muniBLOG: Newsletters for Municipalities

Ontario’s Minimum Wage & The Inflationary Wage Spiral

With the minimum wage in Ontario set to increase significantly by +6.7% in October, we’re seeing many employers in this high inflation environment budgeting for increases of between 3% to 5% (or more) — much higher than the historical average of 1.5% to 3.0%. Hourly wages increased on average by 4.0% in 2022, compared to the historical pre-pandemic average of 2.5% (+/-). 2023 is not over but early data suggests wages at the macro-level could increase at a higher pace again this year than the historical norm (following a CPI increase last year of +6.7% – which is why the Ontario minimum wage is going up by that amount in October – it is tied to the annual CPI measurement).

Hopefully inflation will cool but current trends are not yet consistently supporting that view (July CPI was 3.3% vs the same month last year, though economists were predicting it would be lower, at 3.0%).While the economy contracted at an annualized rate of 0.2 per cent in the second quarter of 2023 (which was far weaker than forecasters had expected) it remains to be seen if this is indeed a sign of tapering that will continue in the quarters ahead. At the same time, it appears that wage gains are finally outstripping inflation, meaning there is real growth in wages for the first time, in a long time.

“Entry level” staff seem to be the most difficult to attract and retain right now and it remains to be seen if a higher minimum wage in October will address this shortage. Not unlike 2018 when the provincial government increased the minimum wage to $14.00 (from $11.60), there was a huge cost-crunch for employers that also threw off the internal equilibrium in many organizations with lower-wage workers making as much as more skilled counterparts due to the sudden jump.This will occur again but to a lesser degree (compression between lower paid staff and mid-range employees).

Higher salary budgets may be required for some time, even in the face of a weakening economy. Targeted actions may also be required to address internal-equity imbalances, particularly after the October hike to the minimum wage (we are also mindful that these above-average recommendations themselves contribute to the inflation we are all experiencing). We are told that inflation will cool this year and next, and if that holds true, we should see increases reduce to the 2-3% range again. Time will tell.

 

(Need more information or other Human Resources advice?  Please feel free to contact us for more information about our services including our HRLive platform, a turnkey solution built to address the HR needs of small-to-medium municipalities).

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Protect the Seniors in Your Community with Age Safe Senior Home Safety Specialist™ Training

 

Keeping Seniors Safe in Their Own Homes

 

The desire to remain in our own homes as we age has been significantly increased over the past few years. The COVID pandemic highlighted that our home is our haven. COVID also focused some negative thoughts about our current senior institutional living arrangements in Canada.

 

With the increased demand of the public for answers and solutions for remaining in their own homes we have been seeing an increase in the overall awareness by healthcare professionals, government, and financial institutions to make ready for the massive wave of need. A simple and acceptable means to help with these changes is to start making more robust plans and budgets that support Aging in Place.

 

Most communities have developed programs and infrastructure for seniors because they remain an integral part of your community’s heart and soul.  We believe that a part of those programs should include an assessment of the current living arrangements of elderly citizens in their homes by professionals and volunteers. This assessment serves as a baseline and risk indicator for your support mechanisms and your elderly citizens. Having the background knowledge of general safety concerns including the ever-present risk of falling will be a crucial learning for all involved.

 

A Senior Home Safety Specialist™ designation gives the users an underpinning of knowledge to help identify risk and help plan the next steps to safe Aging in Place.

 

The course is on-line, self-paced (5-6 hour), self-directed and hits the salient points to make practical decisions about safety within the home.

 

Volunteer groups, municipal staff, community policing, EMS services and senior groups have found that this training not just empowers the messages of safe living and falls prevention but also can be viewed as another risk mediator for staff and volunteers who are entering private homes on a regular basis and therefore by extension expanding their own workplace. This training can assist in protecting themselves as well.

 

We are happy to speak to any and all interested parties and look forward to having this curriculum be accepted as the navigational source for safety in the seniors’ home.

 

For more information, visit Age Safe Canada.

 

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Change takes time. The Future is approaching.

So, our first piece of advice is to start thinking about it now. And yes, you can ease into the future; it does not have to happen tomorrow.

When organizations are planning out their new, or enhanced physical security needs we are often asked what are the trends that are likely to shape physical security in the future?

