As the CEO of the organization that manages Halifax Stanfield International Airport, Carter is drawing on nearly 20 years of experience with HIAA to generate economic growth by connecting the region to the world. She speaks about how geopolitical shifts are opening new export opportunities for our organizations, how technology will eventually make security checks seamless and nearly invisible for travellers, and how more diversity in our workforce will help address demographic shifts in our region.
Drawing on two decades of industry experience, Johnston is leading a rapidly growing team in the development and deployment of innovative mobile, web, gaming, and video solutions for an impressive array of clients that include Turner, NBCUniversal, Viacom, and IBM. It is an impressive success story, one that Johnston says has been possible thanks to the advantages of being located in Atlantic Canada. He shares his thoughts on our region’s strengths, how we can build on them, and how we can compete on a global stage so that our tech companies attract top talent and achieve the kind of success that we typically associate with companies based in Silicon Valley.
To authentically invite diverse candidates to academic leadership roles requires a change in the status quo. It is time to reimagine how we attract and retain diverse leaders.
Today, academic search committees face complex challenges, both internally and externally, including confronting unconscious bias, navigating group dynamics, and attracting strong candidates. It is time to reimagine how search committees do their work.
Developing internal successors and engaging internal candidates in an academic leadership search is a challenge for many post-secondary institutions in Canada. A reimagined approach to the search for academic leaders requires greater attention to the talent pipeline.
How can we ensure we are measuring the right leadership competencies at each stage of the hiring process, while also being open to candidates from diverse backgrounds? A reimagined approach to candidate assessment is essential.
Hiring doesn’t end with agreement on a candidate. Institutions often miss the opportunity to position new leaders for success with effective onboarding. We believe a reimagined, intentional approach is required for today’s universities and colleges.
Academic leadership roles are complex and consuming. Candidate pools have shrunk. Search processes are challenging. But these shortcomings have created an opportunity to reimagine how post-secondary institutions approach their search for academic leaders.
With input from our clients, candidates, Academic Advisory Council, and our team of leadership development and coaching experts, KBRS has reimagined how we support our academic executive search clients in the post-secondary sector.
Academic leadership roles are complex and consuming. Candidate pools have shrunk. Search processes are challenging. But these shortcomings have created an opportunity to reimagine how post-secondary institutions approach their search for academic leaders. We invite you to be part of the conversation.
As the Board Chair, Cynthia Dorrington is pursuing a vision for greater diversity in both the Chamber’s membership and in its board members. Drawing on her extensive experience as a business leader, human resource professional, and the Chair of the Black Business Initiative’s Board of Directors, Dorrington sees opportunities for dynamic change in Atlantic Canada’s demographics and economic growth.