WAYFINDERS | Diversity & Inclusion …

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Wayfinders > Diversity & Inclusion | It is easy to talk about diversity & inclusion – the challenge is the practice of it, in short how do we welcome newcomers into our entities and communities? It starts with a smile, perhaps an invitation to tea, coffee or refreshments, even dinner at your place. Ask them to bring something unique theirs along, and set a tone of recognition and celebration of our diverse nationalities and contributions to our nationhood.

Volunteering time with immigration and settlement agencies in our city would be another way – there are quite a few of them; simply ask around. If you have been reading or changing your own perception of immigrants & refugees in Canada and it is more positive & life affirming, definitely engaging, why not share your views and shape the tone and quality of the conversations on social media? I am always self-aware as to how I am dealing with my own cultural background, values, beliefs and assumptions? Do they help me to better participate in society, and do they invite others into my world in significant ways – am I open to learn about other cultural journeys, traditions and ways of being in the world?

Maybe hosting a monthly conversation at work on culture, diversity, racism, inclusion and exclusionary practices including gender, race, ethnicity, social or professional class – pay attention, and be mindful. Our City is a marvellous vessel of a range of humans from the forth corners of the planet – make a point of partaking in some of the events hosted by the city and remember Heritage Days in August – mingle, open up your world to others – let them in; become a mentor of new immigrants and/or refugees. You will be helping to build a better city, community, country and planet. And; remember to have some fun too! https://youtu.be/2g88Ju6nkcg | LCA

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brand trademark cobblestones community denim pants

Photo by Ingo Joseph on Pexels.com

DIVERSITY & INCLUSION: actions speak louder than words. | Had lunch with some friends/colleagues recently – we are working on a particular cooperative platform project http://www.wayfindersbusinesscooperative.ca/ – to chat about the hot topic of diversity & inclusion, why it matters and how we in our evolving organization are working with it. In fact we were pleasantly surprised to discover that our early efforts at diversity & inclusion are producing results, some in terms of our membership-base and some related to our Board of Directors.

Much remains to be done for sure, we are still a nascent entity; what is important though, is that we started these conversations very early in our emerging journey and it is becoming a well understood message and practice – we are and will be a diverse and inclusive organization – it is really a win-win policy and cultural shift, worth pursuing and affirming – it is also good for business as it is said.

  • In my own personal journey of becoming a Canadian (I am originally from Chile) I experienced some challenges, perhaps some obstacles as well, around integration and participation in society; but, I was lucky, for at that time, due my Canadian family connections and roots, I was quickly introduced to a range of ways of “being Canadian” – multiculturalism, and of course, Indigenous Peoples as well. That helped in my settlement journey, and my learnings, including tapping in to this resource https://ccdi.ca/ – in my social/professional life, and especially my family relational life as well. The key to understand here is that diversity and inclusion is essentially about expanding the circle and extending the proverbial table so everyone is at the table, no one excluded or left behind.
  • Leaders today need to tune in carefully to the changing demographics of our times; for instance, we hosted a morning conversation with Simon O’Byrne (Vice president Community Development at Stantec). His topic was community engagement & leadership and from that gathering we gleaned some simple, yet, empowering truths, such as the need to deepen the power of listening, to check our unconscious bias as to our positions power or authority within a given entity; to ask smart questions, to ask the whys, check our cultural assumptions, and to remember that “actions speak louder than words.”

Diversity and inclusion starts at home, in our own relationships with close friends, relatives and colleagues – and its travels through our doings, institutions, body-politics and what not – eventually reaching a critical mass where it becomes a given, natural and simply how we conduct our activities in all spheres of our lives. Whether at home, work, play, diversity & inclusion is about being in community with others; being valued and appreciated, one’s opinion and views matter, and especially letting people in https://ideal.com/diversity-and-inclusion/ their fullest human dimension.

I have over the years come to appreciate and likely benefit from diversity and inclusion – I have certainly seen the benefits across sectors, in my relations and in government and business policies and practices – and that’s the world we are also moving to; changing demographics, active listening smart questions, solid and informed decisions – aiming at creating and sustaining an inclusive community, city, country and world.

I benefit of course, but so does everyone else; we gain further understandings and insights, society becomes more cohesive, fairer, humane and engaging, we act ethically and with sound judgement. I invite you to look at your world through a different lens – see how diverse and inclusive it is, and what you can do to transform it. The more we do such, the easier it will be to foster diverse and inclusive milieus. Invite your circle of friends and colleagues to talk about it and … be prepared to change and be changed. –

About the Author: Leo Campos A. is a HRP & Community Organizer/Animator, a Diversity & Inclusion Advisor; a Translator & Interpreter + Bilingual Social Marketing & Conscious Advertising Professional, based in Edmonton, AB. He is also a part-time advisor and community outreach person with Wayfinders Business Cooperative.

