by Brian Epstein | Articles
Sometimes, a business professional who moves to Canada can have challenges finding work. Last September, a new client started to work with me. He had immigrated to Canada from California, USA to Canada 7 months earlier. He had a very established career in corporate finance before marrying a Canadian and making the decision to move here. He made a very good salary in the USA and was interested in securing work in Canada that matched the salary that he previously made.
The challenge that my client, a finance professional had, was that he could not legally work in Canada because he did not have his Canadian Permit Residence (PR) card or citizenship yet. He expected to get it in the next few months after our first appointment. Over the next few months, we worked together to ensure that he was work ready when his PR Card was ready. I coached my American client in upgrading his resume, cover letter, and Linkedin to position himself appropriately in the Canadian business market. I spent at least 2 coaching meetings with him to prepare for any upcoming interviews.
I coached him about how to use this time, waiting for his Canadian PR card to build a Canadian business network. I coached him on how to develop an effective strategy to implement. He set up many meetings with Canadian professionals who worked in the finance industry. It was not always easy for my client to build a network in a new business community. He has been determined and in the last few weeks, he did secure work in his chosen field.
Finding work can take time. With the right strategy and implementation plan, new immigrants from the USA can secure work in Canada.
If you are a new Canadian, contact me to find out how you can hit the ground running when you are eligible to seek work here.
by Brian Epstein | Articles
Over the years, I have worked with many project managers as their career coach. The key 5 components for project manager were shared with me by several project managers when I worked at a recent Toronto Chapter Career Day Event. Subsequent coaching meetings with PMI Association members have emphasized the 5 project management components that lead to the successful end of a project.
Whether a project manager is managing a large IT project, a construction project or a job search, similar steps are required for the end goal. As project managers, you must see projects from conception to initiation to completion. With a job search must:
1) conceptualize the job that you are searching for,
2) develop a plan of action,
3) begin and conduct the actual work search,
4) manage the daily search and
5) evaluate the progress of the search on an ongoing basis.
Keep some of your training in mind, when you set out to manage your new project – a successful job search.
1. Project conception and initiation
To start a job search, it is critical to do an assessment of your skills and experience. What have you accomplished in your career and what are your immediate and future goals? Consider what you have achieved, both academically and professionally. Evaluate the career path that you have taken so far. Think about where would you like to go in terms of your career? Consider what is important to you when you conduct your work search. Think about your values, interests, motivations, salary expectations and preferred location. What size of an organization are you interested in working for?
2. Project management definition and planning
Now is the time to plan your job search project. Chart your plan of action that you will require to reach your goal. What timelines have you set for your work search? What research will you need to do? Will you need to meet people in your field – past employers, members of associations and networking groups? What information will you need to research to become more knowledgeable about your field of interest, the work outlook and the demands of employers? Which organizations are hiring and what will you need to do to effectively market yourself?
3. Project launch or execution
How many people will you meet every week in your job search? The recommendations are that expanding your professional network while maintaining contact with people in your existing network, are key to conducting an effective work search. Depending upon what statistics you read, between 70-90% of people looking for new jobs, succeed by tapping into their network. Plan your time accordingly.
With that in mind, how much of your work search time will you focus on building and growing your network – both online and in person? All avenues should be used for your work search including job boards and company postings. Make sure that your resume markets your key achievements and results according to what the post requires. Have you test marketed your resume and cover letter with people in your professional network? Do you have success stories that you can share in upcoming job interviews?
4. Project performance and control
Like any project, compare the status of your plan with the schedule that you set out for your work search. Track your work search process to this point. Are you on schedule? Is your resume performing to the expectations of employers for specific jobs? How is your confidence? Is there anything that you can do accelerate the progress of your work search? How many resumes have you sent out?
5. Project management completion
So your project has been a success and you have accomplished what you set out to do. You have found and secured work in your desired field. How would you evaluate your overall job search? How did you perform in your job interviews? What could you do differently?
After all search project tasks have been completed, you can evaluate the highlights and success of your
work search project. Like any project, you can learn what you have done well and what you would like to improve
– after the project is completed and you have secured your new work role.
Originally published on https://brianepstein.wordpress.com/2014/05/12/successful-work-search-requires-effective-management-of-a-major-project/
To learn more about this strategy, contact me.
by Brian Epstein | Articles
A car accident that I had recently, gave me the opportunity to observe how some parents model behaviour for their children. At the same time, it gave me better insight into the genuine concern and caring of people and how that may translate into business leadership. This accident gave me the opportunity to observe how a business leader in Canada, presents one public image, while in his private time, shows a lack of empathy and disregard for others. This leader has sold billions products and services to Canadian businesses and consumers. He is from one of the top managed companies in Canada,.
The Accident
I learned how a young man, who was coached by his father, behaved after this accident. I observed how this leader mentors others, how his moral compass and behaviour does not align with the public profile that he seeks to present. Through his son’s actions, This father and leader modeled inappropriate behaviour, lack of honesty or concern for others.
On June 5, 2017, I was in my car with my mother at a red light. It was 10:00pm and I waiting patiently, behind another car. Soon the light turned green. Without any reason the car ahead of me, backed up towards my car with my mother and I inside, rather than go forward as you should when a traffic light changes to green.
How it Relates to Business Leadership
Obviously, this small accident was not a pleasant experience. It could have been resolved quickly and amicably. However, the accident gave me the opportunity to observe the business leader’s behaviour. The emails that his son sent showed a disregard for others.
Leaders need to model good behaviour and actions. This is important for their children and their teams, whether it’s during business hours or during their private time. Failure to show concern for others during their private time, demonstrates a real lack of leadership skills. Leadership is not only carried out Monday to Friday, during company hours. Good leadership qualities can and should be modeled by leaders tin their private time, and not just during business hours.