The same question is usually followed up with… “If we do this, or if we buy this, will this sustain us in the future?”

Which also can be interpreted to… “So, we don’t have to buy something else, and that this will last us a long time, right?”

Good questions, but always a challenge to answer. Many factors play out as resistance or even catalysts to these questions and their subsequent decisions. Risk exposure, budgets, actual realized events, change in the organization’s focus, change in the organization’s leadership, campaign promises, or even change in some environments, regulation or legislation “forcing” a change, all impact the ‘future’ question.

What are those future trends shaping physical security? Some trends outlined in the list below may be a surprise, some may appear too futuristic.

  1. Increased use of biometric security measures: Biometric security measures, such as fingerprint scanners and facial recognition technology, are becoming more popular as they offer a high level of accuracy and are difficult to bypass.
  2. Rise of smart security systems: Smart security systems are becoming more common, and these systems often use artificial intelligence (AI) and machine learning to analyze video footage and detect potential threats.
  3. Greater emphasis on cybersecurity: As more security systems become connected to the internet, cybersecurity is becoming an increasingly important consideration. Companies are investing in measures to protect against cyber-attacks that could compromise their security systems.
  4. Increased use of drones: Drones or Remotely Piloted Aircraft System(s) (RPAS) are being used more frequently for security purposes, such as patrolling large areas, inspecting high-risk locations or even in response to incidents in providing real-time surveillance.
  5. Greater use of virtual reality (VR) and augmented reality (AR) in training: VR and AR are being used to train security personnel in simulated environments, allowing them to practice their skills and respond to potential threats in a safe and controlled setting.
  6. Integration of physical and cybersecurity: As threats evolve and become more sophisticated, it is increasingly important for physical security and cybersecurity to work together to provide comprehensive protection. This integration may involve integrating cybersecurity measures into physical security systems, such as installing firewall protection on security cameras.

Biometrics, smart security systems, cybersecurity emphasis and the integration of physical and cybersecurity have been on our radar for several years now and have been introduced into our past and current projects with great adoption by our client base.

The trend not mentioned here but remains a constant for us, is the due diligence required to ensure the “paperwork” is complete, up to date, used and enforced. Your policies, and procedures, training programs, guidance documents and standards are the backbones for all these physical security tools to work in the manner they were intended for your organization.

Of course, great planning and the execution of that plan is essential. Planning is a cyclical process that can start, stop, and reset when required. The future is changing. Be prepared.

Plan the Work. Work the Plan.

Reach out. We can help.

Should your Municipality need assistance, contact Michael White Group International today, and we will be happy to answer your questions. Visit michaelwhitegroup.com/contact/

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Efficiency: The Side Effect of Effective Citizen Engagement

Increasing efficiency can often be a challenging task and can come at a cost. Whether it be increased monetary costs to implement a new process in your workplace, or increased labour costs to train and bring on new staff, efficiency comes at a price. But imagine if you could implement a digital municipal citizen engagement solution for your community. One that looks to improve your residents’ engagement and overall satisfaction, and also benefit by handling more service requests with shorter turnaround times.

The Necessity of a Digital Solution for Municipal Citizen Engagement

In our increasingly digital world, properly implemented digital options are no longer a luxury. They are a demand. Consumers expect the solution to their problem to be solvable online – often without needing to speak to a person at all. This expectation has existed in private industry for quite some time and has now pivoted to government services as well.

Not providing a digital option has some very negative consequences. The customer will be significantly more dissatisfied or even worse, will choose not to engage at all. What this means for a municipality is that there is a large subset of your population that will avoid interacting with their local government if there is no digital solution provided for them.

Of course, providing this option for your residents will be a primary benefit. In fact, there is evidence showing that having a properly developed citizen engagement tool online can lead to improvements in the municipality for both citizens and leaders. However, there is another added benefit that isn’t as frequently discussed when looking at implementing a citizen engagement solution – the benefit of getting more done without needing to increase resources.

The Cost of Efficiency

Efficiency is something that is constantly strived for, whether it be private companies or government operations at any level. By definition, increasing efficiency allows you to get more done with the same or fewer resources. In a business, this might allow you to deliver your product or service more quickly or decrease the overall cost of creating your product. For a municipality, it might mean decreasing the time it takes to close a resident’s service request ticket.

