Centrepoint of View Archives

Assessments - Selecting and Developing for the Future

(October, 2011)

Identifying Critical Roles

(August, 2011)

Flexibility as a Business Need

(July, 2011)

The Challenge of "Career"

(June, 2011)

Winter 2011

• Leading from the Underground
• When "Losing Bob" is More than Just "Losing Bob"

Autumn 2010

• The Relentless Pursuit of Top Talent
• How to Start a New Job on the Right Foot

Spring 2010

• Top Talent Trends for 2010
• Do You Have the Influence Edge?

Treat Ex-Employees Right and They'll Come Back (April, 2012)

Maintaining good relationships with your former employees during their departures and after can pay big dividends. Learn more here.

Unpleasant Performance Review?  What Not to Do (March, 2012)

Here are some tips for making the most of it. Check out what not to do here.

Mentoring the Gap (January, 2012)

How modern is your mentoring?  Like every other practice, mentoring should continually evolve and grow to match your organization's changing workforce. Check out this article to learn more.

Up Is Not the Only Way (December, 2011)

Promotions are in short supply in most organizations today.  And this trend will most likely continue.  In fact, the lack of perceived opportunities is one of the major reasons employees choose to leave organizations, and one of the more serious challenges for business leaders. Read more here.

The Start Up of You (December, 2011)

No career is a sure thing anymore.  The uncertain, rapidly changing conditions in which entrepreneurs start companies is what it's now like for all of us fashioning a career. Read more here.

Family Firms Tend to Reject Outsiders (October, 2011)

Family firms control up to 40% of the GDP and 43% of the jobs in Canada.  Success of these legacy businesses requires the appointment of professional management, but many family firms are reluctant to welcome the outsiders. Click here to learn more about the challenge of embracing professional help to build the business.

Experience Counts in Canada (September, 2011)

Canadian CEOs tend to recruit and retain older workers and find it challenging to retain younger workers compared with their global counterparts.  Maintaining knowledge is at the root of why they want to continue to focus on older talent as a key competitive strategy for Canadian companies. Read more here.

Virtual Coaching: Development at a Distance (August, 2011)

Effective coaching can happen virtually if managers maintain a development focus and work to create a continuous connection. Learn how in this article.

Prevent Exit Interviews (July, 2011)

By the time an employee is walking out the door the opportunity to gather useful information has passed.  To boost retention efforts, managers should conduct stay interviews to find out early what they can do to keep employees.  Read the article to learn the four steps to success.

When Push Comes to Shove (June, 2011)

You're in your early to mid-sixties, have just marked your 25-year milestone at the company, are liked and respected by your colleagues, and have always had favourable performance reviews. Suddenly your boss is criticizing your work and suggesting your skills no longer match the job. You're assigned work well below your position - and now you're getting the idea that you're being nudged toward the door.  What to do?  Read more here.

Managers Key to Retaining Millennials (June, 2011)

Many organizations are getting savvy when it comes to recruiting millennials.  Companies such as GE are textbook examples of what millennials are looking for in a job:  the invitation... click here to read rest of article

Business Strategies for Intergenerational Meetings (June, 2011)

Recognizing and working with generational preferences has become a reality these days, and nowhere is it more obvious than at meetings.  This article in Executive Travel outlines seven tips for intergenerational meetings from our alliance partner, The Learning Cafe. Click here to read the article.

Making the Most of a Lost Opportunity (June, 2011)

I thought I was in line for a promotion to a leadership role, and with my supervisor's encouragement, I invested time and money in developing my skills and took on more responsibility. Now the promotion is on hold due to unforeseen organizational changes.  What to do next?  Read more here.