CONNECTWorking June 2016 - How do you thrive in a canadian company
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Transcript of CONNECTWorking June 2016 - How do you thrive in a canadian company
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[email protected]://ow.ly/QrpxK
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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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
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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