Georgie – Odette Leadership Symposium Speaker Spotlight

my name is Emily Cushman I’m the CEO and co-founder of cure talent and we are currently at the ryerson DMZ in toronto ontario I so the job interview process is extremely important not only for the employer but also for the applicant and I think what we’re seeing more and more is that for the employer you know even in the stages of interviewing it’s just as much about recruiting and branding and showing off the company the culture who’s working there as it is about you know finding the right applicant and on the applicant side of things you know again it’s just about showing that personal brand being able to show your skills on top of just you know the experience the academic and really you know why you are a cultural fit for that company so when it comes to interviews you know there are a lot of pain points for employers I mean I think you know one thing that we hear very often is that they either get too few applicants or they get way too many applicants and what ends up happening especially in smaller companies is that they don’t actually have the resources to deal with all of the applicants that they’re getting you know into their pipeline and it’s very costly you know sometimes this involves travel costs and and then you know if you’re bringing the wrong people in you know generally for for interviews both both on the phone or in person usually it’s you know one hiring manager on one end and then the applicant on another so it’s not very collaborative so you just get you know really one person making the decision as to who should be brought in for that next level of interview and again when there’s when there’s a lot of people coming in through the funnel and very limited resources that that causes you know bad decision-making sometimes there are several costs associated with making a bad hire and you know the actual dollar amount is on average thirty seven thousand dollars for every bad hire that you bring in and that’s really just factoring in the interview process that you went through to bring that person in so that’s everything from you know a couple hundred dollars on the job posting you know 20 30 plus hours that you spent doing the phone interview and you know average phone interview is 20 30 minutes plus the time that you took to schedule that phone interview maybe a couple more time scheduling if you know you couldn’t find the right date and and finally you know flying people in traveling to really bring people in for the in-person interview again those costs continue to accumulate especially if you have several people in the room at the same time chair talent is a video interview screening software that allows recruiting managers to send out video questions and applicants to reply back through video online video screening offers a lot of benefits compared to traditional methods seventy percent of communication is body language it’s the the nonverbal factors and that’s exactly what video brings to the table that ability to see you know in 60 90 seconds yes this person is a fit you know they should be in for the for the next stage of interviewing the asynchronous feel of the platform basically how it works is on the recruiting side you can record video questions once so as opposed to you know doing a phone interview with 20 people you’re repeating the same questions over and over on Kyril you just record once you send them up to your applicants either by email or you can actually embed them right within the online application so that you know it completely eliminates the scheduling piece applicants can you know take the interview look at the interview on their own time they see the question once and then as soon as they they see the question then a little timer pops up so it’s usually you know 30 to 40 seconds to think about it and then their webcam will automatically turn on and start recording their video response so then you know essentially once the applicant responds to the interview the hiring manager gets all of these videos sometimes hand in hand with the online application so that as they’re reading the essays they’re watching the videos they’re getting that glimpse so again removes all of the scheduling the repeating of questions and removes time zones because now again people can take this on the wrong time major pain points we’ve seen from employers is that you know they’re at the office until eight nine o’clock at night because a lot of people can only do phone interviews once their day job is done so it again eliminates that whole process fewer applicants but better quality so it was almost you know doing the video was another barrier to really see you know who is committed to this to going to the next step in the in the job interview process which is really critical because sometimes you have you know hundreds thousands of applicants who just spam resumes everywhere I’m so creating that extra step so I think the increasing use of cloud-based HR tools I think it says a lot about today’s hiring practice I think people have gotten so fed up with antiquated systems that have not changed in 40 / 40 years and now we’re just seeing a huge

