how innovative l&d helps integrate internationally trained

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How Innovative L&D Helps Integrate Internationally Trained Employees

2HRPA 2017 - How Innovative L&D Helps Integrate Internationally Trained Employees – Teresa McGill – Gandy Associates

Innovative L&D to integrate ITPs

15%

• WHY it’s important

• WHO it’s for

• WHAT works best

Case study with Anil Innovative communication

training at CIBC

Make note of ideas to try!

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15%

HRPA 2017 - How Innovative L&D Helps Integrate Internationally Trained Employees – Teresa McGill – Gandy Associates

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15%


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15%

MA Intercultural Relations

Research – Workplace integration for skilled immigrants

Examples – Canada’s promising practices for culturally intelligent talent management


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Research: Top Canadian employers ’ ITP integration

Recruitment and hiring

70%

Credential recognition

50%Mentoring

63%

Partnerships with community

organizations 75%

Language training 43%

Diversity or cultural training

65%

Internships 55%

Upgrading skills and

designations

35%

ALLIES Research: http://boards.amssa.org/research/members/downloadFile/file:1437684869_AttractingRetainingIntegrating11.pdf


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WHY?


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L&D supports key to successful integration

15%

WITHOUT L&D

• Workplace stress

• Productivity loss

• Customer complaints

• High turnover

• Stalled careers

WITH L&D

Strong engagement

High performing teams

Customer satisfaction

Talent retention

Leadership pipeline


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WHO?


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INNOVATION #1: Everyone needs L&D for ITP integration

15%

ITP integration is most successful when L&D supports are offered to both minority group and

dominant group members


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15%

LANGUAGE & COMMUNICATION


INTERCULTURAL & DIVERSITY

2 key L&D categories

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15%

LANGUAGE & COMMUNICATION

New Canadian

Business English

Grammar

Pronunciation

Professional vocabulary

Born in Canada

Plain language

International English

Enunciation

Avoiding jargon & idioms


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15%

How did you find the conference session today?


Idioms are confusing!Your colleague might reply: I took the escalator and asked someone for directions.

https://www.google.ca/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwib5ZLE3O3RAhUK4YMKHSbFBHQQjRwIBw&url=https://openclipart.org/tags/speech%20bubble&psig=AFQjCNFsScWr7w36fbIwSRfqY4WBdTlQig&ust=1485998124097293

https://www.google.ca/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwib5ZLE3O3RAhUK4YMKHSbFBHQQjRwIBw&url=https://openclipart.org/tags/speech%20bubble&psig=AFQjCNFsScWr7w36fbIwSRfqY4WBdTlQig&ust=1485998124097293

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15%

INTERCULTURAL & DIVERSITY

New Canadian

Cross cultural dimensions

Cross cultural practices

Managing culture stress

Settlement processes

Canadian workplace culture

Born in Canada

Cross cultural dimensions

Cross cultural practices

Anti bias training

Managing diversity

Monocultural -> Intercultural


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15%


METHODS AND RESOURCES

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15%


Resource A: Hofstede’s culture comparison tools

https://geert-hofstede.com

Be careful not to stereotype!

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15%


https://idiinventory.com/

Resource B: Intercultural Development Index (IDI) and Training

Measures person’s level of intercultural development through 5 stages.

Good tool for creating awareness and selecting appropriate training.

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15%


https://idiinventory.com/

Resource B: Intercultural Development Index (IDI) and Training

Measures person’s level of intercultural development through 5 stages.

Good tool for creating awareness and selecting appropriate training.

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http://mcbsol.com/crosscultural.html

Resource C: Cross Cultural Training

MultiCultural Business SolutionsLionel Laroche

• Company-wide training

• Or targeted to specific

• Voluntary is best


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Resource C: Mentoring Programs

TMP – The Mentoring Partnership TRIEC Initiative through agencies such as ACCES Employment

• Match skilled immigrant with person experienced in their field

• 24 hours over 4 months

• Two way learning


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The Mentoring Partnership

Mentor benefits by developing:

• Leadership and coaching skills• Cross-cultural communication skills• Understanding of the skills and experience of immigrants• Awareness of job market and industry trends• Professional development sessions customized to address mentor needs

www.thementoringpartnership.com


http://www.thementoringpartnership.com/

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Make note of an idea to take back to your organization


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INNOVATION #2: Leverage informal learning

15%

Informal learning has a powerful, though rarely measured, benefit to

IEP integration.


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15%


Enrich the ITP integration ecosystem of your

organization by introducing informal learning resources

Get Teresa’s resource list!!

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Resources for informal learning

Intercultural activities:friendships, hobbies

(cricket, hockey, dragon boating),

celebrations, potlucks, projects, causes,

volunteering


Multicultural media: TV,

movies, news, documentaries,

comedians

IEP-serving orgs: TRIEC, ACCES, COSTI, JVS, Career Edge, etc.

Books: Laroche, Livermore, Adler, Hofstede, Trompenaars, Peterson

Social: Wikis, blogs, forms, social networks, conferences, job aids,

tools/resources: Hofstede & Trompenaars tools,

blogs, websites, youtube

On-demand: elearning courses,

ebooks, videos, youtube, learning / knowledge portal

Professional:coaching,

mentoring, teamwork,

ERGs, committees,

project, job aids

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Resources for informal learning

Intercultural activities:friendships, hobbies

(cricket, hockey, dragon boating),

celebrations, potlucks, projects, causes,

volunteering


Multicultural media: TV,

movies, news, documentaries,

comedians

IEP-serving orgs: TRIEC, ACCES, COSTI, JVS, Career Edge, etc.

