The Synergy of Teams

People are constantly asking me how I do all that I do – my response invariably is that “I have a great team!”

At its simplest, synergy is defined as “two or more things functioning together to produce a result not independently obtainable.” Research has demonstrated that synergistic teams can out-produce even the most talented member – and we’ve seen that over and over within the Life Strategies teams.

There is strength in diversity – at Life Strategies, we deliberately build teams that comprise individuals with different competencies and styles. This, of course, means that we all have to embrace and appreciate diversity. Sometimes it’s easier to work with people who approach tasks the same way or share a very similar perspective. However, by choosing to surround ourselves with people who see the world differently and bring unique skills and talents we minimize our blind spots and maximize our productivity.

Do you really know the strengths and talents on your team? Do you let people do what they do best . . . and try to accommodate their weaknesses? Or, are you trying to do too much independently – spending hours at tasks that others could do better in a fraction of the time?

Tools like Personality Dimensions® can help you better understand the teams you work with – whether at work, in athletics, or on community boards. Most members of the Life Strategies team are Personality Dimensions facilitators or Master Trainers . . . aside from facilitating workshops, though, we all walk our talk – celebrating the diversity on our team and providing opportunities for each other to do what they do best. Contact us at info@lifestrategies.ca if you’d like to introduce your own team to this amazing tool.

Fatherhood: What is it All About?

A father carries pictures
where his money used to be.
~Author Unknown

As this past weekend was Father’s day, I’d like to take a moment to reflect on hard-working fathers who struggle to balance work and family commitments. The Equality and Human Rights Commission (EHRC) reported that working fathers were dissatisfied with the amount of time they spent at work versus with their children. Additionally, 62% of working fathers believed they should be spending more time assisting with child-rearing responsibilities.

However, according to an article from Marketwire, reporting results from another study on fatherhood, fathers seem to be stuck between the traditional role of “breadwinner” and the increasing expectations (and desires) to be more involved with their children. The survey found that 54% of working fathers, as opposed to less than 1% of working mothers, saw “breadwinner” as their top parenting priority. This may not be too surprising; however, according to Cameron Phillips, the study’s coordinator, "the unaddressed issue is that we still undervalue fatherhood and expect little will change for men in the workplace once they become dads." Phillips contended that this will not only impact working fathers, but also working mothers who will continue to bump against the glass ceiling if parent-child paradigms don’t shift.

One way to help such a shift is organizations such as the Fatherhood Institute. This UK-based “think tank” has three goals:

• Change work systems/structures so fathers can be more available to their children


• Challenge gender roles/inequalities and change education so boys are better prepared for caring roles


• Develop “father-inclusive” supports for families

These aims can have far-reaching impacts for fathers, mothers, and children through re-defining the family unit and associated gender-roles and stereotypes.

To Grow is to Change . . .

"To grow is to change, and to have changed often is to have grown much." - Cardinal Newman

This is one of my favourite quotes . . . I have it in my e-mail signature line and framed on my bookshelf. I love change, I’ve changed often, and I continue to grow much (in more dimensions than I’d prefer, at times!). That said, change can be exhausting!

Did you know that there’s a cumulative effect from change? Psychiatrists Holmes and Rahe developed the Stress Scale, a tool that ranks life changes according to the amount of stress they are believed to bring. Although stressors don’t impact everyone in exactly the same way, this scale can be a useful starting point to see if your stress levels are creeping into the danger zone (I don’t think mine have ever been out of the danger zone since I entered adulthood – so other important things to measure are coping resources and resiliency; luckily, I’m blessed with high scores for both of them, too!).

Continuous, relentless stress, though, can lead to burnout. If, like me, your work and life bring constant changes, ensure that you’re adding in extra de-stressing moments to compensate. Gerry and I are about to leave on my 12th trip in the past 6 months. We’ve actually gone through more toothpaste in our travel bag this year than in our bathroom at home! We both love travel . . . but there’s no denying that it’s stressful. Therefore, we try to add on a few days to each trip that are just for us – to visit friends or family, tour the local area, or simply have time with no agenda other than to recover from jet lag, get adjusted to the climate, and find our way around the local neighbourhood.