wave of innovation in you know human resource human resource technologies and it’s going to completely you know sweep North America we’re already seeing you know big start towards that biggest piece of advice I would give especially to you know smaller companies looking to recruit employees is that you know as we mentioned before there are so many new technologies that are out there to help facilitate this process everything from picking out the best questions to getting you know the best candidate now more than ever it’s readily available like anything you could imagine to help you out so just i would encourage them to go out and look for it and to go you know start utilizing technology as a core part of their recruiting process here you have an economic recession global meltdown and you’re faced with a regional meltdown with regards to the decline of manufacturing so the city the region of the county municipality will all had to pull together and really focus on our core areas of conferences recognizing that the automotive footprint which was very strong and robust I was going to come back but it perhaps would not occupy the same footprint so we’ve had to really focus our efforts on diversifying into other sectors the challenges that this region is faced most recently are probably the most significant faced by any city in Canada and certainly in North America our challenges were twofold one the constant decline in manufacturing since 2002 which was made even worse and compounded by the global economic recession that followed as a region we’ve been trying to diversify we’ve been trying to reinvent ourselves and we’re trying to do that amidst this global recession which really put a lot of pressure on the region a lot of pressure on the on the investors in this region but certainly put a lot of pressure on people in this region this region is a very close region people know each other and it’s not hard to say that if you walk around and you speak to people they had family members they’ve had neighbors brothers and sisters mothers or fathers that have been affected by the global economic recession so challenge has been very real on a number of levels and as I had a significant impact on many in this region this was an opportunity for us to turn this region around this was an opportunity for us to use this crisis to reposition this reading for post-recession make sure that we are investing in our academic institutions to make sure that we are skilled trade force on workforce stayed here and remained here and here we are several years later a post-recession coming out of it the recovery still fragile but the investments that we’ve made the investments that we have made over the last several years have helped us reposition this region for opportunities that now present themselves one of the most difficult things to do in a crisis is to try to pull people together towards a common goal and establish a common vision that’s what the economic roadmap does the economic roadmap pulls this region together identifies the areas that are areas of strength for this region it basically says these are things that we’re good at these are things that we can excel at these are sectors that we’ve identified that are complementary towards our natural advantages in our natural strengths it doesn’t reinvent the wheel so some people use the term collaboration some people like to say no it’s time to come together and work together well i think the real economic roadmap has brought us together my belief is a stunna roll up our sleeves the thing I love about this region is resilience the makeup of its people is unique but more important the compassion it’s people we ensure that we take care of our own and we’re always always in it together and that’s very that’s a unique quality for this region we would have never been able to get through what we’ve gotten through over the last several years had it not been for that quality so i love about windsor-essex since its resilience its can-do attitude its spirit not to give up and certainly the passion of its people that make us very unique allow us to stand up very proud and very tall and in good times and in bad true measure of value is it bank stock or is it real estate or is it sovereign debt as we’ve seen over the last couple of years all of these long-term measures of value have crumbled have changed have been totally altered so how we measure value and what we value has undergone tremendous change in the last couple of years therefore what companies what individuals and what causes truly value and the way they build value long-term has to be on the sight lines of every leader who’s out there so what is the world’s most valuable asset for 20 years I’ve been thinking about that question I’ve been wondering about it it’s been keeping me up at night it’s been something that is become an obsession actually with me so the idea behind this book is to answer the question what is the world’s most valuable asset when you start you have passion and passion is like the spark

it’s the flame what you need is more than passion because passion is just an emotion how you build passion capital is to take the seven building blocks or the seven principles that you add to that basic level of passion with those building blocks they’re like the fuel when you have the flame or the spark of your passion you have the seven building blocks or principles of passion capital when those ignite the fire that burns the energy that comes from that the intensity and sustainability that is the passion capital high I’m from Talladega yay I think that I’ve kind of always been a little bit of an entrepreneur the easiest way to talk about how I started on deck is to access to tell my rest or when I was a teenager I decided that I wanted to be an actress I thought okay well know it that’s a really bold idea whole goal very few people are successful in that line of work so what are you gonna do to get there I went to a job board was on Queen Street at the time and place about theatre Ontario’s literally i’m not talking about like a job when they were caught most and probably thought it was like a cork board jobs posted on it they decided okay well there’s this internet moonshining thing out there and it’s starting to get really really popular this is kind of big 90s late nineties and I’m kind of EP so I’m going to start my own website for young actors so i bought the domain name like dreamers calm and built and started my own online community for young actors mostly in hand it’s this idea around our own goal setting and mission and doing what I have to do to get to that sort of finals final stage I will always remember the very first time we got I’m