Ask the Expert: Unlocking Potential: From Underperformer to Asset

Ask the Expert: Unlocking Potential: From Underperformer to Asset - http://www.hireimmigrants.ca

October 23, 2013

In the article, Unlocking Potential: From Underperformer to Asset, we examined a dilemma that many employers face. You hire an internationally educated professional who has the right skills, degree, and workplace experience, but who under performs without explanation.  This is where Business Edge, a bridging program at the University of Toronto’s Rotman School of Management, enables and empowers skilled immigrants to move back into jobs where they can fully utilize their skills, education and professional experience.  Read the article.

There are also other strategies that employers can implement to assist their immigrant talent in performing better. In this series we are posing questions to HR experts to provide insight into getting the most out of diverse talent.

Assume Sarah’s employer recognized cultural barriers were linked to certain performance issues. What interventions could her employer have made once the poor performance was perceived? 

By Sabina Michael, Program Manager, Business Edge 

The first step in a situation like Sarah’s is for the manager to provide timely feedback. Too often internationally educated employees such as Sarah receive their first form of real feedback’ in the form of a termination notice. This is too late; and it represents a situation where everyone loses.

Delivering feedback, however, is not a ‘one size fits all’ situation. Managers who work with internationally-educated professionals (IEPs) need to recognize that different cultures understand and perceive feedback very differently.

In Canada, professional settings are often characterized by indirect communication. Thus, if a manager is delivering feedback to an employee from an indirect culture, they might deliver it in a method fairly similar to how they would for a Canadian-born employee.

If, on the other hand, the IEP comes from a culture where the communication is very direct, the employee may struggle with indirect feedback. They may find the ‘feedback sandwich’ difficult to decode, and therefore miss the point completely. A manager should strive to give direct feedback in order to clearly convey the message. Focus on the content of message, rather than on non-verbal cues such as body language, intonation and register in speech.

Further, it is critical to set clear goals and concrete deliverables. Employees are then able to understand and focus on the key deliverables. Managers should allow for frequent check-in meetings to provide employees with the opportunity to clarify questions and review performance. Additional support from a mentor, coach or ‘cultural buddy’ would also be of great help.

The manager and IEP alike should keep the following in mind. Each should strive to increase their understanding of the other person’s perspective before jumping to conclusions. And each should address cultural issues in an open, honest way before they become insurmountable. Sarah’s case is one where everyone loses. Described here is a situation where everyone comes out ahead.

More Resources

Video – Integrating Talent Video– Reward and RecognitionCultural differences can influence the effectiveness of performance feedback in a diverse workplace. The effects of these differences are highlighted in the fourth installment of Integrating Talent, a training video created by TRIEC that follows the fictional experiences of the skilled immigrant Tarek and his employer MetroCan Technologies.

Roadmap – Manage PerformanceIn this section of the Roadmap learn how to set goals, outline expectations and provide regular feedback to help skilled immigrant employees perform effectively.

E-learning course – Performance ManagementThis course examines the role of cultural norms in performance management and leadership.

Remove “Canadian experience” barrier

Remove "Canadian experience" barrier : Ontario Human Rights Commission

The Ontario Human Rights Commission's (OHRC) new Policy on removing the "Canadian experience" barrier was launched recently by Chief Commissioner Barbara Hall in partnership with KPMG.

"Ontario attracts highly-skilled immigrants from all over the world," commented Hall, "but if they have to meet a requirement for Canadian experience, they are in a very difficult position - they can't get a job without Canadian experience and they can't get experience without a job. In most cases, that is discrimination under Ontario's Human Rights Code."

Read more here.

No Canadian experience, no job. No job, no Canadian experience.

What is Canadian Experience?

The odd interview question is an obstacle that thousands of immigrants and newcomers face each year. What employers mean>>>

5 Phrases that will get you fired by Robert Pagliarini

There are a handful of phrases I hear often that make me cringe. We're all told that we should never judge a book by its cover, but when I hear seemingly smart and successful people say these things, I can't help but think they need serious help. In a (unscientific) poll I conducted, it turns out I'm not alone. Nearly everyone admitted to reacting negatively to these job-killer phrases:


1. "There's nothing I can do." Really? You've exhausted every possible solution? This is similar to when my six-year-old says that she's looked everywhere for her shoes. When you say that there is nothing you can do, we learn two things about you: We know that you are a liar and that you are lazy. These are two qualities that are not going to help you get a raise or even keep your job. We know you are lying because there is always something you can do. And in the remote chance that there really isn't anything you can do, at least tell us everything you've done already, what you intend to do or who you are going to for help. Otherwise, we will assume you are lazy. Nobody with a spine has ever uttered these words. By using this phrase, it shows that you are weak, that you give up easily and that you lack all creativity and effectiveness. You don't get paid to be ineffective or lazy, so stop using this horrible phrase.