Psychologist Nancy Schlossberg developed a 4S model to explain individual differences in coping with transitions (the process that accompanies life changes). She found that one’s Situation, Self, Support, and Strategies together impact how people respond to exactly the same event (or non-event – an anticipated event that doesn’t happen, such as a missed promotion or a broken relationship prior to a marriage). For example, as I contemplate re-packing the suitcase that I just unpacked a few days ago, although I’m definitely tired of travel right now (and looking forward to a summer in my own garden), I recognize that my Situation is very privileged in that I get to choose whether or not to travel and have incredible flexibility in deciding how long to be away. In terms of my “Self” – I’m healthy, very comfortable travelling, fascinated with different cultures, insatiably curious, and able to quickly convert a hotel room into a temporary home. Because Gerry travels with me, I have the same Support as when I’m home; I’m also blessed with an amazing team at Life Strategies who have become quite used to working with me through MSN chat and e-mail. In terms of Strategies, we’ve booked our flights so that we arrive a few days before the conference, and then spend a few days on vacation before returning home.

As you reflect on your own change, growth, transitions, and related stress, consider how to minimize the negative impacts of change and strengthen your resiliency and coping resources – both strategies can be effective.

Motivating Employees

In motivating people, you've got to engage their minds and their hearts.

I motivate people by example and perhaps by excitement,

by having productive ideas to make others feel involved.
~Rupert Murdoch

How to motivate employees is a hot topic for today’s employers and there is a plethora of information available. A quick Internet search resulted in close to 2 million hits on topics such motivating yourself at work, motivating others during transformational times, motivating through non-monetary rewards and recognition, and motivating “bad” employees. With so much information available, and little time to wade through it all, how can employers figure out what really works?

As part of my doctoral studies, I studied motivation at length and discovered there is no clear or easy answer. Each employee is unique and, therefore, likely to be motivated differently; as a result, packaged programs may have limited success. The good news, however, is that “more money” is rarely a solution.

As you begin to explore how to motivate your employees, identify what motivation really means to you and your organization. What do motivated employees “look like”? Next, get to know your employees; explore what strategies might work for some but not others. For more strategies, check out our 10 Strategies for Motivating Employees tip sheet or call to schedule a workshop.

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Immigrant or Expatriate? There's a Difference

Some people think that anybody working in Canada who’s “from away” is an immigrant – but that’s not always the case. However, we rarely think of Canadians working abroad as having emigrated (i.e., left Canada permanently). Instead we consider them expatriates. This is an interesting shift in perspective, with all sorts of career/life implications.

Expatriates, international workers, or global careerists typically live a somewhat privileged lifestyle compared to locals; immigrants, on the other hand, typically struggle to get their careers back on track. Ironically, so do some people repatriating to Canada – although their careers may have blossomed abroad, similar to many immigrants they have a hard time convincing local employers that their international experience is of value.

Within Canada and many developed countries, when someone new to the country requests career services, there is often a focus on language training, skills upgrading, and, in some cases, complete re-careering. It’s not unusual to find an immigrant with a PhD driving taxi or serving in a restaurant. I once had a medical doctor from Afghanistan tell me that, upon arrival in Canada, he’d been told that he would have to work as a dishwasher here!

It astounds me that anyone would be surprised when a foreign-trained worker leaves Canada for better opportunities somewhere else. If I was to emigrate from Canada (i.e., immigrate to another country which was to be my permanent home), then it would be worth my time to learn the language and customs, upgrade my education, gain local job search skills, and take a survival job as I settled in. On the other hand, if I were to go to a foreign country where I'd heard that they needed people with my existing professional skills (e.g., teaching counselling in a university; corporate training for a multinational corporation), if I couldn't get that type of work within a very short period of time after arrival, there'd be no point in staying. I'd move to another country that could use my skills.

International/global careerists change countries in a similar way as people in a large city take on new jobs throughout the region. Within the Vancouver area, for example, someone might accept a job offer in Burnaby even if he or she lives downtown. The individual may commute rather than move to Burnaby. Even if a decision is made to move to Burnaby, once the contract is finished it’s quite likely that he or she will move again for the next job. So too, international workers go where the work is. They may leave family behind or families may relocate temporarily; children may attend local or international schools. Leisure time may be spent with other expatriates, groups from “home,” locals, or a combination.

Unfortunately, in Canada, we tend to view all people with foreign accents as "immigrants." However, the needs and expectations of immigrants are significantly different from the needs and expectations of people with international careers (or expats). Interested in learning more? Life Strategies offers relevant courses for career practitioners on The Immigrant Experience and International/Global Careers. Contact studentadvisor@lifestrategies.ca for more information.