really serious no we’re not gonna bite Allen takes we’re speaking with one of the biggest telecom companies in Canada and they’re saying and that they’re all over going this is awesome best thing since sliced bread i wanted i wanted i wanted send me the contract it’s going to take me two weeks to sign call back two weeks from then and you know at this point son got many yeses and the woman on the phone as a tone had just completely changed she’s like you know what I actually think that you guys are a little bit arrogant your product is unproven and me that just seems like an unbelievably insane amount of money to ask for for something that has it is a proven in market at all and I cried and I mean I actually started crying not on the phone luckily I took it really really harsh what came out of that is that that was the first of many many knows and I just got better at it most people are gonna face a lot of knows it’s kind of how you deal with it maybe separates you my name is Lauren phrase and I am my ambitions I’m Patrick Laura and I’m a technology entrepreneur and Alberta has been an amazing environment for me to grow my business and I’m encouraging young people and experienced entrepreneurs to get together use the technology and the resources that we have available to diversify the economy of this province you know we have an incredible amount of riches that we need to take advantage of and one of those riches is our imaginations in our educational system so i encourage all entrepreneurs to just get together create great businesses and count on the support of the community you’re going to have the support of mentors you’re going to have the support of business people and investment community so get out there and do it you you find your passion but what that means is in today’s world don’t just chase the short-term money opportunity or the short-term job opportunity the job that you’re taking next is not the destination it’s the career that you’re building that is the destination so if you find the stream that you want to swim in and get into it and stay in that that makes you passionate it’ll be great but it’s not a short-term thing network and the network we often think about from a one-way point of view which is wrong the network is a two-way point of view which is the community and the Hasnain school community and the community that you live in and the community that you serve through the organization you’re with and the global community and it’s a two-way community so serving that and building the relationships within it and doing good always will come back and works its way around and that’s how you create your career it’s not always about money at not about short-term money and if you

want to make your money over the long term I think you’ll have a lot of opportunity if you’re serving in the right community and you’re doing things that you like well so the NBA gave a few things to me and I feel it was really helpful first of all gave me some vertically specific skills finance accounting statistics and things of this nature problem solving all of those types of things there’s a half life to those skills unless i keep them up the horizontal skills of how to deal with other people how to get things done how to align how to create a network those are very invaluable and I’ve relied on a lot of those throughout my career to start building the team and community around what I want to do that will help me grow the University of Calgary was my first choice and it was not only because I was living in the city but because at the time the new faculty was being built the new building was being developed there was an energy there is an energy around it Calgary is in a city of high energy it’s a new thinking city so I really respected those ideals and they resonated with me and I want it to be part of it the balance heart there’s no secret about to recover hours in a day that you never thought were possible but I what I found which is what I believe is that we have a lot of time in our lives that we spend not productive and it forces you to be productive and the old axiom that if you want something done ask a busy person the more you load onto it it’s amazing how much you get done so after the first month I actually didn’t find that it was an overhead it wasn’t a burden I just figured out how to make the time work so I would just recommend go full steam into it be committed and it’ll work itself through very quickly he has a vision in my life and my career blend together and I have a vision for where I wanted to go and the types of things I wanted to do my vision was to have impact at the broadest scale possible that was available to me so today that’s landed me on the internet which is the biggest scale opportunity we have and I’ve never wavered from that vision and I’ve taken a lot of short-term job stops or twists and turns although those weren’t the destinations I was really interested in some didn’t excite me but I knew it was moving me closer to a place where I could have a global impact which is where i am now so have that vision stay true to it and don’t be hooked by this short term move and the need to make every career stop the ultimate destination because in a game of chess you don’t go for one move close most cases you play the game and the every now and then you have to move upon but you have to do it with vision so it’s or it’s a fascinating question because we are bombarded with information I don’t know that there’s new information in the world it’s just much easier to get to over the last five years the internet is enabled that both from a creation as well as an access so what the shift has happened from those with skills to find information to those with skills to take massive amounts of information and distill it and I think we’re still a little bit lagging in the educational institutions on how to distill that how to take 17 things and make meaning out of one