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For those in the creative fields, anticipating and adapting to change — from the tools they’re using at work to the people they’re interacting with to the audiences they’re targeting — has become part and parcel of the job. A new research guide, The Creative Team of the Future, explores key trends shaping the marketing and design fields, and how industry professionals can prepare for and capitalize on upcoming changes.

The guide is part of a new research project, which also includes video interviews with leading creative thinkers, that was co-developed by The Creative Group and the American Advertising Federation (AAF). For the project, The Creative Group and the AAF surveyed more than 500 AAF Ad Club and corporate members, interviewed industry thought leaders and conducted exclusive research to assess how marketing and design teams may operate in the next three to five years.

Key Findings:

– Nearly two-thirds (64 per cent) of AAF Ad Club and corporate members said creative professionals will have more influence on their companies’ business decisions in the future. Fittingly, one-third of survey respondents cited problem-solving skills as the most useful trait for creative professionals to develop.

– More than six in 10 respondents (62 per cent) said they expect creative professionals to work more hours over the next several years. In addition, an overwhelming 85 per cent said they anticipate being more connected to the office outside of business hours by 2016.

– As collaboration tools become more accessible and affordable for creative teams, employers may offer their staff the ability to telecommute more frequently during the work week. In fact, 84 per cent of respondents said a greater number of creative professionals will work remotely in the next three to five years.

– In today’s global marketplace, collaboration often means working with people in different countries and marketing to a multicultural audience. But the colleagues sitting next to you will likely become more varied, too: Eighty-two per cent of respondents said they expect creative teams to become more culturally diverse.

– Two-thirds of survey respondents said spending on mobile-related projects will increase significantly in the next three to five years; another 28 per cent said it would increase somewhat. Further, 34 per cent of AAF Ad Club and corporate members said mobile will be the most influential advertising medium over the same period.

Design and marketing professionals are holding more sway in their organizations as companies recognize they can do more than develop eye-pleasing designs and catchy ad campaigns. The ability to think outside the box and pitch ideas effectively will become essential for creative professionals in the near future.

“Organizations are increasingly turning to their marketing and creative teams for help generating ideas and solutions that solve business problems, improve customer service and, ultimately, grow the bottom line,” said Donna Farrugia, executive director of The Creative Group.

While smartphones, laptops, tablets and other communications tools provide employees greater flexibility, they also have made it more difficult for creative professionals to unplug from the office. “Mobile devices certainly free us up to work where we want, when we want, but they also blur the boundaries between our personal and professional lives,” said Farrugia. “Finding ‘me’ time on your calendar to relax or enjoy a hobby will become as important as juggling on-the-job deadlines and meetings.”

Creative professionals are interacting with more people than ever before, working with colleagues in different departments — and even different organizations — to concept, develop and execute multifaceted campaigns. Managing relationships with freelancers or business partners located in different cities, states or countries also will become more common. Consequently, the ability to communicate effectively with people across and outside an organization, who may or may not be familiar with design or marketing terminology, will be crucial.

“Being flexible is key to surviving and thriving in the creative industry of the future,” said Farrugia. “Professionals with an open mindset — who are willing to embrace new tools, consumer trends and work processes — will be in the best position to move their careers and businesses forward.”

To download a complimentary copy of The Creative Team of the Future, watch video interviews or find more information about the research project, please visit the study’s information page.

From the Accelerate Okanagan blog:   The “Business Clinic” service for Okanagan technology companies has officially launched. This free service forms part of Accelerate Okanagan’s offering for entrepreneurs and technology companies looking to start, accelerate and grow. Priority access to the clinics will be given to program clients and member companies of Accelerate Okanagan.

The inaugural Legal Business Clinic was presented July 4 by Pushor Mitchell Lawyers. The first Financial Business Clinic took place July 8 with BDO Dunwoody. Accelerate Okanagan’s Business Clinic initiative is designed to offer access to expertise for growth companies through “drop-in clinics” delivered by partners, who are professional service providers offering free expert advice and guidance on specific legal, financial and HR challenges faced by technology companies and entrepreneurs.

