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Monday, 22 December 2014

Out of the Cold Cookie Drive

Thorek/Scott & Partners would like to thank everyone who took the time to bake cookies for Out of the Cold's Cookie Drive. We collected over sixty dozen cookies!
The winter holidays can be a difficult time of year, especially for those in need. These cookies provide so much more than food - they remind everyone that generosity, charity, and kindness are the best part of the holiday season.

The Out of the Cold program is a volunteer initiative that consists of congregations from faith groups, community members and advocates who provide safe refuge, hospitality and emergency shelter to the homeless community throughout the City of Toronto.

Wednesday, 3 December 2014


 Each year Thorek/Scott & Partners has the distinct honour of presenting a student in the Master of Mathematical Finance  program at the University of Toronto with our Thorek/Scott Scholarship.
Last Thursday evening Yifan Zhang graciously accepted this award. An incredibly intelligent young woman who is active in the university community, we could not think of a more deserving candidate for this award.
The Mathematical Finance Program at the University of Toronto serves students who will find employment amongst the wealthiest and most sophisticated corporations in the world. Hedge funds, banks, pension plans, multibillion-dollar investment portfolios, and governments across the world seek students from the fastest growing area of applied mathematics.
Thorek/Scott & Partners specialize in executive search within the financial industry. As an investor in people, we are passionate about inspiring talent and encouraging success. It is the aim of the Thorek/Scott Scholarship that students in finance can reach their professional goals.
Congratulations Yifan.

Tuesday, 2 December 2014

The Hammer Band

At the end of October, Thorek/Scott & Partners had the pleasure of attending The Hammer Band's annual performance at the Heliconian Club.

We are proud supporters of The Hammer Band, a program thats offers children outlets and opportunities, such as music, in an effort to end violence and bullying.

The performance featured students, teachers, and world renowned violinist Moshe Hammer. The evening was a wonderful success.

If you would like to learn more or support The Hammer Band please see www.thehammerband.com


Monday, 1 December 2014

The Wrong Fit

In our business we talk a lot about the “right fit.” As recruiters it is our job to find candidates that are the right fit for our clients. The concept is nebulous – hard to pinpoint or quantify. We spend a lot of time developing relationships with our candidates and clients in order to try and grasp fit, interrogating personality traits and understanding talents.

Square Peg in a Round HoleI recently overheard a colleague talk about the “wrong fit” – that when it’s wrong, it’s wrong, and you know it. My colleague’s adamant tone suggested that knowing when it’s wrong is so much easier than knowing when it’s right. I started to wonder why.

I studied English Literature during my undergraduate, a last minute decision after being accepted into the school’s business program. I had focused on business in high school and always imagined I would go into sales and marketing - but something didn’t feel right so I chose English instead.

You might be familiar with the concept of “truthiness” coined by comedian and political pundit Stephen Colbert – the idea that truth comes from the gut, not the head. The truth feels right. Politically this might not be a great idea, but maybe personally it makes sense.

After my undergrad I decided to return to business. I enrolled at Sheridan College to undertake a Marketing Management certificate. It made sense logically. Business was practical; there were jobs, opportunities, money. In my head it sounded right, but very quickly my gut told me otherwise. It was wrong, really wrong, and I did not complete the program.

I never really thought about my undergrad as being the right fit until confronted with the wrong fit. I suppose clarity comes through contrasts.

A few months ago, tucked away in the last pages of the Harvard Business review was an article by Daniel McGinn that asks, “Do you really have to fail to succeed?” Inside, McGinn explores our culture’s “reverence” for difficult experiences, and the idea that endurance and the ability to handle hardship are valuable learning experiences.  

McGinn cites the recent abundance of books that discuss the virtues of resilience, but worries that this narrative is becoming too idealized, even noting the “failure fetish.” McGinn quotes Marc Andreessen, a leading venture capitalist, who argues that “taking the stigma out of failure is very exciting, but we [are now seeing people] who give up too quickly…Maybe it’s time to add a bit more stigma.”