thing and then build the action plans to focus on it get it drive it and I would encourage everybody to really spend time because I think the way you stand out isn’t by presenting information that anybody can get access to any more it’s by distilling it into real meaningful things so fought is alive and well today and need it execution is the most important I’ve see in particular in Silicon Valley a lot of ideas that are dreams and unless you can execute them by getting something clear and desirable to market they stay dreams and dreams are great for a certain part of our life but they’re not how you create value and so execution is the plan to take that dream and break it down into bite-size chunks that can be executed on and simplifying it in two stages where people can actually mobilize for action and the leader that’s able to do that is truly a leader first of all my base working assumption is a great attitude is the greatest asset people love to be around people that exude energy not unnecessary confidence but energy you’re just energized you’re moving on things you’re you’re thinking you’re creating your a positive contributor but but negative attitude is really a bad thing an ego is a horrible thing because there’s a lot of really smart people in the world and you need to be open to them so towards the attitude of the world or towards the world I think with your eyes open and your ears open and the desire to learn from people will always put you in the right frame of mind but keeping positive and energized around that I think is great it’s taken me a long time to get to CEO role and frankly I never had an aspiration to have a CEO title I had an

aspiration back to my vision to have an impact that could have been in many different forms and it just happened to materialize in a CEO role but there could have been many other ways that the opportunity presented itself and I would have been just as passionate about those even though it didn’t have the title so I see too many people stuck on titles don’t get stuck on titles titles don’t matter gets stuck on what you want to do and having the maximum impact in the stream you want and then all the titles and finances that you want will will come but it’ll take time so be patient they started lifetime wellness center almost 10 years ago with the vision of having the healthiest community that we can have Michelle Prince and I own lifetime wellness center and pro therapy supplements a nutritional supplement company my practice is a chiropractic practice that is the hub of the Wellness Center and the practitioners around me are also we work on equal playing field naturopathic acupuncture massage nutritional consultations so each person is an important spoke in the wheel and I sit at the hub only to be the team leader the team chairperson the team cheerleader if you will and bring us to our next goals I started like many people do just one person in an office no staff at my front desk and grew to a team of nine fantastic women that work together and if you know it’s different for women entrepreneurs we have competing issues if you will in our lives our relationships our families our business and one of the things that I really advocate for women entrepreneurs is to find that healthy balance of those three things and so nine of us work together nine female practitioners in our office work together and and assist each other in finding that balance I think my greatest success in business is having lifetime on the center and being one of the leaders actually in canada in the wellness industry when we assembled the team it was before people knew what was possible in the wellness world so we were sort of ahead of the curve and i’m quite proud of that so people look to our Wellness Center to set the example and so we’re known in the industry as being leaders and that makes me very proud that we can come together as nine women and do that together it really makes me proud it’s not always easy being a woman business owner I won’t joke and say that there are times when it pulls in and upsets you that you can’t be all things to all people I think that’s a very womanly trait to want to wear the superwoman cape and it doesn’t exist and when you set yourself up for false pretenses like that to one at all and have it all and be the Super Mom and or the super business owner all at the same time it’s not realistic and it shouldn’t be it should be a balance of what makes you happy and I hope to give that balance to other people and inspire them that they shouldn’t want unrealistic goals when you set a realistic goal you’re much more capable of achieving that goal and you will being a business owner is not easy being a mom’s not easy being you know a role model for other people isn’t isn’t easy all the time but when you know that those challenges make you stronger you’ll always be more successful in the end I wasn’t coming here to try to do my best I was coming here to gather people around a common vision that was we are going to win a national championship it’s not so much about X’s and O’s in the end you need to be knowledgeable about your sport yes but it is not what makes you win championship it really is about the relationship you develop with your athletes change their mentality and philosophy the program recruiting the athletes or retaining those that we thought could go through a change and from there establishing a culture of great expectation of the culture of excellence we are good we are the better team and I really believe from the bottom of my heart that you are the toughest team wins at a time was was not doing the best it was actually an intriguing to me because I had done all a master’s degree on how to turn around a program what makes coaches successful when I came in for example there was no much weight lifting with the players no dry land training no running no conditioning no standards so we establish all these standards hi Bob during her interview process I think she she showed you know everything that she was capable of the passion the energy and things of that nature that I guess all proved to be true as a head coach you’re you’re everything from soup to nuts you’re the counselor you’re the academic advisor you’re the recruiter you’re a fundraiser I’ve heard Chantelle described herself as as the mother of the team the marketing side of it the business side of it the selling side of the program the recruiting the retaining all those qualities that I didn’t know the code required until I researched it and I had to put it in place to become successful I was just a young girl 17 playing some basketball in Alberta and someone came approached my parents in

