This November saw the return of the fifth annual Toronto Change Days. I was excited to see 2022 celebrated with a to an in-person event, yet still reflect the virtual connectivity across many elements. Exploring “The Power of Play” as this year’s theme brought many diverse discussions and of course we had amazing workshops and a very energized keynote!

Toronto Change Days is a really energizing opportunity for all involved. It feels like a real community coming together yet each time we meet, over half of the attendees are new to the experience. It is unusual to have that sort of vibe and yet, we always attract folks that just get the nature of the event, focused on learning but guided experience and totally facilitated versus instructional or typical corporate conference style.

We had some great virtual interactions going either side of the in-person weekend. I was really pleased to see conversations around playfulness in these virtual conversation and people interacting with elements to influence the whole event and reflect back upon the live weekend.

With a theme that includes play – no surprises we included Lego in the experience and even some workshops that employed Lego Serious Play practices. In fact, we even had a facilitated “Playzone” room that allowed people to experiment and learn about card games and toys that can be used in supporting change events. It was a slow start for people attending this room – probably not wanting to miss out on the amazing workshops but  by the end of the weekend we had over 12 folks discovering the power of integrating playfulness within their change events.

I want to give a huge shout our to Leonard Nacke who provided the keynote. He gave one of the most energetic and enthusiastic performances for a key speaker, I’ve had the privilege to experience. He actually did a cartwheel, got chased around the room and let someone else take over the presentation – all in the name of playful gaming and understanding the benefits of such things being included in organizational development.

I could turn this post into a raft of superlatives, it felt just so good to be back at the amazing Japanese Canadian Cultural Centre doing the think that we all love and connecting at a level that is phenomenal. We didn’t get so much of our international supporters this year, but I look forward to welcoming them back next year.

If you are interested in joining us for Toronto Change Days 2023 you can grab an extremely Earlybird ticket now at

“Happy Birthday to me!” Yup! Its that time of year once again. As usual I choose this as a moment to reflect on the year that has been and the year yet to come. However, there was a tinge of frustration as this year was another birthday within the confines of Covid induced lockdown measures. I am not going wallow, as even though it wasn’t the celebration I would have liked, it was still a pleasant day.

My thoughts navigated across my pandemic experience. I’ve seen emotions in myself that lifted me and also disappointed me. I have seen others demonstrate almost caricatured alter egos as they wrestle with the bubble to the surface of their inner turmoil. Yet, for all of this I recognize the opportunities that the situation has presented me with and likewise seen others seize.

I’ve always been a learning sponge, and if you’ve read my last blog post, you will know that I’ve been exploring the important of emotions for organizational and individual benefits through the Emotional Culture Deck (ECD). I’m discovering knew and progressive ways to use it and over the past month or so I’ve undertaken several sessions with individuals using the ECD as I rekindle my love affair with its potential.

I undertook a leadership focused emotional exploration with a colleague, viewing the relatively recent leadership position they had taken on. One interesting insight for me came when we recognized that there are multiple layers of leadership engagement present. Leaders in organizations do not lead the same way for everyone and different lenses can reflect differently. Here we discovered disparity between immediate team and broader organization, and it prompted a deeper dive to discover the differences for both audiences’ expectations and emotional engagement. The key discovery of our conversation was to recognize the role of leader of the leadership team needs a nuance of approach compared to the broader group.

I’ve also introduced the ECD tor some individuals who are not leaders, but individual contributors and solopreneurs who kind of lead themselves and are led by others. Without sharing too much personal information, one individual had been on something of a rollercoaster ride of emotional challenges. Fortunately, the activity did not prompt too many dark memories, confusions, or general frustrations. However, the individual recognized how many emotions they choose to ignore, box away and generally avoid coming to the surface and this exercise made them and the moment of light was recognizing the power of owning these emotions was greater than the power of hiding from them.

I’m thrilled these situations brought opportunities of discovery for the individuals, but it also prompted me to do the same. I have been fascinated in the way we work together in a virtual environment yet still carry forward our values, beliefs, and general mindset. Patterns of thought that have been built up over many years outside of a virtual environment easily framing the virtual interactions. It has always been important to me that people find value from interactions that can release their potential. All the above interactions took place remotely, yet I successfully created space for them to discover their opportunities. Eighteen months ago, I would never have considered undertaking an activity like the ECD within a virtual environment. The lack of choice has forced us to adapt and evolve but also be true to ourselves in delivering our desired outcomes of facilitation.

