Queen's University IRC

E-News – January 2020

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January 2020    






A Humble Mindset: A Coaching Differentiator
Ross Roxburgh, Queen’s IRC Facilitator, 2020

A Humble Mindset: A Coaching DifferentiatorAs a leadership coach, I regularly reflect on the approaches which support the essential relationship between the client and coach. Something that allows these approaches to work more effectively is an overarching mindset of humility, a mindset that applies to both the client as well as the coach.

I do want to be clear that ‘humility’ for me does not imply weakness, nor is it the opposite of a tough-minded approach to supporting a client in his or her developmental goals. Rather, it implies a respectful environment that recognizes that the most appropriate coaching relationship is one in which client and coach work on strategies, plans and actions that will result in positive impact. Further, a mindset that comes from a humble stance can strengthen the essential base of trust which the most successful coaching partnerships require.

My understanding of humility within coaching and organization work is anchored in the thinking of Edgar Schein (who has more recently been joined by his son, Peter), who have explored a humble approach in support of learning and behavioral change through a series of books.

In this article, I will share some examples of the application of a humble mindset in coaching work from two different perspectives:

  1. The decision by a client to work with a coach and the coach’s decision to work with a client combined with honouring of the client’s expertise, experience and accomplishment throughout the coaching relationship; and
  2. The commitment to working with the reality of where the organization is today, rather than where client and/or coach would like it to be.

>> Read Article

Best Practices for the Union-Management Relationship in the Workplace
Gary T. Furlong, Queen’s IRC Facilitator, 2017

Best Practices for the Union-Management Relationship in the WorkplaceThese are challenging times for public-sector finances, private-sector growth in a sputtering economy, and hard conversations at the collective bargaining table. With so many issues on the macro level, we sometimes lose sight of the day-to-day working relationship for all of our employees and bargaining unit members. For the vast majority of unionized and non-unionized workers, it is the day-to-day interactions that determine whether the workplace is a productive, engaged environment, or one that preoccupies everyone with conflict, grievances and problems. Where each workplace falls on that spectrum will largely determine productivity, quality, absenteeism, as well as retention and recruitment. In other words, success often depends on what we do each and every day in the union-management relationship.

Jointly Building a Productive, Constructive Workplace
To achieve a healthy workplace that leads to commitment and engagement, there are some important best practices that can be implemented, jointly, by the union-management partnership. Consider some or all of the following five best practices for managing in a unionized workplace.

>> Read Article





Latest News



Introducing our New Program:
Leadership Capability to Drive Innovation

Download BrochureHow can leaders work with diverse teams to generate insights and discover innovative solutions to complex situations?

This insightful, interactive and practical workshop will help answer that question. Become a leader who can draw out the innovative capacities of your teams to help your organization succeed in dynamic times.

Leadership Capability to Drive Innovation
May 6-7, 2019: Kingston
$1995 (special Introductory price)

The program is designed for middle and senior leaders in organizations who regularly work with teams on complex challenges. Seating is very limited – register soon to avoid disappointment.

>> Learn More & Download Brochure

>> Register Now


Building Trust in the Workplace program – Now 2 days

Download BrochureYou asked and we listened! Our Building Trust in the Workplace program has been lengthened to 2 days. It will devote extended time to emotional intelligence, and feature a number of new and exciting takeaway tools.

With this change comes a special promotional rate, $1,995 ($500 off!) for the 2020 dates of the course only.

Register now for an upcoming program:

  • April 2-3, 2020: Toronto
  • September 15-16, 2020: Kingston
  • December 1-2, 2020: Toronto


New Queen's IRC Program Planner Now Available

Download BrochureOur Spring 2020-Spring 2021 is now available online. Download it today to learn more!

What’s inside?

  • Detailed program descriptions
  • Dates, locations, and fees
  • 18-month program calendar
  • How to earn one of our prestigious Certificates in Advanced Human Resources, Organizational Development or Labour Relations
  • Custom program options for your organization


Conference and Trade Show Update

Queen's IRC will be attending the HRPA Annual Conference and Trade Show this week in Toronto at the Metro Toronto Convention Centre. We will be at booth #913.

If you are at the show, drop by and say hello!





Upcoming Programs



Register for an Upcoming Program:

For an overview of our professional development training, from the perspective of our participants and speakers, please check out our Queen’s IRC Video.

For more program information, download our Spring 2019-Spring 2020 Program Planner.

Email: irc@queensu.ca
Phone: 1-888-858-7838

Web: irc.queensu.ca

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