Blog

Labour shortages remain the persistent challenge for both the corporate sector as well as small business owners who insist the lack of skilled and unskilled workers is the biggest impediment to increasing sales.

These shortages are expected to get worse as baby boomers retire, despite the fact the participation rate in the labour market appears to be higher. According to an analysis piece last month in the Globe & Mail, as of February, that participation rate – the proportion of the population 15 or older that is working or looking for a job – was 65.7% which is the same as it was in April 2018.

But when it comes to finding people to take on leadership roles, the outlook is much more positive, says leadership coach and expert Julie Dupont, Principal Strategist and Owner of Cambridge-based Reimagine Leadership.

“Filling leadership roles hasn’t been a struggle as much as trying to fill the technical or skilled talent roles,” she said. “People are usually happy to step up into a higher pay cheque.”

However, with that promotion also comes immense responsibilities which Julie says not all people are able to handle.

“Being a leader requires a different set of skills and mindset,” she says, noting some organizations often struggle to get the right people to fill the right roles. “And when they have them, there’s always this fear they are going to leave.”

To mitigate that fear, Julie says personal development is imperative and investing in leadership training will benefit the organization.

“You want to spend the money where it counts and that is on your people right now because they need to see there is a future for them,” she says.  “Leadership skills are an investment in long-term success. If an organization makes you feel unvalued, it hurts.”

Among the most important skills are the ones centred around emotional intelligence, which includes self-awareness, self-management, social awareness, and relationship management.

“These skills are so crucial right now because people need to understand themselves and discover what their triggers are and if they’re going to be resilient,” says Julie. “They need to be able to figure out if what they do works, or if what they do gets in the way of them being successful.”

She says an employee can be great at the technical side of their job, but as a leader may not be much of a ‘people person’ and will struggle.

“It’s about creating that employee-centred approach and is about valuing each and every person in your care,” says Julie, noting that mindset shift can be very difficult for many people but that times are changing. “We are moving slowly in that direction but it’s a big ship and doesn’t turn on a dime.”

In terms of making that change, she says identifying your strengths as a leader is key and reiterates the value of training to create a foundation to help leaders succeed.

“When people feel a little more positive in their abilities, they’re likely to give themselves the grace of making better decisions,” says Julie.

Five skills to developing good leaders:

• Communication: Great leaders must be great communicators. We need people who can learn when to listen, ask the right questions, and speak words of encouragement and motivation to their staff. These skills can be taught.
• Accountability: Not only do we need to keep emerging leaders accountable we also need to teach them how to hold their team members accountable. Many emerging leaders have never been taught the skills necessary to manage staff and earn their respect.
• Time management: Moving people up in our organizations without giving them the skills to manage all the projects, paper and people in a timely manner will lead to burnout or, worse, a broken home life.
• Servitude: Great leaders serve their people by removing roadblocks to their staff’s success. We need to teach our leaders strategies to empower their people by supporting their efforts.
• Mentorship: Great leaders mentor and coach their team members so they can be successful. This isn’t a skill that comes naturally for many people. It needs to be taught.

•    Source Troy Media

The Ontario government will launch a first-of-its-kind program June 1 to make free naloxone kits (and free training) available at workplaces where there is a risk of staff witnessing or experiencing an opioid overdose.

In 2022, there were 2,521 confirmed probable opioid deaths in Ontario, which represents a 12% drop in cases compared to 2021. Despite this, the number of deaths last year remains substantially higher compared to what was observed prior to the pandemic (2017-2019).

Naloxone is a life-saving medication that can temporarily reverse an opioid overdose, restore breathing within two to five minutes, and allow time for medical help to arrive.

“Ontario, like the rest of Canada, is in the middle of an opioid epidemic made worse by a toxic supply of recreational street drugs,” said Monte McNaughton, Minister of Labour, Immigration, Training and Skills Development, when the program was first announced last year.

According to a report released last summer by researchers from the Ontario Drug Police Research Network (ODPRN) at St. Michael’s Hospital, one in 13 opioid-related deaths in the province between 2018 and 2020 occurred in the construction sector. The reasons behind this, say researchers, are a complicated mix of pain management, job insecurity and having nowhere else to turn.

