Generation Who - Guelph Chamber of Commerce

Transcription

Winter 2013
Return undeliverable items to:
Guelph Chamber of Commerce
111 Farquhar Street, Suite 201
Guelph, ON N1H 3N4
Publication Mail 40844077
Generation Who
...an exciting new phenomenon
(page 6)
Winter 2013
www.guelphchamber.com
1
HRPA’S EMPLOYMENT STANDARDS ACT
CONVICTIONS SCOREBOARD
CONVICTIONS
HRPA MEMBERS
2010
2011
2012
177
424
424 1015
0
0
0
Total
0
Sometimesbeing
being shut
a good
thing.
Sometimes
shutout
outis is
a good
thing.
Between January 1, 2010 and December 31, 2012, a total of 1,015 companies and individuals
were convicted under the Ontario Ministry of Labour’s Employment Standards Act, incurring
Between
January
1, 2010 and
December
31, 2012, a total of 1,015 companies and
big fines and
public shaming
on the
ministry website.
individuals were convicted under the Ontario Ministry of Labour’s Employment
Of all individuals named in these cases, none were HRPA members.
Standards Act, incurring big fines and public shaming on the ministry website.
HRPA regulates the professional practice of its members who agree to abide by its Rules of
Of
all individuals named in these cases, none were HRPA members.
Professional Conduct. For more information on how HRPA-member HR professionals can help
you reduce
your workplace
legal and compliance
please visit
www.HRPA.ca/ESA
HRPA
regulates
the professional
practice ofrisks,
its members
who
agree to abide by its
Rules of Professional Conduct. For more information on how HRPA-member HR
professionals can help you reduce your workplace legal and compliance risks,
please visit www.hrpa.ca/ESAGuelph
tario. It connects its membership to an unmatched range of HR information resources, events, professional development and networking opportunithe national standard for excellence in human resources management and the Senior Human Resources Professional (SHRP) designation, reserved for
high-impact HR leaders. www.hrpa.ca
HR Information Service is a service of the Human Resources Professionals Association (HRPA)—Canada’s HR thought leader with more than 20,000
members in 28 chapters across Ontario. HRPA connects its membership to an unmatched range of HR information resources, events, professional
development and networking opportunities and annually hosts Canada’s largest HR conference. In Ontario, HRPA issues the Certified Human
Resources Professional (CHRP) designation, the national standard for excellence in human resources management and the Senior Human Resources
Professional (SHRP) designation, reserved for high-impact HR leaders. www.hrpa.ca
2
Upcoming Events
Lunch & Learn
Press Releases: How-to Advice from the Press
Phil Andrews, Guelph Mercury
Wednesday, January 8, 2014
12 p.m. to 1:30 p.m.
Cutten Fields, 190 College Avenue East
Breakfast Academy
Managing Conflict and Change in the Workplace
Dwayne Williams, Express Employment
Professionals
Friday, January 17, 2014
7:00 a.m. - 9:00 a.m.
Holiday Inn Guelph Hotel & Conference Centre
601 Scottsdale Drive
Pulse on Innovation Breakfast
Supply Chain
Tuesday, January 21, 2014
7:00 a.m. to 9:00 a.m.
Delta Guelph Hotel & Conference Centre
50 Stone Road West
Guelph-Wellington Economic Summit
Friday, January 24, 2014
8:00 a.m. to 3:30 p.m.
Cutten Fields, 190 College Avenue East
Business After Five
KH&A Solutions
Tuesday, January 28, 2014
5:00 p.m. - 7:00 p.m.
121-355 Elmira Road North
Pulse on Innovation Breakfast
Reducing Food Waste - A Panel Discussion
Thursday, February 20, 2014
7:00 a.m. to 9:00 a.m.
University of Guelph, Creelman Hall
50 Stone Road East
Breakfast Academy
Pick up Your Game - Sell Bigger Deals to Larger
Customers
Steve Barrett, Innovation Guelph
Friday, February 21, 2014
7:00 a.m. to 9:00 a.m.
Holiday Inn Guelph Hotel & Conference Centre
601 Scottsdale Drive
111 Farquhar Street, Suite 201
Guelph ON N1H 3N4
Tel: 519-822-8081 Fax: 519-822-8451
E-mail: [email protected]
Website: www.guelphchamber.com
CONTENTS
Advertisers’ Index..........................................................................................4
GCC Executive Committee/Board of Directors/Team.......................4
President’s Message.....................................................................................5
Generation Who.............................................................................................6
Eliminating Canadian Experience Requirements..............................8
2014 - The Year of Accessible Websites............................................... 10
New Members............................................................................................. 12
Member Profiles.......................................................................................... 13
New Member Profile................................................................................. 14
Buzz on Business........................................................................................ 14
Member Milestones................................................................................... 14
Gain Energy! Feel Stronger! Be More Active! ................................... 17
Connect GCC - Your Place to Network................................................ 18
Psychological Health & Safety............................................................... 20
Key Decisions for Business Owners..................................................... 21
The Design Brief of Specification Document................................... 22
Business After Five
Biodiversity Institute of Ontario, University of
Guelph
Tuesday, February 25, 2014
5:00 p.m. - 7:00 p.m.
50 Stone Road East
Winter 2013
3
Advertisers’ Index
BDO Canada LLP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Working on your behalf…
Your GCC Executive Committee:
Bensol Consulting Inc.. . . . . . . . . . . . . . . . Outside Back Cover.
Bingemans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Bulwark Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Rob McLean
Sociable Communications
and Marketing
Compugen Inc.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Employee Benefits Solutions Ltd.. . . . . . . . . . . . . . . . . . . . . . . 7
Janet Roy
David Estill
Amy Kendall
Premium HR Solutions Inc.
Estill Energy Inc.
Conestoga College
Your Board of Directors:
Erb and Erb Insurance Brokers Limited. . . . . . . . . . . . . . . . . . 9.
GENIVAR Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Guelph Hydro Inc.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.
John Burns
HLB System Solutions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ABS Friction Inc.
Julia Christensen
Hughes, University
Peter Cartwright
City of Guelph Economic
Development & Tourism
Barry Chuddy
Guelph Hydro Electric
Systems Inc.
of Guelph
Michael Henley
Miller Thomson LLP
Human Resources Professionals
Association (HRPA) . . . . . . . . . . . . . . . . . . Inside Front Cover.
Infinican Computer Centre. . . . . . . . . . . . . . . . . . . . . . . . . . . . .21
Innovation Guelph . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Kimberly Aitken
RLB LLP
Italian Canadian Club. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.
