Above the Horizon Wellness with Cheryl

◇ 𝗪𝗛𝗔𝗧 𝗦𝗔𝗙𝗘𝗧𝗬 𝗟𝗢𝗢𝗞𝗦 𝗟𝗜𝗞𝗘 𝗕𝗘𝗬𝗢𝗡𝗗 𝗧𝗛𝗘 𝗦𝗜𝗧𝗘
These moments are exactly why this book was created.
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◇ 𝗧𝗛𝗘𝗦𝗘 𝗔𝗥𝗘 𝗧𝗛𝗘 𝗖𝗛𝗜𝗟𝗗𝗥𝗘𝗡 𝗢𝗙 𝗔 𝗦𝗔𝗙𝗘𝗧𝗬 𝗣𝗥𝗢𝗙𝗘𝗦𝗦𝗜𝗢𝗡𝗔𝗟
Connecting to the world their parent works in every day… in a way they can understand

I have to say… seeing their smiling faces like this genuinely makes me happy
There’s something about it that just stops you for a moment

◇ 𝗪𝗛𝗘𝗡 𝗬𝗢𝗨 𝗟𝗢𝗢𝗞 𝗔𝗧 𝗧𝗛𝗘𝗠… 𝗪𝗛𝗔𝗧 𝗦𝗧𝗔𝗡𝗗𝗦 𝗢𝗨𝗧 𝗧𝗢 𝗬𝗢𝗨?

They may not know the policies or the procedures
But they know pride
They know connection
And they know their parent is part of something important
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◇ 𝗧𝗛𝗜𝗦 𝗜𝗦 𝗪𝗛𝗘𝗥𝗘 𝗜𝗧 𝗖𝗛𝗔𝗡𝗚𝗘𝗦
In mining and the trades, we talk a lot about safety on site
But what about at home?

▪ Helping kids understand what their parent does
▪ Creating connection, not confusion
▪ Building pride in the work and the people behind it
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◇ 𝗖𝗢𝗨𝗥𝗔𝗚𝗘𝗢𝗨𝗦 𝗦𝗔𝗙𝗘𝗧𝗬 𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣
This is where it really shows up

It’s not just how we lead on shift
It’s how we show up at home

And that takes something more
Courageous self care
Being present
Letting our families into the “why” behind what we do
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◇ 𝗧𝗛𝗜𝗦 𝗕𝗢𝗢𝗞 𝗪𝗔𝗦 𝗖𝗥𝗘𝗔𝗧𝗘𝗗 𝗙𝗢𝗥 𝗧𝗛𝗔𝗧
“Mining Families, Stronger Together”

To bring safety, family, and conversation together
In a simple, meaningful way

Because when families understand the work… everything changes
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◇ 𝗕𝗥𝗜𝗡𝗚 𝗜𝗧 𝗛𝗢𝗠𝗘
If you’re part of the mining industry or curious about it
this belongs in your home

📘 English version: https://a.co/d/0b0X1ZBs

📘 French version: https://a.co/d/0brMoN6V

Take a look and start the conversation at home
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◇ 𝗖𝗢𝗨𝗥𝗔𝗚𝗘𝗢𝗨𝗦 𝗦𝗔𝗙𝗘𝗧𝗬 𝗟𝗘𝗔𝗗𝗘𝗥𝗦
► May we BE one
► May we RAISE them
► May we COACH and MENTOR them

Look after #1
Who’s that?
YOU.