Bars and nightclubs have also seen increased opioid usage and accidental overdoses, often because of recreational drugs laced with deadly opioids such as fentanyl and carfentanil.

For up to two years, Ontario will provide free nasal spray naloxone kits to businesses at risk of opioid overdoses through the Workplace Naloxone Program and free training needed to equip staff with the tools to respond to an opioid overdose.

Businesses can determine if they are eligible for the program and find additional information on accessing naloxone kits and training at Ontario.ca/workplacenaloxone. Once the requirement is in effect, Ministry of Labour, Immigration, Training and Skills Development’s inspectors will take an education-first approach to enforcement.

We reached out to Tushar Anandasagar and Hina Ghaus at Gowling WLG to provide some legal insight as to what this new legislation will mean for some businesses:

Q. What prompted the Province to introduce this OHSA legislation?

A. The province is recognizing that the ongoing opioid crisis is affecting workplaces across the province – something needed to be done.

Opioid overdoses may be preventable or possible to delay (to an extent) – the province has adopted the role of educating employers on steps they can take to recognize and reduce the severity of overdoses.

These measures also have the effect of reducing the load on the healthcare system – the province is pushing for early triage and prevention rather than escalation.

We’re already doing many of the same things when it comes to allergies – for instance, many workers with severe allergies are already carrying around EpiPens.

Many social changes start at the workplace – there is a good chance that we will start to see this protocol (or something similar) extending beyond the workplace.

The opioid crisis is ubiquitous - we have already seen other provinces discussing the adoption of similar requirements for workplaces.

Q.  Is there a possibility the free training and access to the kits could be extended beyond two years and could funding be provided by another source?

A.  Definitely. Our sense is that this is just the start.  There are numerous benefits associated with early prevention rather than treating severe overdose cases via the healthcare system. A stitch in time saves nine.

Q. Are workers legally required to make their employers aware they could overdose?

A. Not by operation of statute – the onus is on the employer to spot a potential health and safety issue and create systems to make the workplace as safe as possible.  Of course, nothing prevents a worker from voluntarily disclosing a substance use disorder to their employer. Aside from statute, employers may be able to establish early warning systems via fit for duty policies – such a policy would require the employee to report to work while not under the influence of an impairing substance. Employers are then responsible for enforcing the policy.

Q. What kind of privacy issues come into play with this legislation?

A.  An employee’s disclosure of a substance use disorder is considered strictly confidential information – the employer should be prepared to treat this information as it would any other medical information received from an employee

Appropriate protections should be put in place to safeguard the information – shared with only those managers or supervisors who “need to know”.

These issues, and sample scenarios, are discussed in the province’s updated guidance on naloxone in the workplace:  https://www.ontario.ca/page/naloxone-workplace

Q. What are potential concerns surrounding this legislation, if any, that managers of workplaces deemed as at-risk should be aware of?

A. There are risks associated with non-compliance with the OHSA – for instance, primary liability may result if the employer doesn’t run through a naloxone kit risk assessment to determine if there is a risk of a worker overdosing at work.  Every employer is required to do this.

There are also risks associated with running a deficient risk assessment or ignoring risks that come to the employer’s attention – for instance, an employee self-discloses that they have a substance use issue, and the employer does nothing.

Another consideration is what could possibly happen if a worker administers naloxone and the recipient has, for instance, an allergic reaction – as per the province’s current guidance, the Ontario Good Samaritan Act should kick in to relieve workers of liability when they are administering naloxone in good faith.

Q.  What should be the first steps an at-risk workplace should take when it comes to introducing this program?

A. Every workplace needs to run through a naloxone risk assessment – employers may wish to engage a third party to demonstrate that they have done this, as needed.

If naloxone risks are detected during the risk assessment, the employer should plan for implementation by referencing the OHSA guidance published by the province – this will necessarily mean engaging with staff, the OH&S rep, the JHSC, etc.

There are specific training requirements which need to be in place, which have been referenced within the province’s guidance. As needed, the employer should also prepare to procure naloxone kits – there may be free naloxone kits available depending on the sector the employer operates within.