the crowd she had a dream she had a vision she wanted to change things at the University of Windsor for women’s basketball and I think I just really appreciated someone wanting to do something different and you know the underdog dream story who doesn’t want to be a part of something like that we now have a profile across Canada whereas before we didn’t even have it within Ontario or basically the City of Windsor the the prestige and the profile of the University just having the national championship to begin with but the fact that we want it while we were hosting the national championship was phenomenal not only for the university but for the city of windsor so the dream season the fact that you’re on TSN live television broadcast coached the coast in a magnificent game and the setting here the venue and the fan base that showed up for that championship it just reflected really well on the on the city and what we’re capable of as a whole I have to say it was a little bit of mixed feelings I wish I could say it was extraordinary but it also meant for me the end of the vision the end of this is all we worked for 46 years how do I feel about that it was really on the floor I had a hard time smiling I had a hard time feeling happy because i was almost sad did it mean that naam na am I going to continue to coach I might what’s next it’s a tough profession really is because it’s a seven-day-a-week almost 20 hour a day hike responsibility and Chantal is has been a hundred ten percent in this thing since you’ve gotten here and deserves all the credit cuz she’s received Chantal its ability to to reach out to the community and reach out to the University and females as a whole and just bringing a profile and the recruits to the City of Windsor into the University of Windsor made a significant impact I think my players into high school assemblies clinics at Harvard sometimes somebody asked me can you come speak can you come to clinic can you bring your players I always a hard sometimes say yes unless you have a game we have to give back I take this opportunity because I think it’s important that that we are visible and that we are as adult role models in this way the community support and the widow community came around is probably the reasons the reason why after winning I felt a little because I’ve always was very busy time when I come here get this done and move out and I can I this is a very special community and they have embraced me it’s allowed me to be successful they’ve embraced my team they’ve embraced the program and I feel like this is a really good place to be and that’s such a important when you’re out young professional that you see the communities behind you and I certainly feel that so i have to say that it is a pretty good job you know grabbing my heart there so that’s good it’s great to be here today to see you rotate seen you hang out with you for a few minutes and just talk about your career sure what’s important well you know it’s interesting is we’re sitting here in the real sports bar the ACC and you’re one of the people that created it and the good for you this is a whole new venture s James smarts fire in the universe perfect gray denim looks fabulous really look at hydrolytic sense and it opened what in October right Jim Jim oh just time to the g20 Oh perfect yeah we’re close those guys are those guys can I don’t know yeah we glad to close it was their first week not an ideal store opening there you go the first I want to compliment you on something and then kind of tell me if you’re still doing it and and how you came up with it years ago when we were partners together and in work and involved with McDonald’s okay you invited me one time to come and talk to your senior management and that was the first time that I was ever asked to go to want to do that I was kind of taken aback and I did it and it was fantastic in fact I think I may have told you before I was sitting in that room over the arena watching a practice or something and as I began to speak and give you some some thoughts on your organization because you would ask me to which I thought was wonderful but I’m looking down at the end of the the big table and ken dryden sitting there and all I’m thinking oh man keep calm you know cuz you know the others thinking of him on is on his goalie stick and on round than that and but it taught me something and after you did that with me I started doing it in my organization so what made you start doing that and you say it’s like so many things a little bit of happenstance I brought in a few speakers from the outside when I was running Pillsbury but you know one day Sears was a big sponsor way back 11 years ago and I brought this CEO in and it went very well and so I started doing on a regular basis and you

