See what PD we have planned for 2023!

13
Dec 2022
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A close up of an open calendar on a table.

Are you ready for a fantastic year of professional development with a variety of virtual and in-person options? We are excited to share with you that in 2023 we will maintain some of the regular monthly professional development sessions you have seen and enjoyed this past year while also adding in some new and exciting opportunities.

Members can look forward to the continuation of our noon-hour webinars and HR Roundtables while also having the opportunity to attend some new professional development offerings and more certificate programs.

Event registration is available in the CPHR Alberta portal and to access the full session descriptions please go to our  Professional Development  page and check out what’s to come in 2023:

 

January PD Sessions:

January 4 – 9:00am -12:00pm MST – Respectful Workplace Slide Deck – Train the Trainer  
Using the Respectful Workplace slide deck included in the Harassment in the Workplace Toolkit available to CPHR members in your portal, join Sheri Brake as she walks us through how to customize the slide deck for your organization, facilitation tips and discuss the importance of the content.

January 10 – 9:00am – 10:00am MST HR Roundtable

January 12 – 12:00pm – 1:00pm MST A Year in Review with Carbert Wait LLP  
Carbert Waite LLP will be reviewing some of the significances in employment and case law of 2022 and what to expect in 2023. They will also be reviewing some of the significances in employment and case law of 2022 and what to expect in 2023.

January 17 – 8:30am – 10:30am MST Intro to Decolonizing and Indigenizing your Workplace and Beyond  
In this session you will be introduced to the concept of decolonizing, and understand why decolonization and Indigenization is an important facet of Anti-Racism and Indigenous equity. You will go through reflective practices in how you can reexamine your workplace and even your life through a lens of decolonization and Indigenization.

January 24 – 26 – 8:30am – 4:30pm MST Strengthening Workplace Culture – 3 Day Certificate Program  
This 3-day course will provide a clear path to creating change in your workplace and take the mystery away from deconstructing and championing actions that create a workplace culture that inspires psychological safety and job satisfaction.

January 31 – 12:00pm – 1:00pm MST 2023 Megatrends: What they mean for your people, your business and your leaders with UKG  
Every year, an international team of UKG researchers, thought leaders and social scientists partner to reflect on the previous year’s developments, evaluate the implications for executives and their HR teams, and predict how these forces will shape organizations and the industry for years to come. 

 

February PD Sessions:

February 1 – 12:00pm – 1:00pm MST Doing Better, Being Better: Sharing our DEI Transformation
Join Farm Credit Canada (FCC) as they share their organizational journey of Diversity, Equity and Inclusion transformation.  This is the first of 3 sessions we will be sharing with FCC in 2023.

February 7 & 8 – 8:30am – 4:3 0pm MST Conflict Resolution & Negotiations 2 Day Certificate Program  
This 16-hour tailor-made training program combines advanced conflict resolution techniques with persuasion, influence, compliance, and negotiation strategies. 

February 16 – 8:30am – 3:30pm MST– CPHR Alberta HR Law Conference, Sponsored by Carbert Waite LLP  
Join us for a full day of virtual learning on a variety of topics and case law presented by some of Alberta's top law firms. 

 

March PD Sessions:

March 13 – 15 – 8:30am – 4:30pm Workplace Investigations 3-Day Certificate Program – With Bob Stenhouse, Veritas Solutions

 

More is coming for February and March so stay tuned and watch our  Professional Development  page for registration details.

 

SAVE THE DATE: April PD Sessions

April 20 – 9:00am – 4:00pm MST– Spring Day of Learning – Attend a half day session our join us for the full day, this virtual day of learning will address topics relevant to our HR professionals and their HR practices.

 


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 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. 
By Marina Perkovic July 15, 2025
Author : Ada Tai 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
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