1. UNDRIP:
Gaining clarity from experts regarding how serious the United Nations Declaration on the Rights of Indigenous People issue is, and why it needs to be addressed by leadership teams. Then, setting aside the emotions, begin scenario planning around the options if the government cannot rescind the UNDRIP agreement in place. Please see the following for a very rational and in-depth take from lawyer and University of Queen’s Professor of Law Bruce Pardy on just how dire this is for individuals, BC-based companies, and their employees.
2.AI Adoption:
From governance use through to operational effectiveness.
Organizations must assess ROI, privacy, intellectual property protection, and cybersecurity. Creating a critical path and an organizational AI charter that addresses employees’ upskilling and redundancy issues will be critical. See my first blog on the topic.
3. Strategy and Operational Improvement:
Organizations must be clear about where they are going with their core business, regardless of the many distractions. Setting strategy is where it begins, and it includes improving operations and finding better ways to create value for customers. If the economy continues to lag or stall, causing stagflation, cash and asset-rich organizations can win the day through building a best-in-class M&A centre of excellence and then executing on the right deals.
4. Employee Upskilling:
While learning new AI-related skills will likely need to start front and center here, this is not the only professional development that organizations will need to address for their employees. Critically important will be team building, mentoring and coaching, communication effectiveness, agility and flexibility through EQ (Emotional Intelligence), and sales effectiveness. These skill development areas will play a key role in helping organizations stay ahead of the competition.
5. Managing Staff Reduction:
Trimming payroll through layoffs is a harsh reality that some organizations will be faced with to reduce costs in an inflationary business cycle. However, there is a way to conduct RIFs properly to ensure the dignity of the exiting individuals while preserving the organization’s brand integrity, as shown by Clear Moves Consulting:
6. Improving Employee Engagement:
The connectiveness and commitment an employee has toward their work, their team, and their organization’s purpose will suffer during times of upheaval unless properly addressed. By measuring employee engagement, you can predict future success and make internal adjustments to improve business outcomes. In our partnership with TTI Success Insights and Sicora Consulting, Clear Moves Consulting has developed a full suite of pre-work materials, personalized and team assessments, training-day and coaching-playbook resources, and follow-up support resources. More to come!
7. Government Advocacy:
Separate from lobbying for self-interest and away from political preference or doctrine, organizations must be part of industry groups that demand government accountability and effectiveness regarding issues such as trade, crime, homelessness, energy and out-of-control inflation. This kind of advocacy is action-based, involving petitions, conferences, white papers, and appropriate demands on municipal, provincial, and federal representatives for solutions that improve life for all Canadians and move our society forward.