Lutherwood. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Ben Minett
The Bookshelf of
Guelph Limited
Carly O’Brien
The Achievement
Centre
Leonard Sharman
The Co-operators
Graham Smyth
Scotiabank
Your Chamber Team:
RBC Dominion Securities Inc.. . . . . . . . . . . . . . . . . . . . . . . . . . 11
St. John’s - Kilmarnock School. . . . . . . . . . . . . . . . . . . . . . . . . . 11.
Sutherland Insurance. . . . . . . . . . . . . . . . . . . Inside Back Cover.
Lloyd Longfield
Wellington Catholic
District School Board . . . . . . . . . . . . . . . . . Inside Back Cover
President & C.A.O.
Chris Tiessen
Wendy Smith
Project Manager
Sustainable Solutions
Operations Manager
Stephanie Halapija
Executive Assistant
Waterloo Wellington Community Care
Access Centre (WWCCAC). . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.
Bette Ann Cannon
Member Services
Coordinator
Thank you to our advertisers! Without your
Cai Sepulis
Graphic Designer
Kyle Turriff
Accountant
Jane Wielhorski
Event Coordinator
Heather Wright
Communication &
Project Coordinator
support, we could not produce this magazine.
To be featured as a Member Profile or
contribute an article in this magazine, please
contact Bette Ann at the Guelph Chamber of Commerce
by phone at 519-822-8081 or by email at
[email protected].
To advertise, contact Chris Tiessen by email at
[email protected].
Moving Business Forward Magazine is published 4 times a
year by The Guelph Chamber of Commerce. Moving Business
Forward is the official publication of the Guelph Chamber of
Commerce and is circulated to its members as part of their
membership. Unsolicited material is not eligible for payment.
Opinions and comments contained herein reflect those of the
writer and not necessarily those of the Chamber, its Board of
Directors, its members or the publisher. © All rights reserved.
4
OUR MISSION STATEMENT
The Guelph Chamber of Commerce represents
the voice of business contributing to economic
growth, profitability, competitiveness and
community involvement for all types of
businesses and business people in Guelph.
OUR VALUES
Ethics
Your Chamber Team – Phone: 519-822-8081
Lloyd Longfield, Ext. 224, [email protected]
Wendy Smith, Ext. 225, [email protected]
Chris Tiessen, Ext. 241, [email protected]
Bette Ann Cannon, Ext. 222, [email protected]
The GCC conducts business in a manner that is
ethical and honest in all dealings
Stephanie Halapija, Ext. 227, [email protected]
Fairness
Cai Sepulis, Ext. 238, [email protected]
The GCC helps members to promote themselves
through advocacy and other membership
benefits
Environment
Kyle Turriff, Ext. 252, [email protected]
Jane Wielhorski, Ext. 223, [email protected]
The GCC supports an environmentally sustainable Heather Wright, Ext. 226, [email protected]
community in which we live and raise our families
Leadership and Innovation
The GCC conducts business that demonstrates
leadership and innovation for all members
President’s Message
Lloyd Longfield President & CEO
Regional Economic Progress
Report 2013
In January 2013, 120 business people gathered to discuss
priorities for our region. Five key areas were identified to
improve the prosperity of Guelph Wellington. As we prepare
for the upcoming regional economic summit on 24 January
2014, in is time to take stock on the work that has gone on over
the past twelve months so that we can look down the road
ahead.
1) Regional Identity
Immediately following the 2013 Regional Economic
Summit the fledgling group Connect Guelph expanded
to include representatives from Wellington County and
renamed itself Connect Guelph Wellington. This group
consists of representatives from the Guelph Chamber of
Commerce, University of Guelph, Conestoga College, City
of Guelph, Guelph Wellington Business Enterprise Centre,
Career Education Council, Innovation Guelph, County of
Wellington, Ontario Ministry of Economic Development
Trade and Employment, Guelph Economic Development
Advisory Committee, and the Workforce Planning Board.
A key characteristic of Guelph Wellington that has been
highlighted is collaboration, and sector groups that have
been collaborating include clean technologies, information
technologies, advanced manufacturing and the food and
agriculture sector.
2) Career Planning and Awareness for Youth
The Guelph Chamber of Commerce has launched the website
“whoplusyou”, in which people enter their skills and interests
and businesses enter the skills they are looking to employ and
the website matches jobs with prospective employees. The
site is located within guelphchamber.com, under the Find tab.
The Guelph Chamber Workforce Development Committee has
launched a “Closing the Gap” strategy, to provide an overview
of the programs available for each step along the way from
training to recruiting, up skilling, and performance evaluation
on both the supply and demand side of jobs. The Workforce
Planning Board is doing a detailed survey in the year ahead.
3) Regional Transportation
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Winter 2013
A study team has developed a terms of reference, and is
forming discussions with Waterloo Region, connecting through
to Toronto on the GO Train service. Advocacy work has begun
around improving the Highway 6 connection to Hamilton. The
Guelph Chamber is working with regional chambers on these
discussions.
4) Small Business Support
Innovation Guelph has created a portal to connect all business
support services on one website. These include startup
assistance, as well as connections for existing businesses of all
types and sizes. The Guelph Chamber of Commerce is involved
with all levels of business support.
5)Tourism
The Guelph Chamber of Commerce formed a study team
that prepared a presentation to the City of Guelph with
recommendations on how tourism services can be changed
going forward. The City of Guelph is now performing an
operational review to baseline the services they are currently
providing.
Information on the upcoming January 24th Regional Economic
Summit, or to register to attend visit guelphchamber.com.
5
GENERATION WHO
There is an exciting new phenomenon
in the workplace - Four Generations, all
working side by side, face to face and
being challenged to communicate with
each other and function as a productive
team:
• Traditionalists / Matures
• Baby Boomers
• Generation X
• Generation Y / Millennials
Each generation has its own sociological influences of parenting,
historic events, iconic characters, music and even clothing. Throw
this “mixed bag” together and you have a melting pot of employees.
To best understand this new workplace “atmosphere” and the
communication struggles that have arisen, we need to explore and
understand what makes each generation “tick”.
The Traditionalists / Matures - These individuals were born prior
to 1945.
Unlike the other generations, their timeline stretches back 3 or 4
decades and so their influences vary greatly.
With the youngest Traditionalist nearing the age of 70 one generally
does not find too many of them still in the workforce. For the purpose
of this article we are going to explore the latter part of this generation.
It is understood Traditionalists have a very firm point of value and seek
or expect respect and honesty from those they deal with. They tend
to be patriotic, stable, loyal, hardworking and value experience and
quality.
