction with other business event calendars.”

“We should also take an intentional approach when we deal with our work colleagues so that our actions create psychological safety, and we make equitable decisions regarding the processes we control, including pay, performance management, promotions, and work assignments.”, urged Imran. J.E.D.I is more than just about hiring and training diversity. It is about creating a space where principles of justice, equality, diversity and inclusion are the foundation of the organizational ecosystem.     

Expert Contributors:
 
Imran Zia - MSc, CPA, ACA, FCCA, CIA, CISA, CFE, CRMA, GRCP
Director, Risk Management & Assurance – Vancouver Fraser Port Authority, Canada

Imran is a proud winner of the Internal Audit Excellence Award from ICAEW (Institute of Chartered Accountants in England, Wales. Imran continues to contribute towards profession as a subject matter expert and as a thought leader. He also serves various professional bodies in different capacities. This includes serving as:

• President of Institute of Internal Auditors Vancouver Island Chapter, Canada
• Member of Harvard Business Review Advisory Council
• Member of ACCA’s Global Forum for Audit & Assurance
• Member of ACFE’s Global Advisory Council
• Past Chairman of ACCA’s Members Advisory Committee
• Member of the Board of Directors of Broadmead care

Krista Mancuso
Director, National Head of Sales – PC Financial

Krista is wireless communication veteran with a reputation for delivering results. As the National Head of Sales, Krista leads the entirety of the Pavilion sales channel. With 400 sales people under her care, Krista is known for her "people first" approach with her team and her clients.

[i] https://www.mckinsey.com/~/media/McKinsey/Email/Classics/2020/2020-02-classic.html
[ii] https://hbr.org/2016/11/why-diverse-teams-are-smarter
[iii] https://hbr.org/2017/07/stop-the-meeting-madness
[iv] https://hbr.org/2016/07/why-diversity-programs-fail
[v] https://www.forbes.com/sites/theyec/2023/04/03/10-reasons-why-dei-efforts-fail-and-how-to-ensure-they-succeed/?sh=188e68612696

Businesses need talent, but many recruiters are overlooking a crucial group: people with disabilities.  

Canadian hospitality businesses have spent the last year playing a game of catch up.

In a world where pandemic labour shortages have reduced profits, increased operating costs, and created a climate of inferior customer service for hotel and accommodations businesses—according to the Hotel Association of Canada—businesses say they’re struggling to find and retain staff.[1]

That shortage isn’t exactly new. Ask Restaurants Canada, and they’ll tell you that, for years, they’ve seen signs pointing towards a growing lack of labour in the industry.[2] Young people account for about 40 per cent of food service workers, but that population has been shrinking for decades. Today’s teens are entering the work force later, and immigration—which the organization says has long provided a source of food service workers—is only now rebounding after pandemic delays.

“There are businesses that can't fully open because they don't have the resources to do so,” says Jodi Delage, Director of Operations at Niagara Training & Employment Agency Inc, or NTEC.

And yet, there is an eager and willing segment of the population ready to fill that labour shortage: people with disabilities. Approximately 6.2 million people in Canada—one in five—live with a disability.[3] And while an estimated 645,000 of them have the potential to work, they are 20 per cent less likely to be employed than non-disabled candidates.[4]

In Ontario alone, around 2.6 million people—one in four—are living with a disability.[5] NTEC’s job is two-fold: to help people with disabilities seek competitive employment and to provide competitive employees to local businesses.

The ministry-funded organization supports people with mental health and developmental disabilities through various programs and initiatives designed to help them secure, and succeed in, employment. One of those programs is a six-week, classroom-style job readiness program that teaches students basic interview and resume-writing skills as well as wellness habits that keep them healthy on and off the job. Pay a visit to NTEC’s Port Robinson office, and you’ll come across raised gardens brimming with vegetables that serve as a teaching ground for students who want to work in horticulture. Helping those who are referred to the organization, Delage says, means teaching them the skills they need to become competitive candidates.

“Previously, [hiring someone with a disability] was very much tokenism,” says Delage. “You hired someone just because it was the right thing to do, […] but really, that isn’t very respectful to the individual or to the work. We look at the local business community as a client too, because they also need to be satisfied.”

Through NTEC’s work experience programs, participants receive funding to work at local businesses with no cost to the employer. The returns on programs like these, Delage says, are promising. Some of her clients who had previously received Ontario Disability Support Program, or ODSP, payments have even stopped collecting them, because they’re earning enough money at their jobs.

Hiring people with disabilities doesn’t just benefit individuals — it can also benefit business, says Delage, who adds that “the more time you invest in a person with a disability, the [bigger] the pay-off.”

Yet many businesses don’t realize the value of hiring someone with a disability. In a 2014 study conducted by the Institute for Corporate Productivity, employees with developmental disabilities were shown to “contribute to higher productivity, lower absenteeism, and increased customer loyalty.”[6] As employees, they tend to be safer on the job because they take less risks than employees without disabilities, Delage says. They become role models for community members, and customers, with disabilities.

