Ogoki Learning Inc. is the world leader when it comes to language apps
Canada’s Aboriginal languages are many and diverse, and their importance to indigenous people immense. During the past 100 years or more, nearly ten, once flourishing languages have become extinct; at least a dozen more are on the brink of extinction. When these languages vanish, they take with them unique ways of looking at the world.
Ogoki Learning Inc. is trying to preserve indigenous languages one app at a time.
It all started when Darrick Baxter, President of Ogoki Learning, created an Ojibwe language app for smartphones and tablets. Soon after the release, he noticed the app was doing what he hoped it would, teaching kids the Ojibwe language while keeping them engaged through mobile devices.
From that moment Baxter, who grew up in Winnipeg’s North End, knew he had to share the app with everyone, so he released the app for free.
OETIM, registered as a Private Vocational Institute, The Operating Engineers Training Institute of Manitoba Inc., has been training workers in the hoisting and heavy equipment industries since 1986. The Manitoba Construction Industry turns to OETIM as the trusted source for Heavy Equipment Operator Training, Crane Training, Construction Safety courses and re-certification services.
“The time has never been better for people looking to get into the law enforcement field” says CEO of Northwest Law Enforcement Academy Victor Popow. The careers are well paying with benefits and different organizations are actively looking for people who are motivated with good attitudes, life experience as well as post-secondary training.
Northwest Law Enforcement Academy has an excellent reputation for having prepared and graduated hundreds of desirable candidates for law enforcement careers in its 14 year history. The students have benefited directly from the theoretical and practical training provided by the instructors who are all retired former law enforcement officers from the RCMP, Winnipeg Police, Corrections and Canadian Border Services, this fact alone gives the Academy high credibility. Northwest also has established relationships with law enforcement organizations locally and across Canada.
Northwest commits to providing students the best opportunities to develop their talents as leaders, communicators and thinkers.
The Academy offers as its main course the Law, Protection and Safety Diploma Course, 645 hours in length for those looking to be employed in law enforcement as well as its 39 hour Emergency Services Communicator Certificate program for those looking to be employed as a 911 Operator, Police, Fire, Security or Emergency Medical Services Communicators. Northwest also delivers customized programs to government and private organizations as well as individuals. Just recently Northwest has undertaken to work with a local psychologist to offer PTSD awareness seminars starting this fall.
The founder of Northwest Law Enforcement Academy former Winnipeg Police Chief Herb Stephen sought to design a post-secondary school curriculum that is based upon what an ideal candidate should possess to meet the demands of modern law enforcement organizations. Most people have no knowledge of what the career entails but with the many recruiters from different organizations who visit Northwest Academy people get a very clear idea of career paths and the particular application processes. Northwest graduates have gone on to careers in the RCMP, Winnipeg, Brandon, Calgary and First Nations Police, Federal and Provincial Corrections, Canadian Border Services, Sheriff’s Dept., Canadian Military Police and various other security related careers and organizations.
Northwest Academy not only provides theoretical courses such as criminal law, criminology, human relations and ethics but practical hands on components within the 7.5 month Diploma program which consists of non-violent crisis management, police defense tactics (self-defence and restraint training), arrest & control techniques and firearms training.
Prospective candidates to Northwest’s Diploma program should be motivated, mature and have minimum Grade 12 or GED. The Diploma program is still accepting candidates for its October 13th (afternoon classes held daily 1 pm to 6 pm) fall classes and even begun accepting applications for its April 2016 class. The Emergency Communicators classes will run as well this fall. People interested in these programs should check out the website at http://www.northwestlaw.ca or call toll free 1-866-953-8300.
The Canada Winter Games held in Prince George, B.C. brought together a collection of Canada’s finest junior athletes across a multitude of platforms. Individual athletes and teams competed to attain personal bests and medals for their provincial organizations.
For some, the Games would bring them one step closer to possibly representing their country at the next Olympics.
From the start of the opening ceremonies, Prince George was electrified with excitement, pride, and positive energy that everyone could feel. Each training day and competitive event was evidence of the best of the best on display, but also of the many hours, determination and dedication needed to get to that point.
I was fortunate to attend the Games with the freestyle ski team. What struck me every day as we moved from Village to Mountain and back was the skill and attributes so many of these athletes shared. There were 2,500 young adults across over 20 sports – whom at some point had started out with a mere interest in sport which led to their journey toward competing at the Games. Separate from the pack
These were not just your everyday teens and young adults. Well, these were definitely not the teens and young adults we’ve heard classified as reluctant to do anything but stay indoors and game or pass numerous hours online – or that seem entitled to have everything given to them.
They didn’t seem to have been directed by a hovering parent telling them what they should do every minute of every day. What I saw was a group of team and individual athletes who were also independent thinkers: who were focused and dedicated, and who understood that an investment of their time and effort would get them closer to reaching their goal.
I saw a group who understood that they had to eat and sleep well to support their training, train hard, take direction, and execute on advice from their coaches – who they believed did know more and had experience and knowledge to share.
As a group, these were the ones who now had gone beyond the “participation trophy” and knew that at the end of the day, there would be winners of medals, and disappointment and frustration for those who did not win – but they had already won the experience of a lifetime they could take with them.
