Every employment relationship is a contract - either written, oral, implied or some sort of combination. When properly structured and properly managed, there is a great opportunity for the employer to shape the employment relationship in terms of expectations, deliverables, workplace conduct, proprietary information, conflict of interest, productivity, treatment of confidential information, and so on. However, if the relationship is improperly structured and/or poorly managed, it can be a recipe for disaster.

Please see the following press release.

Canadian Management Centre, Leading Professional Training Provider, Now Offering Seminar on Managing Intergenerational Teams

Toronto, 2006 — Canadian Management Centre (CMC), a leading not-for-profit provider of training and development solutions, is now offering a new seminar for optimizing inter-generational communication and management. "Maximizing Multi-Generational Teams" will help leaders, managers and other professionals understand and draw on the differences between generations in order to enhance team dynamics and productivity.

It has become widely recognized amongst trend watchers and futurists that the business world is resting on the cusp of a powerful trend that will change management and leadership requirements within organizations. In this upcoming decade, for the first time, four generations will be participating in the workforce simultaneously. These generations will be competing for jobs in top management, and their actions behaviors will be influenced by their differing attitudes, beliefs, values and needs.

Understanding the needs of an inter-generational workforce will be a tough but necessary job for all executives, mangers and leaders. Further, organizations will also need to readdress their strategies for attracting, motivating and retaining employees through an understanding of what drives the behaviors of each generational cohort.

Canadian Management Centre’s "Maximizing Multi-Generational Teams" provides practical advice on how to understand the unique identities and behaviors of each generation in the workforce in order to enhance team performance, collaboration and organizational dynamics. The one-day seminar will allow project managers, learning and development specialists, organizational specialists and mangers to strengthen their leadership and management abilities, through recognizing the differences between the generations and how to uniquely motivate each individually and as a collaborating team. Each participant will create an action plan tailored to their organization in order to optimize inter-generational teams upon return to the office.

"Maximizing Multi-Generational Teams" will help Canadian Management Centre continue to provide corporate members and customers with cutting-edge developments in management theory and practice. This new seminar builds on the strengths of Canadian Management Centre’s current General Management courses that provide best practices, strategies and practical insights to executives who want to stay up-to-date in the ever-changing business world. "Maximizing Multi-Generational Teams " will be offered throughout the upcoming summer and fall at Canadian Management Centre’s facility in Downtown Toronto. For a complete schedule, visit online at www.cmctraining.org.

Canadian Management Centre offers more than 140 seminars in human resources, general management, interpersonal skills, project management, communication skills, sales, marketing, leadership and finance. Programs are offered to business professionals at all levels, from CEOs and senior executives to new managers and administrative professionals. Business professionals with real-world experience facilitate Canadian Management Centre programs and use practical, action-oriented content that can be immediately applied in the workplace.

About Canadian Management Centre

With over 40 years experience; Canadian Management Centre has earned the reputation as a trusted partner in worldwide professional development and management education that improves the immediate performance and long-term results of over 10,000 Canadian individuals and organizations every year.

While you browse through our website you will quickly see that no one knows training better than Canadian Management Centre. Since 1963, the business community has turned to us for the practical training and business tools needed to improve individual and organizational performance-and achieve bottom-line results.

Today, Canadian Management Centre, along with our world wide affiliates at the American Management Association International network, is a global not-for-profit organization that provides a full range of management development and educational services to individuals, companies and government agencies worldwide. Each year, thousands of business professionals acquire the latest business know-how, valuable insights and increased confidence at our seminars, blended learning and Corporate Learning Solutions.

Please note the following press release.

Canadian Management Centre, Leading Training Provider, Now Offering Seminars for Managing Change

Toronto, May 2006 — Canadian Management Centre (CMC), a leading not-for-profit provider of training and development solutions, is now offering two new seminars to help individuals and organizations manage, implement and support change. "Getting the Most from Change" and "Planning and Managing Organizational Change" will prepare professionals for implementing change initiatives positively and to react to workplace change in a way that will support the bottom line.

The need to manage change effectively has long been among the top issues facing global corporations. In fact, a 2005 survey cited "changing organizational cultural and employee attitudes" as the leading concern amongst executives in North America, Europe and Asia. Further, the rapid pace of change is the most cited cause of stress among senior managers.

