Embracing Change and Driving HR Forward

Lessons from DisruptHR YEG 12.0

Author: Amanda Tam


A disruption is a major disturbance that interrupts an activity, event or process. But what does being an HR Disruptor mean? It isn’t only about using new tools but rather challenging norms and traditional ways of doing things to promote new ways of thinking to redefine the workplace. 

 

What is DisruptHR?  

Disrupt HR is an information exchange showcase designed to re-ignite thoughts and empower people in the HR field. A series of 12-15 speakers have 5 minutes each with 20 PowerPoint slides that rotate every 15 seconds. What’s the intention, you ask? Simply to promote a new way of thinking across multiple HR functions. 

 

Sharing My Disruptive Learnings 

I had the opportunity last year to attend DisruptHR YEG 12.0 in Edmonton, hosted by the HR Disrupt YEG team. A lineup of thought-promoting speakers, the chance to connect with other like-minded HR professionals and food - what better evening could I experience? (They even updated us with the scoreboard during the Oilers' glorious playoff run.)

 

Disrupt 12.0 left me with a lasting impression of new insights that I can use to influence both my personal & professional life (and, of course, as an HR professional): 

  1. Work-life integration > work-life balance: Allow space for both work and your personal life so that you can feel fulfillment in both. Higher personal and professional productivity will lead to higher satisfaction. Make sure you celebrate your own wins! 
     
  2. Imposter Syndrome: Many of us still experience self-doubt even in areas that we're excelling at. Even the people that we hold in a high regard experience it. Learn to confront some of these deeply ingrained beliefs about ourselves. 
     
  3. The future: The pandemic and Gen Z's have truly questioned the way that things have 'always' been done in the workplace. Contrary to belief, they're not holding us back but pushing us forward! 

 

Potential HR Disruption - What can you do?:  

Embrace and utilize AI:  Many fear that human-centric functions are going to be replaced by technology and artificial intelligence (AI). But let's disrupt these fearful thoughts and re-define the narrative that AI can instead automate, streamline and increase efficiencies to free up time spent on monotonous tasks so we can better focus on our strengths, creativity and innovation. 
 

Championing Diversity & Inclusion:  Historically, many individuals have experienced discrimination because of their backgrounds, identities, disabilities, lived experiences or other characteristics. How can you acknowledge that systematic barriers, biases and stigmas still continue to exist? Diversity, equity, equality and inclusion aren't just words on paper but we should continue to have discussions on actions that we can take to incorporate multiple perspectives to ensure that people have equal access and opportunity. 
 

Redefining Performance Management:  Feedback shouldn’t only be provided annually in order to dictate a salary raise. Rather, continuous feedback, learning, recognition and engagement are all essential key factors in performance management. Hold people accountable in improving, growing and developing their skills or meeting their goals. 

 

DisruptHR reminds us that HR is about constant evolution. We're challenged to think differently and embrace new ideas. If you're ready to join the conversation, CPHR Alberta is excited to host DisruptHR YYC 12.0 in Calgary on April 15, 2025. And for those in Edmonton, tickets for DisruptHR YEG 13.0 go on sale March 19th, with the event on May 21, 2025. We hope to see you there, ready to disrupt!

This blog was written by Amanda Tam, a member of the Social Media Committee at CPHR Alberta.   

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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