The “Secret Handshake” of the Canadian Workplace    By: Nava Israel, PhD   Founder and President
FactsBaby boomers on their way out…               … while babies aren’t on their way inRecent generations aren’t keen abou...
Facts            War for talent or not,        immigrant professionals still         struggle to gain meaningful          ...
Facts Language, communication and soft skills are highly  culture-driven Employers report these to be one of the major  ...
Facts The “Fit factor” is a powerful decision maker in  the Canadian labour market Employers tend to hire in their own i...
Facts As international professionals, we have little  awareness of our language and cultural  competency gaps
Question: Can you share examples ofCanadian peculiarities (strange         behaviours)?
The Universe and I
Diversity Variations      Equality-Driven                 Hierarchy-Driven  “Liberté, égalité, fraternité”      “Know your...
What “Equality” think of → “Hierarchy”• Employee = problematic: doesn’t discuss or consult,  shows no initiative, a poor c...
What “Hierarchy” think of → “Equality”• Employee = problematic: disrespectful to superiors,  doesn’t know own place, argum...
“Hierarchy”          “Equality”Where is the Canadian workplace along this scale?
Diversity Variations        Individualist                        Collectivist“The sky is the limit; it is up to   “The who...
What “individualists” think of →                                        “collectivists”• Never speak of own achievements a...
What “collectivists” think of →                                        “individualists”• No modesty, behaves like a rude c...
“Individualist”         “Collectivists”Where is the Canadian workplace along this scale?
Diversity Variations       Client-Driven                 Expert-Driven“The customer is always right”   “The expert knows b...
What “client driven” think of →                                     “expert driven”• Never speak of own achievements and s...
What “expert driven” think of →                                    “client driven”• Employee = problematic: disrespectful ...
“Individualist”         “Collectivists”Where is the Canadian workplace along this scale?
Diversity VariationsConfrontation-Driven           Avoidance-Driven   “Talk to me” and         “Let sleeping dogs lie” and...
“Confrontation”          “Avoidance”Where is the Canadian workplace along this scale?
Diversity Variations   Feedback-Hungry                  Feedback-Averse“Feedback is the breakfast of   “If you don’t have ...
“Feedback”           “No feedback”Where is the Canadian workplace along this scale?
Diversity VariationsInformal                          Formal“talk 2 U later”             “Respectfully yours”
“Informal”          “Formal”Where is the Canadian workplace along this scale?
Building Your Cultural IntelligenceStep 1: See the need and recognize benefits
Building Your Cultural IntelligenceStep 2: Let go of ethno/self-centric thinking
Building Your Cultural IntelligenceStep 3: Look around, listen and learn
Building Your Cultural IntelligenceStep 4: Try new behaviours
Building Your Cultural IntelligenceStep 5: Seek guidance and feedback
One thing I would like to improve…One thing I could do to improve my…
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Conference_for_International_Engineers_Dr._Nava_Israel_SfC_Mar30_2012

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Dr. Nava Israel, Founder of Fusion Global Education, has over 20 years of entrepreneurial project development and management. She has also designed, developed and implemented academic programs, including competency-based assessments, training and bridging for international talent.

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http://www.skillsforchange.org/ite/2012/01/nava-israel-bridging-strategies.html

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  • The average number of births per woman dropped from 5 to 2.5/woman between 1960 to 2008 (based on World Bank, World Development Indicators ). Industrial world, avg. of 1.5/woman “ First world” countries aren’t producing enough scientists, engineers, systems analysts, doctors, nurses... Generation Y: “ Find something you love and pursue that passion”; usually not IT, Finance, engineering or medical professions. Higher in arts and humanities. By the next decade (and potentially prior), all new positions will be filled by international talent. The future growth of smaller businesses may depend upon recruiting highly skilled international talent for key jobs.
  • Conference_for_International_Engineers_Dr._Nava_Israel_SfC_Mar30_2012

