McLean & Company

McLean & Company partner with organizations to create a workplace that meets today’s needs and prepares organizations for the unknown future.​

Everything we do is backed by data and best practices, so you can make informed decisions and know exactly what to do next. Our memberships are designed to provide what you need to drive the organization forward – from full-service assessments to practical action plans, impactful training, and more. ​

Visit our website to learn how we can help you create a workplace where everyone thrives.

Executive Counselor

Lambton College

As Director People and Organizational Development I was responsible for the delivery of the following corporate services: Organizational Development, Employee Relations and Strategic Workforce Planning in support of the College’s strategic directions and operational priorities.

Director - People & Organization Development (CHRO)

London Health Sciences Centre (LHSC)

As Transformation Lead for the Continuous Improvement Initiatives across LHSC – I was responsible for supporting the startup and long term success of the Continuous Quality Improvement (CQI) Centre of Excellence. In this role I led the Centre of Excellence Team responsible for the the following outcomes:

1. Culture Transformation Leadership: Overall CQI transformation program management,  culture change leadership strategy, monitoring progress and sustaining the corporate improvement initiatives and the CQI management system.
2.     Knowledge Development: Maintain and evolve CQI approach and infrastructure  ensuring consistency.
3.     Leading Corporate Improvements & Coaching Support: Lead corporate CQI initiatives and develop organizational improvement capability through training & coaching. In addition, manage and support projects and provide coaching for project events and the CQI Management System.
4.     Training and Development: Develop and deliver training to all staff and support train the trainer initiatives.

Transformational Change Strategy Executive Lead - Continuous Improvement of Care

Responsible for building and leading the team of HR professionals who provided solutions-based talent management consulting services including, leadership strategy development, change management, organizational design, leadership recruitment & compensation, succession management and performance management. 

-Guided the consulting team that redesigned and implemented a standardized set of staff competencies and a new performance development process for 12,000 employees in a workplace with multiple collective agreements 

-Executed an organization-wide talent management strategy – 350 leaders are systematically evaluated and development/succession plans were created for each individual on an annual basis

-Directed the process and systems redesign to generate “Talent Management Metrics” enabling senior management to have line of sight on the necessary analytics to support the continuous improve the talent management strategy  

-Coached a team of consultants, specialists and project leaders to successfully deliver performance development and talent management programs, recruitment and management compensation services for our 350 leadership clients. 

- Trusted Advisor to the CHRO &  members of the senior leadership team on matters related to talent strategy

Senior Manager -  Talent Strategy & Organization Development

I was responsible for orchestrating the execution of a comprehensive culture change strategy designed to significantly change the patient and family experience.

In 2014, I was honoured to receive the London Health Science Centre President’s Award for Leadership for successfully leading the change management strategy.

Change Strategy Executive Lead, Patient Experience London Regional Cancer Program

GetKeepGrow inc.

Chief Talent Officer

GoodLife Fitness

Provided strategic leadership to a team of HR/OD professionals to execute the re-alignment of HR and organizational effectiveness services and programs in support of the business strategy and emerging talent requirements. (6,000 employees across Canada) Developed and directed the execution of a comprehensive human resource strategy. Provided strategic HR council to the CEO/COO/CFO and senior leadership teams. Transformed the HR function into a consultative, results-driven, customer centric service delivery team.

Director - Human Resources & Organization Effectiveness (CHRO)

Fanshawe College

Adjunct Professor Human Resources

Ontario Government

Recognized with the Ontario Public Service Award for Human Resource Management Innovation.

Senior Consultant, Organization Development/HR Strategy, Attorney General of Ontario

Mayne Nickless North America

Regional Senior Manager

Mayne Nickless North America 

Major Account Manager

National Operations Manager

A strategic human resources leader & leadership coach with over 25 years of bringing people-focused solutions to the most niggly business challenges to achieve results. With experience across the spectrum of HR practices, David’s specialities include:  talent management, executive coaching, process improvement, organizational change and transformation and leadership development.

Dave cofounded “get keep grow inc” a  Canadian employee engagement and retention professional services corporation.




Please note views and opinions expressed are my own and do not represent the views of my employer

David McLean

The most essential skills for 2030?:
They’re not just technical. They’re strategic.

 Jeroen Kraaijenbrink shared this helpful original post and infographic:

This chart from the World Economic Forum shows what employers expect to matter most by 2030.

In the upper-right quadrant—skills that are both core today and expected to grow in importance—we see:

-> Analytical thinking
-> Resilience, flexibility & agility
-> Leadership & social influence
-> Motivation & self-awareness
-> Creative thinking
-> Systems thinking
-> Curiosity & lifelong learning

These aren’t niche capabilities. They’re the core drivers of strategy in action.

Yes, technological literacy, AI and data skills matter too. But the bulk of what’s rising isn’t just technical—it’s about how people think, adapt, lead, and execute in a changing world.