On this topic, you might reasonably ask if a citizen engagement program might have a downside of decreasing efficiency. You are opening your staff to more communication with citizens and therefore increasing the volume of service requests coming in, and both staff and citizens both have to learn a new system. In other words, better citizen engagement could come at a cost to your department. Now imagine if you could increase the volume of service requests handled by your municipality AND at the same time increase the overall efficiency with which these are addressed. Let us look at how that’s possible.

We recently went through our customers’ usage habits to figure out basic information on how our customers are using AccessE11. Almost by accident, we discovered clear and direct links between engagement of citizens and increased efficiency within the municipality. To understand this better, let’s look at how staff and residents are using AccessE11 to submit service requests.

Some Data

The first piece of data is quite simple – submissions of service requests using AccessE11 over the past five years. Although this is straightforward, it is a very good sign. It shows that the longer a municipality has been a customer of AccessE11, the more frequently they are using it to streamline their service request process.

Growth over year
And this is not just the case for larger municipalities. In general, smaller municipalities might think that there is less need for digital solutions to meet the needs of their communities, but our customers are living proof that it is often the residents of smaller municipalities who crave engagement with their local government. One of our current customers, Hastings Highlands, is a wonderful example of how a well-executed digital solution can positively impact a small municipality.

Growth by population

So, this is all great, albeit somewhat expected data. However, you might be asking “what does this have to do with efficiency?” Well, that’s where a third set of data sheds some light, and this was discovered entirely by accident. Analyzing the usage data and looking at trends, we discovered something amazing. Given the first two charts, it’s easy to see that usage of AccessE11 by staff and citizens is increasing year over year. However, this data doesn’t address efficiency and simply focuses on total usage. But let’s look at this next chart.

Days to complete

This is a chart that takes all service requests raised over the past six years and looks at how long it takes for each service request to resolve and be closed. In aggregate, time to close is VASTLY decreased year over year.

What Does This Mean?

So, what does this mean for your municipality? It means that adopting a strong digital solution for municipal citizen engagement and managing service requests not only increases community contribution and overall satisfaction, but it also increases efficiency internally. Increasing efficiency leads to a direct savings of resources for your departments. Whether that be time, money, or a combination of both, your municipality can see a significant increase in service requests and still decrease the time it takes to manage these requests. Best of all, because AccessE11 is designed specifically for small to medium municipalities, it is created with your specific challenges in mind.

Don’t wait any longer to implement a solution for your municipality. The demand for digital services increases year over year. It is quickly becoming a requirement for every facet of business and life. Signing up for AccessE11 will give your community a strong, adaptable solution to manage service requests, increase your efficiency, and end up saving money rather than costing money.

 

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Focusing your Business Continuity Management (BCM) (Continuity of Operations (COOP))

The arrival of Covid-19 two years ago posed a serious and more difficult threat to most enterprises’ existence. The importance of business continuity management (BCM) in reducing possible hazards, speeding recovery, and meeting customer expectations has become critical for every firm, regardless of size, business vertical, government, or private entity. BCM is a methodology for determining an organization’s risk of being exposed to both internal and external threats. The purpose of BCM is to give the organization the capacity to respond effectively to risks such as pandemics, natural disasters, and data breaches while also protecting the organization’s commercial interests. Disaster recovery, business recovery, crisis management, incident management, emergency management, and contingency planning are all included in BCM.

When done correctly, BCM may provide any organization a competitive advantage. This is especially true if a disruption affects an entire group segment and you are able to respond or recover faster than your competition, reducing consumer inconvenience. When it becomes evident that you excel at dealing with operational disturbances, your brand will gain trust and certainty, allowing you to position your organization as a preferred alternative for your clients and even bolstering confidence and increasing shareholder value. This is no different in being a trusted government entity, department, or agency.

Understanding continuity and preparedness requirements, establishing business continuity management policies and objectives, implementing and operating controls and measures for managing an organization’s overall continuity risks, and continual improvement based on objective measurements are all covered by one internationally recognized standard, that being ISO 22301. The standard highlights the need of meeting and exceeding customer expectations in order to secure business longevity and revenue development.

It is critical that the thought leadership and every level of the organization understand the importance of readiness and continuity.