    1. 1. The “Secret Handshake” of the Canadian Workplace By: Nava Israel, PhD Founder and President
    2. 2. FactsBaby boomers on their way out… … while babies aren’t on their way inRecent generations aren’t keen abouthigh-demand professionsGrowth will exceed current supply of existing/localtalent
    3. 3. Facts War for talent or not, immigrant professionals still struggle to gain meaningful jobs.
    4. 4. Facts Language, communication and soft skills are highly culture-driven Employers report these to be one of the major barriers to professional employment Realistic? Perceived?
    5. 5. Facts The “Fit factor” is a powerful decision maker in the Canadian labour market Employers tend to hire in their own image
    6. 6. Facts As international professionals, we have little awareness of our language and cultural competency gaps
    7. 7. Question: Can you share examples ofCanadian peculiarities (strange behaviours)?
    8. 8. The Universe and I
    9. 9. Diversity Variations Equality-Driven Hierarchy-Driven “Liberté, égalité, fraternité” “Know your place”(Liberty, equality, brotherhood)
    10. 10. What “Equality” think of → “Hierarchy”• Employee = problematic: doesn’t discuss or consult, shows no initiative, a poor critical thinker, unprofessional, unethical, unable to explain and justify recommendations• Manager = nightmare: arrogant, micromanages, ordering around, offensive, unprofessional, unethical, unable to motivate, unable to explain and justify decisions
    11. 11. What “Hierarchy” think of → “Equality”• Employee = problematic: disrespectful to superiors, doesn’t know own place, argumentative, a poor critical thinker, unprofessional, risky• Manager = nightmare: doesn’t know what needs to be done; undermines own authority; suspiciously “too nice”; wasting time explaining and justifying decisions; unprofessional, risky
    12. 12. “Hierarchy” “Equality”Where is the Canadian workplace along this scale?
    13. 13. Diversity Variations Individualist Collectivist“The sky is the limit; it is up to “The whole of the collective is me to get there and let greater than the sum of its everyone know I did it” individuals” and “There is no ‘I’ in the collective”
    14. 14. What “individualists” think of → “collectivists”• Never speak of own achievements and strengths = a very poor performer• No interest in self development = stagnant, outdated• Needs to be micromanaged, no initiative• Poor team member: either waits to be given responsibilities or oversteps boundaries• Unable to ask critical questions; poor critical thinker• Can’t excite about own ideas, can’t persuade• Either makes no attempts at building relationships or oversteps personal boundaries
    15. 15. What “collectivists” think of → “individualists”• No modesty, behaves like a rude child, showing-off• Openly admits to own shortcomings, poor critical thinker• Takes liberties with things that wasn’t asked to do; puts everyone at risks• Terrible team member; works in isolation, unhelpful to others• Takes credit without acknowledging the team• Disruptive to relationships and harmony• Tries to persuade using logic instead of relationships; won’t get anywhere
    16. 16. “Individualist” “Collectivists”Where is the Canadian workplace along this scale?
    17. 17. Diversity Variations Client-Driven Expert-Driven“The customer is always right” “The expert knows best” and “Convince me”
    18. 18. What “client driven” think of → “expert driven”• Never speak of own achievements and strengths = a very poor performer• No interest in self development = stagnant, outdated• Needs to be micromanaged, no initiative• Poor team member: either waits to be given responsibilities or oversteps boundaries• Unable to ask critical questions; poor critical thinker• Can’t excite about own ideas, can’t persuade• Either makes no attempts at building relationships or oversteps personal boundaries
    19. 19. What “expert driven” think of → “client driven”• Employee = problematic: disrespectful to superiors, doesn’t know own place, argumentative, a poor critical thinker, unprofessional, risky• Manager = nightmare: doesn’t know what needs to be done; undermines own authority; suspiciously “too nice”; wasting time explaining and justifying decisions; unprofessional, risky
    20. 20. “Individualist” “Collectivists”Where is the Canadian workplace along this scale?
    21. 21. Diversity VariationsConfrontation-Driven Avoidance-Driven “Talk to me” and “Let sleeping dogs lie” and “Better out then in” “Conflict is inevitable, but combat is unwise”
    22. 22. “Confrontation” “Avoidance”Where is the Canadian workplace along this scale?
    23. 23. Diversity Variations Feedback-Hungry Feedback-Averse“Feedback is the breakfast of “If you don’t have anything champions” nice to say, don’t say it at all”
    24. 24. “Feedback” “No feedback”Where is the Canadian workplace along this scale?
    25. 25. Diversity VariationsInformal Formal“talk 2 U later” “Respectfully yours”
    26. 26. “Informal” “Formal”Where is the Canadian workplace along this scale?
    27. 27. Building Your Cultural IntelligenceStep 1: See the need and recognize benefits
    28. 28. Building Your Cultural IntelligenceStep 2: Let go of ethno/self-centric thinking
    29. 29. Building Your Cultural IntelligenceStep 3: Look around, listen and learn
    30. 30. Building Your Cultural IntelligenceStep 4: Try new behaviours
    31. 31. Building Your Cultural IntelligenceStep 5: Seek guidance and feedback
    32. 32. One thing I would like to improve…One thing I could do to improve my…

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