Our Blog

Following a comprehensive national search that attracted more than 50 applicants, the Board of Directors of Tourism Kelowna is pleased to announce the appointment of Cassandra Zerebeski as its President & CEO. Zerebeski is a seasoned destination leadership executive with more than 25 years of experience guiding tourism organizations and public-private partnerships across British Columbia’s resort and regional visitor economies and will join the Tourism Kelowna team effective May 21, 2026.

In today’s evolving world of work, organizations are being challenged to do more than deliver results—they are expected to create environments where people can do their best work and feel confident in how that work is led.

For many organizations, succession planning has traditionally been synonymous with executive transition—carefully orchestrated plans to replace CEOs and senior leaders when they retire or depart. While this focus remains important, it is no longer sufficient.

Grief doesn’t clock in and out. It doesn’t arrive neatly wrapped in a bereavement policy or resolve itself within three paid days off. And yet, in most workplaces, grief is treated as a temporary interruption rather than a sustained human experience.

They’re still delivering. Deadlines are met. Clients are happy. In meetings, they’re thoughtful, prepared, even generous with their ideas. If you were asked to name your strongest people, their name would be near the top of the list.

And yet, they’re quietly job hunting.

For BC employers, the consequences of weak leadership are tangible. When leaders are unclear, inconsistent, or underprepared, employee engagement suffers, turnover rises, and organizational culture weakens. These costs go far beyond payroll and recruitment they include lost productivity, diminished morale, and an erosion of trust that can take years to rebuild.

Employee burnout has become one of the most significant workplace challenges facing Canadian employers today. Across Vancouver and throughout Canada, organizations are navigating increasing workload pressures, evolving workplace expectations, and ongoing talent shortages.

In today’s complex and fast-moving business environment, organizations can no longer afford to view Human Resources as a purely administrative function. The most successful companies understand that HR, when positioned correctly, is a strategic business partner that directly influences growth, performance, and long-term sustainability.

As we move through 2026, organizations are finding themselves in a landscape that demands agility, foresight, and innovation. The pace of technological evolution is staggering, pressures on talent availability are mounting, and employee expectations are changing just as quickly.