The most crucial part of developing a BCM is clearly articulating stakeholder demands; consequently, consumers must receive special attention because they are critical to the organization’s success. Focusing on customer needs will also allow the BCM to be fit for its purpose and provide the organisation with a clear picture of process criticality. As a result, you can expect positive results if you design and implement the business continuity plan from a customer’s perspective to drive the business impact analysis. Understanding your customers’ demands is critical to determining where you add value to them, as it allows you to prioritise and determine how much downtime is tolerable in various areas before affecting your bottom line.

Be S.M.A.R.T. about creating strategies and objectives for business continuity management.

Doing this guarantees that objectives are defined and matched with customer-oriented criteria. Internal and external dependencies that may have the greatest impact on an organization’s consumers are identified when policies and objectives are developed. Customer objectives should attempt to surpass consumers’ expectations rather than merely satisfying their requirements. As a result, any organization should make sure to provide top-notch quality consumer objectives. The goal of this setup is to ensure client retention, brand image, and eventually revenue growth.

There exists the importance of putting in place operational controls and procedures to manage an organization’s overall continuity risks.

Following the identification of customer demands and the establishment of essential policies and objectives for the organization, the next stage will be to implement controls that address and mitigate the identified risks. Because risks and changes are unavoidable in the environment in which your organization operates, a systematic approach to putting in place controls to reduce hazards is required. Setting up disaster recovery sites, business continuity strategies, and business continuity procedures are examples of these controls. Lack of these will eventually cause an organization to fail, leaving clients with little choice but to shift to competitors who will provide better choices, or at minimum a choice.

It’s a cycle of continuous development and improvement.

Continuous improvement is a continuous, cyclical endeavour to enhance goods, services, or processes. Processes are assessed and adjusted on a regular basis based on their efficiency, effectiveness, and adaptability to changing consumer requirements and business circumstances. Organizations employ a variety of approaches to structure the process of recognising and acting on opportunities for improvement. Six Sigma, Kaizen, Lean, and the Toyota Production System are examples of prevalent approaches. Although these approaches differ, they all share a common foundation in the continuous improvement paradigm and principles.

Small tweaks, rather than significant paradigm leaps or new breakthroughs, lead to improvements. One percent improvement a month leads to a 12% improvement annually. Employee suggestions are quite helpful. When Employees take ownership and are involved in incremental changes, which are often affordable to execute, improvement occurs.

And finally…one more thought.

Customers are the lifeblood of every organization, and this is something that every organization understands, or should understand. As a result, their pleasure is critical to the organization’s success, which may be secured by providing exceptional customer service. Customer happiness, brand image, and revenue growth have all been shown to improve when BCM is implemented. BCM is critical in this age of unpredictability, and enterprises are encouraged to use it to provide corporate stability and sufficiency for ever-changing client demands.

The Michael White Group International is an approved PECB ISO Standard(s) training provider. It all starts with a conversation.

Plan the Work. Work the Plan.

Reach out. We can help.

Should your Municipality need assistance, contact Michael White Group International today, and we will be happy to answer your questions. Visit michaelwhitegroup.com/contact/

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Are you practicing SITUATION AWARENESS?

Situation Awareness is a skillset that should be practiced daily and is a valuable tool for staff.

Increasing situation awareness, through constant development and use increases security, protection of staff, protection of assets and overall resiliency of staff and the organization.

Training Situation Awareness benefits every department across the organization.

This training can take many forms. The focus however should always be the same. Elevate the staff member’s capability of being aware of their surroundings and the different influences, factors, items, and people that make up the environment they’re in. Situation Awareness is a mental image of what is happening all around you. Hearing, seeing, feeling for information and the various cues and clues that those influences, factors, items, and people are making in that environment and piecing them together so that they can have a good idea of what is happening and then using that information to predict what happens next.

There are many reasons why we need to be situationally aware.

  • Personal Safety & Security
  • Crime
  • Workplace Safety

 

Personal Safety & Security

Situation Awareness training can greatly improve an individual’s personal safety and security, regardless of if they’re at work, home or at play. Being aware of the environment you’re in reduces the risk of placing yourself in harms way or removing yourself from harms way. Being aware of the individual that wants to or is about to cause you harm or steal some of your personal belongings, unfortunately in some locals, environments and situations is much needed. Unfortunately for most, we traverse through many different environments on a daily basis that vary in degrees of safety.