Q. Can workplaces not deemed ‘at-risk’ access the program?

A.  All workplaces can access the Province’s guidelines and training resources. As for the free naloxone kits and on-site training, we know the Province is initially focusing on high-risk workplaces. In future we may see an expansion of the training programs and free kits to non-high-risk environments.

Q. Is it difficult to make changes to the OHSA?

A. Yes and no – some changes are met with objection from employers (and employer associations), trade unions, and other stakeholders (e.g., fine increases, doubling of limitation periods, etc.). It really depends on the type of change that is being made.

Q.  How will compliance of the legislation be monitored?

A. Effective June 1, 2023, we can expect standard MOL audits for employers – they will ask about naloxone kits in the same way that they currently ask about harassment policies, etc. There may also be acute responses triggered by workplace accidents – for instance, if there is a serious workplace accident and there is some indication that substance use disorder may have contributed to the situation, the employer’s risk assessment may be called into question, and they may be found not to have complied with these new OHSA requirements if they failed to identify reasonably apparent risks.

Once again, employers will need to be mindful of proving that they have undergone a risk assessment (document, document, document), particularly if they have concluded that there is no risk in the working environment.

When Syed Hashmi’s grandparents discovered last summer they were having trouble watering their lawn due to mobility issues, a light went off in the Cambridge teen’s head.

Inspired by an email he received promoting the creation of the Youth Creativity Fund, the St. Benedict Catholic Secondary School student set work on creating a micro-controlled automated watering system to assist the elderly couple.

“It’s been a lot of fun and this is definitely a work in progress,” he said of his creative idea, while attending the official launch of the fund last Wednesday at the Ken Seiling Waterloo Region Museum.

Syed was among nearly 30 local students who were in attendance to share their vision with a variety of community leaders and supporters after receiving funding to bring their innovative ideas to life.

The fund, created in partnership between the Cambridge and KW Chambers of Commerce, BEP Waterloo Region and the Region of Waterloo, promotes creative confidence by connecting student-driven and designed ideas, with donations from people who are passionate about seeing the creativity of local youth flourish.

Through the program, students in grades 5 to 12 can apply for microgrants up to $1,000 to pursue a creative learning project that could lead to new ideas.

“This project is about creating opportunities, faster, more often and to be a foundation for our own prosperity as a community,” said Cambridge Chamber of Commerce President & CEO Greg Durocher, noting the two Chambers have committed nearly $20,000 to this initiative. “This is not an operational project for the Chambers, this is a ‘give back’ project for us, one we hope will inspire others to do the same.”

To date, 12 projects involving 48 students have received just over $10,000 in funding.

“We’ve had some great success thus far in this program,” said BEP Waterloo Region’s April Albano, YCF (Youth Creativity Fund) Manager. “What has been clear through this first wave of projects is the support these students have around them.”

For Hannah Waterfall, a Grade 10 student at Glenview Park Secondary School, the support she has received from her mom who works for Shelter Movers has been key in the ongoing formation of idea she had on preventing domestic violence which began as a civics class project. Shelter Movers is a non-profit organization that assists survivors of gender-based violence transition to a safer life.

“My mom has been a huge role model for me. Just the stories I hear from her have really inspired me to do some good for the community,” said Hannah, who is the process of creating a resource kit that can educate younger students on how to regulate their emotions. “My goal with this project is to stop the violence before it becomes an issue. I understand that as a 15-year-old girl it’s hard to end violence against women because you can’t go to the abusers and stop them. But I hope this can stop it in the younger generations, so it doesn’t become a problem in the future.”

Currently, Hannah continues to research the causes surrounding domestic violence and says providing tools, including breathing exercises to deal with stress and anxiety, are key as the kit develops.

“My family has fostered kids for about six years, so we’ve learned a lot of different strategies on how to teach kids to cope with their stress when they are angry.”

Syed is also in research mode perfecting his watering system, which uses soil sensors connected to The Weather Network, to determine when and if a lawn needs water. He admits to having a few technical issues with the current system he created using a couple hundred dollars’ worth of parts from Amazon.