On the financial side, some of these challenges might include:

• Business structure and related reporting and tax implications
• Business plan preparation and the financial components
• Understanding financial statements: Balance sheet; Income statement; Cash flow statement; Retained earnings
• Chart of Accounts
• Forecasting
• Budgeting
• Bringing in investors
• Shareholder loans
• Compensation: Salary vs. Dividends
• Equipment: Buy vs. lease.

On the legal side, they could include:

• Basic Legal Issues and Documents for Early Stage Ventures
• Incorporation
• Corporate Due Diligence
• Confidentiality, Non-Circumvention and Protection of Corporate Interests Agreements
• Organizing and Structuring your Venture
• Beta and End User Licensing
• Licensing Considerations
• Software Support Agreements
• Intellectual Property
• Disclaimer Information
• Exit Strategy Requirements.

Together with access to in-house Entrepreneurs-in-Residence, Business Clinics form part of Accelerate Okanagan’s overall Expert Service that provides support to technology companies from experienced, successful business professionals who work hands-on with entrepreneurs to share advice, solve problems, and assist clients identify and overcome hurdles to growth.

Professional services firms that have signed on to deliver Business Clinics include:

Law firms – Pushor Mitchell and Farris, Vaughn, Wills & Murphy
Financial services firms – BDO Dunwoody, Grant Thornton and KPMG
HR firms – Smithson Employment Law and Love HR.

All of these service provider partners join Accelerate Okanagan in their commitment to assisting entrepreneurs grow and achieve their full potential. For further information about this service, please visit the Accelerate Okanagan website or contact Martin at 250.870.9028. To schedule your participation at a financial, legal or HR Business Clinic, contact Kathryn at 250.870.9028.

On Sunday, August 7th, and in conjunction with SIGGRAPH 2011, Autodesk will be hosting the Autodesk Student Experience Event, a series of workshops and presentations exclusively for students who are pursuing their CG dreams. This full day of events will feature classes, one-on-one feedback sessions with Autodesk technology experts, a seminar from Carlos Baena of Animation Mentor and a keynote presentation by Duncan Brinsmead, principal scientist at Autodesk.

The workshops and presentations will be held at the Vancouver Marriott Pinnacle Downtown Hotel beginning at 9am and running throughout the day until 5pm. There will be a two networking reception held following the conclusion of the day’s events.

The sessions will focus on skill set improvement using Autodesk 3D animation tools such as Autodesk^® Maya^®, Autodesk^® 3ds Max^® and Autodesk^® Softimage^® software. Pre-registration is highly recommended, and you can follow Jennifer Goldfinch on Twitter for more information.

Autodesk Application Engineers & AREA Bloggers will be on site during the event, and you are invited to come and chat with them about your latest project, product tips & tricks, industry questions and more. No registration required for this portion of the day. Gary M. Davis (3ds Max), Louis Marcoux (3ds Max), Lee Fraser (Maya) and Mark Schoennagel (Softimage) will be available to answer your questions about 3ds Max, Maya and Softimage.

UBC Certificate in Multimedia Studies
Aug 30-Dec 16, 2011

Become a graphic designer, web developer, content specialist or video editor in only 16-weeks with this full-time certificate program.
Gain real experience with supervised labs, internship and portfolio development at UBC Robson Square.

Topics include:

• Adobe Photoshop, Illustrator, Dreamweaver and Flash
• Visual Design and Project Management
• Social Media and Writing for the Web
• Digital Video Production, Soundtrack Pro, Final Cut Pro and more.

Apply today! Save $400 before July19. Starts Aug 30.
Check our web site or call 604.822.1420.