The stock market crash of 1929, the Great Depression, the Second
World War and the Korean War were major influences on this
generation. A question from the younger generations – “Have you
heard of e-mail?”
6
The Baby Boomers - Boomers were born between 1946 and 1964.
Research has shown that Baby Boomers like to feel, look and act
younger than their age. Some tend to view themselves as super
moms and super dads. Face to face communication is a preference
and relationships are important to them. For many, technology can
be a challenge – electronic calculators were not part of their early
work life. They used the old paper roll adding machines. Their word
processor was a typewriter. There is a perception in the business world
that Baby Boomers love showing their success which will show in the
house they live in, the car they drive (a Lexus versus a Toyota), and the
clothes they wear. The Vietnam War, The Beatles, the assassination of
John F. Kennedy and his brother Robert Kennedy, Martin Luther King
Jr., Woodstock, the Space Race and the first heart transplant were
influences in the shaping of the lives of Baby Boomers. A question
from the younger generations – “What’s with the comb over?”
Generation X - Gen Xers were born between 1965 and 1979.
Historically they are well educated, adaptable, independent and
creative. They seem to have no fear of new technology and are
inclined to embrace it more for the business applications than the
fun aspect. Xers can be sceptical about government and religion
and prefer the “steak to the sizzle”. They have been known to buck
the system and are inclined to lead their lives without boundaries.
Xers were raised on TV infomercials and as a result like to thoroughly
research all of their purchases. Influences in their lives include
Watergate, the Iran hostage crisis, gas shortages, MTV, cable TV, the
first Gulf War, the VCR, the CD player, personal computers, the Internet
and the World Wide Web. Advice from other generations – “Be Cool
and Relax”!
Millennials or Generation Y - Millennials were born between 1980
and 2000 .
This generation comprise the largest generation since the Boomers.
This group is the most technologically savvy of all the generations.
Drive or walk by any bus stop and you will see them with headphones
in their ears and looking intently at their smartphone. They are for
the most part optimistic, tenacious, adept at change and the “kings
and queens” of multitasking. Their parents tend to be their friends and
many have been raised protected, praised and programmed. They
continue to be influenced in the world of Facebook, YouTube, Twitter
and other avenues of Social Media. Influences on this generation
are the Oklahoma City bombing, the 9/11 terrorist attack, the space
shuttle crash, the fall of the Berlin Wall, Columbine, Harry Potter and
Shrek.
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A question from the other generations – “So when are you marrying
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With this snapshot of the four generations we can begin to understand
the differences that are facing businesses as they are challenged to
deal with this new dynamic. It will be interesting to observe how
they best continue to create workplace harmony by melding these
generations and their different points of reference. The clock keeps
“Ticking”!
Assurance | Accounting | Tax | Advisory
512 Woolwich St
Guelph ON
519 824 5410
www.bdo.ca
GCC Seminar on January 21, 2014 “Be a Generational Seller”, to register
go to www.guelphchamber.com/events
BDO Canada LLP, a Canadian limited liability partnership, is a member of BDO
International Limited, a UK company limited by guarantee, and forms part
of the international BDO network of independent member firms. BDO is the
brand name for the BDO network and for each of the BDO Member Firms.
Author: Issy Nochomovitz
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7
Eliminating Canadian
experience requirement
could make businesses more competitive
It’s hard for me not to think that some
Guelph businesses are shooting
themselves in the foot when I sit in a meeting with Frank Valeriote,
Guelph’s Member of Parliament, Lloyd Longfield, President of
the Guelph Chamber of Commerce, and Roya Rabbani, Executive
Director of Immigrant Services - Guelph Wellington. We’re joined by
a newcomer to Guelph who is sharing his experiences of looking for
work locally. Despite a PhD from a university in the United States,
he is struggling to find work in Guelph because he lacks Canadian
experience. Unfortunately, he is not alone. A recent progress report
produced by the Guelph Wellington Local Immigration Partnership
tells us that a lack of Canadian experience is the biggest barrier to
finding employment that newcomers face in Guelph. Nearly one in
three newcomers has encountered this barrier.
Canadian Experience Requirement is Discriminatory
Eliminating the requirement for Canadian experience would benefit
newcomers to Guelph and Wellington, but it would also be good for
our economy – and that includes your business. Reflecting this truth,
the province recently moved one step in that direction. In October,
the Ontario Human Rights Commission drafted a policy that states
that asking for Canadian experience at any point in the hiring process
is discriminatory and that businesses could be subject to the Ontario
Code of Human Rights. The problem with Canadian experience
requirements is that for talented newcomers, it’s a catch 22 situation:
You need Canadian experience to find work in Canada, but you need
to find work in Canada to get Canadian experience. There are practical
solutions for other employment challenges. For instance, if a business
needs employees to be proficient in English or have professional
certification, a newcomer can take language training courses or take
steps to obtain those credentials. But there is no easy solution for this
Canadian experience conundrum.
Many businesses legitimately want to ensure that internationally
trained immigrants have the appropriate experience, qualifications,
understanding of the local industry, and soft skills to fit in and be
successful in their work. It’s reasonable, of course, to ask any potential
employee to meet these needs, and there are explicit ways of doing so
to ensure you hire the best person for the job – regardless of whether
or not he or she has worked in Canada.
Workforce Shortages & the Economy
The Ontario Human Rights Commission policy and data from the Local
Immigration Partnership come at a time when workforce shortages
and skills mismatches are top of mind for many businesses. Recent
Statistics Canada data show that despite a population increase in
Guelph, Guelph’s overall number of people active in the workforce is
decreasing. This is a sign that anticipated work shortages forecast for
Ontario are starting to have an impact in certain industries in Guelph.
The Conference Board of Canada predicts that labour shortages in
Ontario will rise to 364,000 positions over the next 12 years. This
labour picture will present serious challenges to the local economy in
Guelph and Wellington County unless something changes. Removing
unnecessary barriers to hiring immigrants, such as the Canadian
experience requirement, is one way to ensure that our workforce
can grow, and that our area’s economy can continue to thrive and be
more resilient. All of which is essential to the competitiveness of your
business.
W— 7.5” H— 2.25” Opportunity for business
By removing unnecessary barriers to hiring immigrants, a business
is more welcoming to a growing talent pool. In a world of workforce
and skill shortages, being welcoming means being able to attract
the best and brightest to your business. Hiring immigrants has also
been shown to help businesses in other powerful ways. Your company
may experience reduced training costs by hiring someone with the
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skills to fit the job; enhanced productivity and innovation through the
leveraging of employees’ diverse perspectives, cultural experiences,
education, and training; greater access to global markets; and a
stronger competitive advantage that comes from connecting with and
understanding your increasingly diverse customers.
