Racism in Canada is often dismissed as a problem of the past, but its lingering effects continue to shape the lives of millions. Beneath the surface of Canada’s progressive image lies an uncomfortable truth: systemic racism is deeply embedded in institutions, policies, and everyday interactions. The cost of this silent injustice is not just moral but economic, draining billions annually from the nation's potential. In this article, we explore how Canada’s failure to confront racism head-on fuels its persistence and what urgent steps need to be taken to dismantle these deeply ingrained systems of inequality.

Onboarding is often seen as a routine task—something that happens on the first day and is quickly forgotten. But what if that process could be the secret weapon to retaining top talent and accelerating employee success? In our latest article, we dive into the hidden flaws of traditional onboarding and reveal how a shift toward personalized, engaging experiences can transform your workforce. Through powerful real-world stories and actionable strategies, we show how businesses are reinventing onboarding—not just to inform, but to inspire. Don’t let your new hires slip through the cracks. Read on to discover how you can unlock the full potential of your people from day one. Continue..

For too long, HR has been boxed into outdated frameworks that stifle its true potential. Dave Ulrich’s model, once hailed as revolutionary, has become a comfortable crutch—one that’s limiting HR’s ability to truly drive transformation. It's time to ask the tough question: Is the traditional HR model still serving your organization, or is it holding you back?

In this article, we’ll challenge conventional thinking and explore how HR leaders can break free from legacy models, positioning themselves not just as partners—but as architects of organizational change. Let’s redefine HR’s role, reignite its power, and lead the future of work.

The world punishes those who crave stability.

For years, leaders were taught to optimize, forecast, and control. But when crisis strikes—be it a financial collapse, a pandemic, or technological disruption—those built for efficiency crumble, while the anti-fragile thrive.

Netflix survived by disrupting itself before Blockbuster could react. Toyota outmaneuvered supply chain collapses by building redundancy. Amazon dominated retail by embracing uncertainty.

The Anti-Fragile Leader™ doesn’t fear chaos—they leverage it. In a world of black swans, you either break or dominate. Continue..

Hudson’s Bay Company, North America’s oldest company, recently announced its liquidation, underscoring a vital truth: legacy is not a strategy. For decades, the company relied on its historic market dominance, failing to adapt to the disruptive forces reshaping the retail landscape. This complacency led to its downfall—a stark reminder that no business, regardless of its past, is immune to extinction without reinvention.

The fall of Hudson’s Bay offers crucial lessons in leadership and HR. Insurgent thinking—challenging the status quo, embracing digital transformation, and cultivating a culture of innovation—is essential for survival. Leadership must prioritize continuous adaptation, while HR must align talent strategies with emerging market needs. In an era where disruption is constant, companies must embrace perpetual innovation or risk becoming obsolete.

Reinvention isn’t a reaction—it’s a mindset. Legacy alone will not secure the future.

Read the full article to learn how insurgent leadership and adaptive HR strategies can keep your business ahead of disruption and ensure long-term success.

For decades, HR has enforced rules, processed paperwork, and maintained compliance. But in today’s fast-paced world, this role is not just outdated—it’s actively stifling growth.

Companies like Zappos and Airbnb succeeded by empowering their employees, not by enforcing rigid policies. HR must evolve from a compliance enforcer to an enabler of innovation and agility.

Is your organization ready to make the shift? Read on to learn how HR can drive change, empower teams, and fuel business success.

Is Your HR Department a Cost Center or a Growth Engine?

For years, HR has been seen as a support function—necessary, but not essential to driving growth. What if that could change? In today’s competitive landscape, HR has the power to become a business driver—shaping performance, growth, and profitability.

In this article, we’ll explore how HR can make the transition from an overhead cost to a strategic partner that plays a pivotal role in your organization’s success. Ready to transform HR into a business engine?

Continue reading to learn how HR can elevate your company’s performance and drive real, measurable results.

In today’s fast-paced, ever-changing business world, traditional HR practices are no longer enough. To truly drive organizational success, HR must step up as a transformative force—challenging outdated systems and adopting an insurgent mindset. This article unveils how HR can break free from the status quo, rally employees around a shared purpose, and empower decentralized leadership to deliver measurable impact. Through real-world case studies, we’ll show you how HR can transform into a strategic partner, driving agility, innovation, and long-term business growth.

Ready to take your HR strategies to the next level? Read on to discover how to lead your organization to victory.

Corporate Canada is at a crossroads. While land acknowledgments and diversity reports are common, true Indigenous inclusion remains a distant goal. This article challenges businesses and governments to go beyond symbolism and create a meritocratic system that empowers Indigenous leaders, fosters real economic opportunities, and drives long-term success for all. Read on.

In today’s fast-changing workplace, HR leaders in Canada play a critical role in shaping emotionally intelligent leadership. Strong leadership isn’t just about strategy—it’s about understanding and managing emotions to build high-performing teams. By leveraging emotional intelligence, HR professionals can foster engagement, improve decision-making, and create a resilient, people-first culture. Discover how the Principled Centered Insurgent Leadership Framework™ provides a cutting-edge approach to developing leaders who drive both business success and employee well-being.

Recent studies show that a startling 71% of CEOs in Canada are struggling with imposter syndrome, a psychological condition where leaders doubt their accomplishments and fear being exposed as "frauds." Despite their success, many CEOs grapple with self-doubt, which can severely impact their decision-making, organizational culture, and overall leadership effectiveness. To overcome these hidden challenges, it is essential for CEOs to engage in self-reflection, seek mentorship, and invest in leadership development. Addressing imposter syndrome is not only vital for personal growth but also for unlocking an organization's full potential.

