Carolyn Lawrence

The latest episode of the On Boards Podcast dives into boardroom diversity, and I had the opportunity to share insights on how leaders can move beyond the checkbox approach. We dug into how combining observable diversity with diversity of thought creates stronger, more dynamic boards, and why it’s so critical for organizations to go beyond checkboxes. You can listen to the full episode here: https://lnkd.in/greUHjGN Big thanks to hosts Joe Ayoub and ☀️Raza Shaikh for the thoughtful dialogue. I hope listeners take away practical ideas for how to elevate their board candidacy and leadership impact. #OnBoardsPodcast #BoardLeadership #OptimalDiversity #Governance #TheBoardroomJourney

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For all of those new followers...I’m Priya Bates — President of Inner Strength Communication Inc., and co-author of Building a Culture of Inclusivity: Effective internal communication for diversity, equity and inclusion. For 30+ years, I’ve helped organizations connect the dots between communication and business outcomes — turning words into actions, values into behaviours, strategies into results and brand promises into employee and customer experiences. I believe internal communication is an integral enabler of organizational success. Here on LinkedIn, I share practical insights, frameworks, and thought-provoking questions to help Internal Communication and HR professionals lead with clarity, courage, and compassion. Whether you're navigating change, striving for strategic impact, or building inclusive cultures from the inside out — you’re in the right place. 🎥 Watch the video to learn more about how I work and what drives me — and if it resonates, let’s connect! #InternalCommunication #InclusiveLeadership #CommunicationStrategy #ALeaderLikeMe #TrustAndTransformation

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After a decade of progress, Canada’s first DEI pullback is a reminder of why VersaFi (formerly WCM)’s mission matters more than ever. We’ve made real progress on diversity in finance, but the latest data tells a tougher story. Osler, Hoskin & Harcourt LLP’s 2025 Diversity Disclosure Practices report points to the first real pullback in DEI disclosure in a decade. And that matters. When transparency dips, progress slows — and the pipeline for women narrows. But the fundamentals haven’t changed: ✅ Diverse teams still perform better. ✅ Inclusion still drives innovation and retention. ✅ DEI isn’t a “trend” — it’s a talent strategy and a competitive advantage. At VersaFi, we see it every day: 🚀 97% of women in our executive leadership programs have stayed in the finance sector and 92% have been promoted. That’s impact! The companies that will win are the ones that stay committed, keep measuring, and keep talking about the work. This isn’t a time to go quiet. It’s a time to get clear. #WomenInFinance #Leadership #DEI #Inclusion #FinanceSector #VersaFi

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🎙️New TFR Episode: “Learner Personas – How Thinking Like a Marketer Can Transform Learning” 💡When we design for what people think and feel, they engage, apply, and feel like they’re making a difference. I first met Bianca Baumann when we were both presenting at DisruptHR Toronto and saw people leaning in to her talk on this idea of how thinking like a marketer can transform learning. In this episode, Bianca, VP of Learning & Innovation Ardent, Author and Speaker at global conferences, shares how using learner personas can make training more relevant, human, and effective. Why this feels right: ➡️Personas go deeper than job titles ➡️“Am I making a difference?” is the question that great learning answers ➡️Off-the-shelf content often misses the mark — relevance is engaging. Bianca also gives us a sneak peek at her upcoming book: she co-authored with 🌀Mike Taylor: Think Like a Marketer, Train Like an L&D Pro. Episode links in comments

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Social enterprises need great talent as they grow and scale. Pathway 3 from our Pathways to Growth report, co-authored by Value For Women Ltd., details how recruitment is a powerful lever companies can pull to advance gender equity and grow their business. This mini-report has practical, proven actions to make hiring practices more compelling for women. Ideas include: Rewriting job descriptions Expanding recruitment channels Training hiring managers Read on for more actionable insights from Pathway 3: Recruitment. You can read the full Pathways to Growth report here: https://lnkd.in/dtvzTXwv #GenderInclusion #Recruitment

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From Mental Health to Mining: How Global Experience Shapes My Board Leadership Leadership at the board table isn’t just about industry expertise—it’s about vision, accountability, and the ability to bridge complex systems with ethical foresight. My journey into governance began deep in the earth—literally. I came to Canada as a fellow of the International Atomic Energy Agency (IAEA) to advance my training in uranium exploration. That journey took me from geological fieldwork in West Africa to high-level training in France, where I studied uranium mining operations with Total Compagnie Minière. I eventually led exploration for Nigeria’s national uranium program—a joint venture between the Nigerian government and Total—navigating not only the science of mining but also the geopolitics of extractives. Years later, I found myself leading in a different kind of high-stakes environment: the mental health, social services, business, and nonprofit sectors in Canada. As CEO of a national charitable organization, and as Former President & Board Chair of Turning Leaf Community Support Services and Board Chair of CMHA Saskatchewan, I’ve guided organizations through systemic change, crisis management, and strategic growth. My governance roles expanded to include regulatory bodies like the College of Physicians and Surgeons of Saskatchewan and the College of Opticians, where I helped uphold professional standards and public trust in the healthcare sector. From uranium mines to mental health and tribunals, what unifies my journey is this: ✔️ A commitment to principled, cross-sector governance ✔️ A deep understanding of risk, regulation, and public accountability ✔️ And the conviction that good governance is the bridge between strategy and societal impact Today, I bring this dual-lens to every board I serve on—technical, operational, and human. Whether advising on ESG in mining or integrity in healthcare systems, I lead with perspective, performance, and purpose. If your board is seeking someone who understands both the resource economy and regulated systems, I’d welcome a conversation. 🔗 #CorporateGovernance #BoardDirector #UraniumGeology #IAEA #MiningLeadership #MentalHealthGovernance #ESG #CrossSectorLeadership #PublicAccountability #StrategicGovernance