Conclusion
Getting rid of Canadian experience requirements is one of those rare
win-win-win opportunities. It creates more competitive businesses
and workplaces, a stronger economy, and an attractive and welcoming
community for newcomers to choose as their new home.
It’s about time, and with local businesses leading the way, we can
create a community that is ready to meet the challenges of the 21st
century workforce with open arms.
Author: Alex Goss, City of Guelph Community Engagement & Social
Services and Project Manager for the Guelph Wellington Local
Immigration Partnership (GWLIP).
519-822-1260 X2634, [email protected],
www.guelphwellingtonlip.ca
Toll Free: 1 800 265 2634
Web: www.erb-erb.com
Follow us on Facebook & Twitter
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[email protected]
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9
2014 – The Year of Accessible
Websites
Each year, we like to create our list
of New Year’s resolutions with many
common goals like regular exercise and
perhaps even avoiding excessive use of
our smartphones. Often we think about what we can improve upon
personally but what about our own business for 2014? We often think
about sales, the team, and the marketing plan. How about our online
presence?
Company websites are our number one online identity. Invisible
search engine robots are running everywhere in the billion online
directories to increase your company’s web presence. But we forget
about our website because we think it’s done or not particularly
important. However, if we flip the situation and view our website from
the point of view of a potential new customer, and it’s not up to date
or professional, it wouldn’t spark interest, would it? Now, how about a
disabled person wanting to learn more about the company but can’t
because the website isn’t viewable to them?
There are so many different ways to increase our online presence
such as using social media, through search engine optimization,
and so on. Nothing wrong with those but the most pressing topic of
10
websites in 2014 is working toward universally accessible websites!
The Accessibility for Ontarians with Disabilities Act (AODA), states that
all private, non-profit organizations and all public sector organizations
will need to ensure their websites are accessible. This will benefit
millions of users with disabilities or even those who aren’t disabled,
like the elderly, various mobile devices, and so on.
Starting in 2014, if companies are revamping or launching a brand
new site, it must be compliant with the Web Content Accessibility
Guidelines (WCAG) 2.0, Level A, as outlined in the Accessibility
Standard of Information & Communications. This means websites
need to have content written in clear language; provide alternate
text for images; and allow the user to easily navigate the site on their
keyboard. These are only a few examples!
There are three levels of accessibility – Level A, AA, and AAA. Level A is
the lowest level of accessibility so businesses can meet the minimum
requirements. If you are starting from scratch, it is recommended you
reach Level AA, to reduce the amount of work if needed down the
road.
Take some time to make this a priority. It helps businesses look like
considerate and compassionate people! Just as we learn in business
school, this helps to create a prosperous client relationship, which
in turn will lead to more sales. So what do we do… First, head onto
the web and search the hundreds of free evaluation tools to check
your own website. The report will indicate which area on the page
needs some attention. Again, there’s a lot of factors so don’t feel
overwhelmed. Take it one step at a time and the process will get easier.
A complete list of online tools are available at http://www.w3.org/WAI/
ER/tools/complete. The most popular tool used is AChecker, first one
on the list!
RBC Dominion Securities Inc.
Business succession
Reach your full potential with
the right advice.
Thomas Bird, cim, fcsi
Vice President &
Director, Portfolio Manager
The evaluation will provide results to indicate the necessary changes
and score the website a level of accessibility. This will help you
understand where you stand. Next, get in contact with the web
developer and get them on board to make the changes. Again, this
will take some time and effort, but it will benefit your business so take
the time and get it right for your consumers!
Jay ElinEsky, BBa, fma, cim, fcsi
Associate Portfolio Manager
Phone: 519-822-2024
Toll-free: 1-800-461-0924
Email: [email protected]
Web: www.birdelinesky.com
Think about this as making your office totally accessible! This is the
new wave for 2014 so get in the game! Help your business get noticed
and become the leader of accessible websites!
For more information on accessibility, go to www.w3.org/WAI
Author: Anna Nguyen
District Operations Executive
GiantGoat Web Development
[email protected]
www.giantgoat.com
Winter 2013
RBC Dominion Securities Inc.* and Royal Bank of Canada are separate corporate entities which
are affiliated. *Member-Canadian Investor Protection Fund. RBC Dominion Securities Inc. is a
member company of RBC Wealth Management, a business segment of Royal Bank of Canada.
®Registered trademarks of Royal Bank of Canada. Used under licence. © 2013 RBC Dominion
Securities Inc. All rights reserved.
11
New Member Listing
Bees Knees Concierge
Guelph, ON
Phone: 226-821-4369
Website: www.beeskneesguelph.com
Category: Home Care Services
BITE Catering ON CORK ST.
42 Cork Street East
Guelph, ON N1H 2W8
Phone: 519-265-7328
Website: www.biteguelph.com
Category: Caterers & Chef Services
Fitness after 50
23 Meadow Crescent
Guelph, ON N1H 6V1
Phone: 519-827-7170
Website: www.Fitnessafter50.ca
Category: Fitness & Exercise
Natural Choice Medical Clinic
77 Westmount Road Suite 300
Guelph, ON N1H 5J1
Phone: 519-265-8035
Website: www.NaturalChoiceMedicalClinic.ca
Category: Naturopath Clinics & Services
Forbes Home Inspections
Guelph, ON
Phone: 519-362-7038
Website: www.forbeshomeinspections.com
Category: Building & Home Inspectors
Norfolk Chiropractic Wellness Centre
86 Norfolk Street, Unit # 101
Guelph, ON N1H 4J2
Phone: 519-827-0040
Website: www.norfolkwellness.com
Category: Healthcare Services
Blue Sky Plastic
2710 Slough Street
Mississauga, ON L4T 1G3
Phone: 905-673-0101
Website: www.blueskyplastic.com
Category: Recycling
Guelph Black Heritage Society
83 Essex Street
Guelph, ON N1H 3K9
Phone: 519-837-2519
Website: www.guelphblackheritage.ca
Category: Community Organizations & Services
The Business Book Club Training Company
Guelph, ON
Phone: 519-835-4707
Website: www.thebizbookclub.com
Category: Business & Corporate Training
Hunch Manifest Inc.
