A strategy for success

A strategy for success

By Celia Russell, Senior Communications Officer, Human Resources

February 18, 2016


Imagine leaving the office at the end of each day knowing that you made a difference. For Roger Billings, this is the most rewarding aspect of his work as an external consultant with Queen’s Organizational Development and Learning.

On March 3, Roger Billings, an external consultant with Queen’s Organizational Development and Learning, will facilitate Strategic Thinking, one of several HR Learning Catalogue workshops he leads.

“I greatly enjoy what I do, because the results are immediate,” says Mr. Billings. “When you deliver a workshop, the energy from the participants is contagious.”

Seeing participants benefit from using the knowledge and tools they’ve gained is incredibly fulfilling, he says.

“They stay in touch with each other, which creates a very powerful network. They share their successes, their frustrations, they support each other. They know that I can be reached any time and I believe they trust me enough to seek further help. I can't think of anything more satisfying than hearing their success stories,” Mr. Billings says.

On March 3, Mr. Billings will facilitate Strategic Thinking, one of several HR Learning Catalogue workshops he leads. Developing a strategic plan or vision can be a difficult process. He notes that all staff would benefit from learning the theory and techniques of strategic thinking – the step before any planning can happen.

“People typically don’t see their piece of the puzzle, and if they do it as a group, that’s even better,” he says.

A facilitator with more than 30 years of coaching experience, Mr. Billings also leads workshops on delivering and receiving constructive feedback, emotional intelligence, effective relationship-building and team-building. Individual departments have also retained him for custom programming. He co-designed and facilitates the Foundational Leadership and Emerging Leaders programs with Queen’s Organizational Development and Learning.

“The learning experiences are truly amazing, mainly because many of the participants do not realize their potential until they are well into the program,” he says. “By the conclusion, they feel very capable, secure and strong. Yes, at times they may feel the commitment is substantial, and it is, but I believe they are so empowered when they reach the end.”

The Emerging Leaders Program, which pairs an experienced manager with a new or aspiring manager, has also proven to be a great success. Some participants have mentioned it should be called the mentors/mentors program, because the mentors learn as much as the mentees, he says. “All participants have been so willing to help and generous with their time, I can't say enough about the response and support for this program for staff, from staff.”

Before starting his own training organization, Mr. Billings began his career with IBM Canada and was the Canadian president of several companies. His experience in many fields from industry to universities has enabled him to appreciate and understand the complexities of organizations and the challenges associated with developing professional skills and competencies.

“There is very little I have not seen," he says. "This gives me the ability to take a calm and collected approach to difficult situations, seeing them from a distance in order to give my clients the support and advice they seek.”

For more information, visit the Human Resources website and click on Learning and Development under Quick Links.