know after you it was Lou email mr Damien and spoke your replacement your successor at mcdonalds and and we try to have we have a senior executive leadership team meeting every two weeks and I like to have an outside speaker once a month okay so if we have say 20 of those here i’d like to have anywhere from six to ten outside speakers okay most recently right now we host the junos this weekend and my last speaker three weeks ago was the young woman who heads up to junos and she was telling us everything we’re doing and what what I wanted to hear about is one we’re thrilled to have them we get a broadcast live from Air Canada Centre Sunday night yeah but also because we’re very big in the music business I want to reach out and do more work with the junos I want to be I want to be involved in all of the events leading up to the junos so as we did with you and what we did with jew nose and all the others we want the people that tell us about your business so that when we go to you in your case we’re doing sponsorships yep we can make sure our sponsorship is right on the mark and we’ll give you return on investment right the other thing we always do is we want to I asked you to give me feedback on the company and I still remember you told me we didn’t fill up with pop club that’s back in two days later you were at a game the popcorn song feel awful and bob was ready to shoot me right after the meeting so thank you very much yeah we learn a lot from that in and it’s recognition that you’re important corporate partner of ours and and i can tell you weren’t the first to be nervous i mean today it’s brian burke oil Angelo’s sit there and and you know I’ve had one president I swear they spent $15,000 on the presentation I serious and I had other I think you did it quite quite casually I stood up without any slides right but I’ve seen expensive $15,000 PowerPoint presentations and the late owner and CEO of Pizza Pizza did it on a flip chart so you know we’ve seen everything and you’re good at givin us some pointers as to what you want us to talk about yes right you what I remember you said here’s the things I want you to talk about but go visit some of our events before you come and that’s where the popcorn thinking that’s right you just said go visit some event so then give us some actual comments on our on our show and I started doing that with what folks yourself and others i started bringing in doing the same thing it’s a huge learning experience and like we were saying earlier it’s different than a board the board you see every quarter or whatever it is and you know they are these people you bring in are just commenting about your business and their business and then you say thank you very much and see you later we always present I’m sure when you were there we presented you with a hockey stick or a pitcher I have a beautiful frame hockey sweater that talked about being a partner that’s right that’s right I oh and I would have sent you a handwritten note afterwards you did well I what handwritten notes i’m going to share something else to that you did to me and i don’t know if you remember this we had a we were having a difficult time in mcdonalds one year ok and we were struggling not just counted but worldwide and it was kind of depressing and i remember it was the first or second week in december right near the end of the year i’m in my office and I’m depressed I’m really depressed it’s easy to be when yours oh yeah and I assistant walked in one day there’s something at this cancer on the fax machine we used the fax a lot back then yeah uses it yeah so she walked in with his fast from you hmm now all said was dear bill I know it again I’m paraphrasing okay but I know you’re going through right now I’ve been there done that a lot of people do go through it you’ll come out of it and so will your organization you’ve got a great organization I just want to send in a note to help cheer you up a little bit your friend Richard you mirror that guide you that was fan you know i sent it to everybody and i think i also said that you know as a partner yeah we’re there to help you when when we sign up coca-cola or mcdonalds you know pepsi is our enemy then we take on your enemies and your friends yes and we do everything we can to help you in your business it’s been a pleasure ok ok if you’re not doing this and and you know your audience’s eye I’ve watched your broadcasts you are very successful CEO / one of the top companies in the world and the continues to have a great success great success in there a wonderful turn around new menus new stores great marketing and there’s lots you can impart to all the people who take the time to listen and watch your videos I appreciate that thank you there’s a word I’m gonna try to pronounce okay that I didn’t go to university okay I think I told ethic we went to mcdonalds university I want to eat you that’s a PhD that’s very cool because the words you use called Merrick meritocracy yeah okay I hope I got it right yep explain that to me and what were you want you know it’s it’s very interesting i I’ve been a real student of leadership and I give a lot of speeches on leadership I’m giving one on

Friday night the graduating class of the Odette Business School in Windsor and you know I work to general foods for 12 years it’s now kraft foods and I realized they managed everything to the lowest common denominator we spent months and months trying to get the bottom ten percent better well where are you going to get the bottom ten percent you’re gonna get into the bottom twenty five percent and we didn’t differentiate enough and and I really found that lacking but I there was not a way I could articulate it and then along the way I started realizing that I really want to spend more time on the top promoters promotable they’re the ones are going to take you to where you want to go in your vision right and then I read Jack Walsh’s book and winning i think it’s chapter 3 where he says you know is it Darwinian and cruel or is it fair and what he’s talking about is meritocracy he’s talking about differentiation it’s the same thing Ron Wilson does no Don Cherry bust Ron Wilson’s jobs because he’ll set a veteran in the in the press box and he’s not showing him any respect no Ron believes if you play well you’re going to be on the power pay you’re going to be on the starting first line you’re