 

Crime

Levels of crime or criminal activity vary geographically and from environment to environment. Unfortunately, criminal activity affects many of us, especially crimes against a person, theft, verbal abuse, physical abuse all the way to the far end of the spectrum of terrorist events. In efforts to be continuously aware, individuals should keep themselves abreast of local news and events and equally important when travelling, their destinations local news and events.

Workplace Safety & Security

It is everyone’s collective and individual responsibility to make and improve workplace safety and security. Law enforcement organizations, Crime Stoppers chapter always encourage us to “See something. Say something”. This very same message applies equally from our personal lives to our working environment. “That’s not my job” just doesn’t cut it anymore. Situation Awareness training assists organizations in bettering the safety, security and overall resiliency of their employees resulting in a more safe, secure and resilient organization.

 

Situational Awareness Training Delivery

There are options for organizations when seeking out Situation Awareness training.

  •          In Person
  •          Virtual Classroom

 

In Person Training

It has been said that In Person training is the best delivery method and most beneficial for the participants. It can create an environment of interactivity between the instructor, the participant and with the other participants also. Our delivery of this training will only take up to half a day.

 

Virtual Training

The recent and ongoing pandemic also allowed us to pivot the training and provide it in the virtual world in the varying platforms of virtual meeting spaces. Virtual training offers benefits also in that, we can bring together staff from geographically challenging locals where costs to bring them together is prohibitive making an even larger training group more feasible.

Benefits

The benefits of Situation Awareness training are many for al individuals. Increased personal safety and security, increased security culture in the workplace and increasing the individual’s knowledge of the environment around them. Whether it is a high or low risk environment, situation awareness belongs there.

The value of the training, the value of the results shouldn’t be overlooked or underestimated.


Should your Municipality need assistance, contact Michael White Group International today, and we will be happy to answer your questions. Visit michaelwhitegroup.com/contact/

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Are Your People Being Poached? It Might Be Time for a Leadership Check-up.

In the 2016 Ontario Municipal Chief Administrative Officer Survey, CAOs identified “poaching” of their employees as a significant problem. One CAO bluntly summed up the issue,

“It feels like the succession plan of some of my neighbours is just to recruit my best people with higher comp.”1

In 2022, the challenge of keeping good people continues and it is not limited to municipalities. While compensation is certainly a consideration in luring people away from their current employer, there is another variable that plays a significant role in employee retention. If the adage of “people leave managers not companies” is to be believed, it is prudent for an organization to consider current leadership health when addressing the talent retention issue.

In conversations with my clients confronting this challenge, I lead with this question:

In order to avoid the stiff competition of the current talent market, what are you doing to keep your good people?

This question is followed by a probing of their current leadership health.

·      Are your leaders self-aware and willing to set aside their own biases in their daily leadership practice?

·      Do your leaders have an objective understanding of what motivates each member of their team?

·      Do your leaders have the resources to lead effectively?

·      Do you collect data on a regular basis that provides insight into leadership successes and challenges at all levels, and do you create action plans in response to the story of this data?

I. Are your leaders self-aware and willing to set aside their own biases in their daily leadership practice?

There is no shortage of evidence reinforcing the importance of self-awareness in leadership.  Getting to that self-awareness through honest introspection, however, can be a humbling experience but at the same time, self-reflection is a powerful lever in recognizing one’s biases and realizing greater leadership potential. Ensuring that the organization’s leaders are provided with objective, frequent and reliable feedback about leadership behaviour at all levels can be a powerful strategy in retaining great employees.

II. Do your leaders have an objective understanding of what motivates each member of the teams they lead?

 All members of the team are “wired” differently and therefore require a differentiated leadership approach. Understanding what motivates and demotivates team members and applying this knowledge in the leader- team member relationship demonstrates the leader’s willingness to recognize and respect team members as individuals. Respect and understanding of unique qualities are powerful motivators for an employee’s loyalty to their manager and their desire to remain with the team (and the company).

III. Do your leaders have the resources to lead effectively?

There is an entire industry that has grown out of leadership development. In my own professional experience and that of my clients, there are three metrics that separate “one day wonder” leadership development efforts from those that gain traction and become hardwired into company culture.