73 Forest Street
Guelph, ON N1G 1J3
Phone: 647-401-4117
Toll Free: 855-444-8624
Website: www.hunchmanifest.com
Category: Information Technology
Central Metals Corp
2679 Howard Avenue
Windsor, ON N8X 3X2
Phone: 519-767-2033
Website: www.centralmetalscorp.com
Category: Financial Services
employee relations solutions
Guelph, ON
Phone: 519-830-0863
Email: gayle.EmployeeRelationsSolutions@
rogers.com
Category: Human Resources Consultants
Fan Dynamics Ltd
1730 Bishop Street Unit 5
Cambridge, ON N1T 1N4
Phone: 519-740-7600
Website: www.fandynamicsltd.com/
Category: Industrial Tools, Machinery &
Equipment
FarmStart
5420 Highway 6 North Suite 370
Guelph, ON N1H 6J2
Phone: 519-836-7046
Website: www.farmstart.ca
Category: Agricultural Consultants &
Associations
12
J. L. Richards & Associates Limited
107 - 450 Speedvale Avenue
Guelph, ON N1H 7Y6
Phone: 519-763-0713
Category: Engineering Consultants
M&T Building Maintenance & Janitorial
Services
Guelph, ON
Phone: 519-835-7397
Category: Janitorial Services, Commercial &
Industrial
Metamorphosis
Rockwood, ON
Phone: 519-827-7250
Category: Education, Specialized
Minga Skill Building Hub
Guelph, ON
Phone: 519-766-3141
Website: www.mingaskillbuilding.ca
Category: Education, Specialized
Options Inc.
22 Westmount Road
Guelph, ON N1H 5H2
Phone: 519-763-3956
Toll Free: 800-813-4202
Website: www.oiweb.com
Category: Human Factors Consulting
Ownership Thinking Canada Inc.
15 Allstate Parkway Suite 600
Markham, ON L3R 5B4
Phone: 905-752-2573
Website: www.ownershipthinking.ca
Category: Business Consultants
Palmer Audio Inc.
Cambridge, ON
Phone: 519-650-4465
Website: palmeraudio.com/about
Category: Film & Audio Production
Payroll Solutions International
490 York Road Building A, Unit 210
Guelph, ON N1E 6V1
Phone: 519-822-4351
Toll Free: 877-445-4476
Website: www.psiint.ca
Category: Payroll Services
Sage Solutions
44 Short Street
Guelph, ON N1E 5T9
Phone: 519-994-0064
Website: www.sage-solutions.org
Category: Business Consultants
Soho Florids Canada Ltd.
81 Southcreek Trail
Guelph, ON N1G 5A7
Phone: 519-829-0549
Website: www.calorease.com
Category: Healthcare Specialized Services
Member Profiles:
A benefit program is an integral
component of your employee
compensation strategy and
will help with the attraction
of future, and the retention of
current, employees. But to be
successful it must provide comprehensive coverage and value for
both employee and employer.
If you are a business person
working from the road, out
of your home or at the local
coffee shop, Intelligent
Office at Staples is a
smart, easy way to access
professional meeting space and virtual support, but only when
you need it!
A key feature in today’s programs is flexibility in plan design which
allows an employer the opportunity to create a plan that is specific
to the needs of their employee group. This includes the ability
to create different classes and the option of providing different
benefits for each class.
In this competitive, fast-paced world, business owners know
that outstanding customer service and a professional image go
a long way to finding and retaining customers. Intelligent Office
provides an innovative way for small business owners to improve
their image, manage costs and streamline operations. We offer
hourly rental of private offices and group meeting space, as well
as a wide array of services, including: virtual reception service,
address/mailbox services, video conferencing, administrative
support and more.
After 5 years ‘behind the scenes’ with a major group insurance
provider, and 10 years in the employee benefits department of a
large brokerage firm, Employee Benefit Solutions was created to
help simplify the often complex world of group insurance.
Let my experience help you find the ‘employee benefit solution’
that is the best fit for your business.
Contact: Dan O’Donnell
Phone: 519-265-2299
Website: www.employeebenefitsolutions.ca
Natural Choice
Medical Clinic is a
new naturopathic
and integrative
medical clinic in
Guelph. We provide
both naturopathic
and massage therapy services. The integrative services that
we provide at our clinic cater to our patients’ needs first and
foremost. Naturopathic medicine is primary care medicine that
places emphasis on prevention, treatment, and optimal health
through the use of therapeutic methods and natural substances
including herbs, vitamins and supplements, acupuncture,
physical therapy, lifestyle interventions, and nutrition. The goal of
naturopathic treatment is to get to the root cause of a condition
and to stimulate the body’s innate ability to heal. The clinic’s
registered massage therapist is also a certified laser technician
and provides laser therapy for the treatment of chronic or acute
pain. Visit our website at www.NaturalChoiceMedicalClinic.ca for
more information, special offers and health tips.
Contact: Harmonie Eleveld, ND, Naturopathic Doctor
Natural Choice Medical Clinic
Phone: 519-265-8035
Website: www.NaturalChoiceMedicalClinic.ca
Winter 2013
Whatever your needs, please give us a call and we can work
together to create a customized solution for your business.
Contact: Laura Szamreta
Phone: 519-829-7966
Website: www.intelligentoffice.com
Twitter: @IntellOfcGuelph
Workplace Investigation
and Human Resources
Professional Services, for
small to medium sized
businesses, in Guelph & Wellington, on a contract or project basis:
• Employee Relations – investigating and resolving workplace
employee issues, through the company disciplinary process and
local legislations, that may pertain to performance, harassment,
violence, theft, alcohol/substance abuse, partnering with local
authority and community resources where appropriate, legal
issues, and conducting terminations in conjunction with the law
and company policies.
• Recruitment – advertising, pre-screening, conducting interviews,
profile and skills assessments, reference checks and job offers.
• Compensation – user-friendly employee handbooks, job
descriptions, performance appraisals and any work required on
the compensation framework.
Credentials: Certified Human Resources Professional (C.H.R.P.),
over 20 years’ experience in the Human Resources profession,
Certificate in Conducting Workplace Investigations, safeTALK
Suicide Alertness Certificate, currently studying Criminal
Psychology and Behaviour, and liability insured.
Business Values: Family, honesty, respect, confidentiality & trust.
Gayle Stafrace, CHRP, Employee Relations Officer
employee relations solutions, Mobile: 519-830-0863
13
Member Milestones
New Member Profile
Milestones start at 10 years, and then every 5 years.
Sage Solutions
In Business 50 Years and More
How many times have you sat through a
poorly run meeting, knowing that if the
session were being better facilitated, you
would be accomplishing twice as much in
half the time? Or needed a fresh strategy,
backed up by evidence you trust?