Kat Cole, president of Cinnabon, has a unique perspective, suggesting that it is our successes that we should be interrogating – not our failures. In a recent interview for the New York Times, Cole offers that “I’ve learned to question success a lot more than failure…This approach means that people don’t feel beat up for failing, but they should feel very concerned if they don’t understand why they’re successful. I made mistakes over the years that taught me to ask those questions.”

Whether it’s success versus failure, or right fit versus wrong fit, the key is reflection. It is essential to be able to understand your choices, and how they lead to success or failure. I willingly explain my college experience to potential employers. Just because something doesn’t work out the way you planned doesn’t mean you didn’t learn in the process. Success and failure are sides of the same coin, and you must learn to understand both sides. Finding the right fit and avoiding the wrong fit will become and clearer path to follow.

Wednesday, 26 November 2014

That Awkward Moment

Everyone’s been there.  There’s really no tip-toeing around it.  That awkward moment when you’re asked for your salary or your salary expectations.  Do you tell the truth? Bump it up a bit? Give some long drawn out speech about your value, cost of living, fair market value and on and on?

As recruiters it’s a question we ask very early on, not because we’re nosey but because if we don’t know what realm you’re in compensation wise, we could be severely wasting everyone’s time.   

When you think about it, should it really be an awkward conversation? This is a salary that you accepted to work for, you made the decision at that time (for whatever reason) that this salary was acceptable, so why would it not be an acceptable salary to tell someone who is helping you find a new role?

There are usually a few key reasons for this:

·         You don’t feel you’re being paid what you’re worth and you’re hoping your next role will bring you up to the salary range you’d like to be in.

·         You accepted a salary that was a huge step back previously because you needed a job and this one came along first.

·         You don’t trust the person you’re working with and therefore cannot speak freely with them

Whatever the cause of your hesitation the conversation needs to be had, because it’s likely that you won’t be able to move ahead with anyone without having it.  So here are some tips on how to deal with it so that both parties come out feeling that they have communicated the information that they need.

·         Don’t make a big speech, if you took a role that was below the compensation you were comfortable with, say that.  Just that. And then follow up with the range you’d like to be in. “I took this role at $10 because at the time it was a great way to open up my market knowledge, however I am looking to be in the $15-$20 range for my next move.”

·         Don’t lie. You’re likely not making that much more or that much less than any of your contemporaries in similar roles and companies.  As recruiters we’re working with a large volume of candidates, so we’ll know if you’re way off, and then we will feel unsafe presenting you because we’re worried about your honesty. Don’t lie.

·         Feeling underpaid? Say that.  “I’m currently at $10 but based on my experience, my value and the research I’ve done on the market and comparable roles I would like to be at X dollars”

·         Trust us.  Trust is a two way street in the recruiting game, each person is relying on the values and morals of the other.  When you come to us and chose to work with us you’re saying “I trust you” and when we put you in front of our clients, essentially putting our reputation on the line, we are saying “we trust you”.

Whatever you say and however you say it, be honest and be concise.  We’re here to help you and our clients make the right match and find a role that makes you happy to go into every day, part of that includes compensation, so we’ll just have to get over that awkward moment.

Monday, 3 November 2014

Barrie 2 Baycrest


"Baycrest is the global leader in developing and providing innovations in aging and brain health."

On a warm Sunday this past September, nearly 80 cyclists began a 100km journey from the Baycrest Foundation headquarters in north Toronto to Barrie, all in support of older adult cognitive health.
Now in its 19th year, the Barrie to Baycrest ride has raised over $10 million dollars, with a remarkable $425,000 raised this year alone.

Baycrest combines a comprehensive aging-patient care system, with dedicated cognitive neuroscience research, and global knowledge, to work towards the mission of improving the quality of life for older adults.

Thorek/Scott & Partners are proud supporters of the Barrie to Baycrest Ride, and Baycrest Foundation.