Books: Laroche, Livermore, Adler, Hofstede, Trompenaars, Peterson

Social: Wikis, blogs, forms, social networks, conferences, job aids,

tools/resources: Hofstede & Trompenaars tools,

blogs, websites, youtube

On-demand: elearning courses,

ebooks, videos, youtube, learning / knowledge portal

Professional:coaching,

mentoring, teamwork,

ERGs, committees,

project, job aids

Make note of an informal learning resource you could introduce to your organization

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INNOVATION #3: Soft skills training tailored to ITPs

15%

Layered content• Business communication• English language skills• Cultural understanding• Work-specific scenarios• Cross-cultural leadership styles

Tailored delivery• Extended and iterative• Opportunities to role play• Individual attention


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Resource: Rotman’s Business Edge Program

For high potential employees


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Business Edge program themes

15%

Advanced Communication

Canadian Workplace Culture

Leadership Skills

Career Management


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Rotman’s Business Edge program details

15%

• Tuesday evenings and Saturdays all day

• 115-hour program

• 97 hours group training

• 12 hours individual coaching

• 6 hours facilitated peer coaching

• 4-6 month program

• Expert facilitators including Rotman faculty

Register in February for March 2017 cohort!


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15%


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Make note of a high potential ITP in your organization who would benefit from Business Edge program


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ACTION


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Share your idea - 1 minute each


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Group sharing


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CASE STUDYInnovative communication training for ITPs at CIBC


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GANDY ASSOCIATES INNOVATIONS


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Intake

Content

Schedule

Delivery

Supports

GANDY


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CIBC INNOVATIONS


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Business objectives

Key sponsorship

Managers’ role

Measurement

Recognition

CIBC


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PUT TWO SIDESTOGETHER


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Intake

Content

Schedule

Delivery

Supports

Business objectives

Key sponsorship

Managers’ role

Measurement

Recognition

GANDY CIBC


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Gandy Associates Innovations


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Preassessments ensure best placement

Interview managers and participants

• Learning priorities• Language level • Job-related communication scenarios


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GandyManagement

Participant

Triangulate the input to find the best course


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Chart individual learning paths


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• 2-3 hours per session – avoid overload

• Once a week – time for application

• 7-10 weeks – iterative learning

Learn in short sessions over many weeks


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Participants repeat learn-and-apply cycle weekly for ten weeks

Discuss

Study rubrics

Clarify concepts

Get feedback

Reflect

Experiment

Practise

Role play

Try at work

Use job aids

Use learning loops


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Learn in interactive small groups

• Simulates workplace meetings

• Uses customized scenarios

• Fosters network of support

• Builds cultural understanding


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1. Work-context scenarios

2. Business communication techniques

3. English language skills

4. Cultural understanding

Layer the learning


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Provide job aids

Learners receive phrase list ‘cheat sheets’ to keep at their work stationsHRPA 2017 - How Innovative L&D Helps Integrate Internationally Trained Employees – Teresa McGill – Gandy Associates

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CIBC Innovations Presented by Anil Samuel, CIBC


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5 Factors That Made This Program a SuccessDefine Success Clearly identified the behaviours we want to see after the learning What impact will this learning have on the business?

Personal Learning Experience Students felt that the learning is relevant to their personal and professional development How can we support learners to accomplish their individual development goals?

Manager Engagement Direct Managers played a critical role throughout the learning journey to support their employees What activities can managers do to measure the impact of the learning?

Immediate Application Students had the opportunity to learn-apply-learn the techniques each week to develop their skills How can we measure the application of the learning?

Shared Vision Incredible partnership between HR, Learning and Development, Business Partners and Gandy How do we ensure that we all share a common goal?


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Our Journey to

Intangible Benefits• Higher quality employee-manager engagement on learning goals• Increase in Learner confidence • Transformation of employee/manager mindset of learning

alignment to business goals

01Phas

e • Pre-interview with students and their direct managers to understand current skill level & expected outcomes

• Place students in the right classes where they will maximize their skill development and accomplish their development goals

03Phas

e • SMART goals: alignment of personal performancegoals to business objectives

• Isolate the effects of learning by detailing how employee behavior impacts to the business

02Phas

e • Iterative learning: 2-3 hours per week for 7-10 weeks to accommodate the working environment and retention of the content

• Learn-apply-learn for immediate application on the job• One-on-one coaching by Gandy throughout the program

to keep students focused on the achieving their goal

Measures of Success• Relevance and adoption of learning• Increase in learner performance• Successful alignment development go to business

objectives

Students

L&D / Gandy Associates

Direct Managers


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InnovationUsing an online collaboration tool, students were able to record their personal SMART goals and map out the steps they needed to take to accomplish their individual learning goal

Direct Managers could review their employees SMART goals and add their activities to support their employees personal development goal.

POST-CLASSROOM:Students and Manager isolated the effects of the learning on their performance improvement

#Congratulations


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Measures

• 97% of learners found the training relevant to their role• 100% of learners said they plan to implement, maintain and commit to their Action Learning Plan

• 75% of learners aligned their learning goal to improvement in the quality of their work

• Learners: Felt a 60% improvement in performance based on their development goal measures• Learners: Felt that 72% of their improvement was attributed to the Gandy training• Managers: Observed a 65% improved in their employees based on their development goal measures

Anecdotal: 72% of personal impact… increase in confidence!


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Intake

Content

Schedule

Delivery

Supports

Business objectives

Key sponsorship

Managers’ role

Measurement

Recognition

GANDY CIBC


To recap innovations on vendor and employer side . . .

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Positive outcomes

• Productivity

• Confidence

• Relationships

• Engagement

• Inclusion

• Advancement

AND BUSINESS RESULTS!


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70 Best Resources for Integrating Skilled Immigrants

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