Caroline Samne obtained her Bachelor's
degree in Psychology in 1990 from
Carleton University and then started a
career in Counseling of both individuals and groups
and worked in both the
public and para-public
sector as well as in community
based organizations. In 1990 she took a
position with an Advocacy and Lobby group that
allowed her to experience long-term
development work at a societal level and from that
moment on was established in
her career as an agent of
change.
From there she went on to do
organizational and community
development work for a Public Health and Social
Service Institution, where she
worked as an Internal Consultant to the various
departments and also to the
community at large.This work allowed her
to hone her skills in systemic change, development of
long-term change
processes, as well as large-scale change that
involved many stakeholders and
key leaders. Wanting to further develop
her skills and abilities in both community and
organizational development, she
went onto to do a Master's in Human Systems
Intervention (Change Management and
Leadership Development) and in 2001 along with a
partner, decided to form her
own consulting firm; New Horizons Organizational
Effectiveness Consultants.
Since 2001 New Horizons has worked
with clients such as John
Abbott College Business Services, Abbott
Laboratories, Community Table of the
Human Resources Development Committee for the
English Linguistic Minority,
Project Oasis, the American Society for Quality
Koalaty Kid Division), etc. and has undertaken
mandates that
encompassed change management,
team/group development and the assessment of
organizational cultures in order
to improve relations between management and
employees as well as evaluation and
assessment work that helped the organization to
further grow and develop in
it's mandates, vision, etc.
In 2002, Caroline also started
teaching part-time in the Faculty
of Applied Human Sciences at
Concordia University and feels that this
aspect of her career allows her to stay on top of the
latest theories, models
and applications. Experiential learning
is a concept that is an underpinning of the way in
which New Horizons
practices.
Over the years Caroline has been
trained to use tools such as
Open Space Technology, Appreciative Inquiry,
Search Conferences, Thomas Conflict Styles
Inventory, Myers Briggs Type
Indicator, etc. All of which are geared
to help organizations grow and better align
themselves. New Horizons holds at its
core the belief that every organization is capable of
great things and that the
people who make up the organization will thrive and
excel given the right
conditions. They work with organizations
to create cultures and climates that will draw out the
best in all those
involved within the system. The
challenge that they face is one of helping top
deciders to understand the value
of creating open, participative and collaborative
cultures.
Environments
where the sharing of power and
decision-making do not equate for a leader a loss of
control but actually the
gaining of respect and in essence the showing of the
hallmarks of a great leader.
At New Horizons, they believe that an
organization is really only
as strong as the sum of its parts.Website
coming soon - Nhorizons.ca