For more information, please visit Barrie 2 Baycrest and Baycrest

Wednesday, 22 October 2014

Canadian Women's Foundation

Keynote speaker Ashley Judd engaged the audience this morning at the Canadian Women's Foundation Toronto Breakfast with her passionate speech decrying violence against women. An "outspoken critic of the media’s hypersexualized portrayal of women and girls, and global activist on the issue of sex trafficking," Judd spoke from the heart and shared personal stories that empowered and inspired the audience.

Thorek/Scott & Partners are proud corporate sponsors of the Canadian Women's Foundation, and this year Lauren Thorek, Director at Thorek/Scott & Partners, sat on the Breakfast Committee.

The Canadian Women's Foundation specializes in "helping women and girls move out of violence, out of poverty, and into confidence."

At Thorek/Scott we invest in people, and passionately believe everyone deserves a chance at social and economic success. Attaining gender equality is essential, and appreciate that "women and girls face different kinds of economic and social challenges" and actively engage in events and practices that act to improve the status of women.

This morning's breakfast was an engaging, inspiring, and informative event that we are so proud to have participated in; we encourage you to find out more about the Canadian Women's Foundation at www.canadianwomen.org/

A Most Delicious Evening

The office was buzzing this morning with tales of delicious food, as we reminisced about the previous night's festivities.

Thorek/Scott & Partners attended Eat to the Beat last night, an annual event that supports women with breast and other forms of hereditary cancer. The event is now in its 19th year of featuring the culinary talents of 60 female chefs. We savoured the dishes, spirits, and community.

Thorek/Scott & Partners are proud supporters of Eat to the Beat, and actively encourage friends, family, clients and partners to participate. Not only is the night a spectacular celebration of food and talented female chefs, but brings awareness and support to women battling breast cancer. Through participation, silent actions, and raffles, the evening brings excitement and valuable funds to the Willow Breast & Hereditary Cancer Support foundation.

We eagerly await next year's event, but more eagerly await the end of women's cancer.

Friday, 17 October 2014

TSP in the Community - October 2014

Thorek/Scott and Partners is a proud sponsor of The Hammer Band, a home-grown Canadian music program to foster integration and community. 

The Hammer Band is hosting their annual cocktail reception this Thursday,
event details are below.  
Check out thehammerband.com for more information about this wonderful charity.


The Hammer Band: 

World-renowned Canadian violinist Moshe Hammer founded The Hammer Band in 2007.  His vision:  to prevent violence in all its forms – from school bullying to gangs with guns.  How?  Offer children music education that promotes self-esteem, empathy and tolerance.  Children who learn to play an instrument and perform together learn important life skills such as self-discipline, teamwork and resilience.  Studies show that music education has many benefits:  improved academic performance, lower drop-out rates and stronger communities.

More than 1,500 students have already participated in The Hammer Band.  Today, the program is available in 26 Toronto public schools, and growing!  Teachers, principals and parents see the benefits every day.  Our Hammer Band kids are happier, more engaged with school and with each other, and are proud of their accomplishments.  It is little wonder that families and communities come together to support their children’s music-making, and that we have a school waiting-list.


Tuesday, 14 October 2014

Another Year, Another Success

Thank you to everyone who made Toronto Homecoming 2014 such a success.
Thorek/Scott & Partners are proud sponsors and look forward to participating every year.
We met fantastic people, heard great stories, and believe Toronto will benefit from the diverse experiences of Toronto Homecoming participants.
We hope everyone who participated enjoyed themselves and made new connections.
Looking forward to next year!    

Tuesday, 7 October 2014

Toronto Homecoming 2014

It is an exciting time of the year when The Toronto Homecoming rolls around. Thorek/Scott & Partners are proud to be a City Champion sponsor of the Toronto Homecoming, an annual event in which returning Canadian workers and employers come together. More than just networking, the Toronto Homecoming supports the vibrant and diverse socio-economic community of Toronto by highlighting the unique and valuable skills and experiences expatriate workers bring to the Canadian economy.

This year Faye Thorek, Partner at Thorek/Scott & Partners, will address the audience at the Welcome Reception on Thursday October 9th. Participants can expect insights from over 40 years of executive search experience in Toronto.

For those attending the Toronto Homecoming 2014, we look forward to meeting you on Thursday.