Read more here.

News You Can Use - Self-Study Guide for Skilled Immigrants

Finding Talent is a training video developed by TRIEC.  It uses a storytelling approach to present the business case for hiring skilled immigrants and to demonstrate techniques which will allow companies to leverage the talents of skilled immigrants.

The Finding Talent video and self-study guide will provide you with valuable information on 

finding a job.

You will benefit from this video most if you:
- watch the whole video from beginning to end first 
- replay segments that are most interesting to you 
- talk about the video with a friend or family member
- do at least some of the optional activities included in this guide
- consult the resources to further your learning 
- seek employment-support services as you need them 
- are open to seeing things from a different point of view



Use this self-study guide to learn about the topics covered in the video. It provides an 
overview of each video scene, identifies key learning objectives, and offers optional activities for 
you to reinforce your learning.

• self-study guide for skilled immigrants who are employed or looking for work

News You Can Use - What You Need to Know About Harassment in Ontario

What You Need to Know About Harassment in Ontario
By: Renée Cormier

June 15, 2010 marked the official start date for employers to have complied with Bill 168 amendments to the Ontario Occupational Health and Safety Act.

The changes to the legislation require employers to have policies in place to protect employees from workplace violence and harassment.

While most companies have little trouble with workplace violence among staff, harassment between employees remains mostly unnoticed.

Canada Safety Council refers to workplace harassment as psychological violence and has received reports of workplace bullying leading victims to commit suicide.

Ontario’s new legislation defines workplace harassment as, “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” It also defines forms of harassment such as “bullying, intimidating or offensive jokes or innuendos, displaying or circulating offensive pictures or materials, or offensive or intimidat-ing phone calls”.

According to British website www.bullyonline.org, 68% of managers are bullies. Can-ada Safety Council reports that 72% of bullies are bosses and are equally male or female. American studies report that 1 in 5 employees are bullied at work. In light of these statistics, we can assume that bullying or psychological violence is preva-lent and even tolerated in Canadian workplaces. Ontario employers should know that while Bill 168 does not directly address manager/employee relations with respect to workplace harassment, it does leave the door open for judges to award compensation to em-ployees who have been bullied by managers and co workers.

Canadian judges have been taking a dim view of employers that turn a blind eye to bullying in the workplace and organizations of all sizes have had to pay compensation to employees who com-plained of being bullied at work. Organizations such as the Toronto Transit Commission, Honda Canada, RCMP, Subway and Sobeys have all had to pay compensation to former employees due to complaints of bullying at work. These are just a few employers who have been penalized and the message judges are sending should not be ignored. Bullies are a liability to your business and any company that does not take steps to prevent workplace harassment of all kinds is asking for trouble.

Renée Cormier is a specialist in the area of Employee and Customer Engagement. She has been a training and development professional since 1997 and has driven results for many companies throughout her career. Most recently she has published a book called, Engaged for Growth which is currently being distributed throughout Canada, the United States, and UK. Through her company, Powerhouse Conferences, Renée offers an array of corporate education services including Leadership development, Customer Service, AntiHarassment training, Communication skills and ESL classes.

Her passion for business and bringing out the best in people allows her to achieve favorable results for her clients. Renée’s learning sessions are lively, engaging and guaranteed to produce results!



PowerHouse Conferences
Phone: 905-593-2778
E-mail: renee@powerconferences.ca
http://reneecormier.wordpress.com/

News You Can Use - A path to acceptance for immigrant professionals

“Obviously I want to find something more permanent that uses my skills,” he says, such as a job as project co-ordinator or sales or technology manager. But to do that he’s realized he has to reinvent himself for the realities of the Canadian workplace. - THE GLOBE AND MAIL


Read the article here.

The Third Quality: They are Proud of Their Differences

They understand the power of perspective.
They call themselves out.
They relish their diversity.
They demonstrate their innovation and creativity.
They see things from an alter-nate point of view.

This quality is a critical one! Don't minimize your qualifications. Your advantage is your perspective! Bring these different points of view to your advantage. Now, please take your time and go through these next five steps. Be clear and specific.

1. Do you truly understand the challenges facing Canadian Employers?
• Read the post News You Can Use - Immigration becoming increasingly important for more info on HR realities in the Canadian workplace 
2. How are you using the power of your differences?
• Demonstrate the value that you bring.
3. How are you turning your differences into competitive advantages?
• How are you going to position yourself? 
4. How are you demonstrating your innovation and creativity?
• Realize how you can bring value.
5. How are you helping others see things from a different point of view?
• Did you think about that before?