1.     Simplicity – Leadership training and materials that are overly complex and require significant amounts of time and effort will not get used. Full stop. The measure of success for simplicity is the ability of leaders to immediately understand and apply new knowledge and materials in their daily leadership practice.

2.     Relevance – Leaders must see a direct connection between leadership development initiatives and their current situation. Moreover, they will need to be convinced of the benefit for themselves and their team.

3.     Accountability – Many leadership development initiatives fail because participants know they won’t be held accountable for implementation.  Perhaps the most powerful accountability strategy is for all levels of leadership, from front-line managers to the C-Suite, to embrace, model, and set an expectation for the implementation of a leadership development strategy.

IV. Do you collect data on a regular basis that provides insight into leadership successes and failures in your organization?

In the same way that leader self-awareness affirms areas of strength and challenge so too, does organizational self-awareness. How do employees feel about coming in to work every day? How do they feel about their boss or the people they work with? Do they have a sense of satisfaction in their job?  The answers to these and other important people-related questions will have impact on the success or failure of the organization because every business problem inevitably includes a people problem.

There are important considerations when conducting an organizational self-assessment:

1.     Measure what matters.  Specifically target those people areas that have the greatest impact on the achievement of organizational objectives

2.     Select the tools and strategies that will yield the most useful objective information and provide a macro view of the entire organization as well as a micro view of each department. These dual perspectives shed light on the performance of all leaders in the organization.

3.     Administer the assessment and collect the data in a timely manner.

4.     The process does not end with the assessment! Analyze the data and create an action plan with key performance indicators and timelines. Everyone in the organization needs to feel that their contribution made a difference.

It takes courage for an organization to “hold up a mirror” to itself, but the payoff is understanding current employee sentiment which is a powerful data point in strategizing for employee retention.

The best option for avoiding the current “war on talent” is to keep your good people from leaving. A talent strategy that includes asking the right questions about leadership health, conducting an objective assessment of current leadership practices, and creating an action plan informed by the story of the data, will be instrumental in the engagement and retention of great employees.

 

1Ontario Municipal Chief Administrative Officer Survey 2016,  A Candid Look at the Issues on the Minds of Ontario CAOs, SurveyCorp, Spring, 2016

Mitch LePage, a former public sector leader, is a Managing Principal with Predictive Success Corporation and leadership partner to private and public sector clients including municipalities. To discuss your talent strategy or challenges, you can reach Mitch at [email protected].

 

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UCaaS is critical for any authority service improvement

what is UCaaS?

Unified Communications as a Service (UCaaS)  is a network of cloud-based telephone system that controls the flow of calls coming in and out of your organization. We replace your on-premises PBXs, as well as your SIP, PRIs, and POTS lines. UCaaS enables you to use a variety of hosted programs and services (including instant messaging, video conferencing, file sharing, and email) over the Internet from any location and at any time.  In addition, UCaaS provides security, allows flexibility, and integrates well with your other software applications including MS Teams. UCaaS systems are updated frequently by the provider ensuring that your communication methods will always be up-to-date in our ever-evolving world.

Why UCaaS is critical for all customer-guided corporations?

 
GUARANTEES YOUR BUSINESS CONINUITY & SECURITY

Experteers can easily answer this for all municipalities and companies who care about their customers.

First of all we have to emphasize about the importance of continuity in all circumstances, UCaaS provides the best option to avoid your business any hiccups along the road because of any reasons. UCaaS is available on any communication device, laptop, or PC anywhere at anytime to be able to efficiently communicate with your customers.

Security is another crucial requirement for all connected networks, voice calls, video conferencing, and instant messaging are parts of all departments communications to enable them to work properly and deliver services. Experteers, as part of security provider, enable first layer of security by having all our servers in Canada, maintaining 100% availability by having four communication centers in main four cities in Canada in Montreal, Calgary, Vancouver, and Toronto, and to maintain the second layer of security by having all SOC certified centers.

INCORPORATES THE LATEST FEATURES

When you have UCaaS, you’ll be able to use all the latest functions and features without any additional cost. You’ll also have the assurance that your information is kept safe and secure in a reliable data center. Having the ability to keep your communications up-to-date allows you to remain competitive and helps to increase your overall performance.