More information can be found at www.torontohomecoming.ca

Monday, 25 August 2014

A Farewell to Summer (Associates)

Each summer Thorek/Scott & Partners has the pleasure of working with a collection of summer associates - students in a variety of stages in their university careers - who assist us on a wide range of projects.

In addition to bringing their productivity and smarts to the office, our students share their energy and enthusiasm with everyone around them, brightening our summer (especially those summers when the sun isn't so bright).

A few weeks ago we celebrated a successful summer, and wished our students all the best in the coming school year.

From everyone at Thorek/Scott & Partners, a big THANK YOU to Kali, Sarah, Jacquie, Zach, Carly, and Zack for a wonderful summer. Your hard work and spirit will be missed.

Wednesday, 13 August 2014


Two and a half hours outside Toronto, located on Kawartha Lakes near Dorset Ontario, are beaches and forests waiting to be explored by the children at Moorelands Wilderness Camp. Week long sessions run throughout the summer, offering campers the opportunity to canoe, kayak, learn archery, snorkeling, and test their bravery on high rope courses. For many children, camp is a right of passage - but for children from low income families and neighbourhoods in Toronto, camp is not always an option. Moorelands Community Services, located in Toronto, offers subsidized summer camp, reducing the fee for parents from $1000/week to as little as $25/week - providing children the opportunity to participate in the summer camp experience.

Moorelands Toronto community center offers after school programs that aim to develop positive, confident, and successful children. For over a hundred years, Moorelands have been encouraging physical activity, life skills development, character development, cultural competence, tolerance and appreciation for diversity, and fostering connections with peers, role models and community.
At Thorek/Scott & Partners we are proud to partner with Moorelands. As recruiters, we spend our days meeting people in a variety of stages in their career. We know how important it is to have experiences and opportunities that build confidence and skills. Economic circumstance should never keep a child or candidate from reaching their potential.

For more information on Moorelands Community Services and Wilderness Camp, please check out http://www.moorelands.org/ and

Monday, 21 July 2014

Curiosity Got the Cat a Job

Children are curious by nature. Our society has jokes about children pestering their mothers asking “but why?” When do we stop being curious? The mother’s annoyance at her child demonstrates how as we grow older, we lose our curiosity. Too many questions are a frustration – an annoying habit rather than a personality trait to be rewarded - but curiosity is essential, especially professionally.
As a librarian by education, and a researcher by trade, I make a living by being curious. I enjoy learning and sharing new knowledge with others, and I don’t mind having to dig to find that information. For me, the journey is as valuable as finding the destination; a challenging search uncovers new sources and strategies.  So when I came across an interview with Tiger Tyagarajan in which he explains the value of curiosity in a professional context, I had to share his insights.
Tyagarajan is the CEO of Genpact, a business process and technology management company. As CEO, Tiger has had the opportunity to meet and interview many people, and for Tyagarajan, curiosity is key: “the single biggest quality I look for is the ability and desire to learn. Are you a really curious person.” He believes that curiosity is a dynamic trait, often leading to people who are more inclusive, determined, demonstrate superior communication skills and passion for their work.
How can you apply curiosity to your job/candidate search? Tyagarajan suggests that careers revolve around three main dimensions – subject expertise, industry, and culture – and that you should only ever change one dimension at a time. It is through these dimensions that you can challenge yourself/team and engage your curiosity. Don’t be afraid to make changes – new subject areas, industries, and cultures are avenues to explore and develop. The financial industry is a new subject area for me – I am constantly learning and making mistakes – but I am curious and eager to learn. Because if it was easy, it wouldn’t be rewarding, and ultimately I think that’s what we all look for in a job.

