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Futures RPI


Our Firm

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Companies have many choices when looking for a quality HR firm with which to partner. How does Futures Resource Partners Inc. differentiate itself from the corporate giants? As a small boutique firm, we firmly believe it can be summed up in three words: 




Everything starts with the relationship. In this day of email, Internet, and cyber/virtual connections; personal and professional relationships still matter.

We offer:

Economy of scale

International scope

Superior customer care

Individualized services and

High ROI’s (returns on investment)

We maintain and manage our talent base of HR professionals carefully and meticulously, as these are our greatest assets. As a result, the client firm gets better, more customized solutions, a higher ROI, and TOP quality HR consultants. We are nimble and easy for the busy executive to deal with – less complicated and more time effective.

If you are a company in need of HR services, or looking for a new HR partner, we would be happy to assist you at Futures Resource Partners Inc. Contact us – we look forward meeting you!

A case for change: Leadership Development for the future

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Developing our leaders and managers is one of the top 5 factors in achieving competitive advantage. (Center for Creative Leadership, 2002; Charan, Drotter and Noel, 2011;Rothwell 1999; Giber, Carter and Goldsmith, 2009).1   It is critical to meeting organizational strategic goals, in engaging employees and is recognized as both a recruitment and retention strategy.

Most companies have significant skills gaps in their workforce and business leaders realize they cannot hire their way out of the problem.  Therefore, they must commit to developing those skills internally.  After a few tough recessionary years, research shows that most companies are increasing their L & D budgets, hence their commitment to learning. Across the board, from industry to industry, learning organizations are looking for better ways to scale their training effort, and provide more efficient and far-reaching results for every dollar spent. 

Internally, L & D teams are looking at transitioning learning modalities to meet the needs of the future workforce.  Larger organizations are, in some cases, are more than doubling their spend on informal learning, which will be of a similar magnitude as the switch to e-learning that began early in the last decade.  High impact learning organizations have fewer training staff, opting instead to outsource more learning activities to external providers. 

Pressure points
  • Skills gaps in companies continue to grow
  • Large companies more than doubled their spending on informal learning tools and services in 2011
  • Shrinking staff to learner ratios are pressuring L & D groups to find creative ways to extend their reach
  • More virtual delivery, performance consulting and measurement and analytics are involved
  • Most focus is outside of the formal learning event with L & D organizations striving to reinforce learning to ensure it is applied to the job
  • Less focus on horizontal development – a belief that someone else is responsible for your development (HR, your manager, trainers). Stems from  

More focus on vertical development – putting ‘you’ in the driver’s seat of your own development; a collective learning process that is spread throughout networks of people an era of rapid innovation will be needed in which organizations experiment with new approaches that combine diverse ideas in new ways and share these with others. Technology and the web will both provide the infrastructure and drive the change. Organizations that embrace the changes will do better than those who resist it.  The question needs to be “What conditions do we need for leadership to flourish in the network”?

The New Learning Landscape

 “There is no longer just a leadership challenge (what good leadership looks like), it is a development challenge (the process of how to grow “bigger” minds).   Managers have become experts on the “what” of leadership, but novices in the “how” of their own development”.1   There are many reasons people choose to stay or go/stagnate or grow.  The environment, leadership and management, fit, compensation and benefits, culture, relationships.  Our leader/manager development strategies need to be developed using the organization’s business strategy (the what) as the foundation for learning and growing, and the organization’s people plan (the how) as the framework for development.  Organizations expect a demonstrable return on investment; stakeholders assume that development initiatives will provide quantifiable benefits.

Developing our leaders and managers can and should positively impact all areas in the diagram below;



A comprehensive, innovative, future looking talent strategy for our leaders and managers will show a noted change in leadership behaviour at the front line leadership level, increased team performance at the team level and an increased ability to meet strategic initiatives at the organizational level. 

The Importance of Leadership Development

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We can all agree that in order to see growth in our organizations, we must make an investment. It may be in the form of our time, energy or resources. We probably watch market trends, build portfolios and hire exciting recruits. And all of these strategies can help to realize the success we so strive for. But to a well-rounded growth strategy requires us, in addition to all of the above, to look within. Take the time to invest in yourself as a leader, and those around you. You’ll be glad you did when you start to realize the unlocked potential that lies within.

So who really needs to invest in leadership development? The answer is everybody! As a leader ask yourself the following questions. If you answer yes to any of them, you’ll see just why leadership development is so crucial in fostering our leaders. Are you:

  • Struggling to prioritize when everything is important?
  • Frustrated with difficult employees?
  • Wasting time in boring and unproductive meetings?
  • Miscommunicating and being misunderstood?
  • Burnt-out with no work-life balance?
  • Fighting fires with zero time to think strategically?

You’re not alone…this is incredibly common! So, in order to create workplace cultures that are positive, sustainable, and productive we need leaders that have the skills and acumen necessary to navigate those complex organizational and human capital systems.

But where to start? As leaders, we should be focusing our knowledge and awareness in three key areas: Personal Mastery, Leading Others and Human Capital Systems Acumen.

Personal Mastery

How can you best inspire confidence in yourself as a leader? BE confident in yourself AS a leader! Personal Mastery is embracing that self-knowledge and development are imperative to maintaining an upwards growth trajectory. One must work to understand the direction of themselves as an individual, as well as that of their business or organization. Personal Mastery is practicing and encouraging change, creativity, constructive relationships and connectedness.

“personal mastery goes beyond competence and skills … it means approaching one’s life as creative work, living life from a creative as opposed to a reactive viewpoint.” – Peter Senge

Leading Others

Improve team performance by understanding how and what motivates people in your organization. Just as we as leaders are dynamic in our approaches, so too are the valuable members of our team. Understanding what our team members need in order to reach their full potential can make the difference between a functioning organization and a thriving one.

