Dedicated Volunteers

Terry Sereda

Terry Sereda

Our Most Loyal Volunteer

Terry has been active in lobbying the provincial and Federal governments in 2010, with respect to bullying in the workplace. Additionally, Terry has been involved with the research into the linkage between workplace bullying and the construct of moral disengagement, i.e., how do people rationalize or justify their actions before engaging in a workplace bullying behaviour.

Terry holds a Master of Science degree, obtained while studying in the Medical Research Council of Canada, in the Department of Biochemistry at the University of Alberta.

Article: WPB and Its Relationship to Moral Disengagement by Terry Sereda

Mapping Workplace Bullying Behaviours to Moral Disengagement by Terrance Sereda

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Ryan Guenther

Ryan Guenther

In the past 20 years, I have worked in various industries including construction, oil and gas, not-for-profits, and unions.  As I have ascended into various leadership positions, I have collaborated and worked with many leaders and have witnessed firsthand the impacts an ineffective leader has on the overall culture, productivity, and general well being of the staff.  Ego-centric, authoritative leaders, who instill fear with their team, while still believing this way of leading is effective, needs to come to the realization that times have changed, and that the old school of leading is no longer effective.  Not only does this type of leadership in fact reduce productivity, more importantly, it impacts the psychological well being of the team.  I had experienced this firsthand, through which I had worked for many ineffective leaders, many of which displayed authoritative leadership styles. During my employment with these ineffective leaders, I had experienced various psychological traumatic episodes whereby I was ineffective at my job, as well as I had lost the trust in my leader.  So, my message to those leaders who perhaps are unaware of their intentions and impact they have on others; you may think that you are pushing your staff to increase productivity, but in fact you are doing the opposite, you are losing the trust of your employees, creating a psychological hazard in the workplace which some staff may not overcome, as well as reducing productivity in the long run.

There is no doubt in my mind that the Canadian Institute of Workplace Bullying and Harassment can assist organizations in resolving their psychological hazards in hopes of creating a healthy and effective culture that many people would relish to work in.

Gail Nowlan

Gail Nowlan

Gail lives in Central Alberta with her husband, three children, two dogs and two cats.  Engaged in the human resources field since 2002, and adding health and safety to her scope in 2013, Gail is committed to people centred leadership, continual learning, and excellence. Giving back is of great importance and Gail spent a decade as an elected official, and is currently involved in three boards and six community organizations through her work and personally, including CPHR Alberta and WOHSS (Women In Occupational Health and Safety).  Zooming with  Linda in May 2021, Gail saw an immediate fit to work in a meaningful way towards her passion for anti bullying and psychological safety in the workplace.