Guelph Humane Society............................................................................... 120
Armel Corporation.............................................................................................60
In Business 25 to 45 Years
Van Harten Surveying Inc................................................................................45
AECOM...................................................................................................................40
Mason Real Estate Limited..............................................................................40
AIESEC Guelph.....................................................................................................35
Reid’s Heritage Homes.....................................................................................35
TC Industries of Canada Company...............................................................35
Aerotek...................................................................................................................30
CB Richard Ellis Limited....................................................................................30
Fan Dynamics Ltd...............................................................................................30
Norfolk Pharmacy, Norfolk Surgical Supplies..........................................30
Clean Harbors Canada Inc...............................................................................25
London House Bed and Breakfast................................................................25
MMTR Health Inc................................................................................................25
In Business 10 to 25 Years
DK&S Mechanical...............................................................................................20
John Howard Society of Waterloo-Wellington........................................20
Sage Solutions.....................................................................................................20
Beyond Rewards Inc..........................................................................................15
Cox Creek Cellars Inc.........................................................................................15
DENSO Manufacturing Canada, Inc.............................................................15
Eramosa Engineering Inc................................................................................15
Rowan Williams Davies & Irwin Inc. (RWDI)...............................................15
TD Waterhouse Private Investment Advice...............................................15
Coffee News.........................................................................................................10
OLG Slots at Grand River Raceway...............................................................10
Recovery Force Inc.............................................................................................10
Sweet Violets Inc.................................................................................................10
Congratulations!
Milestones/Anniversaries are gathered from information supplied to the
Chamber when a company registers for membership. If there are errors or
omissions please contact [email protected]
14
saGe
SOLUTIONS
Sage Solutions has offered facilitation,
strategic research and stakeholder
engagement consulting services in Guelph
Wellington, as well as nationally and
internationally, since 1996. When you work
with Sage Solutions, you are not buying an
‘off-the-shelf’ product. You are investing in a
relationship, out of which come tailored solutions designed to move your
organization in the directions you want to go.
Dr. Rebecca Sutherns, founder and principal, is currently Guelph’s
only IAF Certified Professional Facilitator. She is an energizing coach,
communicator and strategic analyst. Rebecca combines her strong
background in health and social planning with the skills of customized
teams of expert associates to provide outstanding processes, insights and
deliverables.
Contact: Dr. Rebecca Sutherns
P: 519-994-0064 Email: [email protected]
Website: www.sage-solutions.org
Buzz on Business
Canadian Chamber of Commerce, November 26, 2013 - Finding the
Right People Remains the Number One Priority for Canadian Businesses.
“Competition to find and hire highly qualified and skilled professionals
is intense, according to our members,” says Perrin Beatty, President and
CEO, Canadian Chamber of Commerce. “Employers and policy-makers
must keep focusing on skills if we are to avoid current and expected
shortages from threatening our growth.”
While some argue that the skills gap is not real, Canadian business
representing all sectors and all regions of the country continue to
highlight that they cannot find the right people to fill the vacancies and
help grow their business. The problem is real. To read more on this topic
go to www.chamber.ca/Media/News Releases.
BIN#### - Winter Specials Guelph Chamber.pdf
1
11/26/13
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BOOK YOUR EVENT
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FEBRUARY - MARCH SPECIAL
SELECT DATES • ONLY VALID ON NEW BOOKINGS • BASED ON AVAILABILITY
[email protected] • 519 744 1555
425 Bingemans Centre Drive, Kitchener, Ontario • bingemans.com
Winter 2013
15
SAVING energy makes sense
—business sense.
You’re always looking for new ways to control your operating costs. Energy use is no exception. Your local
electric utility has a range of energy-efﬁcient solutions tailored to your business. Small businesses can
access incentives to upgrade their lighting. Commercial, agricultural and industrial operations can tap into
funding for lighting, system and equipment upgrades, as well as for
energy audits and shifting energy usage away from peak demand times.
Your local electric utility
offers incentives for:
Big or small, every Ontario business can beneﬁt.
Visit guelphhydro.saveonenergy.ca for more information
or contact us today at:
Tel: 519-822-3017
Fax: 519-822-0960
Subject to additional terms and conditions found
saveonenergy.ca.
at
Subject to change without notice.
A mark of the Province of Ontario protected under Canadian trademark law. Used under licence.
OM
Official Marks of the Ontario Power Authority.
16
•
•
•
•
Energy-efficient lighting
Shifting energy use
Equipment upgrades
Energy audits
Gain Energy! Feel Stronger!
Be More Active!
As we age, active living is more important
than ever. Up to 50% of the functional
decline between the ages of 30 and 70 is
due to an inactive way of life, not aging.
Let’s dispel 5 Myths about Exercise and Aging.
Myth #1: There’s no point to exercising. I’m going to get old
anyway.
Fact: Exercise and strength training help you look and feel younger
and stay active longer. Regular physical activity lowers your risk for
a variety of conditions, including Alzheimer’s and dementia, heart
disease, diabetes, colon cancer, high blood pressure, and obesity.
According to research, we know that heart disease is the number
one killer of older adults and that fact is unlikely to change in the
near future because the population of older people is growing faster
than any other age group. Among older adults, heart disease is more
common than any other disability except arthritis.
Heart disease is a ‘lifestyle disease’ and how we choose to live affects
our heart health. If you choose to eat junk food, use tobacco, and
spend the day sitting your heart will be under great stress. Choose
active living to reverse damage and help protect against heart disease.
You can achieve positive health results by walking just 30 minutes, five
times a week. Moderate exercise, like walking, only requires your heart
to beat a little faster and make you breathe a little harder. Walking
more quickly than normal gives you a good idea of how hard you need
to work.
Myth #2: Exercise is boring, not fun and too time consuming.
Fact: According to the Canadian Physical Activity Guidelines, to
achieve health benefits adults aged 18 to 64 years should:
• P
erform 150 minutes of moderate to vigorous intensity aerobic
physical activity per week
• A
dd muscle and bone strengthening activities using major
muscle groups, at least 2 days per week
But you don’t have to do it all at once. You can break it down into
10 minute sessions and achieve great results! You could go for a
10-minute walk, three times a day. It doesn’t matter what kind of
exercise or physical activity you choose. You can swim, ride a bike,
walk your dog, or garden. Try a workout video, Nordic walking, or aqua
fitness class. Whatever you choose to do, make sure that you enjoy
it; and do a variety of activities. That way, you are more likely to do it
every day.
Winter 2013
Myth #3: Exercise puts me at risk of falling down.
Fact: Regular exercise, by building strength and stamina, prevents
loss of bone mass and improves balance, actually reducing your
risk of falling. Falls are the leading cause of injury among seniors
and roughly half of these falls occur at home. Every year, one-third
of seniors fall and often experience serious consequences to their
health, independence and quality of life. Fortunately, many falls are
preventable and a great way to reduce your risk is by regular exercise.