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ECONOMICS: Thinking Out Loud …

COMMUNITY ECONOMICS | Thinking Out Loud | All societies are basically composed of communities and diverse ethno-cultural groups – thus, there are a range of living and civic engagements where these interact, and of course, based on an assortment of understandings, norms and behaviours impacting on our relationships with people & living systems. In the context of our changing demographics and the emerging presence of ethno-cultural entities we need to find a way to positioning cooperatives in accordance with a general understanding as to multiculturalism, ethno-cultural identities, and economic paradigmatic shifts.

  • “True generosity consists precisely in fighting to destroy the causes which nourish false charity. False charity constrains the fearful and subdued, the “rejects of life,” to extend their trembling hands. True generosity lies in striving so that these hands–whether of individuals or entire peoples–need be extended less and less in supplication, so that more and more they become human hands which work and, working, transform the world.”Paulo Freire

I am speaking of a general framework that acknowledges these unfolding realities and its work/business implications. This also requires a re-thinking of the notion of leadership, power and decision making, framed in a world where entreprenurialship, the “gig economy” and cooperative social enterprising are increasingly becoming the new currency.

What we have going here is a new instance of power, ownership and decision-making, so to speak – new in the sense that too many people have never paid much attention to other forms of economic organizing other than the free enterprise-conventional capitalism mode – no longer, as we can see all over – the monolithic domain of the rather few & privileged. So, we need to explore how our cooperative economic model translates in to the administration and management of cooperatives & social enterprises and their evolving culture.

  • “The marginalization & distance between individuals of lesser rank, or standing in society or organization will cause friction for many still expect power to be distributed unevenly and unequally – feeling disempowered to anything about it and change such reality.”Geert Hofstedes

I am thinking that what’s needed is to emphasize on one key salient point of such commercial cooperative endeavours; collective ownership. This must be underlined and cause for excitement when people are invited to join in! People must understand that no one individual is more powerful than the other, and that while a Board has some serious fiduciary responsibilities, they themselves are also accountable to the member-owners. The hierarchy is then operational-administrative; otherwise, all members are guided by the same principles and by-laws.

Our economic model inserts itself in the spirit of societies that value a more egalitarian worldview – I am thinking of a number of European countries, such as Scandinavia, Germany, Spain, France, Portugal, some provinces in Canada as well – to name just a few. Because cooperatives function generally speaking through a more horizontal structure of power where we value the fact that all have rights, freedoms and responsibilities – this is also in my view a key value for cooperatives and the economic cultural shift we wish to foster.

  • “Remember your dreams and fight for them. You must know what you want from life. There is just one thing that makes your dream become impossible: the fear of failure.”Paulo Coelho

Leaders in such structures are fluid and constantly tuning in to their fellow-travellers, fellow-citizens, or in our case, members-owners. We need to ensure our growing membership, which is becoming very diverse in ethno cultural backgrounds, and interests get a good grip of these features. And; our managerial Team must pay close attention as to what members and users expect from their platform cooperative.

The closer we are to members-owners, the easiest will be to walk along them and fine-tune our platform. People also must understand they are the workers and the owners as well – they have something essential at stake. Managerial team, and of course, Board of Directors must develop its own intelligence and intercultural competencies which will enrich praxis all around its transformative work.

Another element of this pathway is our evolutionary journey, spiced by diversity & inclusion – we should turn these into our advantage particularly around opportunities for innovation; intercultural realities in our cooperative must be celebrated and we should all strive to adapt – notwithstanding the challenges, and perhaps because of it – to the fresh airs of new times, having diversity & inclusion as one of our engines for growth.

  • “The re-establishment of an ecological balance depends on the ability of society to counteract the progressive materialization of values. The ecological balance cannot be re-established unless we recognize again that only persons have ends and only persons can work towards them.”– Ivan Illich

We are trailblazing, exploring our collective intelligence, developing a healthy organizational emotional intelligence and tapping into our learnings to improve our processes and offerings. The economics of change implies that one of our critical challenges is how to move effectively and timely from a fragile financing position to one of strength and opportunities – the answer lies within and without. – LCA

About: Leo Campos A. is a Community Organizer|Cultural Worker + a Bilingual Social Marketing & Conscious Advertising Professional based in Edmonton (AB). He’s involved with an emerging cooperative social-enterprise platform project called Wayfinders Business Cooperative © please see: http://www.wayfindersbusinesscooperative.ca