Human Capital Systems Acumen

Understanding, and being able to navigate, the complex systems we encounter in business (and who are we kidding, in life!) is one of the most important skills we can develop as leaders. These systems are multifaceted and always changing, which means ongoing development in our perceptions and decision making is vital in shaping our abilities as leaders.

LEAD Program

The LEAD Program is designed to create a sustainable leadership culture, and equip leaders with the skills to be successful in their roles on a day-to-day basis. We get it – Leaders must manage effectively up, down and across organizational boundaries. Leadership development supports leaders through self-awareness assessments, skill training and human capital systems development. LEAD content is practical, relevant and easily transferred into the workplace. If you want to increase leadership confidence and unlock potential, learn more about the LEAD program by following this link. Sessions start October 25th.


“ The single biggest way to impact an organization is to focus on leadership  development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.” – John C. Maxwell


LEAD Program – Kick Off Oct 2017!

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In partnership with FuturesRPI, ManagerKnowHow offers leaders an opportunity to deepen their leadership practice in a local program delivered in Red Deer, Alberta. The LEAD program covers a broad range of topics based on the MKH Leadership Competency model. LEAD is delivered over six months to allow busy professionals to balance learning with work and life. With a blend of in-person workshops, individualized coaching, and online classroom sessions, leaders move through a process of learning and discovery in three areas: Personal Mastery, Leading Others and Human Systems Acumen. The program uses self-awareness assessments, skill training and human systems development to ensure leaders manage effectively up. down, and across organizational boundaries. LEAD content is practical, relevant and easily transferred back to the workplace.

The LEAD Program is designed to create a sustainable leadership culture, as well as equip leaders with the skills required to be successful in their roles on a day-to-day basis. If you want to increase leadership confidence and unlock potential this is the program for you.

With the Canada Job Grant, investment in this opportunity is $1000.00/pp. We can assist you with securing grant funding. Job grant funding is secured and paid directly to the organization; full registration fees are due to ManagerKnowHow.

Seats are limited, so act soon to reserve your spot and become a member of this cohort! To learn more about the program, outcomes and what is included click HERE.

Leadership Edge is eligible for Canada-Alberta Job Grant!

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Good news, trailblazers!  Despite sinking dollars and tightening belts, the government recognizes that empowering leaders and investing in a skilled and productive workforce is key to a healthy economy.  And we couldn’t agree more.

That’s why we’ve developed the Leadership Edge program. It’s an innovative way to add value to your employees and their work experience. We can custom design a curriculum that will work for you and your valued leaders. And we’re not just talking the top-dogs here – this is a program that will light a fire under leaders at any level. The best part? It’s eligible for the Canada-Alberta Job Grant!

Conventional measurements of leadership, such as productivity, management and communications aren’t considered the be-all and end-all of success anymore. Flexibility works side by side with practical application, and the importance of emotional intelligence and self awareness is becoming undeniable in the realms of conflict resolution and performance. Is your workplace set up for this kind of progress? Are your leaders ready to grow your organization with the trends of the 21st century?

If these questions get your wheels turning, be sure to check out the details of the Canada-Alberta Job Grant. You can have up to two-thirds of the cost of our Leadership Edge program covered.

Learning and Development

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Forces shaping in the business environment over the next decade will have implications for the education and training of the workforce. Changing population demographics, new models of service delivery, evolving scopes of practice and technological innovations are changing the number and mix of human resources required, as well as the kinds of skills needed.

The increased emphasis on life-long learning stems from several factors. First, globally, career mobility is on the rise. Second, the focus on continuous quality improvement underscores the need to keep up with the latest research and improvements in practice. Third, the proliferation of knowledge makes it vital for employees to have access to resources to keep abreast of advances in scientific knowledge and to acquire new skills.

Healthy and High Quality Workplaces

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A high quality workplace benefits all stakeholders. Healthy and high quality work environments lead to an engaged workforce with high rates of satisfaction, retention and low absenteeism, which in turn lead to improved corporate performance. Employee engagement doesn’t just happen, it is the result of planning and forethought and careful attention to what matters most to the people who work for a company. Employee engagement is the outcome of creating a work environment where people want to come and stay. One of the most critical factors in employee satisfaction, commitment and retention is the quality and effectiveness of managers, particularly one’s direct supervisor. A key process to understanding employee engagement is to follow people as they join, stay and leave a company and identify practices that create a healthy and high quality workplace where people join, stay and strive.

Change Management and Transition Support

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Overwhelming Change = Underwhelming Results. As company’s strive to become better, employees are usually the biggest opportunity and the biggest obstacle to change. It’s not that people are opposed to new ways of working. They are just overwhelmed by the number of change initiatives and often feel as if they are all alone in shouldering the burden. In a business environment where change is the only constant, companies must be really good at change. Whether the challenge is merger integration divestiture, new IT systems, new operating processes, new regulation, or a new business, it is necessary for the workforce to deal with change. Key processes to achieve this include building and overseeing change management capacity; and providing change management guidance and services.

Organizational Design

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Creating a work environment to maximize the capacity of a company’s existing workforce is critical to keeping the company fiscally efficient, effective and satisfying to work in. Advances in technology and communication are enabling entirely new ways of doing business, including virtual teams, flexible hours, job sharing and telecommuting. Workers can now be connected and productive at all hours of the day, from anywhere.

A key process is organizational design and/or restructuring functions and departments to respond effectively to internal departments and external agencies.