“To understand a country, you need to be a part of it, think of its culture, think of the opportunities and challenges it will present, and also think of your contribution, because you too can help by building a ‘better you’ through your immigration process.” ~ Excerpted from Immigrant Women’s Health Promotion Project – A Guide to Prospective New Immigrants to Canada

2010 FIFA World Cup & the ‘No Canadian Experience’ Myth

Hope you are enjoying the last games in the FIFA World Cup as much as I do. This championship it was so unexpected of the direct games results as well as the aftermath... I came across this below article, which I found very creative and thoughtful through the interesting association made between IEPs and  the 2010 World Cup Soccer phenomenon happening in South Africa.

Daisy Wright is known for the passion she has for Internationally-Educated Professionals who face numerous challenges in getting that proverbial foot-in-the-door job opportunity, and that passion led to the birth of her book  No Canadian Experience, eh?


In this article, Daisy puts the spotlight on the challenges IEPs face when they begin their job search, after arriving here with great expectations. Read the entire post at Career Musings

"Success is no accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do." ~ Pele

News You Can Use - Immigration becoming increasingly important

  These materials will give you a piece of the "Canadian flavour" about the current trends in the Canadian society towards more effective HR practices. I hope that will also help you be better prepared for your journey as an IEP in Canada. I encourage you to check them out.


ALLIES (Assisting Local Leaders with Immigrant Employment Strategies) is a project jointly funded by Maytree and The J.W. McConnell Family Foundation. ALLIES provides funding, information, networks and technical expertise to Canadian cities so that they can successfully adapt and implement local ideas for skilled immigrants to find suitable employment.


Resources from the 2010 ALLIES Learning Exchange: Putting Ideas into Action are now available on the 2010 Learning Exchange presentation page. These include a summary report of the proceedings, audio files and slide presentations from the main plenary sessions and workshops along with a photo gallery. 


Are you really prepared to come to Canada? I would like to suggest you to review these materials by clicking the above link. You can  find out what are the greatest difficulties faced by immigrants, and... prepare! It's not a surprise that language and literacy are playing a major role in adapting to the Canadian workplace. And, most important... it is strongly correlated with your future personal income.

* For more info: Don Drummond – Changing Face of the Canadian Workplace

I thought you might find interesting to watch this video "Finding Talent" from the cultural competence "recruiting" series, a  dramatic television style video, where we come face to face with the challenges faced by an immigrant job seeker on the one hand, and those faced by a medium sized employer. 

As well, Maximizing Skilled Immigrant Talent video focuses on how cultural differences can impact team dynamics. I encourage you to check it out.

All the best and be happy!

“The golden opportunity you are seeking is in yourself. It is not in your environment; it is not in luck or chance, or the help of others; it is in yourself alone.” ~ Orison Swett Marden

Top 5 questions HR professionals ask about resumes of internationally qualified professionals (and answers to them!)

Thought you might find this recent article related to our blog topic useful.
Click the below link:
Top 5 questions HR professionals ask about resumes of internationally qualified professionals (and answers to them!)

The First Quality: They are Future-Focused

They let go of who they used to be or what they used to do.
They leverage their past in search of their future.
They know they must reinvent themselves in their adopted country.
They know what they want and they're determined to get it.

Now, please take your time and go through these next five steps. Be clear and specific.

1. What do you need to let go of?
• Status/ Money/ Qualifications
• We hold on to many things that hold us back. If you want to succeed, you must accept that it is totally up to you. Sure, things outside of your control will affect your progress (see recent recession), but you need to accept it and, if possible, use it. One of the techniques that worked for me, it was meditating and Forgiveness. You need to drop your unnecessary baggage (Forgive yourself, forgive someone who's done a great wrong, your social/professional status in the former country, qualifications, money, etc.) Forgiveness is your choice - a very empowering choice - not a feeling, and it is incredibly healing.  Let Go! Breathe and relax. Just forgive and be happy!
2. Who do you want to be?
• Career/ Community
3. How are you going to market yourself?
• What are you going to do to position yourself?
• Are you communicating with influence? Develop resourceful internal states: confidence, curiosity, focus, enthusiasm, passion, openness. Smile!!
• Align yourself with a successful organization.
4. Who can help you?
• Whatever you look for, that's what you'll find!
• This is not a "Secret", it is basic psychology - what you focus on you tend to get more of - so, you need a well-formed, defined and developed outcome of what/who it is you want and focus on it.
5. How can you help them?
• If you want to be successful, be VALUABLE to people that are VALUABLE to you. Simple have a high, unconditional respect for the other person, and be genuinely curious about them and what you can do to help them.

“When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.” ~ John M. Richardson, Jr. quotes