“My first step is finding more reliable parts,” he joked, adding his innovative idea has kindled an interest in engineering. “As my first look at the world of engineering, it’s made me realize how much is out there.”

Creating confidence for students to pursue their ideas, especially when it’s backed by regional support, is great for the community said HIP Developments President Scott Higgins, who is one of the driving forces behind the Youth Creativity Fund.

“Having the community to rally to create an endowment that allows us to give microgrants to these kids ongoing I think, one, is a testament to say you have great ideas and continue to pursue your ideas,” he said. “And two, I think it’s to say this community believes in you and if we put that hope, and opportunity and that optimism out within the community our kids are going to do some great things.”

Greg agreed.

“The power we have is right here at our own front door; our youth, who have the ideas but don’t have the means to get guidance and mostly capital to see if their idea can come alive,” he said. “We need to let businesses and individuals know they can help make dreams come true, and that should be the easiest because here, in the Region of Waterloo, is where dreams become reality, every single day.”

Find out more about the Youth Creativity Fund.

When the first students arrive for class in September at Conestoga College’s skilled trades campus, they will quickly discover a unique learning environment.

“It’s going to be a living lab,” says Suzanne Moyer, Conestoga Dean of Trades and Apprenticeships, describing the 322,000-square-foot state-of-the art learning facility taking shape at the former site of motorhome manufacturer Erwin Hymer on Reuter Drive. “The infrastructure is such that areas are exposed so that students can see how the building was built. You can walk into a classroom and actually see the duct work.”

Suzanne says the building, the first part of a multi-phase plan for the campus to house all of Conestoga’s skilled trades programs, has been designed with a very ‘open and visible’ concept towards learning with 150,000-square-feet of space dedicated to shops and labs.

“There are lots of windows so if you’re walking through the building, you can see what’s happening in the shops and other students can also see what’s going on,” she says, noting the campus will heighten the college’s successful approach of providing hands-on and practical learning. “Conestoga College has always been an advocate for skilled trades and in the last 15 years or so, we’ve really grown the amount of programming we have in the skilled trades.”

The timing for this major move couldn’t be more critical since the need for skilled trade workers only continues to increase in Canada, with a potential shortage of 60,000 workers expected by 2025. Currently, an analysis of 56 high-demand trade sectors nationwide indicates a shortage of approximately 10,000 skilled trades workers – which could be as high as 100,000 if all 250 regulated trades in Canada are considered. As well, the federal government says approximately 700,000 trade workers in Canada are likely to be retired by 2028.

“In part, we’re definitely responding and aware of that need both regionally, provincially and federally,” says Suzanne, noting a key goal was to consolidate the programs currently offered among the college’s seven campuses at one central location. “With that you get more efficiencies, and you also get all the students in different trades working more closely together. There are many positive things that will come out of this by having everyone located in one area.”

She admits there have been hurdles, including the pandemic, supply chain issues and labour disruptions, that delayed the project after Conestoga College purchased the site in 2019.

“But we’ve continued to adjust and amend the schedule and work our way through,” says Suzanne. “For example, our HVAC, millwrighting and electro-mechanical programs were supposed to move into the building in September but now they are going to move in next spring and be ready for students in September 2023.”

However, this September the new campus will become home to several of Conestoga College’s many skilled trades programs, including electrical, plumbing, machining, carpentry apprenticeship, as well as its one-year multi-trade program which allows students to sample four trades.

“The students are very excited because it will be a new and full-service campus,” says Suzanne, referring to the features provided which include a library, food services, counselling services, academic supports, and student success advisors.

She says the timeline for when the rest of the campus will be developed depends on funding. The first phase has come with a price-tag of $110 million.

“A lot of factors play in to all that. But we definitely have the space to grow,” says Suzanne, referring to the 42-acre site.

She notes the reaction from the business community has also been very positive and says Conestoga College welcomes any opportunity for partnerships.