“When you hire someone with a disability, you're expanding that consumer market, right,” says Delage. “Think about the amount of people with a disability and how many people have a family member with a disability. You're more inclined to do business with someone if you know they're an inclusive employer.”

People with disabilities face barriers to entering the workplace that abled people do not. Barriers can be physical—a lack of ramps or push-button doors in a building, and signage without braille translations, to name a few—but they can also be social. Stereotypes, stigmas, and social cues are all examples of social barriers.

Fortunately, barriers can be removed. An employee with Down Syndrome who fatigues easily, for example, might need to work shorter shifts. A worker who struggles to conceptualize time might need a break buddy who can keep them on schedule assigned to them. In Delage’s eyes, it’s the businesses that work with their employees and get to know them that are in the best position to remove barriers.

“Successful employers know who their employees are, right? They get to know them as people, whether they have a disability or not,” she says.

Expert Contributor

Jodi Delage
Director of Operations for Niagara Training & Employment Agency (NTEC) and Niagara Support Services

Having spent over 30 years in Niagara’s developmental services sector, Delage specializes in transitioning persons with disabilities into the workforce and working with employers to understand the business case for diversity, dispel myths surrounding hiring someone with a disability, and developing strategies to support inclusion.

The Russian invasion of Ukraine was not exactly a surprise, even though the Russian state remained coy right until its tanks crossed the border. The severity of Western sanctions against Russia, however, was a surprise, and probably not least to Vladimir Putin, who likely did not expect an economic bludgeoning that he has termed “economic warfare,” which, in a way, it is.

Sanctions offer not only a relatively non-confrontational foreign policy option, unlikely to cross any state’s nuclear “red line,” but they are also a means for a state to “do something” without doing much of anything. Wishing to avoid armed confrontation, but heeding demands from the electorate to take action, a government can announce a sanctions package purported to punish a state, knowing that it is unlikely to produce meaningful change.

Western states took these historically-ineffectual sanction policies and turned them up to 11 against Russia, however. Unprecedented measures have targeted even the Russian central bank and endangered payments of its sovereign debt; Russian leaders and oligarchs have been embargoed to the point where it would be illegal for Roman Abramovich to even hire a housecleaner for his U.K. property.

What has also been surprising is the enthusiasm with which Western firms enacted their own private sanctions. Major international firms and brands which have already pulled out of Russia include Visa, Mastercard, Amazon, Alphabet, McDonald’s, Starbucks, Coca-Cola, PepsiCo, Apple, Samsung, Netflix, AirBnB, Uber, Twitter, Nike, Shell, Exxon Mobil, Boeing, Dell, Ford, General Motors, Honda, Toyota, Intel, Maersk, and IKEA, in a list that grows every day. Big business is cancelling Russia.

“Woke-washing,” some will say; “rainbow capitalism,” “virtue signalling.” Firms exploit the public mood to make an ad campaign, or to recover a tarnished image. It’s an accusation that has been made of Gillette’s #MeToo ad, Nike’s Colin Kaepernick campaign, or Pepsi turning Black Lives Matter into an ill-advised pitch.

But you can tell a marketing campaign and a sacrifice apart. Nike sales jumped 10 percent after its Kaepernick ad, pushing the company’s worth to $6 billion and fuelling accusations that the company was merely capitalizing on a social trend, but with over 100 stores in Russia–more than a third the number it operates in the US–Nike clearly did not expect to profit by pulling out of the Russian market. McDonald’s probably hoped to make money when it flipped its trademark “M” upside-down to form a “W” on International Women’s day. With 9% of its annual revenue coming from Russia and Ukraine, and 62,000 Russian employees still on the payroll without a restaurant to work in, its boycott of the Russian state is no opportunity for the restaurant chain.

“Business ethics” is a term that gets thrown around almost carelessly, but this is an example of business ethics and business leadership at its best. Companies are willingly sacrificing their bottom lines to punish the warmongering Russian state. The original hero of ancient Greek literature was a powerful, even superhuman figure who rose in challenging times to suffer and sacrifice for a greater good. It may be a stretch to call a multinational corporation “heroic,” but we can recognize their actions as being in that vein of service and sacrifice to a worthy cause.

We do not even need to go to Russia for examples of business rising to meet a communal need during a crisis. Here in Niagara, we have seen a company like Dillon’s convert its production line from alcoholic beverages to sanitizers. Niagara College’s manufacturing team designed and produced PPE. Great Wolf Lodge became the distributor of free rapid antigen testing kits for local employers. None of these organizations did these things for money. They did them to serve the community.

This is the leadership we need. There are crises upon us now, and there are more coming. Yet we can take a message of hope from our response to the pandemic, to Russian aggression, or to social injustice. There are people, organizations, and businesses willing to step up and step forward. There is a resolve to do what is right, to stand up for what is just, and to put the interests of the community and the greater good first. So long as that spirit lives on, we can confront whatever comes.