Monday, 7 July 2014

Positive Thinking

“One thing I would look for in people I hired is optimism – the sense that we’re going to win, and that we’re going to have a successful answer to whatever the problem is.” – B.L. Schwartz

My father subscribes to the concept of the power of positive thinking, maybe not the Norman Vincent Peale brand, but the general concept.  However, I have always struggled with the idea – to me it seems too simplistic. I believe in being prepared and open to opportunities, and appreciate that negativity gets you nowhere, but have always maintained a heavy dose of concern.  Enter Bernard.
Bernard L. Schwartz, current investor and former CEO of the Loral Corporation (a defense contractor), was recently profiled by the New York Times, in an article entitled “If You Want to Win, Just Say Yes.” Schwartz is a very positive man, and has some valuable insights on the effect of attitude in your life and career.
The business titan is frequently caricatured as the villain; greedy, mean, unrelenting, and unsympathetic. We tend to envision those who have reached the top as those who climbed over the people below them. There is a sense that to succeed you must be ruthless, which often comes at the expense of others. Schwartz advocates for the opposite – leaders who value the individual, and who respect and empower their employees.  
For Schwartz, to be in business was to be in a relationship: “businesses are organizations of people, and it’s about threating them as individuals and trusting them.” Schwartz laments that state of business affairs today, arguing that when he managed people, the business environment was “much more relationship oriented …today it’s all transactional.” An interesting insight offered by Schwartz was the idea that he “made the job fit the individual rather than the other way around.”  This fits well with the concept of potential that was discussed in the last blog post. Instead of focusing on the negative, Schwartz remained positive, to the benefit of his employees. Instead of focusing on why not, the question became “how can?” How can we make this work for everyone involved? - Because there is potential in the person and the vision of the job.
So, my father appears to have it right – however you phrase it, positivity is important. Would Schwartz still have made it to the top with a negative attitude? Maybe – lots of people do – but I expect it would have taken longer, would have been harder, and would have been at the expense of personal happiness and the happiness of others.

Positivity is an important trait to have in this industry. As recruiters, we maintain the positive belief that the perefct candidate is out there, and for candidates or job seekers, it is essential to exude a positive attitude.

Optimism for the win.

Monday, 23 June 2014

The Power of Potential

This blog has the potential to be quite valuable.

Following up on the last post about emotional intelligence, today we look at another factor that has been influencing how hiring decisions are being made - the importance of "potential."

In a recent article in the Harvard Business Review, an international executive recruiter Claudio Ferdandez-Araoz, proclaimed that potential is now "the most important predictor of success at all levels."

Those with the "ability to adapt and grow into increasingly complex roles and environments" display potential. What constitutes potential? Motivation, curiosity, insight, engagement, and determination.

Ferdandez-Araoz suggests that the best way to demonstrate your potential is through stories. Detailed stories. As recruiters, we need to ask for thorough backgrounds and references, and candidates need to consider their experiences in order to offer detailed and thoughtful stories that demonstrate the five factors mentioned above.

In contrast to emotional intelligence tests, the pursuit of potential is very much grounded in past behavior, despite its innate concern with the future.

Why should we be concerned about potential? For companies and individuals, potential is going to be an important factor for continued success. Ferdandez-Araoz cites three factors that have significantly impacted employment: globalization, demographics, and pipeline.

With increased globalization has come increased demand for talent around the world. Corporate headquarters, and thereby talent, are no longer concentrated in select countries or cities, but spread across the world. Demographically, the effects of baby boomers are finally being felt. There are more people in management positions retiring than there are young people ready to replace them. Finally, pipeline: there's nothing in it. Companies have done an inadequate job of training and preparing future leaders. As Ferdandez-Araoz states, "combine all those factors, and you get a war for talent." The result is that demand is high, and supply is low.

Potential is the solution for both sides. Looking for the potential in candidates, rather than solely focusing on hard skills and specific experience will allow companies to discover opportunity in people they may have missed in the past. For candidates, mining your potential is how you will distinguish yourself. Think about what motivates you, what makes you curious, what excites you, and what you're passionate about in order to demonstrate potential beyond your resume.


Thursday, 19 June 2014

The Rise of Emotional Intelligence Testing

How do you perceive emotion? How well are you able to use your emotions to communicate? Do you understand your emotions, and ultimately are you able to manage your feelings and the feelings of others?

