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.



By Marina Perkovic July 15, 2025
Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential. 
By Marina Perkovic July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!
By Marina Perkovic July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
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