Acknowledgment: original post reposted here and infographic by Jeroen Kraaijenbrink  



#chro #hr #ceo

“If you can define the problem differently than everybody else in the industry, you can generate alternatives that others aren’t thinking about.” - Roger L. Martin, The Opposable Mind: How Successful Leaders Win Through Integrative Thinking

The following is an original post by Jeroen Kraaijenbrink: 
 
The most powerful ideas are born in paradox.
Between creative and logical thinking. 
Not “either-or” but “both-and.”

When solving complex problems, we’re often told to “be creative.” Other times, the advice is to “be logical.” But the real challenge is that both are necessary and that they often pull in opposite directions.

Creative thinking (divergent) asks us to open up possibilities.
It pushes us to explore, question assumptions, and imagine without limits.

Logical thinking (convergent) asks us to narrow down.
It pushes us to test, synthesize, and focus on what is feasible.

Too much creativity without logic, and ideas remain fantasies.
Too much logic without creativity, and solutions are incremental at best.

The paradox is that real progress requires holding both modes at once. First expanding the field of vision, then zooming in with sharp focus.
It’s not “either-or.” It’s “both-and.”

That rhythm—divergence and convergence—is how possibility becomes progress.

Do you apply both types of thinking in balance? Or do you overemphasize creative or logical thinking?

Acknowledgment: Visual: Timothy Timur Tiryaki, PhD  

===
Announcement: Jeroen Kraaijenbrink is about to launch the Big 5 of Strategy—a research-based framework that helps people build the core strategic competencies needed to thrive in today’s fast-changing world. The assessment goes live in two weeks, but you can already join the hundreds of people already on the waiting list at big5ofstrategy.com to be among the first 1000 participants.

Do you want to build an elite team?
And create meaning at work?

What follows is a repost of an original post by Oliver Aust  

It's not magic. It's the power of rituals.

Rituals can help you build a team that’s more connected, engaged and driven.

A team that feels meaning. 

This week on Speak Like a CEO, I speak with renowned psychology professor Michael Norton of Harvard Business School. 

Michael is the author of The Ritual Effect, and he shares how smart leaders use rituals to shape their organizations from the inside out.

Here are 7 powerful insights:

🔹 1. Beyond the Surface: Rituals aren't just about fun activities; they forge a shared identity, purpose, and values that define your company's DNA.

🔹 2. More Than Habits: Rituals are imbued with emotion and meaning, creating a sense of connection and purpose that habits simply can't match.

🔹 3. The Power of "We": From team chants to company-wide traditions, rituals create shared experiences that bind people together and foster a powerful sense of belonging.

🔹 4. From the Bottom Up, Not Top Down: The most effective team rituals arise organically, reflecting the team's unique culture and values. Empower your people to create them!

🔹 5. Meaning in the Everyday: Discover how rituals can transform your workplace culture, injecting meaning into daily routines and making employees feel more connected to their purpose.

🔹 6. The Ritual Advantage: Learn how rituals can enhance team performance, improve communication, boost morale, and even reduce employee turnover.

🔹 7. Craft a Culture of Connection: Discover how to create an environment where meaningful rituals can flourish, strengthening your team's bond and driving organizational success.

His insights are pure gold for all leaders who are serious about creating a workplace where people feel valued, connected, and inspired.

🎧 Tune in to the full episode (link in comments).



📌 And follow Oliver Aust  for more strategies on leadership and communication.

New Routes for Growth 💫 NRG HR

📢Our mission is to shape the future of work by consulting, coaching and educating organizations about how to achieve better performance, be more agile and organize in a way that fosters team members' happiness and passion. Our specialty is in supporting organisations transition to business agility, by re-inventing HR practices and implementing self-management, all with a strategy focused on people and culture.

HR Consulting and Change Management services on a freelance or interim basis. 

Partnering with global and multinational clients: 
PVH Corp, Interxion, Financial Times, Erste Group, Sunweb Group, Agile Business Consortium, Optiver, SHV Energy

Transformation, Communication and Change Consultant

BIZCATALYST 360°

Featured Contributor

PVH Corp.

Project Lead for the HR digitalisation strategy.  Using design principles to discover, design and co-create the implementation of ServiceNow for HQ to the business (c.2000 employees). Responsible for related change management communications and enablement across the organisation.

HR Services Management Consultant

Staples Solutions

My focus has been on defining employee journeys designing and implementing employee programs that provide Moments that Matter and WOW Moments for employees, improving their levels of engagement, performance & productivity.  Working in close collaboration with employees, leadership team and managers to create an employee journey that is relevant for Staples Solutions.

Key Responsibilities:

-     Design, implement and manage a portfolio of change initiatives across Europe that span multiple business units and people areas following the split from parent company Staples Inc.  
-	Develop, deliver and maintain key Talent & Performance programs to support the overall development of employee capability across the European organisation;
-  Create and maintain a Manager Resource Portal to educate and increase manager knowledge on best practices and enhance leadership effectiveness;
-	Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational efficiencies;
-    Work closely with the HRIS team to collect and coordinate aggregate data for talent and performance and translate the data into insights that drives Action Plans. 

