CESO National Services Acc ccele lerating In Indig igenous Youth - - PowerPoint PPT Presentation

CESO National Services

Acc ccele lerating In Indig igenous Youth Leaders th through Mentorship ip and Coll llaboration

Presentation CANDO October 2017

✓ Introductions ✓Quick Overview of CESO ✓Stories from the Field ✓Opportunities to Work Together

Agenda

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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

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• 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

Why We Do What We Do

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• 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

CESO: Who We Are

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✓ Tourism Experts ✓ Accountants ✓ Engineers ✓ Public Sector Executives ✓ Marketers ✓ Business Leaders ✓ Human Resources Executives ✓ Industry Specialists

CESO Volunteer Advisors

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What We Do: Canada

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Tourism & Hospitality Finance / Microfinance Natural Resource Management Information Technology Strengthening Supply Chain Entrepreneurs / SMEs

Focus Area: Private Sector Development

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Community Institutions Tribal and Band Councils Economic Development Corporations

Focus Area: In Institutional Strengthening

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Three Pillars for Community Growth

Stories fr from the Field: Economic Growth and Financial Management

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Magnetawan FN: Land Code Mngt

Lan and Cod

• de Fr

Fram amework Economic ic Develo lopment t Plan ans Ra Ratif ifie ied Lan and Cod

• de Law

Im Impl plementatio ion of

• f

Economic ic Develo lopment t Plan ans Lan and Cod

• de Polic
• licy

Economic ic Develo lopment Init Initia iativ ives

Analysis is Recommendations

Magnetawan, ON

De Decis ision

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Need: Private Sector Development Provide: Entrepreneurship Training & Mentorship Development Provide: Affordable Micro-credit Loans

IMP IMPACT CT: P Poverty Reduction St Strategy for

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9 Fi First t Nati tion Com Communit ities

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Matawa: : Entrepreneurship & Pri rivate Sector Development

Shared values Pooling resources Identifying community needs

The Partnership

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CANDO-CESO-Blenkin & Rowe Youth Mentorship

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robertcbeamish@gmail.com

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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

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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?

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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

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Change Management

Analytical Techniques

• SWOT
• Strengths
• Weaknesses
• Opportunities
• Threats
• PESTLE
• Political
• Economic
• Social
• Technological
• Legal
• Environmental

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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
• verhauled.

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Change Management

Knowledge Individual Behaviour Group Behaviour

Easy Hard Short Long Level of Difficulty Time

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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

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Signs of f Success:

Availability Eligibility Mentorship Process

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How to be matched wit ith a CESO Mentor:

Apply

Selection

Mentorship

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Mentee Eligibility Criteria

• The minimum mentee qualifications are as follows:

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• 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

Looking Ahead

✓ National Outreach for Youth Entrepreneurs ✓ Scaling up SME ✓ Catalyzing sustainable economic development to all regions across Canada

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Allison Deer – Atlantic/QC/MB/AB/SK/ Norther Ontario adeer@ceso-saco.com Devin Woods – North/ON/BC/ Nunavut dwoods@ceso-saco.com

Thank you

www.ceso-saco.com

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