W. Coby Milne | SpeakerHub

Personal Details

Bio

I make people think differently.

I am a Workforce Expert and a leader in Progressive Training and Education. My evidence, my stories, and my entire focus are to make people not only understand – but to be different. I take very complex topics like online training, leadership, or employee engagement and put them in a common language to give practical and impactful strategies that can be applied today.

Co-founder of Roman 3 Solutions Inc. and developer of the revolutionary online learning preferences theory COLD APEX. My most exciting work has been in the development of the 4 Pillars of Employee Engagement - Recognition, Autonomy, Mastery, and Purpose (RAMP). The 4 Pillars have been helping leaders transform the productivity and profitability of their organization and employees.

I have been bringing transformative change to the workforce for over 15 years and have success in reaching audiences ranging from entry-level workers to CEOs and leaders of industry, and pre-high school graduates to PhDs.

I have a Master’s of Adult Education on Building Workforce Skills through Transformative Education. I take every opportunity to help business and industry leaders to get their most out of their workforce and be reflective of the status quo that often limits their performance, efficiency, and productivity.

Current position (3)

Workforce Specialist/Online Learning Jedi

Roman 3

Partner

Roman 3 Solutions Inc.

Director

Roman 3 Operations

Degrees (2)

Masters of Adult Education

St. Francis Xavier University

2008 to 2014

Educational Psychology

Nipissing University

2000 to 2004

Presentations

Presentations (6)

DEI: Where To Start?

The need to strengthen workplace Diversity, Equity, and Inclusion (DEI) is front of mind in virtually all corners of our society. Today’s leader knows that making their workplace welcoming and diverse is not just right, it is good for business.
This new outlook has also created new challenges. Knowing the importance is not enough. We need to know how to bring Diversity, Equity, and Inclusion into the workplace in a meaningful way.
The reality is, most leaders are not sure where the path to a more diverse, equitable, and inclusive workplace starts. Do we start with recruitment strategies? Do we invest in equitable accommodations right out of the gate? Or do we work on trying to be more inclusive in our day to day?
Where we decide to start has a lot to do with our organization's priorities, especially when it comes to talent attraction.

Workplace Culture Hierarchy: Steps To Build The Workplace We All Strive For

Most workplaces want to create an environment that inspires employees to be motivated in their work and engaged in their job. This environment is created by how they communicate, what expectations they set, the way managers lead, what everyone thinks of the company and their job. The result is what we call Workplace Culture.
One of the many challenges that come with trying to create a workplace culture that fosters employee engagement and motivation is the lack of understanding about how a strong workplace culture is built. The most common mistake we see when attempting to improve workplace culture is to take a single action, unattached to any larger effort or strategy, and implement it without considering if the current environment will allow the action to be successful.
When we try to create change in our workplace, we often jump right in without asking ourselves the question: “What needs to exist first, before this will be successful?”

Change Management Evolved: The Old Ways Have Failed Us

The world has been going through massive and dramatic transformations and it has been felt in all aspects of daily lives. Our home, our relationships, our health, and our safety, have all been affected. However, one of the largest places that have been impacted is our work. The workforce and nature of work have been slowly evolving for a long time. Technology, expectations of the labor market, environmental sustainability, and automation are just a few examples of the changes we have been dealing with on a steady progression. However, since 2020, things have been pushed from slow and steady, to rushed and imminent.
In over 25 years of approaching change management the same way, organizations are only seeing successful organizational change 34% of the time. We are not looking at the full picture when we are approaching change. Our narrow view is costing us time, money, stress, and productivity. This is largely because we are not placing enough focus and effort on changing - The People

The Great Resignation: Only The Beginning

2020 forced the world through a massive disruption to the norms of the workplace and forever changed the perceptions and expectations of today’s workforce.
The vast majority of these “new” expectations that employees are bringing to the workplace since the pandemic were not created by COVID-19. They were only amplified by it.
The absence of these expectations being met by their current jobs is causing employees to resign on mass. According to the US Department of Labor, a record 4.3 million U.S. workers quit their jobs in August 2021. But this isn’t just a North American problem. This is a global phenomenon.
The effect that millions of people leaving their jobs or actively on the hunt for greener pastures has been dubbed “The Great Resignation”. As impactful as this has been for businesses in 2021, this problem has been building for years, and its effects will continue for the foreseeable future. The real question is, if we do not deal with it now, what will be next?

Confident Leadership: The Linchpin of Success

Some people seek out leadership roles, others have it thrust upon them. Either way, how successful you will be is largely affected by how confident you are in leading. A confident leader does not always look the way people expect, but a confident leader they will feel the way people expect. Confidence creates safety, trust, and efficacy. It inspires people to listen, follow, and achieve. These elements are what we need, but they are not always what we get.
We often misunderstand what true confidence is, how it looks, and how to obtain it. When true confidence is absent in leaders, we see predictable behaviors and effects that can have a prolonged impact on a business's growth and sustainability.
The absence of confidence in an organization’s leadership has a profound and costly effect on a business' performance and profit. Employee disengagement, talent turnover, and high absenteeism are just some of the common and costly problems that stem from a leader’s insecurity.

Master The Employee Experience: Included And Engaged

In the workplace, someone’s background, culture, ability, education level, etc., strongly impacts their perspective and their preferences at work. However, why someone has specific preferences is not really the important part. What those preferences are is much more important. An inclusive and engaging workplace is one that sees the uniqueness of the individuals and allows them what they need to be successful.
The key to making a workplace that makes employees feel truly included and engages them to provide their best work, is to put the focus back on the people. We need to stop making our inclusion and engagement efforts a mile wide and an inch deep. We need to empower our teams to give individual employees what they need to be the best version of themselves.

Past talks (5)

The Financial Case For Strengthening HR And Workplace Culture

CPHR Nova Scotia Learning Events

Nova Scotia Canada (Online)

February 16, 2022

Burnout at Work: Present, not Productive

Roman 3 Webinar Series

Online

February 23, 2022

Improving Confidence in the Labour Market

Annapolis Valley Workforce Series

Nova Scotia