CESO National Services Acc ccele lerating In Indig igenous Youth Leaders th through Mentorship ip and Coll llaboration Presentation CANDO October 2017
Agenda ✓ Introductions ✓ Quick Overview of CESO ✓ Stories from the Field ✓ Opportunities to Work Together 2
In Indigenous Peoples of Canada CESO’s National team works with anyone who self-identifies as Indigenous First Nations (approx 850,000) ➢ Inuit (approx. 50,000) ➢ Metis (approx. 500,000) ➢ On/ Off Reserve 3
Why We Do What We Do • Generating economic value and building a strong economic infrastructure are key to sustainable growth • Private sector development and institutional strengthening are powerful drivers of both economic and social change • Transfer of knowledge and skills via CESO Volunteer Advisors through a mentorship and advisory framework • Cornerstone to success: partnership and collaboration • Clients, funders and donors, corporate, allies, volunteers 4
CESO: Who We Are • 50 years as an economic development organization both nationally and internationally • More than 50,000 assignments completed in Canada and around the world • More than 1000 active Volunteer Advisors • Each has on average 25 years of experience in respective fields covering both public and private sectors • Over 21,000 cumulative years of senior-level professional experience • We have worked with 80% of Indigenous communities since 1969 • Building capacity through mentorship and collaboration 5
CESO Volunteer Advisors ✓ Tourism Experts ✓ Marketers ✓ Accountants ✓ Business Leaders ✓ Engineers ✓ Human Resources Executives ✓ Public Sector Executives ✓ Industry Specialists 6
What We Do: Canada 7
Focus Area: Private Sector Development Finance / Microfinance Information Technology Tourism & Hospitality Natural Resource Management Entrepreneurs / SMEs Strengthening Supply Chain 8
Focus Area: In Institutional Strengthening Community Institutions Economic Development Corporations Tribal and Band Councils 9
Three Pillars for Community Growth 10
Stories fr from the Field: Economic Growth and Financial Management 11
Magnetawan FN: Land Code Mngt Magnetawan, ON Recommendations Analysis is Decis De ision Ratif Ra ifie ied Lan and Cod ode Law Lan and Cod ode Fr Fram amework Lan and Cod ode Polic olicy Im Impl plementatio ion of of Economic ic Economic ic Develo lopment Economic ic Develo lopment t Plan ans Init Initia iativ ives Develo lopment t Plan ans 12
Matawa: : Entrepreneurship & Pri rivate Sector Development Provide: Provide: Need : Affordable Private Sector Entrepreneurship Training Development & Mentorship Micro-credit Loans Development IMP IMPACT CT: P Poverty Reduction St Strategy for or 9 9 Fi First t Nati tion Com Communit ities 13
The Partnership Shared Identifying values community needs Pooling resources 14
CANDO-CESO-Blenkin & Rowe Youth Mentorship 15
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robertcbeamish@gmail.com 20
Change Management Organizational change is the implementation of new procedures or technologies intended to realign an organization with the changing demands of the business environment, or to capitalize on business opportunities - Peter Drucker 21
Change Management • The Problem : Task or Process? TASK Is the problem a technical one e.g.: software problem or mechanical breakdown? PROCESS Is the problem how work is done, including attitude and feelings? 22
Change Management Steps : 1. Data Gathering 2. Problem Identification 3. Data Analysis – Underlying Causes 4. Synthesis – What needs to be addressed 5. Generating and Evaluating Options 6. Selecting and Integrating Recommendations 7. Implementation 8. Review & Feedback 23
Change Management Analytical Techniques • PESTLE • SWOT • Political • Strengths • Economic • Weaknesses • Social • Opportunities • Technological • Threats • Legal • Environmental 24
Change Management • Types of Change: A. Developmental – minor changes, e.g.. A new email system, which does not change the nature or purpose of the organisation; B. Transitional – changes to structure, systems or processes C. Transformational – the organization is being completely overhauled. 25
Change Management Level of Time Difficulty Knowledge Easy Short Individual Behaviour Group Hard Long Behaviour 26
Change Management • Resistance Factors: • Fear of Unknown • Personal Stakes • Power Shifts • Loss of Security • Past experience of change • Limited resources (cost & time) • Poor communication • Many other reasons 26
Signs of f Success: Availability Eligibility Mentorship Process 29
How to be matched wit ith a CESO Mentor: Apply Selection Mentorship 30
Mentee Eligibility Criteria • The minimum mentee qualifications are as follows: • Indigenous Youth • Between 18-35 years of age. • Involved in economic activity — from idea generation (seed) to established business • Has a strong interest in personal / professional development • Possess goal(s) with outcomes that enhance economic prosperity. • Time to invest in regular interaction with a mentor • Develop assignments as mutually agreed between the mentor and mentee 28
Looking Ahead ✓ National Outreach for Youth Entrepreneurs ✓ Scaling up SME ✓ Catalyzing sustainable economic development to all regions across Canada 31
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Thank you www.ceso-saco.com Allison Deer – Atlantic/QC/MB/AB/SK/ Norther Ontario adeer@ceso-saco.com Devin Woods – North/ON/BC/ Nunavut dwoods@ceso-saco.com 33
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