CAREER DEVELOPMENT

Module 1
Instructor: Valerie Ndiweni
MODULE 1 - OUTLINE

• Introductions & Norms

• The Course Outline
• Who are you?
• Canadian Customs
• Building a Network
Hi, My name is…
1-2 minutes each

Answer any two of the following:

• General information about you

• What do you hope to do when you
finish your program of study?
• One thing you want to learn by the
end of the course?
 Who am I?
• Valerie Ndiweni - empowering career changers
to leverage their skills for roles they LOVE
• Career & Transition Advisor, McGill University,
School of Continuing Studies
• Unconventional & Creative Educator
• Operations & Program Management &
Development

Education

• Bachelor of Science (Biology), minor in Marketing

(Central Connecticut State University)
• Bachelor of Law (Wits University)
• Postgraduate Diploma in Business
Administration (Wits Business School)
• Diploma in Management, Public relations (McGill
University)
 Group
Norms
• This is a safe space
• Active participation
• Be Open minded
• Be curious & ask questions
• Every question is a good
question
• Be respectful
• Be kind
• Have fun
• Support each other
Course Outline Summary
Module 1 • Canadian Workplace Culture
• Build a Network

Module 2 • Assignment 1 due

• CV Writing
• Internship / Job Search

Module 3 • Assignment 2 due

• LinkedIn
• The Cover Letter

Module 4 • The Interview

Course Evaluation /
Grading
• In-class Activities & Discussions – 15 %
• Online Forum Discussions – 5 %
• Assignment 1 Due Class 2: Submitting
Your Current CV – 30%
• Assignment 2 Due Class 3: Submitting
Your Updated CV/ Cover Letter – 50%

• 100% Total
• 60% is the passing grade
Legend

Poll

Group Discussion

Reflection

Activity
Activity
Career

Career is a lifestyle concept that involves the sequence of occupations (paid and unpaid)
in which one engages throughout a lifetime, including work, learning and leisure
activities. A career can go through many changes and we only get one. Everything we
experience while we work takes place under the umbrella of our career. Careers are
unique to each person and are dynamic, unfolding throughout our lives.

https://ceric.ca/glossary-of-career-development/
 • Job Search Tools • Values & Interests
• Connect with • Strengths
employers
• Traits/personality
• Gain experience • Ambition

Take Know
Action Yourself
Career
Development
Get
Explore
Focused
• Decision Making
• Goal Setting
• Action Planning • Occupational
Research
• Industry Trends
• Career Options
Thinking about your Career

• Start with who you are?

• What are your values, skills, talents and interests?

By knowing the answers to the the above you are in a

better position to maximize your job search efforts by
looking for jobs that genuinely interest you and that are
a match with your values, skills and interests.
 Considering
your skills,
interests
• What do you enjoy doing in
your spare time?
• What gets you excited?
• Do you have a superpower?
Group Discussion
BREAK
VALUES

Values are qualities considered to be the most important guiding principles that help set
priorities in your career and life. They are highly personal and define what is purposeful and
meaningful to you. Though values may change in response to life circumstances, they are
generally thought to be enduring and provide a compass for setting goals and making
decisions.

In a career context, where changes occur rapidly and decisions about opportunities in a
current work role or new job possibilities can present themselves unexpectedly, it is critical to
pause and reflect on the values that are most essential to you.
List of values
• Adventure • High income • Risk-taking
• Autonomy • High level of interaction with people • Routine work
• Avoiding stress • Income-based on productivity • Seeing tangible results from work
• Building things • Influencing others completed
• Camaraderie • Intellectually demanding work • Sharing ideas or information
• Casual work environment • Job security • Socialization
• Challenge • Location • Solving problems
• Changing the world • Moral/spiritual fulfillment • Status as an expert
• Collaborating with others • Opportunity for advancement • Structure
• Competition • Opportunity to lead • Supportive management
• Creating new things • Opportunity to learn new things • Team membership
• Creativity • Outlet for creativity • Time freedom
• Diversity • Physical activity • Travel
• Employee benefits • Pleasant work environment • Variety of tasks
• Exposure to beauty • Power • Work/life balance
• Fast pace • Prestige • Working alone
• Fun • Recognition
• Helping others • Working outside

https://www.thebalancecareers.com/what-are-career-values-with-examples-2059752
Activity
Culture
Culture is an integrated system of
learned behavior patterns that are
characteristic of the members of any
given society. Culture is the total way of
life of particular groups of people. It
includes everything that a group of
people thinks, says, does and makes —
its systems, attitudes and
feelings. Culture is learned and
transmitted from generation to
generation.

