About Creative Organizational Design
Creative Organizational Design was established in 1979 to provide customized training services. As a part of these services, we offered psychological and other kinds of skill and aptitude assessment tools as well. Soon our clients began asking us to provide other types of employee testing tools. Our expertise enabled us to help our clients select the most appropriate tools for their requirements.
Our business model changed and, almost 50 years later, we have become Canada’s largest independent supplier of pre-screening assessment tools and solutions. We now offer over 5000 titles designed for pre-screening job applicants, assessing the readiness of current employees for promotion, and for developing leaders and teams. We are your one-stop shop for assessments that will support your current HR functions and organizational success.
Over the years, our Principals have written many HR-related articles on employee testing, which have been published in many professional journals. These are posted on our website for our customers to enjoy and may be re-printed with permission.
We provide services for all sorts of clients ranging from small businesses to national and international chains and organizations. We’re eager to help you find the solutions that you need to help you to select and retain the very best employees. Please contact us by phone or email for friendly, knowledgable assistance.
The Creative Organizational Design Team
David Towler
President
COD’s President, David Towler, holds undergraduate degrees from Trent University and the University of Alberta, and a Master’s degree from Norwich College of the University of Vermont.
David has taught at the intermediate school level, provided corporate classroom instruction and taught Labour Market Language Training courses for adult immigrants under contract for the Federal Government.
His background includes roles as Human Resource Manager for a large western jewellery store chain and Manager of Customer Service for Canada’s largest aerosol manufacturer.
He has been published in and interviewed by a number of national dailies and publishes frequently in HR.com, LinkedIn, and this website too.
David’s experience in people management, corporate management, education, instruction and psychology provide him with a well-rounded set of skills, which have all been brought to bear in managing Creative Organizational Design. His years at the helm have provided him with a uniquely in-depth knowledge of skills and aptitude assessments, product availability and expertise in their application.
Dr. John Towler
Founder
He is a faculty member at the American College of PreHospital Medicine (USA), Breyer State University (USA), and Renison College and the University of Waterloo, where he served as Principal and Chief Executive Officer.
Dr. Towler has taught at the universities of Alberta, Waterloo, South Florida and Purdue and has been a visiting professor at the University of Lancaster, Memorial University, The University College of Wales, Aberystwyth, The University of Liverpool, and Reading University. He has taught at every level from elementary school to graduate school.
He has published more than 150 professional articles, 8 textbooks, hundreds of popular articles, and has conducted research for Labour Canada, The Humanities and Social Science Research Council of Canada, the US Office of Education, and the US Department of Health, Education and Welfare.
Dr. Towler’s articles have appeared in: Athletic Business, Biz-Zone, Business Advisor Magazine, Canada One, Canadian HR Reporter, Exchange Magazine, Kansas City Small Business Monthly, Kennebec Business Monthly, North American Die Casting Association, Sandybay (US), Small Business Canada Magazine, Victoria Business Magazine, www.digitalsouth.com, www.HR.com, www.workz.com.
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Our Latest Articles
The Top Employer Challenges In 2025 And How You Can Alleviate Them
With a second Trump administration in power, heavy tariffs being imposed, a volatile stock market, and a pending Canadian federal election looming, times are uncertain to say the least. Consequently, many businesses have adopted a wait-and-see mode and have paused nearly all hiring since February 2025.
Unfortunately, these aren’t their only problems. Chief amongst them are:
Rising expenses and the economy
Hiring challenges – employee attraction and retention
Professional growth – employee training and leadership development
Employee burnout
The Most In-Demand Skills That Employers Are Seeking (And How To Get Them)
The top job-skills that will be most in demand by employers in 2025 have been identified and soft skills and thinking top the list. Communication skills and leadership have long been on employers’ talent wish lists, as have work ethic and professionalism. The gap in entry-level skills has become more pronounced over the past five years, highlighting a noticeable decline in readiness. Only 48% of employees and just 12% of mid-level executives believe today’s entry-level workers are well-prepared for the current job market, [and] 49% of executives and 37% of employees point to a lack of soft skills such as communication, teamwork, and problem-solving.”
Without Integrity Nothing Else Matters
Being able to rely upon the integrity of those you work with or for, and the organizations that you do business with, nay even your own spouse or children is critical. Without trust and trustworthiness everything falls apart. One need look no further than the stories behind whistleblowers like Frank Serpico or Karen Silkwood from the 1960s and 1970s. More recent examples include dishonesty and abuse of trust in a now-famous case litigated by Erin Brockovich (1993), and crimes by the likes of Mary Kay Latourneau (1997), Bernie Madoff (2009), Elizabeth Wettlaufer (2016) and Sean (P. Diddy) Combs (2024). These are, of course, extreme examples of dishonesty but note that they encompass policing, industry, education, healthcare, investing, and the music industry. Dishonesty can and does occur everywhere.
Burnout Is Killing Productivity
A recent survey of nearly 13,000 frontline employees and managers in 11 countries, including the UK, US, Australia, France and Germany by UKG, found that 83% of Gen Z frontline employees are experiencing burnout, a figure notably higher than the 75% rate reported by frontline employees overall. It’s causing a staggering 150% loss in productive days, particularly amongst Gen Z and Millennials, and the decrease in production and burnout reportedly costs the British economy $176 billion annually. Baby Boomers are also being affected at high rates, and the figures and costs are similar for the USA and Canada. Burnout is not considered a medical condition, but rather an occupational phenomenon. It was coined in 1974 by American psychologist Herbert Freudenberger.
New Graduates Are Creating Big Problems For Employers!
Recent studies have found that Gen Z (individuals born between the mid-1990s and early 2010s) and who are graduating from colleges now, are posing a significant problem for employers these days. Our clients are also complaining about the same things that these studies have highlighted. It seems to be a nearly universal occurrence across North America. The findings are concerning, widespread, and difficult to resolve. None of this bodes well for employers or for young people entering the workforce. Gen Z will overtake Boomers in the full-time workforce and so, employers (and the rest of us) will have to deal with them one way or another.
Train Your Leaders and Improve Your Organization
Corporate management is currently under siege, and senior leaders are retiring in record numbers. When these people leave the workforce, they’ll be taking years of training, knowledge, and mentoring opportunities with them. Many of those left standing will not yet be ready to assume the responsibilities of the roles left vacant, and their organizations will suffer a variety of negative consequences unless they act proactively to ensure a smooth transition as senior team members age out of the workforce. Savvy and forward-thinking organizations need to ensure that the next generation of managers is ready to step into leadership positions and be successful in them.