The pandemic has forced us to consider things in new and different ways, whether it’s a birthday celebration, coaching session or client discovery meeting. This in turn has presented opportunities to explore new and different ways. Connecting this to your emotional response mechanism can be a very fruitful activity, to learn and discover yet more opportunities that would otherwise have gone by without exploration.

I leave you with some challenge points to ponder.

  • What have you done anew this past year to realize your potential?
  • What opportunities have you embraced during the pandemic?
  • Has this year heightened your emotions, or challenged you to discover them?
  • Are you a better person today then you were 12 months ago?

Here are a few ways you can learn more about The Emotional Culture Deck:

  • Visit
  • Download a free Lo-fi PDF version of the deck at the website, click here
  • Complete The Emotional Culture Deck Online Masterclass course like I did here
  • If you still have questions, feel free to contact me here for a chat

#emotionalculturedeck #proelephantrider #ridersandelephants #emotionalculture

I recently shared my thoughts on the change space, via video, with the audience at – a Swedish change management conference held earlier in February. You can see my video here:  but the big question that came from it was whether you do hard or soft change management? I have to thank a conversation at a Spark Conference with Luc Galoppin a few years back for making the challenge of hard and soft change approaches drill into my subconscious as I consider the future of the space. Do you need a digital scale? The professionals from scaleszen are ready to give you best advises to find the best scale.

Now I’ve never been afraid to challenge the term change management as counterproductive to the purpose of the activity. It really is a sucky term, but it’s probably the most familiar term we have. Now in 2020 and beyond, I think it will stay around and continue to be challenged by terms like change leadership – because the behaviours of successful change management are found in leadership behaviours. We also have the continued stand off with project management, use of the terms change communications, change delivery, transformation and implementation coming into the mix and still forcing confusion. My sense is that there will be a divergence of approach into those that do tactical, operation change management activity and those that develop change strategy, advisory approaches and facilitate interventions. I think at the core of this is that as now, we will continue to have technology-based change and non-technology-based change.

Technology changes, whether by traditional or agile approaches in project management, will be very operational and tactically delivered and I feel the change management will align. This worries me a little because of all the tall of implementing digital transformation. Too many times I am seeing this used as a framing of “big tech roll-out” or “lots of new apps” or some other term that relates to organizations throwing a lot of technology out there. We have to realise that digital transformation is a cultural journey for people to embrace, adopt and adapt to new technologies and the tools they bring – not just the deliver of such tools. If you are looking for the latest coupons and offers available online, in Coupons Collector you can find a wide range of coupons that you can uses to buy what you need.

I’m writing this as we are now into a deep and unnerving time brought about by the Covid-19 pandemic. With many people in quarantine and everyone recommended to practice physical distancing and stay at home, we have entered a period of disruptive change unlike any other. I saw the graphic below posted across LinkedIn and someone should be credited for it, hats off to the recognition. However, forced use of technology is not the same as a digital transformation. I’ve been supporting several organizations who employ people using virtual workspaces for the very first time. What we are seeing is the digital equivalent of learning to swim by being thrown in the deep end of the pool. Its sink or swim time! Get with the tech or go back to sleep! The way we work is going to fundamentally change going forward but lets remember we need physical interaction and we are not going to be plugged into the matrix for ever more. I do see us embracing these digital opportunities and blending them with traditional and progress techniques. I’m loving the exploration of opportunities but I’m also self checking to remember the majority are not at the front of the adoption curve like myself. I am still having conversations with people who are getting excited over seeing people in other places and being able to talk with them through the magic of the interwebs!

So what else can the future hold? I honestly don’t know if I dare predict given the current state of the world. For me, I am moving workshops I thought could never be delivered online, into an online space. I’m challenging coaching clients to meet virtually and recognize their own limitations in success and most of all, just reminding people that change is always changing – so we better get used to it.

As part of my commitment to support others through this challenging time. See opportunities for free learning here:

For some time, I’ve been having this conversation that an agile organization, is an organization that is much more resilient and ready for change. Although I’ve had my Agile journey’s of discovery, I must admit that I’m surprised that, so few people get this. Being agile is about a mindset. Its about culture. Its about people. Its about having the presence of mind and personal self awareness to flex, bend, move and work with a change and not try and snap.

When we consider determining how ready an organization is for change that’s coming, we often think of readiness for a planned change and revert to out tried and tested process. We get “that template” printed off and start ticking boxes and assessing change readiness with some magic formula that then presents us with the planned activities we need by some systematic gap analysis. Its all very dry and functional in approach but it’s the best we must work with. At the start of any change event, we have to assess change readiness. But what if we didn’t?