“We have all kinds of opportunities to partner together. We work with organizations to make sure it is a good partnership,” says Suzanne, adding financial and in-kind donations are important but there are other ways businesses can be involved. “For those not in the financial position to donate, we have program advisory committees for every one of our programs where members of industry provide us with guidance in terms of what’s needed in industry from our graduates.”

She says these committees meet twice a year and provide valuable input to ensure Conestoga College is offering the best programming possible.

“We’re always looking for volunteers to serve on our advisory committees and work with us to ensure our graduates are industry ready.”

To find out more, visit Conestoga College Skilled Trade Campus.

Drawing supplied by WalterFedy/Moriyama & Teshima Architects

Nominations are now being sought for the Cambridge Chamber of Commerce’s Community Awards 2020-2022.

These awards - which have not been held since 2019 due to the arrival of COVID-19 – provide an important opportunity to celebrate the contributions and achievements of non-profit organizations, charities, and service clubs in Cambridge and Township of North Dumfries.

“There are so many individuals and organizations that have been doing some amazing things, especially during the last two years, to make our community an even better place to live and work,” says Cambridge Chamber of Commerce President & CEO Greg Durocher. “We want to ensure these community leaders receive the recognition they deserve.”

There are 10 award categories highlighting non-profit organizations, their collaboration with others, volunteer work, leadership, physical health and mental wellbeing, and education. As well, there is the Lifetime Achievement Award that will recognize the accomplishments of an individual who has been a driving force in the non-profit sector for more than 15 years.

“While it is a Lifetime Achievement Award, it does not in any way assume that the individual is retiring, leaving or otherwise,” says Greg. “It is really about recognizing the incredible leadership, contribution and tireless service an individual has lent us all, that most would assume it must take a lifetime to contribute all they do.”

Previous winners of this award have included former Langs CEO Bill Davidson (who has since retired) in 2018, and YWCA Cambridge CEO Kim Decker in 2019.

“They are perfect examples of the type of community champions that we wish to acknowledge with this award,” says Greg. “And we know there are others out there who have the same calibre of community commitment.”

He says commitment is also an important characteristic of the recipient of the Board Member of the Year Award.

“These are people who actually put their lives on hold in some ways to help guide the many organizations in our community who provide financial aid, services, and sometimes just help to others,” says Greg. “Not only do these people volunteer with their organization, but they also roll up their sleeves, get down to business and ensure their organization’s governance and operations keep them sustainable and delivering the services that are needed.”

Past recipients have included Mary Adamson from Argus Residence for Young People, Cambridge Memorial Hospital Foundation’s Angelo Loberto, and Paul Drouillard for his work with the Cambridge Shelter Corporation.

Along with these long-time Community Awards categories, the Chamber has also introduced several new ones this year including Innovation in Learning, Community Leadership, Community Impact, Community Collaboration and Healthcare Hero. This latter award is aimed at recognizing those in the non-profit sector for their involvement in creating or promoting programming or initiatives to assist with the physical health or mental wellbeing of residents.

“Our healthcare community has done an exceptional job throughout the pandemic keeping us safe, so this award will provide the ideal opportunity to say thanks,” says Greg, noting many in the non-profit sector and service club volunteers are often somewhat hesitant when it comes to recognizing their own impact and encourages organizations to nominate themselves. “Now isn’t the time to be shy. It’s the time celebrate what makes our community so great.”

Nominations close Sept. 1, 2022. For more, visit: https://bit.ly/3bhY7wZ

The award categories include:

Community Collaboration
Nominees for this award provide outstanding examples of collaboration within their communities.

Community Leadership
Nominees for this award stand out because of their exceptional professional and/or volunteer achievements in the community, which are above and beyond their role in a paid position as a CEO or executive director.

Community Impact
Nominees for this award recognize new and better ways to address a need in the community despite the many demands, and sometimes too few resources available.

Innovation in Learning

Nominees in this category, either individually or in a group setting, have worked selflessly to supply or support educational resources, programs, or initiatives that strive to prepare the next generation of talent in our community and/or provide them with a pathway toward a brighter and successful future.

Healthcare Hero
Nominees for this award are being recognized for their involvement in the creation or promotion of methods that keep the physical health or mental wellbeing of residents in Cambridge and the Township of North Dumfries at the forefront through a variety of programming or initiatives that encourage a healthier lifestyle and community in general. 