Self-Employment - Alone at Last

Entrepreneurs are a diverse set of individuals, each with a unique story as to why they’ve become self-employed. We’ve had the opportunity to hear some of these stories through our pilot of the Look Before You Leap: Self-Employment Survival Strategies course. Some found the flexibility of self-employment ideal for balancing life commitments or were simply just tired of working for others and wanted to be their own “boss.” Others were unable to find suitable employment or just simply fell into it during career exploration.

Whatever the reason, these individuals now work, for the most part, alone. Although some people develop their business and hire support staff, most are truly going it alone. This presents challenges in regards to skill sets (i.e., you’ve got to be able to do everything from balancing the books to marketing yourself and your product/service), but also to loneliness of working in relative isolation. There isn’t anyone to bounce ideas off of, problem solve with, or to count on during challenging times. Be sure to access the supports you need to be successful – lean on your friends/family, a business partner/associate, an entrepreneurial support group, and/or a career coach/counsellor.

As difficult as it can be working for someone (i.e., a boss) or with someone (i.e., a partner or co-worker), it truly does have advantages not only to product/service quality but also to your morale and productivity. At the end of the day, the advantages and benefits of self-employment (e.g., the freedom to operate your business as you like) may certainly outweigh the drawbacks; however, it’s important to carefully consider: Can you truly work alone?

Diversity – Experiencing What It’s Like to Be Different

When we think of diversity, we tend to think of what’s different about others. We typically use our own characteristics as benchmarks – particularly if we’re part of the mainstream population (i.e., if we’re surrounded by lots of other people quite similar to us). However, have you ever turned the tables and paused to consider what is different about you? What do others consider unusual or out-of-the-norm? What characteristics, attitudes, or behaviours do you have that others think are a little bit strange?

Gerry and I travel extensively, which provides lots of opportunities for us to reflect on being different, particularly in terms of nationality, race, ethnicity, religious beliefs, language, and culture. As a very pale-skinned redhead, there are many places in the world where I stand out like a white shirt under a black light – I pretty much glow in the midst of a sea of darker skin and hair (redheads are a global minority, losing ground quickly – currently thought to comprise only 1 - 2% of the world’s population). However, it’s rare that our difference is perceived as a disadvantage; I, therefore, can’t say I’ve experienced the types of extreme prejudice and discrimination that many other minorities encounter every day.

When we’re in foreign countries, we’re constantly reminded of our incompetence. No matter how prepared we try to be, we can never use local transit as effectively as the locals. We are slow to count out payment for a purchase. We stumble over words to request the simplest things. And, just like foreigners anywhere, we miss the familiar items and foods from “home.”

My experience as a foreigner is very different when I’m an invited subject matter expert than when I’m an anonymous traveller. In the first role, I often have people who prepare for my arrival and ensure that I’m comfortable, safe, and taken care of. In the latter role, I’m more likely to be teased, laughed at, or taken advantage of – it’s clear that many people find “different” strange and not something to aspire to. In Northern China, I lost count of the number of people trying to sell me a solution to fix my freckles (I didn’t realize they were a problem before then). In a remote region of Malaysia, well off the typical tourist track, a small child cried every time her mother brought her within 6 feet of me (she’d never seen a white-skinned person with flaming red hair before). In Marrakesh, accepting an offer of tea resulted in the expectation that we’d purchase a Berber carpet (we learned from that one – this is similar in many parts of the world!).

In the Canadian workplace, we constantly encounter difference and we’re asked to embrace it. However, sometimes we’re “colour-blind” and simply don’t realize the discrimination and challenges that our diverse colleagues encounter every day. To increase your awareness, I encourage you to put yourself in the position of being the outsider – attend cultural celebrations, travel, volunteer at a community event that’s outside of your normal routine, use a form of local transit that you’re unfamiliar with, eat dinner at a restaurant frequented by members of a different ethnic group, accompany a local family to the food bank, or spend a day on the street with a homeless person. Be different to learn about difference. Then support diversity initiatives in your workplace to ensure that those perceived as different have a safe place to fully contribute their talents.

Interested in learning more about diversity? Life Strategies has a variety of courses, including:

• Immigrant Experience (20 hours)


• International/Global Careers (20 hours)


• Understanding Diverse Clients (20 hours)


• Managing Diversity at Work (10 hours)