 

OFFERS FLEXIBILITY AND SCALABILITY

UCaaS allows organizations to add and remove users (for example, temporary employees) without any significant infrastructure changes or capital investments. UCaaS also provides seamless work experiences for your employees since they are cloud-based and accessible from any location – great for those working remotely.

 

PROMOTES PRODUCTIVITY

By using a UCaaS system, your productivity increases. All of your employees have unified communications support that is sharable amongst all departments, and UCaaS integrates well with your other software applications (like CRM). UCaaS keeps communication lines open and provides ways for your employees to log into various devices to access their information (such as voicemails).

 

LAST BUT NOT LEAST

SAVES YOU MONEY

When switching to UCaaS, there are minimal upfront hardware costs – you only need phones. You will also have the ability to choose the services you need (and not waste money on the ones you do not). UCaaS allows you to concentrate on growing your business by decreasing your dependence on capital investments.

 

UCaaS

 

We at EXPERTEERS are helping municipalities, utility companies, and medical centers increase employee productivity by adding a state of the art Unified Communications Solution, enhancing collaboration and increasing employee efficiency.

  • Enable your team to work remotely (hybrid)
  • Train employees more efficiently with sentiment analysis
  • Monitor key performance metrics with automated reports
  • Boost company performance through detailed analytics & collaboration
  • .. and more

Let us help you improve your client experience, call us at EXPERTEERS to learn how we can help enable your business for success in 2022.

 

Experteers is a system integrator SI and managed service provider MSP for the following services:

– SASE / SD-WAN: to secure all ur networking between all branches.

– NGFW: Next Generation Fire Wall centralized to keep all networks secured in almost real-time updated system.

– NMS: Network Managed System to keep your visibility on all network elements and servers to improve your systems availability.

– Cyber-Security on all endpoints and servers

EXPERTEERS CORPORATION

WWW.EXPERTEERS.COM

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Great Coaching Begins with a Foundation of Trust

A coaching relationship involves two (or more) people who make up one team. Two people, same team, sounds obvious enough. Sometimes, however, coaching initiatives will bypass this fundamental consideration and drive headlong into the transactional stuff of imparting information. People are all “wired” differently, and it is that mutual understanding of this “wiring”, as well as applying established principles of effective teams, that contributes to the success of a coaching relationship.

The 5E Coaching framework, a five-step coaching methodology first introduced by The Predictive Index, begins with laying the foundation of trust between the two partners based on an objective awareness of each other’s behaviours and drives. In the succeeding steps described below, this awareness is leveraged to:

  • Recognize patterns of gap and fit
  • Formulate coaching objectives, and
  • Establish the “rules of engagement.

Step 1 – Enroll

The objective of Enroll is to build the foundation of trust between the partners in the coaching relationship. This trust naturally flows from the vulnerability that happens when the two individuals share information about their own behavioural drives and needs. An objective behavioural assessment* is helpful in providing these personal perspectives and mitigate the possibility of bias. Understanding a person’s disposition to such workplace realities as leadership style, response to conflict, mode of communication, approach to people interaction, adherence to detail and comfort with change, will be helpful in the subsequent stages of the 5E process, and lead to greater understanding of each other’s behaviours and motivations throughout the relationship.

Step 2 – Envision

In Envision, the mentee’s behavioural information is contrasted with the behaviours required by the role or skills being targeted. From this analysis patterns of gap and fit will emerge that inform the next stage of articulating concrete coaching objectives.

Step 3 – Establish

In Establish the partners develop consensus on the specific areas of gap and fit uncovered in Envision and formulate SMART** goals to build the adaptive capacity necessary to bridge gaps, and leverage areas of natural fit. Success criteria are agreed upon, key performance indicators are identified, specific activities are planned and expectations for the accountability of each partner are clearly established.

Step 4 – Execute

The objective of Execute is to do just that, effectively execute the plan. Awareness of each other’s behaviours and drives as well as the trust created in Enroll will be essential in responding to such potential flashpoints as delivering and receiving critical feedback, getting past one’s personal bias, managing competing priorities, addressing demands on time and sustaining commitment to the project.