going to get to the minutes but if not you’re going to be sitting the press box or sent back down to the Marlies and we’re the very same way so what we do is we I can tell you who our bottom ten percent of the 700 are the middle 70 and the top 20 that the middle 70 their Gullu they’re very important they’re professionals some of them aspire to be at the top 20 and with work and coaching and experience they can get there the top 20 if they’re a director they want to be a senior director their senior director want to be a vice presidents or vice president want to be a senior vice president and we do everything to to to help them get there and under the Ilah want your job well yes I’m do and I absolutely and I wish more did actually the so how we differentiate is obviously it starts with a written reviews and note in April right the salary increases we give they get more of a salary increase the bonuses they get to get more bonus you can’t even get a cross-functional move here unless you’re promotable you know unlike the government often will move people sideways because the person in this department wants to get rid of the person in that department not us if you we try to catch you passing on bad news you’re in trouble as a leader so promotions cross-functional moves all of those things are all based on we’re differentiating and we’re not shy about it so when I first came out with I really if you like came out of the closet and said we’re going to differentiate I showed a bell curve and talked about the high promotable Xand the hopeless I was a little shy about it but now not at all everyone knows at our place meritocracy we’re completing an attitude survey right now and we ask the question are we a meritocracy in our exit interviews we ask are we a meritocracy on the exit interview on accident views now interesting they don’t always think so because often they left or were pushed out because they weren’t good enough and it’s tough for people to hear that yeah do and I learned how to do this a long time ago we did drive me crazy for a long time when people stole from me employees and I train them and got them already and groom and and they starting to kept doing that and finally I started stealing people and I got over it you steal people um I never worry about stealing people we promote from within mostly Eric oka that’s one of our things because you know people are working really hard and giving us their career they have every chance to get the next job so we do occasionally but it’s more in the finance IT legal those are things you can’t really develop you’ve got to come in with the experience we do lose people too I mean I can tell you that our turnover is about ten percent a year that’s half of that turnover this is full time our turnover part times only thirty percent and probably McDonald’s was under that’s great was it about a hundred we do dat yeah and you below at 80 yep so we do well part time we so full time is about ten percent but about four and a half percentage points or forty five percent of that tim is forced turnover and i watch our forced turnover we’re not letting people go I don’t think we’re raising the bar enough so we’re not trying about that okay do you have any special programs or one or two things you do yearly according to recognize well are we do it’s all tied in with vision values so monthly we do player of the month if you think of all the sports awards there’s Player of the Month award we we do that and then our four values are excited every fan inspire our people be dedicated to our teams and be leaders in the community and we have four stars we have a star for each one of those people who did something so that’s every month at the end of the year we though all the 12 winners get voted on to be who the MVP of the year is we senior management team picks up the coach of the year and the recognition committee picks up the rookie of the year and so our prizes are huge like two trips to any place in

North America spending money a week off all that is f so that’s that’s very big so they they go after it they yell where they can get and you know the beauty is the people are winning it’s my early companies I saw who was winning the no one was really spending time on it you know geez who are we gonna pick this month and it was often very political ill-thought-out not at all I look at the people who win this and they’re the Stars this has been fantastic I just learned so much more again just hanging out its and I have a favor though sure I have my little good luck charm that I carry around with me okay I like do the autograph it for now okay and then i’ll have that to put in hell yeah ok Michael extra this set do it on this TV oh yeah try it not we’ll try something else they call them sharpies oh all the guys carry them around here except for me I gotta ask you two or three other topics but why don’t we go over to now what’s Richard going to do well the speech the speech i’m giving up friday you know it i started out at the University of Windsor 41 years ago and so I’m going back is kind of my final lecture if you like oh and which I won’t but I’m calling it that and and I say and I’m retiring I said but if you could read my script you’d see that I put quotation marks around retiring yeah because I’m going to consult I’m going to be on boards I’m writing a book we writing a book I’m writing about it for you and and I want to I you know met with Bill Davis and david peterson and McGinty’s chief of staff and again easy x chief of staff and I want to do something in public service bill davis would like me to run for politics of told bill I won’t but I want to get back and so I don’t know what that’s all going to be yeah I mean then there’s the things like gardening and golf and getting fit and learning how to play the piano what’s your handicap well I was a kid it was 70 but it now it’s more like 17 so and it’ll never be seven again I won’t do I’m not