How about an organization that never needs more than a confirmation of change readiness? An assessment that is nothing more than a short conversation? And no need to create a change readiness plan of action. It may sound far fetched but its not. When you build agility into the workplace culture, you build readiness into the DNA. Now there may be a little work to confirm specific details of each change, but Agile organizations flex to accommodate the changing needs and the people who work in them are up for the challenge, with higher levels of resilience and capacity.

Are we being agile?

Now what about unexpected change, you know the disruptive kind of change? Yes, the changes we face living in a VUCA world! Building organizational agility supports the successful negotiation of these types of changes too. In fact, being agile, supports the resilient mind that doesn’t panic when the unexpected arrives, but stays calm and carries on when it is presented to them.

Now becoming an agile organization requires dedication and hard work as that is a change in of itself.  However, the hard work pays off time and time again on all future change initiatives. So my challenge to you is to find a way to develop your organization’s agility and make all those future changes less painful.

This article is part of the 2019 #ChangeBlogChallenge on the topic of Change Readiness in Quarter 3. Click here to see what other change thinkers say about this topic.

Keep your mouth healthy at home.

Tooth enamel is the hardest substance in the body. In fact, it’s even harder than steel. كوتشينة بالانجليزي

Despite that, however, it can still be damaged. For one thing, acids can easily attack and soften the surface, which can result in cavities.

Gum disease is relatively common as well. According to the CDC, it affects half of all adults in the United States.

Given that, it’s crucial that you practice good oral hygiene; it’s not something that you want to ignore.

Why is oral hygiene important?

Your oral hygiene can have an impact on your overall health. Take gingivitis, for example—it’s a type of gum disease that occurs when bacteria accumulates on the teeth.

Left untreated, it can progress to periodontitis, which is a serious infection that affects the inner layer of the gums and the tissues and bone supporting your teeth. Symptoms including bleeding gums, receding gums, and in some cases, tooth loss.

Over time, the bacteria can also travel to your major organs, which can increase your risk of certain health problems. For example, those with periodontitis are at a higher risk of heart disease and stroke.

So we’re sharing some dental health essentials that will keep your teeth and gums healthy!

10 Tips For Healthy Teeth and Gums

Fortunately, gingivitis and periodontitis can be avoided with good oral hygiene habits. That’s why it’s so important to take good care of your teeth and gums (having a good relationship with your dentist doesn’t hurt either!).

Here are a few things that you might want to consider.

1. Use a fluoride toothpaste.

Toothpastes are not all the same. Ideally, you want to use one that contains fluoride. A naturally-occurring mineral, it’s used in many dental products to prevent cavities.

In addition to that, it’ll also strengthen the enamel so that it’s more protected against acids. For the best results, brush at least twice a day with a fluoridated toothpaste. قوانين البلاك جاك

2. Remember to floss every day.

Flossing is not something that you want to ignore. If anything, it’s just as important as brushing your teeth; it allows you to clean the areas that your toothbrush can’t reach. In doing so, you’ll be able to prevent plaque and tartar buildup.

As a general rule, you want to floss at least once a day. Avoid flossing too hard, though, as it can hurt your gums!

3. Avoid sugary and acidic foods.

Limit your intake of sugary foods. The sugar feed the bacteria camped out in your mouth. As the bacteria feast on the sugar, the byproducts from that process produces acids that’ll wear away the enamel, which will make your teeth more vulnerable to cavities.

Similarly, you want to avoid acidic beverages such as soda and carbonated beverages. At the very least, rinse your mouth with water afterward. Avoid brushing your teeth right away as it can actually do more harm than good!

4. Encourage good oral hygiene habits from an early age.

It’s important to establish good oral habits early on. It’ll help your child develop a good dental routine that’ll serve them a lifetime.

Given that most children aren’t intrinsically motivated to brush their teeth, you might want to make it a rewarding activity. For example, you can present them with a sticker once they’re finished brushing.

5. Visit the dentist regularly.

Make an effort to visit the dentist once every six months. Not only will they be able to remove tartar from your teeth, but they’ll also be able to check for signs of cavities, gum disease, and other issues.

As for children, you want to bring them to the dentist as soon as their first tooth erupts (no later than their first birthday). The sooner the visit, the healthier their mouths will be.