–Robert Kohl’s
In 1976, Edward T. Hall suggested that culture
was similar to an iceberg. He proposed that
culture has two components and that only
about 10% of culture (external or surface
culture) is easily visible; the majority, or 90%,
of culture (internal or deep culture) is hidden
below the surface

Surface Culture – The behaviours and

practices – Characteristics which are
apparent to the casual observer

Deep Culture – foundation of how we

interpret the world around us. How our
core values are reflected in specific
situations in daily life, such as working
and socializing
Canadian Culture – The Workplace
Workplace Culture

Workplace culture is “the unique style in

which members of an organization
communicate, behave and interact.
Canadian workplace culture (specifically) is
influenced by the underlying beliefs and
values of a larger national culture.” (The
Great Canadian Workplace: Build your
way to success, World Education Services)
Dimensions of national culture - Hofstede Insights

Professor Geert Hofstede conducted one of the most comprehensive studies of how
values in the workplace are influenced by culture. He defines culture as “the collective
programming of the mind distinguishing the members of one group or category of
people from others”.

The Hofstede model of national culture consists of six dimensions. The cultural
dimensions represent independent preferences for one state of affairs over another
that distinguish countries (rather than individuals) from each other.

The country scores on the dimensions are relative, in that we are all human and
simultaneously we are all unique.

https://hi.hofstede-insights.com/national-culture
Hofstede studied people who worked for IBM in more than 50 countries and
came up with these six dimensions:

1. Power Distance Index (high versus low).

2. Individualism Versus Collectivism.
3. Masculinity Versus Femininity.
4. Uncertainty Avoidance Index (high versus low).
5. Long- Versus Short-Term Orientation.
6. Indulgence Versus Restraint.
POWER DISTANCE INDEX (PDI)

This dimension expresses the degree to which the less powerful members of a society accept and
expect that power is distributed unequally. The fundamental issue here is how a society handles
inequalities among people.

People in societies exhibiting a large degree of Power Distance accept a hierarchical order in which
everybody has a place and which needs no further justification.

https://hi.hofstede-insights.com/national-culture
INDIVIDUALISM VERSUS COLLECTIVISM
(IDV)

The high side of this dimension, called

Individualism, can be defined as a preference
for a loosely-knit social framework in which
individuals are expected to take care of only
themselves and their immediate families.

Its opposite, Collectivism, represents a

preference for a tightly-knit framework in
society in which individuals can expect their
relatives or members of a particular ingroup
to look after them in exchange for
unquestioning loyalty. A society’s position on
this dimension is reflected in whether
people’s self-image is defined in terms of “I”
or “we.”

https://hi.hofstede-insights.com/national-culture
 MASCULINITY VERSUS FEMININITY
(MAS)

The Masculinity side of this

dimension represents a preference in
society for achievement, heroism,
assertiveness, and material rewards
for success. Society at large is more
competitive. Its opposite, Femininity,
stands for a preference for
cooperation, modesty, caring for the
weak and quality of life. Society at
large is more consensus-oriented.

In the business context Masculinity

versus Femininity is sometimes also
related to as “tough versus tender”
cultures.

https://hi.hofstede-insights.com/national-culture
 UNCERTAINTY AVOIDANCE INDEX (UAI)

The Uncertainty Avoidance dimension

expresses the degree to which the
members of a society feel uncomfortable
with uncertainty and ambiguity. The
fundamental issue here is how a society
deals with the fact that the future can
never be known: should we try to control
the future or just let it happen?

Countries exhibiting strong UAI maintain

rigid codes of belief and behaviour and
are intolerant of unorthodox behaviour
and ideas. Weak UAI societies maintain a
more relaxed attitude in which practice
counts more than principles.

https://hi.hofstede-insights.com/national-culture
 LONG TERM ORIENTATION VERSUS
SHORT TERM NORMATIVE
ORIENTATION (LTO)

Every society has to maintain some

links with its own past while dealing
with the challenges of the present
and the future. Societies prioritize
these two existential goals
differently.

Societies who score low on this

dimension, for example, prefer to
maintain time-honoured traditions
and norms while viewing societal
change with suspicion.

https://hi.hofstede-insights.com/national-culture
 INDULGENCE VERSUS
RESTRAINT (IVR)

Indulgence stands for a society

that allows relatively free
gratification of basic and natural
human drives related to enjoying
life and having fun. Restraint
stands for a society that
suppresses gratification of needs
and regulates it by means of
strict social norms.

https://hi.hofstede-insights.com/national-culture
 Workplaces are fueled by the same values that most Canadians believe. Some of
these are:

• Individualism – Individual contribution is valued even when we are expected to

work in teams. Employees are expected to know their responsibilities, be proactive
about their work and fulfill their duties.]
• Equality – Every person is important in the organization. Each of our contributions
counts. Respect towards others should always be top of mind.
• Informality – Hierarchy is not pronounced in Canadian workplaces. You don’t call
your boss “sir” or “ma’am.” You are expected to have a collegial relationship with your
managers and co-workers. However, casual attitude should not be equated with a
lack of respect.
• Punctuality – You are expected to show respect for other people’s time. Come to
work or to appointments early.
These values and beliefs underlie company policies, expectant norms and
unspoken rules. By understanding them, you will also know how to deal with
people in the organization, understand how decisions are made and how things get
done.
The five major areas of
workplace culture where you
need to be effective:

1. Communication

The language you use and the manner

you communicate are the first and most
essential parts of fitting in. People
explain and show what they think and
believe through the words of their
language. This is why communicating
effectively will help you succeed in the
workplace.
Communication contd.