Three months after her promotion, Samantha, a high-performing salesperson, found herself struggling as a manager. Despite her success in her previous role, she was failing to lead her team effectively. The result? Declining performance, low morale, and key talent leaving the organization.

This scenario is all too familiar. Across industries, companies continue to promote top performers into leadership positions—without the proper training to succeed as leaders. As Gallup's research reveals, managers account for 70% of the variance in team engagement, yet many organizations fail to provide the executive leadership training their managers need to transition into effective leaders.

At Seattle Consulting Group, we’ve developed a proprietary leadership framework—Principled-Centered Insurgent Leadership™—that equips leaders with the essential skills to make bold decisions, adapt to change, and execute relentlessly. It’s time to transform accidental managers into high-performing, results-driven leaders.

Is your organization ready to bridge the gap between management and leadership?

Register now for our Executive Leadership Masterclass and start building the next generation of leadership.

The failure of HR departments to address toxic leadership isn’t just an ethical issue—it’s a financial one. Leaders like Harvey Weinstein thrived within organizations where HR failed to protect employees and hold those in power accountable. When toxic leadership goes unchecked, it leads to lost productivity, employee turnover, legal costs, and irreparable damage to a company’s reputation.

For CEOs and CHROs, the cost of ignoring these issues is too high. HR must evolve from a passive policy enforcer to an active champion for ethical leadership. By empowering HR, promoting transparency, and leveraging technology to identify problems early, organizations can prevent scandals and foster a culture of trust. The question is no longer whether to act—it’s how quickly can we make these changes to ensure the long-term success of the organization?

In today’s corporate landscape, diversity has become a focal point—but not necessarily for the right reasons. The ongoing conversation surrounding diversity, equity, and inclusion (DEI) has often led organizations to focus on compliance rather than performance. While increasing representation on race and gender metrics is important, it often overlooks the true potential diversity holds: driving innovation.

The real question is not whether an organization is diverse enough, but how effectively that diversity is leveraged to spark creativity, challenge norms, and create breakthrough solutions. Think of companies like Apple and SpaceX—whose leaders prioritized diverse thinking and innovation over meeting quotas. The result? Industry disruption, exponential growth, and a culture that embraces diverse perspectives as strategic assets.

It’s time to shift from DEI as a compliance measure to an innovation-driven framework—one that aligns diversity with the strategic goals of growth, competitive advantage, and sustainability. This new approach can be embodied by the Innovation-Driven Leadership Framework—a model that encourages organizations to view diversity not as a challenge to overcome, but as a tool for shaping a future-driven culture where innovation is the key to success.

HR has become a corporate anchor—slowing down decisions, prioritizing compliance over competition, and protecting itself rather than propelling leadership forward. And the worst part? Most companies don’t even realize it’s happening until they’re bleeding talent, missing revenue targets, and losing their competitive edge. If HR is broken, it’s because of how companies hire, structure, and incentivize it.

In a world defined by volatility and disruption, The 7 Habits of Highly Effective People™ no longer offers the complete solution for today’s leaders. CEOs and CHROs must go beyond personal effectiveness to drive bold, high-stakes execution that secures their organization’s competitive edge.

The 7 Habits of Insurgent Leaders™ is designed for leaders who refuse to settle for the status quo. This framework arms you with the tools to challenge resistance, innovate under pressure, and make decisions that deliver results in real-time. It’s not just about managing time—it’s about transforming your leadership to thrive in uncertainty and lead with purpose.

Ready to lead the change your organization needs? Join us for the 7 Habits of Insurgent Leaders™ webinar and unlock the skills to outpace the competition and drive lasting success.

In a world where DEI has become the norm, what if we’re overlooking something far more powerful? The traditional approach, with its focus on addressing historical wrongs and perpetuating a victim mentality, is no longer enough. Instead, we need a leadership model that empowers individuals to rise above these constraints, not remain trapped by them. Trust-Driven Leadership™ offers that path—a bold new approach that transcends DEI, focusing on integrity, vision, and people-first leadership. It’s time to shift the narrative from victimhood to empowerment. This is the future of leadership.

Discover how CHROs can revolutionize HR by adopting the Insurgent Mindset™. Break free from outdated practices and drive lasting change today.

In today’s competitive hiring landscape, the term "culture fit" has often been seen as a key to building cohesive, high-performing teams. However, this concept can unintentionally perpetuate homogeneity, subtly excluding candidates who bring diverse perspectives. When hiring decisions are based solely on culture fit, companies risk fostering a workplace that lacks innovation, creativity, and broader representation. Instead, organizations should focus on "culture add"—recruiting individuals who not only align with core values but also bring unique experiences, ideas, and backgrounds that enhance the existing culture. This shift is not just a moral imperative but a strategic advantage, enabling companies to stay ahead of the curve in an ever-evolving market.

Inclusion doesn’t just foster equity; it drives innovation. When Volvo redesigned seat belts to account for the physiology of women, it wasn’t just an exercise in fairness—it was a revolution in safety standards. This breakthrough, inspired by diversity within their engineering team, highlights how prioritizing equity leads to tangible business benefits.

For CEOs and CHROs, the lesson is clear: Addressing systemic inequities isn’t just the right thing to do—it’s a business imperative. By leaning into discomfort, dismantling barriers, and embedding inclusion into core strategies, leaders can transform challenges into opportunities, ensuring their organizations thrive in a world that demands accountability and progress.