Organizations and individuals can’t avoid change, but they can prepare for it through training initiatives. Competing successfully in dynamic, global markets requires corporations have high-level competencies in planning, communication, coordination, employee engagement and evaluation, just to name a few. At an individual level, it is up to top management and leaders to create change-friendly workplaces in which teamwork, communication and innovation and fostered, embraced and encouraged.

Canadian Management Centre’s "Getting the Most from Change" and "Planning and Managing Organizational Change" provide corporations with practical advice and strategies to seize change as an opportunity for personal and organizational growth. The one-day seminar, "Getting the Most from Change", allows participants to acquire the tools to manage change, harnessing its energy and creating an atmosphere that encourages and supports change. In the one-day, "Managing Customer Conflict" seminar, participants will use case-studies to prepare for facilitating and implementing change, with specific attention to interacting with key business drivers and stakeholders.

"Getting the Most from Change" and "Planning and Managing Organizational Change" will help Canadian Management Centre take the lead in providing corporate members and customers with cutting-edge developments in personal and organizational management. Combined with Blended Learning Options, seminar participants can take advantage of One-on-One coaching, Harvard Business School Publishing online courses, workshops or on-line webinars to enhance their learning experience. Both seminars will be offered throughout the upcoming summer and fall at Canadian Management Centre’s facility in Downtown Toronto. For a complete schedule, visit online at www.cmctraining.org.

Canadian Management Centre offers more than 140 seminars in human resources, general management, interpersonal skills, project management, communication skills, sales, marketing, leadership and finance. Programs are offered to business professionals at all levels, from CEOs and senior executives to new managers and administrative professionals. Business professionals with real-world experience facilitate programs and use practical, action-oriented content that can be immediately applied in the workplace.

About Canadian Management Centre

With over 40 years experience; Canadian Management Centre has earned the reputation as a trusted partner in worldwide professional development and management education that improves the immediate performance and long-term results of over 10,000 Canadian individuals and organizations every year.

While you browse through our website you will quickly see that no one knows training better than Canadian Management Centre. Since 1963, the business community has turned to us for the practical training and business tools needed to improve individual and organizational performance-and achieve bottom-line results.

Today, Canadian Management Centre, along with our world wide affiliates at the American Management Association International network, is a global not-for-profit organization that provides a full range of management development and educational services to individuals, companies and government agencies worldwide. Each year, thousands of business professionals acquire the latest business know-how, valuable insights and increased confidence at our seminars, blended learning and Corporate Learning Solutions.

For excellent customer service, create customer focused processes, not company focused processes. If what you are doing is done to make the internal processes work better and not better for the customer, how long will they be with you? Your customer wants to know that you put them above the inner workings of the company. Focus your efforts on your customers; then let the internal processes follow.

To get what you want from negotiations, ask for more than you think you’ll get and let the other side beat you down! Establishing a

Settlement

Range

is part of the planning process.  Be ambitious in what you ask for.  It doesn’t have to be agreeable the other side, just reasonable.

For successful project management, develop a team consensus on the nature of the problem. Otherwise, you can develop the right solution to the wrong problem or wind up with paralyzing bickering about goals.

Over half of 328 companies polled in a Manpower Consultant’s survey said they offer coaching to key employees. More firms are offering coaching to improve performance by executives, managers and high-potential employees.

The possibility of an avian flu pandemic is sparking crisis contingency plans by various large companies. Among those with plans are Microsoft, Cisco Systems, Marriott, 3M and Virgin Atlantic Airways. Microsoft, for example, is preparing for mandatory home quarantining by expanding its virtual private network.  We want to hear from you.  Is your organization preparing for similar events as well?

According to the 2005/2006 ECSSurvey Report on Middle Management Compensation from Watson Wyatt Data Services. Nearly two-thirds of for-profit firms in the

U.S.

(64.3%) pay a bonus to HR managers, while a much smaller proportion of not-for-profit
organizations (20.2%) pay bonuses.

As recently reported by HRI, 39% of HR professionals reported added responsibilities in 2005 and just 10% reported any responsibilities being removed. This net change was one of the largest in a decade, according to results from The Bureau of National Affairs’ HR Department Benchmarks and Analysis 2005-2006.