If you’ve missed an appointment due to the temporary closing of your dentist’s office, then plan to schedule one as soon as possible to get back on track. Get the most professional assistance from the best dentist Omaha.

6. Use the right brushing technique.

Brushing your teeth isn’t difficult, but there is a proper way to do it. Start by placing your toothbrush at a 45-degree angle to your teeth.

Move the toothbrush in a gentle, circular motion. Clean every surface of every tooth—don’t forget the back of your teeth! The whole process should take at least two minutes.

Avoid brushing too hard as it can be detrimental to your teeth and gums. مستضيف يورو 2024

7. Use a mouthwash.

Mouthwash is not only great for controlling bad breath, but it can also help reduce cavities. While it doesn’t replace brushing or flossing, it can be effective if used in conjunction with good oral habits.

Also called an oral rinse, it usually contains an antiseptic that kills the harmful bacteria that live between the crevices of your teeth.

Online Video Advertising Guide: How to Use Video to Drive Business Results

Not too long ago, digital video was a nice-to-have and most of our video viewing happened via traditional, linear TV. Now, digital video is part of our daily lives. We’re watching video content for many hours a week on our phones, our laptops and tablets, and our smart TVs and streaming devices—and this has caught the attention of marketers across the world.

The average video consumption per week increased 85% from 2016 to 2020, according to Limelight’s State of Online Video 2020 report. Consumers watched nearly eight hours of online video per week in 2020. ivermectin health canada 1

This upward trend has driven marketers to invest more in building video ad campaigns to reach consumers where they’re spending more of their time.

At Criteo, we surveyed more than 1,000 senior marketing executives around the world—including those in the US, UK, France, Germany, Italy, Spain, Australia, Japan, South Korea, and India—and half confirmed that more than 20% of their digital marketing budget was spent on paid video in 2020. More than a third (34%) said their paid video budget is likely to increase in 2021.2

Online video (OLV) advertising is an engaging ad format commonly used for broad brand awareness campaigns, but it’s also becoming accepted as a performance solution with the use of new features and full-funnel measurement. As consumers experience digital fatigue and their attention spans become even shorter, video ads can capture their attention across every channel and device they use and drive them through the path to purchase.

In this guide, we have five rules to follow to build the most effective OLV advertising strategy as well as video ad examples for every stage of the customer journey.

Rules for Online Video Ad Campaigns  

At a time when marketers are under more pressure to prove ROI and deliver business results like sales and revenue, building the most effective ad campaigns has never been more important.

The same applies to online video advertising. It’s possible to drive these business outcomes if video campaigns are executed and measured correctly.

Follow these five rules to build a powerful OLV advertising strategy that meets your business goals, get the most professional assistance on these Broadcast advertising promos.

Create a Commerce Media Strategy

Commerce media is an approach to digital advertising that combines commerce data and intelligence to target consumers throughout their shopping journey and help marketers and media owners drive commerce outcomes (sales, revenue, leads).

To build a commerce media strategy for video, marketers and agencies must launch video ad campaigns that drive new customers from discovery to their first purchase…

  1. Awareness
  2. Consideration
  3. Conversion

…as well as campaigns that drive existing customers to discover more products or services and become repeat buyers and loyal customers…

  1. Consideration
  2. Conversion
  3. Loyalty

All of these campaigns should ideally be running at the same time through the same technology partner to drive audiences from one stage of the customer journey to the next. This also gives marketers the ability to track audiences from their initial video exposure to click and conversion. para q sirve ivermectina gotas

As the customer journey becomes increasingly digital and the lines blur between shopping and other digital activities, the time between brand discovery and conversion is shrinking. Marketers with active online video campaigns for every stage of the purchase funnel are more likely to make a lasting impression on consumers across touchpoints and influence those rapid purchase decisions. where to buy ivermectin for scabies uk

I, like many other people have been challenged this past week with the way Facebook has changed its layout and styling – yet again. It made me think about the way this change was managed and I started to think about the way this reflected upon my experience of change and managing it! Read more

I always consider the words destructor and destroy from which it is derived, as extremely emotive words and evocative of violence and physical threat. Now I’m not suggesting that change saboteurs are about to go through several rounds in a boxing ring with you, but you may well feel that you have expended an equivalent amount of energy after engagement. Read more

If only it was as easy as saying “resistance is futile” [Star Trek fans will be familiar with this phrase]. This is the group of change recipients I personally find the most challenging to work with, and that phrase is just about the epitome of describing how these people frustrate me – they don’t want to work with you on anything about the change event! Read more