Board Member Award

This award is presented to a board member who have demonstrated outstanding service to a not-for-profit organization in City of Cambridge or Township of North Dumfries through the giving of their time, talents, and resources as a board member to further the goals and objectives of the organization.

Volunteer of the Year:

Nominees must have been involved in volunteering for the equivalent of at least 100 hours over a 12-month period.

Organization of the Year - Under 10 Employees

Are you a not for profit organization or service club that provides outstanding programs, services, events, or campaigns that support the needs of the community and its residents?

Organization of the Year- 11 and Over Employees

Are you a not for profit organization or service club that provides outstanding programs, services, events, or campaigns that support the needs of the community and its residents?

Lifetime Achievement Award:

Awarded to an individual who, over the past 15 years or more, has made significant contributions to the community and has improved the quality of life for citizens or whose accomplishments have brought recognition to the Waterloo Region.

The arrival of the pandemic has altered our lives in many ways, especially how business is now being conducted.

As more businesses and organizations look for ways to present their message to potential customers and supporters, creating quality videos should be the method near the top of their list.

“In light of COVID-19, we have seen the world turn to video as a lifeline not only professionally, but personally,” says expert video strategist Sheryl Plouffe. “It is the way of the future and businesses that do not integrate video will fail over the next decade.”

The international speaker and successful entrepreneur will share some of her valuable insight at our next YIP Growth Learning Series event that focuses on video messaging, which experts say is a great way to connect on an emotional level with your audience compared to other content.

“I see a lot of people watching their competition using video, taking their prospects and clients away from them because they’re not willing to face their fear or nervousness about stepping in front of the camera,” says Sheryl. “A lot of people are hanging onto a level of perfectionism that is hindering their growth.”

Known for using simple, yet strategic storytelling, she will share some of her best on-camera strategies to assist participants in creating polished and professional products, with an emphasis on how video messaging can benefit their business by making bigger impacts.

“My intent is that they’ll feel motivated to take those first few important steps towards building a video strategy that builds their platform and brand,” says Sheryl, adding she’s an ‘open book’ when it comes video. “I also consider myself a video marketing crash test dummy to some degree, so I feel like people who come to this presentation will benefit from asking me anything.”

Find out more by joining our session, YIP Growth Learning Series: Video Messaging, on Tuesday, April 6 from 11 a.m. to noon sponsored by Deluxe.

To register, visit: https://bit.ly/3smSWPY

When it comes to the battle against COVID-19, businesses need an arsenal of weapons at their disposal.  

One of the best, besides the necessary PPE, is contact tracing which is a core disease control measure.

“To reduce the spread of COVID-19 in a workplace, it is critical businesses conduct contact tracing,” says Dr. Ryan Van Meer, Associate Medical Officer of Health, Waterloo Region Public Health. “Businesses know where staff work, with whom, and when, and have means to contact staff who may have had close (high risk) contact in a prompt manner to instruct them to self-isolate and get tested.”

He says many workplaces are conducting contact tracing well, despite the fact there may be the perception it is difficult because it is typically done by nurses and other professionals.

“But many workplaces have gained experience with it over the pandemic and our COVID-19 Contact Tracing resource is an excellent tool to help guide them through the decision-making process,” says Dr. Van Meer.

At the Cambridge Chamber of Commerce, we have partnered with Get Ready, a CBRN and Chamber Member, to provide an easy electronic screening tool to ensure the safety of our staff, customers, visitors and contractors, entering our office. The tool utilizes a quick scan of a ‘QR Code’ on their mobile devices or desktops which provides all the necessary information that Public Health will require for contact tracing purposes should an employee get sick or exposed to the virus in the workplace.  The province of Ontario has required all workplaces to implement daily screening for any workers or essential visitors entering the work environment.

Dr. Van Meer says the Region has resources in place to assist workplaces.