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The Hidden Cost of Playing It Safe Many high-achieving leaders build their careers on strong relationships and influence. They know how to collaborate, build trust, and create psychological safety. These are powerful strengths. But here’s where it gets tricky. As you rise into more senior roles, what got you here can start to hold you back. You hold back honest feedback to avoid ruffling feathers You say yes when you mean maybe, or soften a no into a “let’s see” You downplay your standards to keep the peace The result? People feel comfortable around you. But they don’t always feel led by you. Here’s what I’ve seen happening with executive clients: Your strengths can become overused: Being collaborative and empathetic is powerful. But when overused, it tips into people-pleasing or diluted decisions. Senior roles demand tougher calls: As you gain accountability for performance and strategy, clarity and direction become non-negotiable. Leadership derailers often show up as strengths in disguise: Research shows that derailers like conflict avoidance or excessive accommodation limit effectiveness at the top. Kind leaders do it differently: 1. They’re willing to be clear even when it’s hard. 2. They challenge others directly because they care about growth. 3. They create safety through truth, not avoidance. Playing it safe feels comfortable. Leading with courage creates impact. Where might you be choosing comfort over impact? If you’re ready to step into clearer, braver leadership, I currently have a few spots open for new seasoned clients. Book an exploratory call with me at www.soniagonzalez.ca. I’d love to help you cross this bridge. #Leadership #ExecutivePresence #CourageousConversations #ClarityOverComfort #WomenInLeadership #AuthenticLeadership

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What does AI mean for Leaders right now? I speak to executives on a daily basis and its no surprise the conversation around AI is everywhere right now. For senior executives, the natural reaction often swings between excitement at the possibilities and anxiety about the uncertainty. What will this mean for jobs? For our teams? For our own careers? The truth is, no one can predict exactly how the chips will fall. What we can control is how we prepare ourselves and our organisations. Mental resilience becomes critical in times like these. It is not about pretending the challenges don’t exist, but about building the confidence to adapt, re-skill, and lead through ambiguity. For leaders, this also means setting the tone. Upskilling should not be a frantic game of “catch me if you can” with technology, but a structured, ongoing process of staying curious, asking better questions, and creating space for teams to learn. Senior executives are not exempt. In fact, our willingness to upskill visibly may be the most powerful cultural signal we can send. And here is where some professional humour helps: AI might take away some tasks, but it will not take away your ability to think, connect, and lead. In other words, it may automate the inbox and many of your mundane processes, but it cannot replace the coffee catch-ups and collaborations where the real work often gets done currently. If resilience is about bouncing back, then leadership in the AI era is about bouncing forward. The opportunity lies in reframing uncertainty not as a threat to jobs, but as a platform to redefine them. Let me know your thoughts. #OaktreeLeadershipTips #Strategyjobsaustralia #Transformationjobsaustralia

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In this week's episode of DEI After 5, we dive deep into the critical concepts of psychological safety, inclusion, and belonging in the workplace. I discuss the interconnectedness of these elements and their impact on employee experiences. Drawing from recent insights from OHS Canada and my own research, I dive deep into the importance of creating environments where individuals feel valued, seen, and heard. Tune in tomorrow at 5:15p on Substack or where you find your favorite podcasts!

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On sector-specific post-secondary workforce ed: "There is an urgent need for a cross-regional network that recognizes geographic differences but also speeds up the learning cycle and tackles deeper, strategic issues." "More capacity-building efforts for workforce pathways at community colleges need to start from the bottom up, with state and regional organizations." "The common lesson across both New America’s and INC’s research: Workforce development should be homegrown, but not alone." Latest Work Shift from Elyse Ashburn via Paul Fain , citing Shalin Jyotishi and Garrett C. Groves https://lnkd.in/gxz-Zmic Full case study here; https://lnkd.in/gUcy7NFq

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Great article by my colleagues Carolyn Dewar, Aalia Ratani, P. Eng, MBA and Johanne Lavoie - they had the privilege of sitting down with 10 early-tenure women CEOs. They lead in industries where the top job has long skewed male — think steelmaking, banking, infrastructure, and energy. And yet, they didn’t rise by conforming to legacy norms. They redefined them. Here’s what we learned: 1. Leading boldly through purpose, not ego 2. Building networks with generosity but also tapping them when needed 3. Focusing on business strategy, though not at the expense of execution 4. Thinking holistically about the balance between service and self

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