◇ 𝗧𝗛𝗘 𝗞𝗡𝗢𝗪𝗟𝗘𝗗𝗚𝗘 𝗚𝗔𝗣 𝗜𝗡 𝗠𝗜𝗡𝗜𝗡𝗚
𝗪𝗵𝗮𝘁 𝗜’𝗺 𝘀𝗲𝗲𝗶𝗻𝗴 𝗮𝗰𝗿𝗼𝘀𝘀 𝘁𝗵𝗲 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆
Across Canada’s mining industry, we are facing a quiet but very serious shift.
Through my work and collaboration with organizations such as the Centre of Training Excellence in Mining - CTEM and the Mining Industry Human Resources Council (MiHR), I’ve been seeing this more clearly than ever.
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◇ 𝗘𝗫𝗣𝗘𝗥𝗜𝗘𝗡𝗖𝗘 𝗜𝗦 𝗟𝗘𝗔𝗩𝗜𝗡𝗚 𝗧𝗛𝗘 𝗜𝗡𝗗𝗨𝗦𝗧𝗥𝗬
Many of our most experienced workers are retiring or moving on.
These are the people who carried decades of knowledge in their heads.
▪They knew how to read the ground.
▪They could anticipate problems before they happened.
▪They guided younger workers through the real-life realities of the job.
That kind of experience is incredibly valuable and it cannot be replaced overnight.
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◇ 𝗔𝗪𝗔𝗥𝗘𝗡𝗘𝗦𝗦 𝗔𝗡𝗗 𝗘𝗫𝗣𝗢𝗦𝗨𝗥𝗘 𝗠𝗔𝗧𝗧𝗘𝗥
At the same time, many younger workers have had very little exposure to mining or understanding of the opportunities our industry offers.
While some are entering the field, there are far fewer experienced mentors available to guide them than there were in previous generations.
This is not a criticism of the next generation.
It is simply a reminder that knowledge transfer does not happen automatically.
Experience must be shared.
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◇ 𝗜𝗡𝗩𝗘𝗦𝗧𝗜𝗡𝗚 𝗜𝗡 𝗣𝗘𝗢𝗣𝗟𝗘 𝗪𝗛𝗢 𝗣𝗔𝗦𝗦 𝗞𝗡𝗢𝗪𝗟𝗘𝗗𝗚𝗘 𝗙𝗢𝗥𝗪𝗔𝗥𝗗
If we want a strong and safe future for mining, we need to invest in the people who pass knowledge forward.
That means supporting
▪skilled trainers
▪experienced mentors
▪leadership coaching
▪structured learning and development
Safety and productivity in mining have always been built on people teaching people.
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◇ 𝗧𝗛𝗘 𝗖𝗢𝗡𝗩𝗘𝗥𝗦𝗔𝗧𝗜𝗢𝗡 𝗪𝗘 𝗡𝗘𝗘𝗗 𝗧𝗢 𝗛𝗔𝗩𝗘
Are we investing enough in those who train, mentor, and guide the next generation?
This issue was also recently highlighted in a Vancouver Sun article discussing the growing workforce challenge facing the mining sector.
I’m curious to hear from others across the industry.
What are you seeing at your sites?
If this resonates with you, join the conversation or share your perspective. These discussions matter for the future of our industry.

◇ 𝗧𝗛𝗘 𝗞𝗡𝗢𝗪𝗟𝗘𝗗𝗚𝗘 𝗚𝗔𝗣 𝗜𝗡 𝗠𝗜𝗡𝗜𝗡𝗚

𝗪𝗵𝗮𝘁 𝗜’𝗺 𝘀𝗲𝗲𝗶𝗻𝗴 𝗮𝗰𝗿𝗼𝘀𝘀 𝘁𝗵𝗲 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆

Across Canada’s mining industry, we are facing a quiet but very serious shift.

Through my work and collaboration with organizations such as the Centre of Training Excellence in Mining - CTEM and the Mining Industry Human Resources Council (MiHR), I’ve been seeing this more clearly than ever.

────────────

◇ 𝗘𝗫𝗣𝗘𝗥𝗜𝗘𝗡𝗖𝗘 𝗜𝗦 𝗟𝗘𝗔𝗩𝗜𝗡𝗚 𝗧𝗛𝗘 𝗜𝗡𝗗𝗨𝗦𝗧𝗥𝗬

Many of our most experienced workers are retiring or moving on.