The Writers Guild of Canada (WGC) and Bell Media have expanded their program to bring more diverse writers into the talent pool of Canadian screenwriting. The invitation is now open for interested writers in western Canada to answer a call for applications to take part in this intense hands-on educational program taking place in Vancouver this December.

This session is for writers who live west of Ontario, as they must apply to the Vancouver session, while writers east of Manitoba must apply to the Toronto session. More information for the Spring 2012 Toronto session will be released later this Fall. Out of town writers who are selected for the immersion program will be awarded bursaries to cover their travel and accommodation expenses. The application deadline for this session is September 6th.

The Bell Media Diverse Screenwriters Program (formerly known as The CTV Diverse Screenwriters Program) reaches out to offer emerging and mid-career writers from diverse backgrounds the chance to hone the skills they need to become successful professional screenwriters.  And one writer will come out of the program with a paid internship on a Bell Media TV series.

Each session of the Program will offer up to eight writers a one-week intensive workshop, featuring lectures, guest speakers, screenings, and more.  This immersion phase will launch the writers’ development of their original script.  After the workshop, each writer will partner with an experienced screenwriter mentor to hone their script and pitch, finishing the program with a polished calling card to the industry.  In addition, one writer will be selected by jury for a paid internship in a writers’ room on a Bell Media conventional television or specialty service show.

Eligibility Requirements in Brief:

• Not currently be enrolled in any full-time school or university program.
• Demonstrate ownership of all underlying rights to the project with which they are applying.
• Be a Canadian citizen or Landed Immigrant.
• Demonstrate in their support material an understanding of the fundamentals of screenwriting such as story arcs and character development.
• Be able to make a commitment to the one-week intensive training and the subsequent 10-12 week mentoring process.
• If chosen, be in a position to accept a paid internship on an existing television series.

Please visit the program’s web pages for a full list of requirements, FAQs and the application package (PDF). The Bell Media Diverse Screenwriters Program presented by the WGC is made possible through the CTV-CHUM tangible benefits. Contact Elizabeth Stewart if you have further questions.

My two cents’ worth: I hope that those of you who are contemplating this program bite the bullet and apply. If I had had access to, or even known about, the myriad of programs available in this country for creative people, especially writers, when I was much younger – granted, there are more programs now than there was back in the stone-age – and had I been encouraged to follow my creative tendencies, I would have a very different career history from the one I have now. When you see an opportunity like the one above, take it – whether you are successful in your application or not – make the attempt.

Entrepreneurs are poised to drive the next major wave of economic growth, but the wider community must do more to support these creative-minded innovators, Ernst & Young said today when revealing this year’s finalists for Ernst & Young Quebec Entrepreneur Of The Year®.

“Quebec needs entrepreneurial role models,” explains François Dufresne, Quebec Director of Entrepreneur Of The Year. “That’s why it’s essential that we highlight their success, and reward them. Paying tribute to entrepreneurs shows them that society appreciates their achievements. What’s more, successful entrepreneurs can inspire young Quebeckers and encourage them to go into business.”

The Quebec winners will be announced at a banquet on October 6, and the overall winner will represent the region at the national banquet held in Toronto on November 23.

The 2011 Quebec finalists for Entrepreneur Of The Year:

Business-to-business products and services

Claude Bigras – Groupe Distinction Inc. – Lasalle – A leading provider of building maintenance services with 9,000 employees and 17 offices in Canada.

André Gaumond – Mines Virginia Inc. – Quebec City – Mining exploration company that works with many projects in various stages of growth in order to develop mineral resources.

Sean Roosen – Osisko Mining Corporation – Montreal – A development-stage gold mining company, Osisko is currently completing the construction of the Canadian Malartic gold mine in the Abitibi mining district.

Business-to-consumer products and services

Sanjay Bakshani, Vicken Kanadjian – Cesium Telecom, Inc. – Mont-Royal – One of North America’s leading distributors of wireless products, Cesium introduces the latest technology from the world’s top manufacturers to the North American market.