going to play once a day but yeah I want to stay active i I’ve been here 14 years that’s a long time it’s been great but it’s time for new CEO and it’s time for me to do some stuff to refresh myself well you said it earlier we were talking also to be a CEO for 14 years in today’s environment is it’s fantastic that that congratulations what is he know you’re doing something right the board kept well you know there was a steady in in the Harvard Business Review about five or six years ago that said as CEOs first five years are far better than the next 5 i’m absolutely convinced my second five we’re a lot better than my first five and i think I this last for having been better you know it’s I’ve been able to stay engaged I’ve got a wonderful board we make money my board lets me invest it back in and real sports and condos and soccer teams and television networks I’ve been really fortunate but if I was a milk carton I’d be past due it’s time for a new low that’s a great ass dude so but but something you just said because I realized that myself because I’ve been told maybe in the last two or three four years you’re not a bad communicator and your last two or three years as a CEO Bill you weren’t you were pretty good communicator it took me a long time to learn that that was probably my biggest change I noticed okay that improved that where I improve and it helped the company grow it was there two or three things and those two periods you just thought about that you’ve noticed a change well um you know way back when I was first a vice president I remember going to my boss at the time said I want to take speeching speaking lessons right if formal speeches and he said you don’t have to you’re good well the problem is he was all I was he added so I didn’t figure he could really evaluate me so I took those they made a big difference so I’m in his major speeches since 1983 I have every speech I’ve ever given so I cherish the chances to give speeches I write my own speeches i spend about an hour a minute on them and I average 18 minutes of speech I figure that’s the maximum level funny in this business you just get interviewed all the time you’re constantly in the news so you have to get good at communicating and it is one of them I think as a leader there’s there’s three major things you’ve got to be a great communicator you’ve got to be great at recognizing people are going to be a great coach or developer of people but and so great communication skills whether it’s making a pitch to your board or corporate sponsor or standing up in front of your employees you have to be good at it and I think over the years through a lot of experience and hard work I’m pretty good did you have us a mentor someone that you kind of hung out with for a number of you know and ask that question I think it’s I’m like a tapestry I picked up a bit here and there no good but I also picked up things not to do I mean you know you can observe you can observe and say boy I’m not going to do that yeah and so no I can’t say that there’s a mentor that I

really embrace I had some really effective leaders the you know my first brand manager when I was assistance God my first product group manager general foods you know I’ve worked really well with Larry Tanenbaum he’s we were so beautifully together yeah so I’ve been blessed with that but I can’t say i’ve had that one one person and this is off the cuff you must have a collection of stuff from the sports team than that you probably got a huge Liberia things well i don’t think i might even trouble writing a book let’s put it down and the anecdotes will be quite good how long we been writing putting it together well i haven’t i I’ve been thinking about it conceptually for a couple years and you know who was it the woman who owned Martha whoever owned the the Washington Post if you’ve read her autobiography or Martha Oh Martha I can’t remember name okay she started keeping her family started keeping notes for when it’s just like five years old so she had a wealth of stuff I didn’t do that i wish i had i haven’t kept a journal every day but you know what I’ve I’m not gonna have trouble yeah it’ll it’ll come back stories looking back yep when you were talking about the interview is and you’ve been interviewed more probably than anybody in Canada there any special ones that you remember the good better and different the jumper um I commemorative ones yeah and you know I was firing a coach or a general manager and you know I’m the ultimate I’m a CEO they can’t go any higher than that and it’s wood and sports writers and sometimes sports fans don’t think CEO should have any decision making they think it should all be general managers well if you take that type of thinking I shouldn’t be able to talk to a lawyer because I’m not a lawyer I shouldn’t talk to my CFO cuz I don’t have a CA you know I have experts in every every field but hasn’t stopped me from asking them questions making sure they do their analysis and due diligence just testing them and then ultimately and when it comes to finance and marketing stuff I’m I think I’m as good as anyone here but when it comes to me in general manager of the hockey team I am NOT going to pick who Brian’s going to draft in the first round this year I’m not gonna tell Bryan Colangelo who eats a draft or who he should trade for I leave it to the experts and a lot of people don’t realize this also my guess you go to a lot of the events yeah a lot you travel a lot not as much travel but you know we have advanced about five six nights a week and that’s tiring after a while that’s right so this year is probably one of the first years i’ve cut back I don’t go to every game before I used to go to probably ninety percent of the Raptor games and eighty percent of the leaf games and now we got TFC and a lot of enough for you a full full agenda yeah you know I want to thank you a lot this has been fantastic good luck on your retirement thank you