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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

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Elizabeth Rush, Mphil (Cantab), BA (Hons)Associate Member, Translator (Fr, Eng, Span)Society of Translators and Interpreters of British ColumbiaContact: rush.elizabeth@gmail.com

SPEAKER

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WHAT WILL WE TALK ABOUT?

Q: How do you thrive in a Canadian company?

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A: By developing fluency in its language…

THE OFFICIAL ANSWER

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

THE UNOFFICIAL ANSWER

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RECOGNIZE VALUE BROADCASTING

Relationships with colleagues 1: When things go right

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

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Relationships with colleagues II: When things go wrong

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

RECOGNIZE VALUE BROADCASTING

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RECOGNIZE VALUE BROADCASTING

Relationships with clients or customers:

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

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

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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

RECOGNIZE VALUE BROADCASTING

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-“Do you have any examples of this?”

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“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

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RECOGNITIONRESPECT

RECEPTIVITY

CORE VALUES: THE R-RATED ZIP FILE

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But there are also…

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Unofficial values, unspoken organizational behaviours, and invisible

organizational structures.

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NO ONE WANTS TO OFFEND ANYONE.

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

THE TRUTH BEHIND THE STEREOTYPE

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• 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

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• 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

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

GET SAVVY

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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

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NETWORKING 1.0

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NETWORKING 2.0?

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NETWORKING 2.0

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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.

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IMPROVEMENT 1.0

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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

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WE WANT TO SEE YOU THRIVE!

TO CONCLUDE

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Thank you for listening!

Questions are welcome

THE END