Guy Bessette, Manon Duplantie – Fix Auto – Blainville – Franchisor specializing in autobody collision with key customers such as insurers.

Sylvie Myre – Voyages à rabais – Trois-Rivieres – Travel provider that offers vacations, flights and travel insurance.

Health sciences

Frank Baylis, Krishan Shah – Baylis Medical Company Inc. – Saint-Laurent – Recognized around the world for high tech cardiology, radiology and pain management products. Read the rest of this entry »

Entrepreneurs are poised to drive the next major wave of economic growth, but the wider community must do more to support these creative-minded innovators, Ernst & Young said today when revealing this year’s finalists for Ernst & Young Entrepreneur Of The Year^®.

“Businesses — and countries — don’t grow by standing still,” explains Colleen McMorrow, National and Ontario Director of Entrepreneur Of The Year. “Entrepreneurial thinking empowers companies to generate new jobs, open new doors and seize new opportunities. But stakeholders — from governments to businesses to academia — must now work together to create a truly entrepreneurial ecosystem where creative-minded businesses can thrive.”

In a new global survey of entrepreneurs — Nature or nurture? — Ernst & Young uncovered that funding, people and know-how were the biggest barriers to entrepreneurial success. Among the six out of 10 respondents who experienced obstacles in their ventures, 33% called lack of funding or finance their biggest stumbling block.

McMorrow says that’s only the first issue. Entrepreneurs need improved access to credit in addition to new educational opportunities and less red tape. She also underlined better leadership from Corporate Canada, which stands to gain by building an internal spirit of entrepreneurship — or intrapreneurship — into their business model to promote innovation, creativity and fresh thinking.

“By establishing that kind of ecosystem, we can unleash limitless entrepreneurial potential,” adds McMorrow. “Entrepreneurs see opportunity where others see disruption. Even the financial crisis generated opportunities for those willing to seize them, and that bolsters the economy. But governments and corporations must renew their focus on this area to adequately support entrepreneurs.”

In April, an Ernst & Young/Financial Post survey found more than one-third of entrepreneur respondents were more optimistic about their company’s future prospects than they were just six months ago. McMorrow says that’s a positive step in the right direction.

“Entrepreneurs have not forgotten the lessons learned in leaner times. But they’re ready to look forward, and continue building on what they’ve already accomplished. With the right support from the broader community, entrepreneurs will continue to energize the economy in the months and years ahead,” says McMorrow.

The Entrepreneur Of The Year Awards celebrate the contribution and spirit of entrepreneurs everywhere. The Canadian program is in its 18th year of honouring the country’s most impressive entrepreneurs from all areas of business. Award winners are chosen based on their vision, leadership, financial success and social responsibility.

The Ontario winners will be announced at a banquet on November 2, and the overall winner will represent the region at the national banquet held in Toronto on November 23.

The 2011 Ontario finalists for Entrepreneur Of The Year:

Business-to-business products and services

Razor Suleman – I Love Rewards – Toronto – An employee-recognition solution that helps companies drive performance. Unlike traditional service award programs, it creates authentic moments of recognition that resonate with a multigenerational workforce.

Jennifer Nashmi, Victoria Sopik – Kids and Company Ltd. – Vaughan – Offers infant, toddler, preschool, kindergarten, Montessori, and after-school child-care programs at locations across Canada. Read the rest of this entry »

Developing Canada’s economy and helping Canadians train for better jobs are priorities for the Government. This is why the Government is taking action to address skills shortages so Canadians can train for jobs in a changing economy. Currently Canada’s economic recovery is threatened by a lack of information among employers and workers for the skills needed in the workforce.

The Honourable Diane Finley, Minister of Human Resources and Skills Development Canada, today announced that the Government is developing a new, proactive approach to coordinate the information job seekers will need to find the employers who are hiring.

