Catherine Harder was hired by Kirstin Evenden to be VP Fund Development with the full knowledge that Catherine had NO direct fund development ask experience in her portfolio and in a role that paid over 6 figures plus bonus and a organization who relied on fund development for their survival. Prior to this hire, Kirstin had appointed a former radio producer who was unsuccessful and left after a year in this position, again with no direct fund development ask experience. Both individuals were good hires? Of course revenues went up 30 percent from one year to the next, but 30% of nothing is still nothing and explains why they have a $1.67 million deficit despite gloating that fundraising revenues increased over 30%. As for the HR manager lasting only a year and half, she alienated staff in her short time there as her only allegiance was with Kirstin, overly trying hard to impress. The HR Manager was closely involved on the most recent union negotiations and gave away increases and additional benefits to staff, and only a couple of months layer issued layoffs to the same union staff with full knowledge of the pending layoffs. Summing it up, no loss on the two senior staff resignation. Time to closely review all senior management positions and the value they bring to the table at the Glenbow. Oh right, the 2008-10 economic recession is to blame. I believe that is the reason the Glenbow is why they still have not recovered.

Finally - a step in the right direction, no loss to the organization with these two resignations. No more creative accounting, no more flakey "friendraising" schemes, or fudge-it budgets. Time to get real, clean house, and get some revenue-generating programming that appeals to the public. The fairy tale is over, Jack. Leadership laid an egg, but it wasn't golden.