Premier Stephen McNeil says he only found out last week his chief of staff, Laurie Graham, was interested in taking his job as leader of the Nova Scotia Liberal Party.
Graham has worked for McNeil in the premier’s office since March 2016, first as principal secretary. She has been chief of staff since January 2019.
“I knew that people had called her thinking that she should run, and then I think last week she told me she owed it to them and to herself to consider it and that’s what she’s doing,” he said following a ribbon cutting event in Kentville for a new hospice.
McNeil saw no problem with her continuing to be his top staffer despite her seeking support for a possible candidacy.
“Just as a cabinet minister may be considering it today, I have all the faith and confidence that she would not be using her position as the chief of staff in my office and she knows, as cabinet ministers know, that if they enter the race they will have to step down from their current positions.”
Laurie Graham left her job as a reporter in Ottawa to come home to Nova Scotia to work for Premier Stephen McNeil in 2016. (Tom Ayers/CBC)
Jane O’Neill, co-chair of the leadership campaign, agreed with that point during a briefing with reporters about the leadership campaign rule process and rules.
“As long as [any candidate] complies with the rules as written, we welcome any candidate who shows an interest.”
They include the timeline for when the $50,000 entry fee must be paid, as well as an additional $10,000 compliance deposit, which is due at the time of a candidate’s filing. The campaign spending limit will be $350,000 and all Elections Act rules regarding who can donate and donation caps will be in effect.
Although the names of anyone who donates more than $200 will eventually be made public through Elections Nova Scotia filings, O’Neill said right now the plan is for them to simply be reflected as having donated to the Nova Scotia Liberal Party. A decision has not been made yet about whether donors will be listed in terms which candidate their money supported.
“We’ll look at it, and whether or not that’s something that makes sense for us to be doing at a later date or not. But I can tell you that any one individual is certainly not in a position to donate more than the annual limit set by Elections Nova Scotia.”
Delegates who are members of the party and have paid a $20 delegate fee ($15 comes back as a tax credit) will be able to vote electronically or by phone.
Voting will take place electronically or by phone from Feb. 1-6 using a preferential ballot. Each of the 55 electoral districts will be worth 100 points, assigned based on vote share. To win, a candidate must receive 2,751 points.
O’Neill said it hasn’t been decided how many debates there will be, although the hope is there will be at least two. The debates, along with the convention itself and all campaign activity, must adhere to public health guidelines in relation to COVID-19, she said.
Field begins taking shape
With the rules for the leadership campaign now public, the field is starting to narrow.
Municipal Affairs Minister Chuck Porter told CBC News on Monday that he’s decided against making a run. Porter said he made the decision on the weekend.
Business Minister Geoff MacLellan and Health Minister Randy Delorey have also said they’re out.
Their cabinet colleague, Labi Kousoulis, is considering a bid, he said Monday.
The Halifax Citadel-Sable Island MLA was first elected in 2013 and has served in several cabinet portfolios, most recently as labour and advanced education minister.
“I’ve had a lot of people reach out to me,” said Kousoulis, a certified management accountant who said people he’s talking with appreciate his financial background and the fact he spent time working in rural Nova Scotia.
“I don’t take these decisions lightly. I will be talking to Liberals and Nova Scotians and moving forward.”
Others mulling leadership bids
All signs also point to Community Services Minister Kelly Regan jumping in the race. The MLA for Bedford was first elected in 2009.
A statement from the “Kelly Regan Campaign” on Monday said the minister would announce her intentions at a formal event next week, and that she “continues to engage with party members around the province as she works toward this announcement.”
Education Minister Zach Churchill and Immigration Minister Lena Diab have both said they’re considering leadership runs.
Central Nova MP Sean Fraser, who is also the parliamentary secretary to the federal finance minister, and Lands and Forestry Minister Iain Rankin have said they are weighing their options.
Asked about his thoughts on Graham’s possible candidacy, McNeil suggested anyone taking over the party would be carrying on the work he started in the fall of 2013 when he led the Liberals back to power after almost 15 years on the opposition benches.
“Listen, I’m thrilled that Nova Scotians want to continue the work that we’ve had,” he said. “The fact that we’ve had strong people stepping forward, I think it’s a good idea that people outside of government are looking at it.”
Premier plans to remain neutral
McNeil says he has spoken to other possible contenders about the job and offered them his advice and insight. He doesn’t think Graham, who spent several decades as a reporter for CBC and then CTV before working for McNeil, has an unfair advantage by being his chief of staff.
“No, I don’t. I believe when the race starts, those who put their names forward will be at the same footing.”
The premier said he plans to stay neutral in the upcoming campaign, as tradition dictates.
“Every one of them [has] called me, asked me my opinion [and for] my thoughts.”
McNeil laughed when asked if he had dissuaded or asked any of the potential candidates to hold off throwing their hats in the ring.
“Not at all,” he said.
“I’ve said to everyone my job will be to keep this team together as we go through a leadership process.”
The Liberals will elect their new leader on Feb. 6. Candidates have until Oct. 9 to officially enter the race.
Most job search advice is cookie-cutter. The advice you’re following is almost certainly the same advice other job seekers follow, making you just another candidate following the same script.
In today’s hyper-competitive job market, standing out is critical, a challenge most job seekers struggle with. Instead of relying on generic questions recommended by self-proclaimed career coaches, which often lead to a forgettable interview, ask unique, thought-provoking questions that’ll spark engaging conversations and leave a lasting impression.