I was among a group of kids who did not expect to win the gold medal after entering their first year, but knew that devoted training hours and a focused attitude would get them to the next level.
These individuals, a mixture of seasoned athletes and nervous first-timers, looked up to each other and admired each other’s talents and sport. Some were envious of each other and may have even been driven to exceed their own expectations.
As I passed my days among them, I thought of the comments often heard regarding the next generation of employees who are entering into the workforce. Issues of a lack of engagement, workers who do not have the commitment to do a little more to succeed, or who feel that after 12 months they are experts and should be rewarded with a raise or a promotion.
Those who are job-hopping because “they don’t like their manager” or that they simply do not have the patience to put in the time to excel in their role.
I considered the questions often asked: “how come we don’t have the strong work ethic amongst the newly hired that we have seen with the baby boomers and other generations?” Yet, as I saw these athletes compete in Prince George, it struck me – maybe here was the answer.
Perhaps it is time that every HR director and manager not only look at work experience and simply gloss over that section of the resume that presents involvement in sports and activities, but instead, bring the exploration of that experience to the forefront, and see how it will translate into the workplace. Maybe this generation just needs to be analyzed differently.
Hiring the best of the best is not about simply finding that one gold-medal-winning athlete, but finding the individuals who can perform at that high level, and have a great skill set that is ready to be transferred to a new role.
That type of talent, attitude and dedication is easily transferable. So, the next time you consider a millennial for an entry-level position, or perhaps a Gen X employee for that next promotion, rather than only focusing on their recent work-related accomplishments and experience, scroll down to the bottom of that resume, and really delve into their story.
By hiring someone who’s seen a few competitions, you bring on someone who knows what it means to want to win. Lisa Cefali is the vice president of executive search with Legacy Bowes Group, where she uses her many years of business experience and assessment of emotional intelligence to uncover organizational insight and those attributes that provide the best fit for her clients with their strategic planning needs. Please feel free to contact her at email@example.com for your executive search, recruitment, coaching, and strategic planning needs.
Last fall I, along with 13 other businesswomen, were asked to take part in a unique fundraiser for iDE Canada. We were asked to commit to a 12-week training program, consisting of three days of fitness training and three days of technical boxing training per week. And while we were at it, we were each asked to raise $5,000.
At the end of the 12 weeks, we were paired up and we competed in a real Manitoba Boxing Association-sanctioned boxing match in front of a crowd of 300 people – music, lights, and even an official boxing name: Vegas Style! Lisa “Badda Boom” Cefali was in the building!
We were promised one thing: if we commit to the process, the ITC (In this Corner) boxing trainers roll out, that we would be ready for our bout – the longest three minutes of your life, I was told.
Fight night arrived and the trainers were right. The bout was hard, exhilarating, and challenging, but I was prepared. The journey getting there was just as hard, just as exhilarating and just as challenging!
Process means progress
Yes, they needed my commitment to this event, but the ITC trainers had a process, step by step, adjusting as they saw me progress with the ultimate goal of having the best outcome within 12 weeks.
Thank goodness for the process! As I reflect back, I am most impressed in the manner with which it was all presented. As you can imagine, 14 Type A personalities, wanting to know as many details as possible, asking continual questions in order to be best prepared, could be a bit much. I’m surprised the trainers didn’t simply pull their hair out every time we wanted to know the why and the how of every little direction they gave us!
I am forever grateful that we were given enough information to become our best selves, but not so many details that would overwhelm us. After all, they didn’t want to scare us or we might just quit!
ITC outlined the process and took us through each step – first conditioning, then the basic technical instruction to become familiar with what was required. Then they tested our conditioning and, finally, introduced us to sparring.
I recall naively how we all wanted to know when we were going to start working in the ring early in the process, and realizing later that it did make the most sense to not place us into the ring until the last four weeks.
We thought the first four weeks were tough! They weren’t even close to the last four weeks and what it felt like to be punched, continually; having good days and bad days; having different, unexpected opponents – some you clicked with, and some who were simply bigger, stronger, and better than you!
Believe in your preparedness
We were challenged to believe in ourselves and our skill set. We had to count on our preparedness of being at the gym six days a week, and believe that the process would get us ready for the big fight.
When you consider the role of executive search and recruitment – whether you are the client or the candidate interested in the job, no matter what side you are on in the process, you have to believe in the process and each step that is involved, and fully participate in it if you want the best outcome.
At Legacy Bowes, we follow a very diligent 12-week process in seeking out top-level talent for top-level jobs.
We listen first, ensuring we have all the requirements the client is looking for, cast our net wide, and then begin searching, researching, and talking, and searching and researching and talking again to get us to a shortlist.
We then focus on that shortlist of candidates and take them through a series of interviews, discussion and assessments, and have them answer detailed questions to ensure that the possible career step is right for the individual.
We make sure they are as prepared as they possibly can be to not only “get in the ring” to interview well and have the job offered to them, but be certain that they would accept and excel in the role. Lisa Cefali is the vice president of executive search with Legacy Bowes where she uses her many years of competitive intelligence, recruitment and assessment of emotional intelligence experience to uncover those attributes that provide for the best organizational fit for her candidates and clients. Please feel free to contact her at firstname.lastname@example.org for your executive search and recruitment need.