Pretty deep questions, and probably not ones you consider frequently, however these are the basic four branches of emotional intelligence testing, a measure that is gaining popularity in the hiring process.  So popular in fact, some have wondered aloud (The Wharton School) if resumes are “passé.” As a recruiting firm, resumes are a major part of our daily operations, and integral to our search process -but we also conduct interviews.

Wharton cites the Society for Human Resource Management that “nearly 20% of organizations use personality or emotional intelligence tests in hiring or employee promotion.” Why? Behavioral fit. Companies are attempting to measure your ability to “fit in” with the culture of the organization. You may have the experience, skills, and education for the job, but your emotional intelligence may signify that your habits and personality fundamentally differ from those of the company. Or you’re not ready for that promotion….

This might be sounding a little negative. Remember it can go the other way too. What may look like an odd fit on paper could stand out as a perfect match after emotional intelligence testing. You may not have the exact qualifications, but an ability to adapt and grow might shine through in your emotional intelligence analysis.

I remember taking an emotional intelligence test for a retail position. It felt heavy handed for the relative responsibility and skill set required for the job. It was also very long, repetitive, and ultimately meaningless for me as a candidate. It was an interesting experience in retrospect however. I can see how they were trying to nail down how I would react to certain situations, people, and stressors.  However, I don’t believe it was a valuable analysis of my fitness for the job. I have been on many interviews, and the most common technique I have experienced has been behavioral based interviews: “describe instances in the past where you…” Travis Bradberry, a consultant and expert in emotional intelligence, argues that “the best predictor of future behavior is past behavior.” This is the key difference, how I have actually behaved in the past versus how I might behave in the future. Emotional testing is hypothetical and allows a candidate to pick what they think is the best answer. Behavioral interviews, especially when the candidate is asked to describe in high detail past events, potentially lends itself to greater honesty.

So how do you approach this double edged sword? Be yourself. It might sound cliché, but ultimately fit is important and benefits both parties.  

Resumes are here to stay a little longer.

Wednesday, 18 June 2014

Good People, Bad Resumes

Unfortunately, this is a more common phenomenon than it should be – excellent candidates with terrible resumes. Most sources will tell you that an employer spends an average of 10 to 20 seconds reviewing your resume. That’s not a lot of time to make an impression, which means making a good one is essential.

Edit, edit, edit.
A colleague turned to me recently to tell me a candidate’s cover letter was both years out of date, and addressed the wrong position. Now while this is a very specific example, the point is the impression had been made. Resumes stand in your place; they need to be clean, prepared, and tailored appropriately for the job. If a resume is hard to read, it won’t be read.  And this is the point; the person standing behind that terrible resume could be the perfect candidate.

The problem is, employers and recruiters don’t want to (and shouldn’t have to) decipher your resume. Having to dig for relevant experience, determine what exactly you did at your jobs, and searching for educational details is frustrating and eats away your 10 to 20 seconds.

So, what are the key aspects of a good resume?

  • Organized – clear and distinct sections that flow logically
  • Targeted – skills and experience should match the job
  • Consistent – formatting (fonts, sizing, margins) should be consistent throughout the resume  
  • Concise – describe skills and experience in an active voice, but also get to the point
  • Accurate – up to date and truthful
  • Grammatically correct – shows you took the time to proof read

Obviously there isn’t one right way to write a resume, and being unique is good. Today there is a wealth of resources available for creating a polished resume and cover letter. Online, the career services sections of university and college websites are great places to start, and often offer resume tips and guides. In addition, many cities have employment service centers that can offer assistance. Finally, have a friend or family member take a look.

Essentially, this is a two way street. Employers will spend time on you, if you spend the time on them. Now everybody go and review your resumes.

Wednesday, 28 May 2014

TSP in the Community - May 2014

Thorek/Scott and Partners is a proud supporter of the North York Harvest Food Bank. 

