connectworking june 2016 - how do you thrive in a canadian company

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BC Talents from Francewww.bctalents.ca

www.bctalents.ca

ConnectWorking June 7, 2016How to Thrive in a Canadian Company

6:30 to 8:30pm

www.bctalents.caDiapo2 June 7, 2016

Elizabeth Rush, Mphil (Cantab), BA (Hons)Associate Member, Translator (Fr, Eng, Span)Society of Translators and Interpreters of British ColumbiaContact: [email protected]

SPEAKER

mailto:[email protected]


WHAT WILL WE TALK ABOUT?

Q: How do you thrive in a Canadian company?


A: By developing fluency in its language…

THE OFFICIAL ANSWER


(…and understanding how to cope with what is left unsaid.)

THE UNOFFICIAL ANSWER


RECOGNIZE VALUE BROADCASTING

Relationships with colleagues 1: When things go right

• Constructive, Collaborative, Appreciative, Affirming, Encouraging, Motivating, Responsive


Relationships with colleagues II: When things go wrong

• Dialogue, Conflict Resolution, Mediation Attunement, Understanding, Transformation, Mindfulness, Tact




Relationships with clients or customers:

• ‘User-friendly’, ‘one-on-one’, customized, personalized, individualized, tailored, accessible

• ‘Culture of service excellence’, ‘Memorable interactions’


The model of personhood embraced by Canadian corporations is dynamic:

• Reflective practices, inquiry-based learning, immersive training, process-driven assessment,

• Continuing education, development, growth

• Balance, Sustainability, Emotional Management



-“Do you have any examples of this?”


“What is your greatest weakness?”

“What do you hope to learn from working for our company?”

“What is your greatest strength?”

“Tell us about a time when you demonstrated leadership in a crisis.”

BEHAVIOURAL–BASED INTERVIEWING


RECOGNITIONRESPECT

RECEPTIVITY

CORE VALUES: THE R-RATED ZIP FILE


But there are also…


Unofficial values, unspoken organizational behaviours, and invisible

organizational structures.


NO ONE WANTS TO OFFEND ANYONE.

For Canadians, the prospect of offending people at work looks like this:

THE TRUTH BEHIND THE STEREOTYPE


• Management can be conflict-avoidant

• Direct instructions and criticism tend to be rare

• Information about the state of a project can be vague

• Colleagues can be hard to read

ORGANIZATIONAL BEHAVIOURS


• Training is (hyper)specialized

• Team members work in silos

• Different understandings of products and processes co-exist (or compete) in the same organization

ORGANIZATIONAL STRUCTURES


Use this knowledge to your advantage! BC needs your talents (from France)

GET SAVVY


Thriving: A play in three acts

1. Network until you are hired2. When you are hired, celebrate your

achievement3. Reflect, inquire, respond, improve: what

do after you are hired


NETWORKING 1.0


NETWORKING 2.0?


NETWORKING 2.0


NETWORKING MEANS: DEMONSTRATING, RECOGNITION, RESPECT, AND RECEPTIVITY

• Recognize and valorize the other’s interests, specializations, and personal story.

• Create a bridge between their story and your own. (Compliments help.)

• Through your story, allow the other to recognize your difference, appreciate what you can contribute, and take an interest in how you can grow.


IMPROVEMENT 1.0


THE (WORK) WORLD IS YOUR OYSTER:

• Ascertain the frequency and format of feedback at your company (weekly meetings, monthly reports, continuous assessment via email).

• Explain what kinds of feedback help you improve how they help you improve, and why this improvement matters for your professional development.

• Respect Canadian boundaries: do not give unsolicited feedback to others.

• Show gratitude, and flaunt your growth!

IMPROVEMENT 2.0


WE WANT TO SEE YOU THRIVE!

TO CONCLUDE


Thank you for listening!

Questions are welcome

THE END

connectworking june 2016 - how do you thrive in a canadian company

Presentations & Public Speaking