Your level of interest in the company and the role.
Contributing to your employer’s success is essential.
You desire a cultural fit.
Here are the top four questions experts recommend candidates ask; hence, they’ve become cliché questions you should avoid asking:
“What are the key responsibilities of this position?”
Most likely, the job description answers this question. Therefore, asking this question indicates you didn’t read the job description. If you require clarification, ask, “How many outbound calls will I be required to make daily?” “What will be my monthly revenue target?”
“What does a typical day look like?”
Although it’s important to understand day-to-day expectations, this question tends to elicit vague responses and rarely leads to a deeper conversation. Don’t focus on what your day will look like; instead, focus on being clear on the results you need to deliver. Nobody I know has ever been fired for not following a “typical day.” However, I know several people who were fired for failing to meet expectations. Before accepting a job offer, ensure you’re capable of meeting the employer’s expectations.
“How would you describe the company culture?”
Asking this question screams, “I read somewhere to ask this question.” There are much better ways to research a company’s culture, such as speaking to current and former employees, reading online reviews and news articles. Furthermore, since your interviewer works for the company, they’re presumably comfortable with the culture. Do you expect your interviewer to give you the brutal truth? “Be careful of Craig; get on his bad side, and he’ll make your life miserable.” “Bob is close to retirement. I give him lots of slack, which the rest of the team needs to pick up.”
Truism: No matter how much due diligence you do, only when you start working for the employer will you experience and, therefore, know their culture firsthand.
“What opportunities are there for professional development?”
When asked this question, I immediately think the candidate cares more about gaining than contributing, a showstopper. Managing your career is your responsibility, not your employer’s.
Cliché questions don’t impress hiring managers, nor will they differentiate you from your competition. To transform your interaction with your interviewer from a Q&A session into a dynamic discussion, ask unique, insightful questions.
Here are my four go-to questions—I have many more—to accomplish this:
“Describe your management style. How will you manage me?”
This question gives your interviewer the opportunity to talk about themselves, which we all love doing. As well, being in sync with my boss is extremely important to me. The management style of who’ll be my boss is a determining factor in whether or not I’ll accept the job.
“What is the one thing I should never do that’ll piss you off and possibly damage our working relationship beyond repair?”
This question also allows me to determine whether I and my to-be boss would be in sync. Sometimes I ask, “What are your pet peeves?”
“When I join the team, what would be the most important contribution you’d want to see from me in the first six months?”
Setting myself up for failure is the last thing I want. As I mentioned, focus on the results you need to produce and timelines. How realistic are the expectations? It’s never about the question; it’s about what you want to know. It’s important to know whether you’ll be able to meet or even exceed your new boss’s expectations.
“If I wanted to sell you on an idea or suggestion, what do you need to know?”
Years ago, a candidate asked me this question. I was impressed he wasn’t looking just to put in time; he was looking for how he could be a contributing employee. Every time I ask this question, it leads to an in-depth discussion.
Other questions I’ve asked:
“What keeps you up at night?”
“If you were to leave this company, who would follow?”
“How do you handle an employee making a mistake?”
“If you were to give a Ted Talk, what topic would you talk about?”
“What are three highly valued skills at [company] that I should master to advance?”
“What are the informal expectations of the role?”
“What is one misconception people have about you [or the company]?”
Your questions reveal a great deal about your motivations, drive to make a meaningful impact on the business, and a chance to morph the questioning into a conversation. Cliché questions don’t lead to meaningful discussions, whereas unique, thought-provoking questions do and, in turn, make you memorable.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to artoffindingwork@gmail.com.
CALGARY – Canadian Natural Resources Ltd. reported a third-quarter profit of $2.27 billion, down from $2.34 billion in the same quarter last year.
The company says the profit amounted to $1.06 per diluted share for the quarter that ended Sept. 30 compared with $1.06 per diluted share a year earlier.
Product sales totalled $10.40 billion, down from $11.76 billion in the same quarter last year.
Daily production for the quarter averaged 1,363,086 barrels of oil equivalent per day, down from 1,393,614 a year ago.
On an adjusted basis, Canadian Natural says it earned 97 cents per diluted share for the quarter, down from an adjusted profit of $1.30 per diluted share in the same quarter last year.
The average analyst estimate had been for a profit of 90 cents per share, according to LSEG Data & Analytics.
This report by The Canadian Press was first published Oct. 31, 2024.
CALGARY – Cenovus Energy Inc. reported its third-quarter profit fell compared with a year as its revenue edged lower.
The company says it earned $820 million or 42 cents per diluted share for the quarter ended Sept. 30, down from $1.86 billion or 97 cents per diluted share a year earlier.
Revenue for the quarter totalled $14.25 billion, down from $14.58 billion in the same quarter last year.
Total upstream production in the quarter amounted to 771,300 barrels of oil equivalent per day, down from 797,000 a year earlier.
Total downstream throughput was 642,900 barrels per day compared with 664,300 in the same quarter last year.
On an adjusted basis, Cenovus says its funds flow amounted to $1.05 per diluted share in its latest quarter, down from adjusted funds flow of $1.81 per diluted share a year earlier.
This report by The Canadian Press was first published Oct. 31, 2024.