Step 5 – Evaluate

Any initiative worth doing is worth reviewing. Included in the formative and summative debrief conversations will necessarily be an honest analysis of each partner’s impact on the process. This very personal perspective will be greatly aided by the foundation of trust that is developed in Enroll and reinforced throughout the 5E coaching process.

Summary

Great coaches recognize that laying a groundwork of trust is the first step in a productive coaching relationship. Taking the time to be more self-aware and partner-aware requires vulnerability but, as Patrick Lencioni points out, individual vulnerability reinforces the trust of an effective team. Coaching initiatives that don’t recognize the “wiring” of the individuals involved and ignore high-yield team strategies, deprive the partners of an essential opportunity to support their relationship, establish meaningful objectives, and ultimately guide the process to a successful conclusion.

—————————–

Notes:

* In my coaching work with clients, the Predictive Index Behaviour Assessment is used to inform the process of sharing information between coaching partners.

**SMART goals – Specific/Measurable/Achievable/Realistic/Time-Bound

Lencioni, Patrick (2002). The Five Dysfunctions of a Team, A Leadership Fable. Jossey-Bass.

Mitch LePage is a former public sector leader and currently serves as a Managing Principal with Toronto-based talent strategy firm Predictive Success Corporation. Mitch supports people strategy for private, public and not-for-profit clients. To learn more about 5E Coaching or to discuss talent strategy issues contact Mitch at [email protected]

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How COVID-19 Permanently Digitized Site Selection

Have you ever had a meal, gone on a date, or enjoyed a vacation so good it made you never want to repeat the lower quality experiences you’ve had in the past? Why would you want to eat bad food, date a loser, or suffer scratchy hotel sheets when you knew there was a better way for you to live and you could keep living that way? That ah-ha moment is the same realization that happened with corporate site selection during COVID, and why professionals will not go back to the old way of doing business.

The global pandemic was a disaster for business expansions and relocations, including foreign direct investment (FDI). The data is clear that these projects declined significantly as a result of the COVID pandemic, just like the overall economy. It was natural that businesses were unsettled by the economic upheaval, so they were uncomfortable making multi-million-dollar corporate location decisions without physically and personally “kicking the dirt” as part of their due diligence.

Economic developers couldn’t physically travel to meet with businesses considering a prospective location expansion into their community, especially internationally, due to legal restrictions. Likewise, corporations weren’t travelling to meet with real estate developers or EDOs. The risk was too great; death from a virus or becoming quarantined outside of a home country made even aggressive businesspeople reconsider traditional operating procedures.

When traditional business practices fail, new strategies get implemented to overcome the obstacles; no companies want to be stuck being unable to take action to move their company forward, even in an unprecedented pandemic. And that’s exactly what happened with corporate expansions and site selection projects.

The only way to do site selection analysis leading to corporate location expansions in a non-physical world was to go digital. As a result, business, corporate real estate, and economic development engaged in a test of purely digital site selection out of necessity. But the result of the experiment was that it worked. The outcome of this positive result is that many businesses are discovering there is an alternative and better way to do site selection.

Of course, the transition toward online site selection has been a gradual trend that has been growing for decades. The difference is that COVID was a stress test to see if corporate site selection could be accomplished 100% digitally. Like other industries, this trial-by-fire accelerated trends and is normalizing new practices into standard operating procedures.

Digitization was not an experiment and trial run that was unique to economic development:

 Like these other digital experiments, digital site selection has revealed new advantages and proven theories. Digital site selection:

  • Enables companies to consider more communities faster
  • Communities can be more easily compared with objective and consistent benchmark data
  • Assumptions about the need for in-person were proven incorrect and that they were replaced with web meetings
  • Taking multiple web meetings gets more accomplished and is faster than flying and driving to numerous in-person meetings
  • Economic development GIS site selection software met the challenge to deliver relevant location information and site selection analysis in real-time

Two key reasons that companies will not go back to the old way of doing site selection are 1) they have discovered digital is an acceptable/preferable alternative and 2) their success story is being amplified in awareness to CRE peers and CEOs in other companies through mainstream media.

What does this new digital reality look like for the process of site selection? How are site selectors themselves doing things differently? Join us tomorrow for Part II of How COVID-19 Permanently Digitized Site Selection.

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