Key Achievements: 
-	Designed and led the execution of an organisation wide Performance and Talent Management Strategy for HQ and European operations to achieve business goals 
-    Identified and developed an internal bench of Top Talent across all business units and functions;
-	Managed the large scale implementation of the HRIS system (Oracle HCM Cloud) for talent and performance management modules to all European operations, including related communications, system training and presentations;
-	Designed and implemented performance and talent assessment tools to identify learning needs & employee competencies.

Employee Performance and Talent Manager | Change Managememt

- Successfully executed and implemented a new recruitment process for Staples Europe (13 countries);
- Responsible for the delivery of the content and managing the implementation of the new Staples careers website on time and within budget;
- Designed and successfully delivered a new employee on-boarding app for all new employees in Europe.

Upon successful completion of these projects I joined the Talent and Development team as Talent Manager for Europe.

HR Strategic Projects

CMIS Group

-  Leading the transition to new business processes supported by a flexible and agile workforce that can operate with decentralised authority resulting in leaner and more effective working practices.  

-  Leading a cultural transformation characterised by a strong ability to execute, high levels of accountability, customer-centric thinking and strong cross-organisational synergy.

-  Coaching and advising department managers to create employee-oriented, high performance teams that emphasises empowerment, quality, productivity, and high standards through employee journey mapping and creation of employee personas. 

-  Responsible for the development of processes and metrics that support the achievement of CMIS's business goals.

-  Leading the implementation of people-related services, policies, and programs through the Human Resources department.

HR Transformation Lead | Agile HR PM 

Maternity Leave

A (permanent) position where I perform a number of challenging roles in an often chaotic environment.  Domestic Engineer, Household CEO and Director of Child Development are some of the job titles that describe the role and responsibility of a full time Mum.  

During this time, I have demonstrated that I possess excellent communication and organisational skills and willingness to work variable hours, which will include evenings and weekends and frequent 24 hour shifts on call.   A multi-tasker at heart, other responsibilities include and are not limited to: entertainer, chef, accountant, maid, mind reader, nurse, occasional Dad, receptionist, events organiser, personal shopper, waitress, teacher, counsellor, hair dresser, project manager, dental hygienist, security guard and interior designer…

"Mama" Project and Relocation to NL

NISCHR PCU (part of Welsh Government)

National Institute for Social Care and Health Research (NISCHR) is responsible for the development and implementation of policy relating to health and social care research.  I joined the PCU team (Permission Coordinating Unit) due to my strong background in Research Methods and Data Analysis.  	

Key Responsibilities:

- Undertook governance reviews to facilitate research and development (R&D) permissions, including global governance checks such as data protection, risk assessment (focussed on ethics and human rights), indemnity and R&D funding issues.

Interim HR Risk Analyst

Cardiff Business School

Masters in Human Resources Management

Baker Hughes

Baker Hughes is one of the world's largest oilfield services companies. It operates in over 90 countries and has over 40,000 employees worldwide.  I joined Baker Hughes as an HR Supervisor for the Africa Region (8 countries; supporting over 1000 employees) to train, advise, and support the local HR managers and be the main point of contact for all HR related queries from both Employees and Managers based in Africa.  

Key Achievements:
-	Promoted to HR Team Leader supervising a team of 4 in less than 6 months;
-	Invited to be a member of the Executive Strategy team responsible for the creation of the Shared Services Centre to improve organisational efficiencies;
-	Led the implementation of the Africa HR Shared Services model remotely via webinar presentations and conferences.

HR Team Leader

Trench & Associates

Trench & Associates is a boutique law firm based in Dubai.  Conducted full assessment of current HR practices, implementing a growth strategy for the future, and providing a blueprint for process improvement.   Supervised a team of 7 administration staff.

Key Achievements:
-	Defined and implemented a responsibility assignment matrix (RACI Matrix) to aid cross functional efficiencies; 
-	Provided internal training sessions to increase productivity and eliminate wasteful processes and procedures;
-	Reduced staff turnover by 40%.

HR Business Consultant

Recognised as one of the top global HR influencers, Rishita Jones is an author, keynote speaker and an international consultant specialised in the future of work.

Her work as a transformation and change specialist is centred around creating democratic workplaces with a people-focused strategy based on trust, transparency and autonomy. 

With 20 years of experience working across all areas of HR, People and Culture, Rishita has led numerous HR transformation and business agility projects for a range of global and multinational clients including Staples Solutions, PVH, Baker Hughes, Erste Group and Sunweb Group. 

Partnering closely with HR executive teams and transformation leads, Rishita coaches people professionals to evolve their everyday practices to be more evidenced-based, value-driven and employee-led. 

Rishita is the director and founder of New Routes for Growth HR (NRG-HR.com), co-author and contributor of several books on the future of HR, a collaborator, and a sought-after transformation consultant across a multitude of sectors and organizations in EMEA and beyond.

In addition to holding degrees in Psychology and a CIPD Masters in Human Resources, Rishita is an accredited agile HR and agile leadership practitioner, SEMCO style licensed trainer, and a certified PROSCI change management practitioner.

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The Battle

David McLean

Rishita Jones MCIPD

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The Battle

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Rishita Jones MCIPD

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}David McLean's LinkedIn Performance

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