To learn more about the behaviour that a leader models, contact me for a consultation.
by Brian Epstein | Articles
Years ago, I was a substitute / supply teacher in public schools. My work there gave me an opportunity to learn more about leadership in schools. This has given me a better understanding of leadership in business. It also gave me insight into what a good business environment is.
How A Principal Is Like a CEO
Working short-term in different schools, gave me the opportunity to observe leadership within the school. Through listening and speaking with teachers in classrooms and in the lunch rooms, I was able to get a sense of what it was like working at that school. I learned:
- If they respected their principal
- If they were motivated to come to work every day and
- How much they enjoyed their work environment.
Over time, I noticed that teachers who liked their principals were more likely to be motivated in their jobs. Even as a temporary teacher for that school, I sensed which teachers were committed. From my observation, there is a strong correlation between principals who are respected and liked, and teachers who are dedicated in their work. A principal who is able to lead by example and develop positive relationships will develop a comfortable environment that teachers thrive in.
What a CEO Can Learn From a Principal About a Good Business Environment
I believe that just like a respected principal will build an effective school environment for learning, my belief is that the influence that a CEO is immeasurable. The CEO also sets the “tone” for that organization. The CEO can model what type of environment is developed within organization. That includes how well people work together. Leadership and a good business environment result in employee loyalty and job retention.
If employees see that a CEO or a principal is able to set a positive tone by interacting well with all members of the organization, a harmonious work environment work will result. Employees will be motivated and produce their best work because they know their leader supports them.
Do you need help in creating a good business environment? Contact me to learn how.
by Brian Epstein | Articles
I come from a small town. When I reflect on my upbringing, I often ask myself what is one thing that I learned from living in a small community? That thing that seems to help me in business and working with others? I believe, strongly, that it comes down to the fact that I have a genuine interest in others
Without question, I believe that the genuine interest that people have for others in a small town is transferrable to working in a small business. Generally, in a small town, people want to support other citizens and the community at large. People find a way to be collaborative with their neighbours and all the people that live and work in the community. Everyone realizes that if they support one another, the entire community benefits. People are happier and enjoy living in that community.
In the same manner, if you create a warm, friendly work environment, and people feel comfortable and welcome, colleagues will feel that support and have less stress. Therefore, when people have a genuine interest in other people, management and employees will feel more motivation at work. A good working environment is one where all personnel show interest in one another. Ultimately, I believe that when people are genuinely interested in one another, it will lead to success in business.
Find out more about how you can create a successful working environment with my help. Contact me today to learn more.
by Brian Epstein | Articles
In a few days, there will be an election in the Province of Ontario. As Kathleen Wynne conceded over the weekend, that means there will soon be hundreds of Liberal political staffers, and a few MPPs, looking for work. That is part of the real aftermath of an election.
Now, if you’re not a fan of the Ontario Liberal government — and not a lot of people are right now — you’re probably not going to lose a lot of sleep if they’re voted out of office. If you’re a Liberal political staffer, you’ve probably already lost sleep — and you’re about to lose a lot more as you try to figure out what to do next. But, if you’re an employer, you should probably be excited because a lot of talented people are going to be available for hire soon.
That’s because political staffers come with a skill set that are valuable to companies and leaders. Unlike officials in the bureaucracy, political staffers don’t have job security. Rather, they serve a minister or premier and get fired when their party loses an election. After an election loss, these highly skilled people all hit the workforce at the same time creating a temporary smorgasbord of talent.
While private sector employers may not be aware of the qualities that political staffers bring, they are incredibly valuable. They include:
Work ethic:
When your job depends on the government being re-elected, you have a built-in incentive to work as hard as possible to help your party succeed at the polls. Political staffers are used to working long hours and being on call — and doing whatever it takes to get the job done.
Communications skills:
Politics is one of the biggest employers and incubators of communications talent. Again, when your job depends on persuading people, you get pretty good at crafting a message, managing issues and dealing with the media.
Analysis:
Every day, even very junior political staffers give advice or make decisions involving millions of taxpayer dollars. To do this properly, staff need to be able to analyze the risks and rewards of a project from all sides. As a result, people who have made a career in politics usually have excellent decision-making skills.
Flexibility and adaptability:
Consider all the government portfolios – education, health care, infrastructure, transportation, natural resources, environments Each of these has its own dedicated ministry. Most political staffers have worked for multiple ministries, meaning they can quickly adapt to new files, people and new projects.
Fearlessness:
Immediately, political staffers are thrown into morning briefing meetings with government ministers and senior leaders. This can include the premier or prime minster. Even the most junior staffer has a lot of experience dealing with big personalities and high-stakes meetings. Policy staff, in particular, are used to high-level meetings with companies, governments and other stakeholders.
Networks:
Though you might think it was more advantageous to hire staff from the current governing party, it is even smarter to hire staff from a party just out of power. In Ontario, where one party has been in charge for 15 years, staff turnover has meant that many former staffers now have key and senior positions in organizations all over Ontario. These people — thousands of them — are all connected through LinkedIn and Facebook. This massive and very loyal network can be helpful when you’re looking for a vendor or a contact or information about an issue — and they all have relationships with senior government bureaucrats.
In the next few weeks, when these talented people hit the market, some private sector employers will gloss over their resumes, thinking that they’re typical “government” workers. But that’s a mistake your competitors are going take advantage of. Bankers – take a good look at Finance ministry staff. Corporations and startups – kick the tires on some Economic Development staff. Run a clean-tech company? Environment staff. Universities? Education staff. And on and on it goes.
Originally published in the Financial Post.
Image: Financial Post
To find out more about how to choose the right people, contact me.