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Inspirational Team Building with Simon O’Byrne | 08.24.2018

SIMON O’BYRNE on INSPIRATIONAL TEAM BUILDING | Friday August 24, 2018 | Time: 10:30 am. – 11:30 am. In conversation about Community Development Leadership & Inspirational Team Building. | Location: The Business Link, Suite #500, 10150-100 St. | Note: Admission is free, but a donation is welcomed. |

About: Simon is an award winning urban designer/planner and is Senior Vice President of Community Development in Canada for Stantec. Simon has led multi-disciplinary design teams in the planning/successful delivery of large, complex and politically charged projects. His experience ranges from the Downtown Arena & Entertainment District, to creating resiliency in Hull (UK) to redevelopment of the Alberta Legislature Grounds, to the Saskatoon City Centre Plan, Lower Athabasca Regional Plan, Alberta and Manitoba Capital Region Land Use Plans and the Hunts Point Plan, Bronx, New York. –

R.S.V.P. by August 22, to: leocamposa@gmail.com |

Sponsored by: Wayfinders Business Cooperative ©

W: http://www.wayfindersbusinesscooperative.ca

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ORG. EMOTIONAL INTEL > July 25, 2018.

ORGANIZATIONAL EMOTIONAL INTELLIGENCE | with guest-speaker Harvey Deutschendorf. July 25th, 2018 at Tiramisu Bistro, 10750 – 124th Street | Time: 7:00 pm. | Admission $5.00 at the door. | Getting smart people into your company/project is hard enough. Turning them into great collaborators & risk-takers even harder. Co-workers don’t just openly share feedback and challenge each other’s ideas. But what if we were to create a culture that encourages this? Join us and explore these issues. RSVP by July 24th 2018 to: leocamposa@gmail.com | T: 780.474.6058. | ABOUT: Harvey Deutschendorf is an Emotional Intelligence expert, internationally published author and speaker. Emotional Intelligence transformed Harvey’s life; he invites you to revitalize your business, team leaders/employees. It is time to renew your organization.

SPONSORED by: Wayfinders Business Cooperative ©

W: http://www.wayfindersbusinesscooperative.ca

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Building An Emotionally Intelligent Team

WORKPLACES | Building An Emotionally Intelligent Team | Getting smart people into your company is hard enough. Turning them all into great collaborators and risk-takers is even harder. Even on the most high-performing teams, coworkers don’t just openly share feedback and challenge each other’s ideas all on their own–managers need to create a culture that encourages this. And that usually requires building your team’s collective emotional intelligence. Here are a few straightforward (and entirely low-tech ways) to get started. – By Harvey Deutschendorf  © > https://www.fastcompany.com/40459446/five-simple-tips-for-building-a-more-emotionally-intelligent-team

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By Kyle White | © Co-operatives First | Part 4The Classic AGM > A familiar, time-tested indicator of engagement in the co-op sector is the Annual General Meeting (AGM). Second tier co-ops (co-operative of co-operatives), like Federated Co-op Limited and Arctic Co-op Limited, typically have very high attendance ratios and can fill large meeting halls. By ratio, the member associations of these federations generally have a lower turnout at their AGMs. The Saskatoon Co-op Association, for example, had a very large group with over 400 attending this year’s AGM, but this is a small fraction of their over 100,000 members.

Smaller co-ops are much more likely to have more members engaged in the business and governance of the organization. For example, members of worker co-ops are highly motivated to stay active in the co-op as their livelihood is attached to the success of the organization. Similarly, individuals living in housing co-ops are much more likely stay involved and aware of the co-op’s operations as it directly affects their day-to-day lives. Co-ops operating in the retail space may not draw the same level of interest as people likely have other options and may not be as directly concerned if things are running smoothly. To further complicate things, membership engagement usually increases when there is a contentious issue being discussed or if there is perceived conflict affecting the organization. Resolutions of amalgamation and dissolution brought to the AGM are sure to attract large crowds. When things are going well, member apathy is much more likely as people tend to be content.

So, is AGM attendance a good measure of membership engagement? Yes, but the importance you give this measure should depend on its value for the organization. For a small worker-owned co-operative that brews beer, hopefully there’s a near 100% turnout to the AGM. For a consumer co-operative with tens of thousands of members, perhaps there’s a better measure of engagement, like sales, foot traffic, memberships sold, visits to a member-only forum on your website, or downloads of the Annual Report. –

© Co-operatives First | https://cooperativesfirst.com/blog/2018/05/09/what-the-heck-is-membership-engagement/

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