This June event will be about How to integrate well into a company? Our practitioner Elisabeth Rush, certified translator and Canadian coach, worked in France and Canada. It will guide you by giving you the tips to properly integrate into business here and the missteps to avoid!

1. welcome@bctalents.ca
http://ow.ly/QrpxK
BC Talents from France
www.bctalents.ca
www.bctalents.ca
ConnectWorking June 7, 2016
How to Thrive in a Canadian Company
6:30 to 8:30pm

2. 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 Columbia
Contact: rush.elizabeth@gmail.com
SPEAKER

3. www.bctalents.caDiapo3 June 7, 2016
WHAT WILL WE TALK ABOUT?
Q: How do you thrive in a Canadian
company?

4. www.bctalents.caDiapo4 June 7, 2016
A: By developing fluency in its language…
THE OFFICIAL ANSWER

5. www.bctalents.caDiapo5 June 7, 2016
(…and understanding how to cope with
what is left unsaid.)
THE UNOFFICIAL ANSWER

6. www.bctalents.caDiapo6 June 7, 2016
RECOGNIZE VALUE BROADCASTING
Relationships with colleagues 1:
When things go right
• Constructive, Collaborative, Appreciative,
Affirming, Encouraging, Motivating, Responsive

7. www.bctalents.caDiapo7 June 7, 2016
Relationships with colleagues II:
When things go wrong
• Dialogue, Conflict Resolution, Mediation
Attunement, Understanding, Transformation,
Mindfulness, Tact
RECOGNIZE VALUE BROADCASTING

8. www.bctalents.caDiapo8 June 7, 2016
RECOGNIZE VALUE BROADCASTING
Relationships with clients or customers:
• ‘User-friendly’, ‘one-on-one’, customized,
personalized, individualized, tailored, accessible
• ‘Culture of service excellence’, ‘Memorable
interactions’

9. www.bctalents.caDiapo9 June 7, 2016
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

10. www.bctalents.caDiapo10 June 7, 2016
-“Do you have any examples of this?”

11. www.bctalents.caDiapo11 June 7, 2016
“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

12. www.bctalents.caDiapo12 June 7, 2016
RECOGNITION
RESPECT
RECEPTIVITY
CORE VALUES: THE R-RATED ZIP FILE

13. www.bctalents.caDiapo13 June 7, 2016
But there are also…

14. www.bctalents.caDiapo14 June 7, 2016
Unofficial values, unspoken organizational
behaviours, and invisible organizational
structures.

15. www.bctalents.caDiapo15 June 7, 2016
NO ONE WANTS TO OFFEND ANYONE.
For Canadians, the prospect of offending people at
work looks like this:
THE TRUTH BEHIND THE STEREOTYPE

16. www.bctalents.caDiapo16 June 7, 2016

17. www.bctalents.caDiapo17 June 7, 2016
• 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

18. www.bctalents.caDiapo18 June 7, 2016
• 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

19. www.bctalents.caDiapo19 June 7, 2016
Use this knowledge to your advantage! BC needs
your talents (from France)
GET SAVVY

20. www.bctalents.caDiapo20 June 7, 2016
Thriving: A play in three acts
1. Network until you are hired
2. When you are hired, celebrate your
achievement
3. Reflect, inquire, respond, improve: what do
after you are hired

21. www.bctalents.caDiapo21 June 7, 2016
NETWORKING 1.0

22. www.bctalents.caDiapo22 June 7, 2016
NETWORKING 2.0?

23. www.bctalents.caDiapo23 June 7, 2016
NETWORKING 2.0

24. www.bctalents.caDiapo24 June 7, 2016
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.

25. www.bctalents.caDiapo25 June 7, 2016
IMPROVEMENT 1.0

26. www.bctalents.caDiapo26 June 7, 2016
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

27. www.bctalents.caDiapo27 June 7, 2016
WE WANT TO SEE YOU THRIVE!
TO CONCLUDE

28. www.bctalents.caDiapo28 June 7, 2016
Thank you for listening!
Questions are welcome
THE END