“Our guide for workplaces helps employers determine who is a close (high risk) contact that needs to self-isolate and get tested,” he says, adding there are other ‘upstream’ public health measures workplaces can use to prevent high risk contact. These include physical distancing, PPE, preventing close contact during lunches and breaks, as well as environmental cleaning and disinfection.

Dr. Van Meer says when there are multiple confirmed cases in a workplace, the Region’s Workplace Team follows up directly with the employer to support contact tracing and ensures Public Health measures are in place to prevent further spread.

“We currently have approximately 135 staff supporting case and contact management across all settings, as well as additional support from the province,” says Dr. Van Meer, adding there are steps employers must take if a worker tests positive for the virus. “Workplaces should work with their employee who is a confirmed case and consult the Contact Tracing guide for workplaces to determine who would have had close (high risk) contact with the case during the period the case was infectious and instruct those contacts to self-isolate and get tested.”

For more information on the Region of Waterloo’s COVID-19 resources for workplaces, visit: https://bit.ly/2ODUWEx

To learn more about the ‘Get Ready’ screening tool for your office, please visit: https://bit.ly/3euKYQQ

The pandemic has not only dramatically altered our lives, but also the way we do business.

Conducting business online has become paramount for many operations which makes the the importance of effective marketing even more vital to ensure a strong client base.

“Is your website SEO and is it navigational intuitive? Have you thought about using Google ads?” asks Mike Jennings, president of the Cambridge-based digital marketing agency MoreSALES.

These are just some of the many questions that will form the base of the discussion he will lead at our next YIP Growth Learning Series event later this month ‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’.

This seminar is aimed at assisting entrepreneurs in understanding how to effectively market their product/service by utilizing the basic ‘4Ps’ strategy to create a sales and marketing strategy.

Mike says the onset of COVID-19 has resulted in many marketing changes.

“Prices aren’t going to change that much,” he says. “But promotion is going to be the main difference in a COVID world. How do you promote your product?”

He says the seminar will focus heavily on digital marketing, which has been his speciality for many years, and the importance of being able to shift when it comes to doing business.

“Do you shift your price to be more attractive on e-commerce?” asks Mike, noting that e-commerce is a vital tool for businesses when it comes to competing. “People are not going to be rushing back to your building. They’re still going to want to buy online and those businesses that are easy to buy from are the ones that are going to get the business.”

He says an important takeaway for seminar participants will be to realize these changes don’t have to signify the end for their business.

“There are ways to adjust,” says Mike, adding looking at the expected trajectory of the market is key. “You have to think six to 12 months ahead and how you apply these principles (4 Ps).”

He says a business will never ‘lose’ using e-commerce and digital marketing.

“It’s only going to compound the return to normalcy and accelerate that return to normalcy,” says Mike.

‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’ takes place Wednesday, Feb. 24 from 11 a.m. to noon and is sponsored by Deluxe.  Click here to register.

This year, the conversations around proper mental health resources and funding are more important than ever.  A recent poll shows that 40 percent of Canadians have reported their mental health declining over the past year as a result of the COVID-19 pandemic, highlighting the continued enormous pressure and strain families, employees and employers have been dealing with. There is no question this pandemic has taken a toll and as we continue to navigate a second wave and ongoing lockdowns, now more than ever it is important we take a moment to remember our own needs and support each other to get through these challenging times. While we are physically apart, no one is alone when it comes to dealing with mental health issues.

We have put together a list of resources that business owners, employers and employees can use to help navigate and manage mental health when it comes to our daily lives, the workplace and longer term tips and tricks. You can take a look at our full list of health resources here and even more resources from Bell, here.

Wellness Together Canada

Wellness Together Canada provides mental health resources and direct access to peer support workers, social workers, psychologists and other professionals for confidential chat sessions or phone calls.

Mental Health Commission of Canada
The Mental Health Commission of Canada has developed a hub of credible information and resources about maintaining mental health during this time of crisis and supporting people managing a mental illness in this new context.

• Resource Hub
• Managing COVID-19 financial stress tip sheet
• How to manage return anxiety as the lockdown lifts (PDF)

Workplace Strategies for Mental Health by Canada Life

Canada Life’s Workplace Strategies for Mental Health website is a leading source of free, practical tools and resources designed to help Canadian employers with the prevention, intervention and management of workplace mental health issues.

