Intentional Careers and Human Resources

Call Directions Website Contact the business

Intentional Careers and Human Resources A visionary leader in the employment industry, facilitating the success of people in career transition, and businesses needing staffing solutions.

Targeted resumes, dynamic LinkedIn profiles, and career transition coaching that secures interviews. My gifts are shared with people from multiple industries and occupations, energizing their success by guiding, coaching, and counselling them to the next successful chapter in their work life. Known as an inspirational presence in both the training room and boardroom, as the owner of Intentional Careers and Human Resources, my business provides the custom solution. As a member of the HRPA Speaker Bureau, I facilitate dynamic conversations, workshops, and presentations while also speaking at national, provincial, and regional conferences. Intuition, education, and work ethic set me apart from my colleagues, but it is my collaborative style that is most appealing and gives the most impactful results. My style is patient, positive, flexible, and outgoing with my human resources’ services naturally evolving in the last decade. A dynamic member of the Forbes Coaching Council and regularly published by Forbes. I specialize in organizational development and learning, completing needs assessments, and working collaboratively with department leaders and business owners to complete training needs analysis and implementation. I create and build customized solutions, write curriculum, and deliver programs that have humour, energy, and inspiration. Employees leave asking for more, ready to implement learning, with actions plans in place. I am considered a Career Transition expert by her colleagues; a specialist in shining the right light on the amazing gifts our workforce has to offer. My outplacement program is respected by HR professionals and the successfully transitioned clients of my private practice. Nationally recognized, I am an award of excellence winner for community career development, outreach, entrepreneurship, and mentorship. Let's collaborate, connect and get you moving forward! https://calendly.com/gayledraper/discovery-call-with-gayle
[email protected]

Have you had the professional development conversation with your manager yet this year?As we approach year-end, it's a g...
10/21/2026

Have you had the professional development conversation with your manager yet this year?

As we approach year-end, it's a good time to reflect on what you've learned and where you'd like to grow.

Perhaps there's a conference you'd like to attend, a certification you've been considering, or a new responsibility that would help you develop skills for the next stage of your career.

Before approaching your employer, think about the business case.

How will this opportunity help you contribute more effectively?
What new knowledge could you bring back to your team?
How does it support the organization's goals?

Professional development is an investment in your future, but it can also be an investment in your employer's success.

Don't assume the answer will be no before you've even asked.

What's one skill you'd like to develop before this time next year?

Your résumé shouldn't look exactly like everyone else's.But standing out doesn't mean adding unusual fonts, elaborate gr...
10/20/2026

Your résumé shouldn't look exactly like everyone else's.

But standing out doesn't mean adding unusual fonts, elaborate graphics or a colourful design that distracts from your experience.

It means communicating your value clearly.

Think about the person reviewing your application:

What do they need to know about you in the first few seconds?
What have you accomplished that demonstrates your capabilities?
What makes your experience particularly relevant to their organization?

A well-written résumé doesn't just describe your responsibilities.

It tells the story of the value you bring.
And that story should be as individual as you are.

I originally contributed my thoughts on this subject to a Forbes Coaches Council expert panel, and the principle remains relevant today.

What do you think makes a résumé memorable?

Micromanagement isn't always about a lack of trust.Sometimes it's a lack of clarity.A manager doesn't know how an employ...
09/30/2026

Micromanagement isn't always about a lack of trust.

Sometimes it's a lack of clarity.

A manager doesn't know how an employee approaches their work.

The employee doesn't know what level of communication the manager expects.

So the manager checks in more.

The employee feels watched.

The manager senses frustration and checks in even more.

Understanding how your people work — their strengths, motivators, communication preferences and working styles — can interrupt that cycle.

Good leadership doesn't mean leaving people completely alone.

And good management doesn't mean knowing what they're doing every minute.

The goal is enough clarity to create trust.

Leaders: how do you stay informed without making your team feel micromanaged?

Getting more applications out isn't necessarily the answer.Getting the right application noticed is.Recruiters and hirin...
09/29/2026

Getting more applications out isn't necessarily the answer.

Getting the right application noticed is.

Recruiters and hiring managers are dealing with large volumes of applicants, technology-assisted screening and increasingly sophisticated hiring tools.

Your job isn't simply to submit a résumé.

It's to make the connection between their problem and your value as easy to see as possible.

That means understanding the role before applying, tailoring your résumé, making your strongest relevant experience easy to find and — whenever possible — building a human connection inside the organization.

I'd rather see someone submit five thoughtful, targeted applications supported by a real job-search strategy than fifty generic ones.

I've put together five strategies for navigating the path to the shortlist here:
https://www.intentionalcareershr.com/post/5-ways-to-navigate-the-treacherous-path-to-the-elusive-short-list

09/24/2026

You already have a professional brand.

The question is whether you've built it intentionally.

It's what someone understands about you after reading your résumé.

It's the impression your LinkedIn profile creates.

It's how former colleagues describe you when you're not in the room.

And it's the answer that comes to mind when someone asks:

“What is she really good at?”

A strong professional brand isn't about inventing a polished persona.

It's about getting clear on the skills, strengths, experience and perspective that distinguish you — and communicating them consistently.

Your résumé should reinforce it.

Your LinkedIn profile should reinforce it.

Your networking conversations should reinforce it.

Because when the right opportunity appears, you don't want people simply to know who you are.

You want them to understand where you fit.

What do you want to be known for professionally?

09/24/2026

Receiving difficult feedback is a leadership skill too.

Most of us know how we'd like to respond:

Listen calmly. Ask thoughtful questions. Remain open.

Doing that when the feedback catches you completely off guard is another matter.

You don't have to resolve everything in the moment.

Listen.

Ask enough questions to understand what's being said.

Then give yourself time to reflect before continuing the conversation.

Sometimes the most productive response is:

“I'd like to think about what you've said. Can we continue this conversation tomorrow?”

That isn't avoiding feedback.

It's creating enough space to respond thoughtfully rather than defensively.

What's the best piece of difficult feedback you've ever received?

Your next opportunity may never appear on a job board.That's why I encourage job seekers to spend less time thinking onl...
09/22/2026

Your next opportunity may never appear on a job board.

That's why I encourage job seekers to spend less time thinking only about applications and more time thinking about relationships.

Start with the network you already have.

Former colleagues. Clients. Friends. Neighbours. Professional associations. People you've met through your industry.

And don't begin with:

“Do you know anyone who's hiring?”

Begin with curiosity.

Tell people what you're exploring. Ask about their work. Learn about organizations you're interested in. Ask for insight rather than immediately asking for a job.

Good networking isn't transactional.

It's built around relationships, introductions and a genuine “How may I help you?” approach.

That's how you begin accessing the hidden job market.

When was the last time a relationship — rather than an application — opened a professional door for you?

Not every stale career needs a new employer.Sometimes what needs to change is the way you're using the role you already ...
09/17/2026

Not every stale career needs a new employer.

Sometimes what needs to change is the way you're using the role you already have.

If work has started to feel repetitive, take inventory before deciding the only solution is to leave.

What are you exceptionally good at now?

What have you stopped learning?

Where could you mentor someone less experienced?

What responsibility would stretch you?

What conversation haven't you had with your manager?

I originally contributed my thoughts on this topic to a Forbes Coaches Council panel, and I still think this is an important distinction:

Sometimes career growth means moving on.

Sometimes it means finding a new way to move forward where you are.

Which have you experienced?

Address

Collingwood, ON
L9Y2L6

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+17054414591

Website

Alerts

Be the first to know and let us send you an email when Intentional Careers and Human Resources posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Intentional Careers and Human Resources:

Shortcuts

Share

Category