Improving Council Productivity

A Path to Better Leadership and Lower Taxes

A New Approach to Old Problems

For over a decade, Owen Sound residents have faced rising municipal taxes and ballooning city expenses. Yet despite mounting concerns, the structure of our city’s leadership has remained unchanged. In 2021, a committee struck by Council examined the idea of reducing the number of councillors. Despite a thoughtful report and debate, the result was status quo. A motion by Councillor Koepke to consult the public on reducing council size failed. Councillor Dodd, who chaired the committee, expressed concern that fewer council seats would make it harder for newcomers to get elected. Others feared the loss of representation and a reduction in community voices.

But perhaps it’s time to revisit this decision—not just as a cost-saving measure, but as a way to improve how our city is governed.

Do We Have Too Many Leaders?

The idea of reducing council size may seem counterintuitive in a democratic society. However, there's growing evidence suggesting that too many leaders in a room can hinder decision-making. In Psychology Today, the article "Too Many Leaders Spoil the Group" highlights a critical organizational truth: groups composed entirely of high-achieving individuals often struggle to collaborate effectively. When everyone sees themselves as a leader, consensus becomes elusive, and productivity suffers.

Municipal councils are no exception. Those who run for public office are typically driven, community-oriented individuals. But in a small city like Owen Sound, having nine decision-makers may not be the most efficient way to govern a $63 million corporation. Leadership dysfunction can manifest as endless debate, delayed decisions, and a lack of accountability.

Worse still, while council meetings drag on, municipal expenses rise unchecked. This city has reached a point where rising costs are outpacing residents’ ability to pay. That demands a bold rethinking of how we govern. If we reduce the number on council from nine to five and fill the Deputy Mayor position with a councillor on a rotational basis productively will greatly increase. This would give us four councilors who would each fill the role of Deputy Mayor for one year each.

Focusing on Talent, Not Numbers

The strongest argument for reducing the size of council from nine (9) to five (5) lies in our need to attract top-tier leadership. We need councillors who bring diverse but essential strengths—business acumen, lived experience, problem-solving ability, and a real connection to the people they serve.

Currently, many of our most capable community members simply cannot afford to serve. Before the last election, I spoke with nearly 50 potential candidates. A recurring theme emerged: “I’d love to serve, but I can’t afford it.” Serving on council today often requires sacrificing income, which excludes those running small businesses or working multiple jobs.

Let’s be honest: public service should not be a luxury only the well-off can afford.

A Better System: Fewer Councillors, Higher Standards

Here’s the solution: reduce the size of council from nine to five—four councillors and a mayor—and increase council remuneration to attract stronger candidates from across all income levels. Introduce performance-based bonuses tied to clear, measurable objectives set through public consultation. Every year, these performance goals would be reviewed and updated in an open public meeting, ensuring that council priorities reflect the community's evolving needs.

Each councillor would rotate into the role of Deputy Mayor for one year, giving all members the opportunity to lead while preserving shared responsibility. This leaner structure would encourage accountability, efficiency, and responsiveness.

Importantly, the increased compensation could be fully funded by the savings from reducing the number of council members. This means better governance, without additional cost to taxpayers. The math works—and the potential benefits are considerable.

Opening the Door to All Residents

Today, a large portion of Owen Sound residents—particularly those earning below the median household after-tax income of $57,600—are effectively shut out of civic leadership. These are the residents working multiple jobs, raising families, and struggling to keep up with rising costs. They are underrepresented on council, not by choice, but by necessity.

By increasing council pay, we can begin to break down these financial barriers. We can make council accessible to a broader cross-section of residents and ensure that the voices of everyday people—workers, renters, caregivers—are heard at the decision-making table.

It’s not just about inclusivity. It’s about effectiveness. Leaders like Carol Merton and Jon Farmer have shown how passion for social equity can guide better policy. Leaders like Scott Greig and Melanie Middlebro demonstrate what business experience can bring to the table—an ability to prioritize, streamline, and get results. These are the types of leaders we need more of.

Looking to the Past, Planning for the Future

Owen Sound once had a councillor, Mr. Agnew, who played a pivotal role in attracting high-paying industries like CPI (later PPG) and Good Year. We need another Mr. Agnew—a visionary focused on results and economic growth.

If we want to bring such people into public service again, we must stop asking them to sacrifice their livelihoods to do so. We must build a system that attracts—not repels—high-calibre leadership.

The old way isn’t working. Tax increases, shrinking affordability, and a lack of vision are symptoms of a deeper problem: our governance model is outdated. As the saying goes, “Insanity is doing the same thing over and over again and expecting a different result.”

Conclusion: Time for a Smarter Council

It’s time to modernize council—not just to save money, but to improve the quality of leadership in Owen Sound. Let’s reduce the number of councillors, increase their compensation, and tie pay to performance. Let’s focus on quality, not quantity. Let’s build a system that rewards results, values inclusion, and empowers strong leadership.

By doing this, we can reverse the trend of rising costs and stagnant progress. We can build a lean, focused, and responsive city council that delivers real results for the people of Owen Sound.