Laura Lee Langley is the Deputy Minister of the Office of the Premier, Deputy Minister of Treasury and Policy Board, Clerk of the Executive Council, Head of the Public Service, Chief Executive Officer of Communications Nova Scotia, and Public Service Commissioner. Reflecting on her extensive public service and media experience, Langley shares her perspectives on the importance of workforce diversity, why she is so passionate about advancing the issue, and why leaders need to be learners if they truly want to make progress in creating inclusive workplaces.
“Fit” is a small word but a big question. How well you “fit” in an organization may be the single biggest determinant of your career success. You could have all the skills and experience required for a role, but if your approach and personality don’t align with workplace culture and company values you may find the path ahead to be a bumpy one. Fit needs to be assessed equally by employer and employee. So, when faced with a new career opportunity, how do you go about determining fit?
Lydia Bugden is CEO and Managing Partner of Stewart McKelvey, one of the largest law firms in Canada, with more than 200 lawyers and six locations across the Atlantic region. Having taken a unique path to her current role through placements with the TDL Group Ltd. and the forerunner to Enbridge Gas Distribution, Bugden reflects on the value of forging your own path to leadership, how technology has impacted workflow and client delivery in the professional services sector and why Atlantic Canada’s cities are well placed to win the war for talent.
Enhancing Atlantic Canada’s economy through the strengthening of our workforce
Exploring the enhancement of Atlantic Canada’s economy through the strengthening of its workforce
Atlantic Canada’s economy is fuelled by a diverse array of private and public sector entities that employ thousands of people and contribute to our region’s growth and prosperity. But how are these organizations optimizing the potential of their people? What insights have they gained about the future of our economy from their innovative initiatives?
It’s a comment I’ve heard all too often over the past few years; “I’ve graduated with my degree and I can’t find work in Nova Scotia so I have to leave.” I don’t believe this is a new problem as Atlantic Canada lacks the larger head offices of central and western Canada, limiting the opportunity for certain types of roles. However, many new grads just entering the workforce seem to be developing this mentality prematurely.
We’ve all likely watched too many movies involving a maze where the hapless characters find themselves meandering aimlessly through the many zigs and zags in hopes they might miraculously find their way out. These poor souls are often portrayed as fumbling along, panicking at times, and relying mostly on luck in hopes that they might reach the other side. Some make it through and some don’t, some are lucky and others unlucky. But what if those same characters entering the maze knew exactly where they wanted to go?
They are the newest generation to enter the labour market, yet they already have clear ideas about what they expect from you as an employer. They are in high demand, so if you can’t meet their needs, they’ll find someone who can. And, with boomers beginning to retire, they will play a pivotal role in the continued success of your organization.
Apple, Coca-Cola, BMo, Allstate. As consumers we are aware of these brands, and the products or services they represent. We recognize their logos and distinct visual identities –on product packaging, at retail locations and in advertisements. When we are exposed to these brands, we have an immediate emotional reaction — which may be positive, negative or neutral. Deserved or not, our perception of these brands drives whether we as consumers will purchase their products or services.
Does technology now trump human interaction?