“Better information will help Canadians find jobs and make the right learning and career choices”, said Minister Finley. “Canadians need colleges and universities, business, labour and governments to all work together to ensure that our workforce develops a broad and diverse set of skills to be highly productive and to allow them to adapt to new technologies, innovations and new challenges.”

The Government is launching an approach that will gather critical information and make it available through the Working in Canada website so that Canadians have a clearer picture of who in Canada is hiring and the skills that are needed.

Right now there are significant shortages in many key industries including healthcare, IT and skilled trades, but as more industries take part in this new information sharing strategy the list of employers seeking skilled workers will continue to grow.

“Many of our members have told us that skills and training top their list of priorities. Having the right people is critical to their competitiveness and to their very survival. Canada has a skills shortage problem well on its way to becoming a crisis. We don’t want to face a future where employers can’t fill positions because there aren’t enough qualified workers,” stated Perrin Beatty, President and CEO of the Canadian Chamber of Commerce. He added: “We welcome any initiative by the government to address skills-related challenges and opportunities. Meeting these challenges and improving the competitiveness of our nation is vital for both our businesses and Canadian workers.” Read the rest of this entry »

Are you interested in working as an independent producer or entertainment professional in the film, TV, digital media or entertainment industry? Enroll now for UBC’s Certificate in Entertainment Administration, classes begin this September, and if you apply by July 12th, you’ll save $400.00.

– Full-time program runs from September 6th until December 16th 2011
– 2 week Internship or Project
– part-time courses available
– Great networking opportunities with industry guest speakers
– Topics include entertainment law, financing, marketing and distribution, budgeting, production management, digital media for entertainment and more

Find out more online or call the school at 604.822.1420.

From risqué postings on the Facebook page of a South Carolina police officer to tweets in support of the recent riots in Vancouver, anti-social behaviour has left many individuals out of work, illuminating the issue of employer rights over workers’ private lives. In other words, how can off-duty conduct impact business reputation? Canadian legal firm Borden Ladner Gervais LLP has released five simple but important guidelines any employer should consider including in their company’s hiring (and firing) policies.

In the past, only certain employers with employees in high-profile roles or positions of trust, such as company spokespeople or teachers, had to be concerned with the public image of their employees. Now, the accessibility of online images and information can threaten an employer’s reputation in new and evolving ways, as the Vancouver riots illustrated. In fact, firings over postings on Facebook and Twitter have led to numerous lawsuits and complaints in both the US and Canada. A photograph or a tweet may have powerful and immediate ramifications for an employer’s business, no matter what the employee’s position is.

“The terminations arising out of the Stanley Cup riots have prompted a very important discussion for all North American employers,” says Peter Eastwood, partner in BLG’s Labour and Employment Group. “With new technology and the demands of the modern workplace, employees’ professional and private lives are becoming more intertwined, creating an increasingly grey area of when work starts and finishes. The wide-spread use of social and digital media makes employers particularly vulnerable to harm from employees’ inappropriate behaviour in their private lives.”

As businesses navigate these evolving risks and rights, BLG recommends the following five tips:

1. Create and clearly communicate policies around employees’ duties and obligations and any expectations for behaviour – both within and outside the workplace. Include detailed policies concerning standards of conduct, harassment, intellectual property, IT/computer use, conflicts of interest and privacy.
2. Remind employees that online communications can be read by anyone – their employer, their co-workers, and the company’s customers – and they should consider how their online activities could affect the company’s reputation.
3. Outline potential problems for employees in referring to the company name or other identifying information such as photos when using social media. If employees are encouraged to communicate for professional purposes online, the employee should include a disclaimer that their views are their own and not the employer’s.
4. Establish clear guidelines and policies for employee use of social media in the workplace and identify specific rules and expectations for the use of company assets such as laptops and smartphones. Negative comments made using these tools could make you liable to defamation lawsuits.
5. Clearly communicate these expectations to employees and identify the consequences of breaching these policies. Include this information in your employment contracts.