THE MAGAZINE OF
HUMAN RESOURCES
THOUGHT LEADERSHIP letter from the editor
VOLUME 36 / NUMBER 3 APRIL 2019 ISSUE
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EDITORIAL ADVISORY BOARD
Jason Beeho, Levitt LLP
Dean Bulloch, MBA, CHRE,
School of Business & Hospitality,
Conestoga College Institute
Cheryl Fullerton, Corus Entertainment Inc.
Julie Giraldi
John Hamovitch, Intelex Technologies
Paul Klein, Impakt
Dr. Claudette Knight, DBA, Msc., MBA
Charles Marful, Ernst & Young
Nan Oldroyd
Anthony Papa, Federal-Mogul Motorparts
Laura L. Randell, B.A., CHRE, SEEC
Schulich School of Business
Jose Tolovi Neto, Great
Place to Work® Canada
HR PROFESSIONAL is published 12 times per year for the
Human Resources Professionals Association (HRPA).
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EDITORIAL
Editors: Andrew Harris, Lindsay Risto
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Lasting
Leadership
Welcome to the April issue of HR Professional! Winter
has passed, spring has sprung and I think I can see
summer just around the corner. The arrival of spring
never fails to snap me out of my winter hibernation
and fill me energy; ready to find new ways to improve and grow
in all facets of life. Luckily, this issue of HR Professional can help
with that.
This issue is packed with exciting and informative articles that
explore the many changing facets of leadership in the business
world, such as change management, coaching leaders and multigenerational
workplaces, to name a few. Although we’re exploring
leadership in the business world, so many leadership strategies
can be carried over into the personal sphere, and I hope you find
that here.
This month’s cover story, “The Future of Leadership,” explores
the qualities that the leaders of tomorrow are going to need to
possess if businesses hope to stay afloat in the rapidly changing
currents of today’s corporate seas. Find that story on page 28.
I’m always interested in positive thinking and ways we can train
our minds to think more positively. On page 35, Tim Arnold
explores “both/and” thinking and offers leaders some great tips on
shifting the default mindset from “either/or.” This article is great
for all members of an organization to evaluate how we approach
decision making.
HR Professionals know the cost of disengagement and are
always developing new ways to increase employee engagement.
What about the employees who are disengaged and are happy to
stay that way? What toll does that have for your organization?
Head to page 49 to find out.
If you haven’t already, don’t forget to follow and like us on
Facebook, LinkedIn and Twitter for the latest and greatest from
HR Professional. As always, I love hearing your feedback and
comments – please feel free to send me a message through HR
Professional’s social media pages.
Best,
Lindsay Risto
lristo@lesterpublications.com n
6 ❚ APRIL 2019 ❚ HR PROFESSIONAL
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