What I learned losing golf balls

With summer finally approaching, more and more people are making an effort to get outside and be active. As a life-long struggling golfer I am on a journey to beat my low score while maintaining my sanity. I will not tell you about my game, which is for the most part, quite depressing. Rather, I thought I would tell you about what I learned on the course related to real life and, more specifically, interviewing.
·     Swing easy. If you swing out of your shoes on the course and in an interview you’re likely not going to play to your potential. Breathe, remember the basics (i.e. your story) and let the club do the work. Don’t try and be something you’re not – it will show.

·     The more you practice, the better you will be. While this is obvious advice it is often overlooked and may be the most valuable piece of advice. If you don’t believe me, read Malcolm Gladwell’s chapter on 10,000 hours.

·     Stick to the basics. If you’re trying something too creative in unfamiliar territory you’re going to be hard-pressed to succeed. Some of the best advice I ever received was never to practice on the course (ie.an interview). In the moment, this will be hard to exercise but after a dozen lost balls, I think I’m coming to see the value in this advice.

·     It’s just golf. Nerves are natural and you always want to do your best but it’s the times when you put too much pressure on yourself that you come up short.
  Good luck with your golf game (job hunt)!
Robert Scheinert, Associate Director

Friday, 4 April 2014

TSP in the Community - April 2014

Jordan Beallor, Managing Director at Thorek/Scott and Partners, was very happy to attend Deloitte's annual Canada's Best Managed Companies symposium and black-tie gala on April 1, 2014. The event recognizes the winners for 2013 and honours Canadian business excellence and exceptional leadership.

Congratulations to Deloitte on the success of the Canada’s Best Managed Companies program and a very successful and enjoyable event!

Wednesday, 19 March 2014

Try it, you may like it. You may even learn something

No, this is not a blog post about %#^$% your parents told you. 

I’ve always appreciated the quote, “You have to learn from the mistakes of others. You won't live long enough to make them all yourself.”  In a similar vein, I feel you have to explore information and get different perspectives from other people as there is far too much information to acquire and interpret yourself in one lifetime. 
I listen to the evening news, read the daily newspaper and read various publications.  But if we only read what we actively seek or are drawn to, then how are we going to be surprised or intrigued by new facts, unique events, or stories of exceptional people.  We can surround ourselves with people that have different interests, different careers or different backgrounds and listen to their thoughts.  We can travel and expose ourselves to different cultures.  You see where I am going; “different” is good.  We can learn from “different”.

So how does this relate to acquiring and exploring information?  Blogs!  There is a wealth of information on the internet and blogs are unique way of getting information ( not always true or accurate information) as well as getting other peoples’ perspectives (biased and non-biased) on that information.  Perhaps it’s just someone’s thoughts or dreams.  I am intrigued by blogs that highlight topics that I follow as well as those that I would not typically research on my own.  I am intrigued by how others think.  Whether we agree or disagree with the blogger’s views or interpretations, it’s different.  We can learn from different.  However; reader beware, not everything you read is true and there is a lot of #%#$^% out there.  But that’s what makes it interesting.

Today I want to share with you a blog that I have been following recently.  It’s written by Seth Godin, best-selling author and accomplished speaker.  Try it, you may like it.  You may even learn something.

Explore and enjoy.  http://sethgodin.typepad.com/

Jordan Beallor, CPA, CA
Managing Director
Thorek/Scott and Partners

Wednesday, 12 March 2014

Expand Your Network - March 2014

Conference 2014 - Niagara Falls

REGISTER EARLY AND SAVE! Join your FEI Canada colleagues in Niagara Falls, ON for FEI Canada's 2014 Conference bursting with educational sessions, networking events, as well as an opportunity to connect with some of your most valuable partners.

FEI Canada’s annual national conference and exhibit forum provides a showcase for the best and brightest in our country to come together to network, exchange ideas, learn and find solutions to current challenges. It will also equip you with tools for success and the resources you need to keep pace in these demanding times.

Wednesday, 22 January 2014

TSP in the Community - January 2014

Jordan Beallor, Managing Director at Thorek/Scott and Partners, will be speaking at the upcoming Chartered Alternative Investment Analyst Association's (CAIA) annual Career Night being held on January 27, 2014 at the Cambridge Club in Toronto.
For more information on CAIA, please visit www.caia.org