• Language proficiency – English, French, both is an asset

• Professional communication and etiquette - includes knowing the local
language or jargon (specific terms used in your field or occupation), body
language (listening actively, maintaining eye contact), speaking clearly, and using
respectful language. This also includes following communication protocol
ranging from answering emails promptly to keeping sensitive information
confidential.
• Going beyond the basics – Effective communication in the Canadian workplace
involves learning to navigate the delicate balance between being straightforward
and being diplomatic. Consider these examples:
• Canadians employ indirect communication. For example, most managers will not tell you
how to do your job. They will suggest something if they see that your work needs
improvement.

• Decoding the “feedback sandwich” is an essential skill. A feedback sandwich is a criticism

that is given in between two positive statements. For example, if your boss did not like your
report (or thought that it was too long), you may hear: “Thanks for submitting the report on
time. I suggest you re-visit pages 5 to 20 because I think it can be improved. But overall, it
was comprehensive.”

• You should speak up if it involves the area of your expertise. If you know a better way of doing
things, suggest it even if you are going against your boss. You are expected to provide
solutions and solve problems. Always remember to do it tactfully.

• You are expected to speak up immediately if you have concerns, suggestions or questions.
You can refuse a job as long as you have a valid reason (for example, if it is unsafe).

• Learn cross-cultural communication. As most workplaces are diverse, miscommunication can

happen. This is why it is important to be aware of cultural differences. Always be
understanding and patient, never assume or judge.

Adapted from: Canadian Workplace Culture: Mastering the Unspoken Rules, Matt Adolphe
2. Image

Build your brand and be

known as a team player and a
competent employee. Note
that in the Canadian
workplace, being easy to work
with is valued just as much as
being competent in your job.
Your technical skills may be
exceptional but if you have a
negative attitude, nobody will
want you in their team.
3. Diplomacy/Displays of
Emotion
It is a priority to put the feelings of others
first. This is why diplomacy and tact are
required when dealing with your co-
workers. This permeates all areas of work
and relationship-building. Being harsh or
aggressive is looked down upon, so always
talk and act kindly.

Avoid conflict in the workplace. Don’t be

reactive – always pause and think before
you say something you may regret later. It
will reflect badly on you if you blame
others. Don’t be nit-picky. Someone’s
mistake is not a plus point for you. You are
working in a team. It’s a shared
accountability. Learn how to provide
constructive criticism.
4. Work Ethics

• Don’t rely only on the image.

The only way to build
credibility at work is to work
hard and exceed
expectations.
• Do more than what is
required and care for others.
• Be reliable – do what you say
you will. The best way to do
this is to plan, organize and
prioritize work. This will
enable you to manage your
time so that you can work
smarter, not harder.
• Be flexible and always be
open to learning new things.
Tip: Discuss job
expectations with your
manager to know your
work priorities. Be very
clear about your role and
how you should deliver
your responsibilities.
5. Relationship-
building
Build a strong rapport with your
supervisors, colleagues and
customers. This relationship is built
through genuine service, honesty
and respect. Always know the
boundaries between professional
and personal relationships. Don’t
cross that line.
Tip: Participate in team-
building activities and be
open to socializing with
your co-workers when you
can (for example, during
breaks or at lunch). It’s a
great way of learning more
about Canadian culture
and developing your sense
of belonging to the
organization.
You and the Workplace: Things to consider

Intrinsic Values: What motivates me to truly love my work day after day? Among a
list of these values are Achievement, Giving to Community, Status, Independence, and
Power.

Work Environment Values: What working conditions provide an optimum

environment in which I can do my best work? Work Environment Values include
Learning, Benefits, Fast-Paced, Comfortable Income, Structure and many more.

Work Content Values: What makes my work activities most satisfying and engaging
to me? Among the 18 values in this area are values such as Problem Solving,
Organizing, Public Contact, Detailed, and Creative.

Work Relationship Values: What characteristics of interaction with others in my

workplace are the most important to me? Work Relationship Values include Open
Communication, Diversity, Leadership, Teamwork, Competition, and Trust.
That’s it!