Talking SHifT

Join in on the bi-weekly conversation with experts in the “know”.

“Let’s Talk about this SHifT” to grow, learn, develop and strengthen our organizations in small bite-sized portions so we can move toward success. 

Sometimes getting to DONE, is as easy as a coffee and conversation!

See a need—Fill a need—Create a need

When corporations take the time to align their business strategy, culture and compensation with expectations on performance, building out each component of the benefit plan to enhance these parameters, they can track and measure an effective return on investment.

The time to SHifT for success is immediate. You have questions and need answers from expert sources; they too want to talk about all this SHifT.

Business | Culture | Benefits | Staff | Leaders | Productivity | Compensation

We are: Strategically Focused Intentionally Designed Consistently Responsive

Benefits are our ONLY business.

Recent Conversations

shift FI

Where the Family Advisory meets Business Succession

September 3, 2024

shift FI

JeffreyCullen, MBA, CEPA, Business Broker


June 25, 2024
shift FI

Rob Welke is back for take TWO on Succession Value


June 11, 2024

Yarko Petriw, Vice President Corporate Development, People Corporation

We’re exploring Succession SHifT with People Corp.’s Yarko Petriw.

In this episode we’re chatting about the common misconceptions of exit planning for advisor business owners. Overcoming the myths and building out a strategic team to transition well.

Catch up on the SHifT You Missed

David Solomon; SERO Growth

David Solomon; SERO Growth

Let's Talk About SHifT You have questions and need answers from expert sources. Join Lori Power, Founder of MP Benefits on her weekly zoom-cast.This...

A Conversation about “Culture within Culture”

Corporate culture is understood to be the beliefs and behaviours that determine how a company’s employees and management interact and handle outside business transactions.

But that makes the assumption that every team within the organization operates in the same manner even though they may structure their work and the customers they serve differently.

Are we striving for work-life balance … or do we embrace the see-saw of being passionate about both?

Each team’s cohesion may, in fact, work toward the same vision of the corporation, yet their operational dynamic may be fundamentally different from the rest of the organizational structure. What happens when you lead such a team? Or when you are part of an organization and decide to build out your own team culture within the overall business?