These are the people who carried decades of knowledge in their heads.

▪They knew how to read the ground.

▪They could anticipate problems before they happened.

▪They guided younger workers through the real-life realities of the job.

That kind of experience is incredibly valuable and it cannot be replaced overnight.

────────────

◇ 𝗔𝗪𝗔𝗥𝗘𝗡𝗘𝗦𝗦 𝗔𝗡𝗗 𝗘𝗫𝗣𝗢𝗦𝗨𝗥𝗘 𝗠𝗔𝗧𝗧𝗘𝗥

At the same time, many younger workers have had very little exposure to mining or understanding of the opportunities our industry offers.

While some are entering the field, there are far fewer experienced mentors available to guide them than there were in previous generations.

This is not a criticism of the next generation.

It is simply a reminder that knowledge transfer does not happen automatically.

Experience must be shared.

────────────

◇ 𝗜𝗡𝗩𝗘𝗦𝗧𝗜𝗡𝗚 𝗜𝗡 𝗣𝗘𝗢𝗣𝗟𝗘 𝗪𝗛𝗢 𝗣𝗔𝗦𝗦 𝗞𝗡𝗢𝗪𝗟𝗘𝗗𝗚𝗘 𝗙𝗢𝗥𝗪𝗔𝗥𝗗

If we want a strong and safe future for mining, we need to invest in the people who pass knowledge forward.

That means supporting

▪skilled trainers

▪experienced mentors

▪leadership coaching

▪structured learning and development

Safety and productivity in mining have always been built on people teaching people.

────────────

◇ 𝗧𝗛𝗘 𝗖𝗢𝗡𝗩𝗘𝗥𝗦𝗔𝗧𝗜𝗢𝗡 𝗪𝗘 𝗡𝗘𝗘𝗗 𝗧𝗢 𝗛𝗔𝗩𝗘

Are we investing enough in those who train, mentor, and guide the next generation?

A recent article highlights the growing workforce challenge facing the mining sector.

🔗 https://vancouversun.com/business/bc-mining-sector-recruiting-workers

I’m curious to hear from others across the industry.

What are you seeing at your sites?

If this resonates with you, join the conversation or share your perspective. These discussions matter for the future of our industry.

Good teams are not built on assumptions.
They are built on conversations.

Strong communication means:

• asking questions
• listening carefully
• clarifying expectations
• being willing to speak up

But good leadership also takes something more.

Empathy.
Compassion.
And heart.

Over my years working in the mining industry, I have been fortunate to work with a few leaders who truly understood that.

Leaders who listened.
Leaders who cared about their crews.
Leaders who understood that people come first.

One of those leaders for me was Mel Mathews.

The kind of leader who made an impact not just on the job, but on the people around him.

Who is a leader that made a real difference in your career?

Today is International Women’s Day.

Thank you to the women who show up every day, often balancing careers, families, and communities while continuing to push forward.

In industries like mining, we know the path hasn’t always been easy, but women continue to prove their strength, skill, and leadership every single day.

To the women breaking ground, supporting others, and making workplaces stronger…
thank you.

First I thought the idea of staying on Daylight Saving Time sounded like a good plan.

But the more I think about it, the more questions I have.

If British Columbia stays on Daylight Saving Time year-round while other provinces keep changing their clocks, we could end up with even more confusion across the country.

In the fall, BC could be three hours behind the Eastern Time Zone instead of the usual difference we are used to.

Flights, national meetings, broadcasts, and business across Canada all rely on time being predictable.

Personally, I’m starting to think this is something that should be decided country-wide.

Either Canada stays on one time all year…
or we all keep changing the clocks together.

Doing it province by province feels like it will just create more complexity.

Maybe I’m missing something, but as a Gen-Xer raised on “keep things simple,” I’m curious what others think.

Should Canada pick one time system and stick with it?

Curious to hear your perspective.