Lumino Health Stress and Anxiety Guide from Sun Life

Sun Life’s Lumino Health platform, which is free to use and available to all Canadians, features a wide variety of mental health information and tools, including a Stress and Anxiety Guide that helps Canadians easily navigate to resources that fit their needs.

Workplace Mental Health Solutions from Sun Life

Sun Life’s Workplace Mental Health Solutions website provides organizations and their plan members with relevant resources that support all stages and needs, including free mental health e-training and industry-leading thought leadership.

The amount of information surfacing almost daily surrounding COVID-19 can be daunting, especially for those running a business.

Trying to keep customers and employees safe while trying to conduct business has become a real change for many. But there is help available thanks to our ‘Chamber Check’ program.

This free and innovative program powered by Axonify and created in partnership with the Greater Kitchener Waterloo Chamber of Commerce offers valuable certification training to business owners and their employees when it comes to operating in a COVID-19 environment.

Through our Chamber Business Ready platform, Chamber Check participants are provided with a series of valuable resources, including videos and quizzes designed around various safety issues and potential scenarios that can arise while working in the midst of this pandemic.

For Patti Harris-Lindstrom, Office Manager of Towcon Holdings in Cambridge, receiving her Chamber Check certification proved to be a great way to collect additional knowledge.

“We’re trying to gather as much information as we possibly can because no one seems to know what this virus is all about,” she says. “We’re trying to take in as much information as we can to make informed decisions.”

As they work their way through the interactive and educational tools contained in the training, the knowledge the participants gain is designed to benefit them in the day-to-day operation of their businesses.

“We’ve been trying to keep on top of this as much as we possibly can and when this (Chamber Check) came out I decided to take it and see if there is anything we don’t already know,” says Patti, adding there was new information which proved beneficial and would gladly recommend others participate. “It’s very informative.”

Sara Chamberlin, Human Resources Manager at the Cambridge Hotel and Conference Centre, discovered the same and is pleased by the training provided.

“I was impressed that dealing with difficult customer service interactions was also part of the training, not just technical processes of wearing PPE,” she says. “This was very useful for our company.”

Stephanie Melo, Office Administrator/Health and Safety Co-ordinator at Sousa Concrete, also says the training she and members of her management office team received has been extremely helpful.

“One of the major things I learned was there is a difference between sanitation and disinfection,” she says, adding it only took her about an hour to complete the required modules.

The program can also be completed in short increments depending on work schedules, which is exactly what Sara did.

“It took me approximately two weeks as I did one to three modules a day,” she says.

But regardless of how participants approach it, the training they receive will strengthen the business community by helping create more consumer confidence.

“I knew it would be beneficial for the company to have since we take COVID-19 very serious,” says Stephanie, noting building consumer confidence is vital right now for all businesses. “It is very important since this is a very strange time we are living in.”

Sara agrees and has recommended that all her managers now complete the program.

“Any training program we can participate in, we will look into,” she says.

Providing as much support as possible to small businesses, especially now during COVID-19, was the key reason the Chambers developed Chamber Check.

“Being small businesses, it’s in our hands to do what we can to keep people safe, both those who work for us and those who enter our places of business,” said Cambridge Chamber of Commerce President & CEO Greg Durocher. “That’s the best defence we have towards keeping our businesses open.”

Upon completion of the training participants receive a ‘Chamber Check’ certificate indicating they have received extensive safety education to conduct business in our COVID-19 world, plus the business receives a decal to be placed in a location to let customers know that workplace offers a safe environment.

The program, developed in consultation with Region of Waterloo Public Health, is available to not just business owners but any number of their employees who receive an email confirming they have completed the training.

“We’re proud to partner with The Cambridge Chamber of Commerce and Greater Kitchener Waterloo Chamber of Commerce on the Chamber Check program. As a Waterloo‐based business we’re dedicated to doing our part to keep our local residents safe,” said Carol Leaman, Founder and CEO of Axonify.

To get your Chamber Check training, visit www.chambercheck.ca