Make sure you have proper footwear that includes rubber soles, low
heels and laces or Velcro that securely fasten.
Myth #4: It’s too late. I’m already too old to start exercising.
Fact: You’re never too old to exercise! If you’ve never exercised before,
or it’s been a while, start by talking to your doctor to get the go-ahead
to begin a gentle, gradual increase in your activity level.
Myth #5: People with Arthritis should not exercise.
Fact: People with arthritis will frequently decrease their activity
because they are afraid of aggravating the disease. But researchers
have found that the right kind of regular physical activity actually
reduces pain and does not damage the joints. Regular physical activity
helps to keep muscles strong, builds bone mass, and controls weight.
All of these things mean that you will cope better with arthritis and
will be better able to manage your symptoms. You should talk to your
doctor and other health care professionals, such as a physiotherapist
or personal trainer, to help you decide on a well-rounded program.
Low impact physical activity is best for people with arthritis.
Swimming is a good choice, because the water supports your joints.
Or think of trying the traditional Chinese exercise, tai chi. It’s an
enjoyable group or individual activity that improves strength, balance,
flexibility, and mobility.
Remember, we know being active can reverse many symptoms of
aging. Regular exercise is good for the body, mind, and spirit; it will
boost your energy level and can help manage symptoms of illness and
pain. No matter what your age or current physical condition, research
shows you can benefit from physical activity. Gain energy and feel
stronger by adding 10 minutes more activity TODAY!
Author: Gail Moore
Fitness after 50Canfitpro certified PTS (Personal Trainer Specialist)
and OAS (Older Adult Fitness Specialist)
17
Ariss Valley Golf and Country Club,
September 5/13
Bingemans, Nov 18/13
Delta Guelph Hotel & Conference Centre,
November 18,/13
The Provincial Innovation Agenda,
Deputy Minister Deb Stark,
September 19/13
18
Alumni Stadium, University of Guelph
September 16/13
Einstein’s Cafe,
August 19/13
manhattans pizza bistro.music club,
October 21/13
Connect
GCC
Your Place to Network!
Integrated Metal Products Limited,
October 22/13
Guelph Hydro Inc.,
September 24/13
Economic Outlook,
Warren Jestin, Scotiabank,
September 20/13
Be A Generation Seller,
Issy Nochomovitz,
THINK-IT Innovative Training,
October 18/13
Team Effectiveness, Bruce MacEachern,
Amplify Coaching & Consulting,
September 17/13
Winter 2013
How to Write Successfully on the
Internet, Alex Mitchell, Vestigo
Corporation,
November 15/13
The Power of One, Donna Messer,
ConnectUs Communications Canada,
October 10/13
19
Psychological Health & Safety
How do I protect psychological health and
safety in my small business when I have no
budget and very little time?
Psychological health and safety does not
have to include a separate budget nor does
it need to take up a lot of your time. However, it does need to be part
of everyday workplace interactions. The National Standard of Canada
on Psychological Health and Safety in the Workplace (the Standard),
available from the CSA Group at www.csa.ca/z1003/, provides a free
framework that can help to guide you. The Standard was developed to
help business owners cut through the hype of ‘feel good’ approaches
and understand what actually impacts psychological health and safety
in the workplace.
The Standard defines a psychologically healthy and safe workplace as
one that promotes employees’ psychological well-being and actively
works to prevent harm to employee psychological health including
negligent, reckless or intentional ways.
Research has been done to determine the factors which can
contribute to psychological health and safety in the workplace. This
research was used to inform the development of the Standard as well
as a resource for employers called Guarding Minds @ Work. You can
consider which factors should be addressed in your workplace by
using the Guarding Minds @ Work Organizational Review (the Review).
The Review is a series of worksheets that allows you to consider the
benefits of each factor, information or data that can help you assess
the current impact, and a series of questions that can help you reflect
on your current situation and plan for improvement.
Some of the factors that can impact psychological health and safety in
the workplace are described here:
• P
sychological Support is an environment supportive of employees’
psychological and mental health concerns, and responds
appropriately.
• C
lear Leadership & Expectations is effective leadership and support
that helps employees know what they need to do, how their work
contributes to the organization, and whether there are impending
changes.
• I nvolvement & Influence is where employees are included in
discussions about how their work is done and how important
decisions are made.
• Workload Management is where tasks and responsibilities can be
accomplished successfully within the time available.
• B
alance is where there is recognition of the need for balance
between the demands of work, family and personal life.
• Psychological Protection is where psychological safety is ensured
and employees feel able to ask questions, seek feedback, report
mistakes and problems, or propose a new idea without fearing
negative consequences.
20
See www.guardingmindsatwork.ca for more complete descriptions
and resources.
As you can see, many of these factors come down to the way we
interact on a daily basis. They do not require a huge expenditure in
terms of time or money, but they do require thoughtful consideration
of how to improve those areas where negative impacts may be
occurring. Pick any factor and engage your staff in making a series of
small changes towards improving psychological health and safety in
your workplace.
Mary Ann Baynton, MSW, RSW, is principal of Mary Ann Baynton
& Associates Consulting and Program Director for the Great-West
Life Centre for Mental Health in the Workplace. She is the author of
Resolving Workplace Issues.
HRPA Member Articles are submitted by: Duff McCutcheon,
Communications Specialist,
Human Resources Professionals Association (HRPA)
Tel 416.923.2324 x 324 Toll free 1.800.387.1311 Fax 416.923.7264
www.HRPA.ca
Key decisions for business owners
Here are some key questions that business
owners should be asking themselves well
before they plan to retire.
Do you intend to retire from your business?
Whether you intend to sell the business to a third party, transfer it
to family members, structure a management buy-out or wind it up,
advance planning can help you make better long-term decisions.
Will your business provide enough to fund your retirement?
If much of your net worth is tied up in the business, you may be
less diversified than those who have a more traditional retirement
portfolio. Remember that, unlike a salaried employee, it’s up to you
to fund your own retirement. If you haven’t given further thought to
that far-off day, consider that many business owners each year are
unable to sell their businesses for a variety of reasons. These include
difficulties finding a suitable buyer and obtaining financing for the
successor once they have been identified.
Don’t leave the planning to the last minute
Don’t expect to put together an effective succession plan in a
short period of time. Many business owners underestimate how
long it takes to do this. Begin by writing down your goals and get
some professional legal, tax and accounting advice on setting up a
succession plan.
Be conservative when you’re planning for retirement. Maximize other
sources of retirement income, like RRSPs or IPPs for example, and
however much you love what you do, don’t leave your retirement
planning too late. Allow time to find potential buyers to ensure you
get the best possible value for your business. Here are some tips to
consider:
> Start working on your succession plan as early as possible
> Set realistic goals
> Review your plan regularly
> Identify the qualities you’re looking for in a successor, i.e. skills,
resources
>A
ssemble a team of professional advisors (business broker,
experienced legal advisor, tax specialist, financial advisor) to help
you put your plan together
Where is your business in its life cycle?
Your business’s life cycle can influence your retirement planning. Early
on in your business’s life cycle, you may have little resources or time
to give to retirement planning. Later on, when you’re established, you
may have more time and resources. However, the best time to plan is
as soon as possible.
During the early years and periods of growth, build retirement
planning into your decisions by diversifying and directing surplus
assets to RRSPs, IPPs, tax-exempt life insurance and/or non-registered
investments. Obtain professional tax advice to help maximize cash
flow to these assets. You may also be able to split income with family
members, and that can be beneficial when you eventually sell the
business. Build a comprehensive estate plan, including putting
Wills and Powers of Attorney in place and keep them up to date as
circumstances change.
Long-range planning may not be uppermost in your mind when faced
with your current day-to-day business challenges, but a business
succession plan can improve the overall value of your business and
help maintain its strategic direction. Setting goals and timelines helps
to keep you on track and forces you to think long-term. During the
planning process you may also identify talented future leaders and
others who could take on pivotal roles. You can then ensure they get
the training and experience they’ll need when the time comes.
Article supplied by: Tom Bird and Jay Elinesky of The Bird Elinesky
Wealth Management Team, Investment Advisors with
RBC Dominion Securities Inc.
www.birdelinesky.com
Member Canadian Investor Protection Fund. This article is for
Information purposes only. Please consult with a professional advisor
before taking any action based on information in this article.
Protect the building blocks of your business with
ASK ABOUT OUR PRIORITY
ON SITE SERVICE GUARANTEE
Winter 2013
21
The Design Brief or
Specification Document
A design professional helps clients solve
business problems with technical solutions,
from custom machinery to e-commerce. When creating a new
software application, website, or mobile app for a small business, often
some creative materials such as a logo, web design, or user-interface is
required, and it’s time to reach out to design professionals.
Where to start
Before asking one or more designers to submit designs, time should
be taken to write a solid design specification, sometimes called a design
brief or creative brief. The quality
of designs received will be
reflective of the quality of the
brief.
The art of the brief is to
give enough information to
inspire the designer without
inadvertently planting an idea
that will limit or bias his or her
creativity.
An Introduction
Explain what is being designed,
and possibly why. How will it
be used, and by whom? From
where are we starting, and what
does the finish line look like?
Be as specific as possible e.g.
“a logo for business cards and
envelopes”, or “a control panel for
a monitoring station”.
About the Client
Introduce the client and the
nature of the client’s business.
Consider concealing the client’s
identity. This is not for fear that
the designer will contact the
client but rather that he or she
may encounter information that could steer the design in the wrong
direction; for example seeing and old logo or web design that the
client hates.
22
Tell the designer about the brand, especially if one has been well
established. What colours does the client’s logo contain? Include any
pertinent details about the client’s industry and even its competitors.
Constraints
List all established constraints to avoid wasted time. Stating that a
website design must be high-contrast for accessibility, or no wider
than 960 pixels will allow the designer to focus on only what is
practical.
Directions
Brief the designer on the
goals and target market
for this design. Provide any
available demographics if
applicable.
Are there colours, or colour
palettes to adhere to or to
avoid? Or other traits, like
“the client likes/hates rounded
corners”. Choose your words
carefully. Mentioning that
the client hates rounded
corners will help eliminate
those designs before we
even start, but saying that
the client likes them could
result in 25 designs, each
with round corners.
“I’m not sure what I want,
but I’ll know it when I see it”
is a surprisingly common
paradox.
What values, feelings, or
messages should the design
convey? Are there themes to
consider or avoid. Consider
using metaphors or comparisons to express intangible traits. “Like that
Mac guy in the Apple ad, but less of a jerk”, “more like the Beatles than the
Rolling Stones”, or “smokes dope, but doesn’t inhale”.
Inspiration
Provide sources of inspiration. This should be as varied as the
expectation of diversity.
If “the Victoria’s Secret website” is the only source mentioned, you
will probably receive something that resembles the Victoria’s Secret
website. If five different clothing websites are specified, each having
its own style, the designer will be forced to get a sense of the client’s
preference without fixating on one particular style.
Educating for Life
High school students of all faiths welcome.
If possible, detail about what or why the client likes about each:
the typography of one site, the mood of another, the proportions
of a third. Make note of any exceptions: “love the colours but it feels
claustrophobic”.
Consider
Supply any elements that each design must include. If placeholders
are to be used, they should resemble their final content in colours and
proportions. For graphic design, supply any text that will certainly be
present such as phone numbers or e-mail addresses. Request that any
paragraph text be greeked, or direct them to http://lipsum.com so that
evaluators will not be distracted by content.
75 Woolwich St.
Guelph, Ontario N1H 6N6
Phone: (519) 821-4600
Fax: (519) 824-3088
www.wellingtoncdsb.ca
If designs will/should contain photographs, markings, or drawings,
supply a collection of images that the designer is allowed to use
and make it clear that other images are not allowed. This keeps the
designer focused on layout instead of image selection and likewise
enables the client to focus on the designs instead of the photographs.
Evaluation is another topic, but whether the design will be evaluated
and decided by committee, the boss, end-users, or third-parties, try to
avoid any possible biases or influences now, will avoid headaches later.
Design professionals of all media - be they graphic, architectural,
interior, or industrial are susceptible to the same assumptions and
biases as the rest of us. Approaching the task of procuring creative
services methodically ensures miscommunication and unnecessary
billed hours.
Yvan Rodrigues, C.Tech.
Director, Red Cell Innovation Inc.
Phone: +1 855 733-2355
E-mail: [email protected]
Website: two-red-cells.com
A trusted name for over 140 years in insurance.
Personal and Business Insurance for Every Need
www.sutherlandinsurance.com
240 Victoria Road North, Guelph, Ontario
Tel: (519) 822-0160
1-800-263-1032
Winter 2013
23
Jackie Ooms
Bensol Consulting Inc
193B Woolwich St
Guelph, ON N1H 3V4
24
32.
519-829-2860
[email protected]
www.bensolconsulting.com

Generation Who - Guelph Chamber of Commerce

Transcription

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