JSW Newsletter - March 2009 - Volume 2, Issue 4

JSW Newsletter - March 2009 - Volume 2, Issue 4I found numerous sites aimed at
helping employers understand
generational differences espe-
approach to technology, ap-
oriented tasks. So if we are truly
committed to helping our clients
prepare for success while antici-
pating employers’ expectations,
employment training diversely
shop, addressing the precise
needs of our clientele.
sure you’ll agree that devoting
some of your prep and research
time to addressing generational
unavoidable necessity.
Suzana Belan
Foot’s article “Contribution
Boomers, Busters and Echoes
but most importantly the chal-
lenges these three different gen-
erations face/d and what they are
up against in the future Canadian
economy. While reading it, I was
reminded of an employer panel
session I attended at the CAN-
NEXUS conference last year
on the inventory of skills and com-
petencies that would be consid-
ered of value to employers in the
next 10 years. The panel inevita-
bly touched on the X, Y and Z gen-
erations, their workplace values,
portant factors. This correlation
some recent generation-specific
ing our regional meetings.
much focus do we actually put
on generational differences
certain that these generational
vide to our clients?
ways. Just think about people
and technology, for example.
Ultimately, what one generation
simply born into! Identifying
cumstances will ultimately help
us understand what shaped
their role in today’s workplace.
T h r o u g h r e c e n t
F l a s h b a c k … . . J a n u a r y
1999…..do you know where
you were and what you were
doing? These questions are
a small group of newly hired Facilita-
tors receiving (for what I believe was
the first) JSW Facilitator training in
Toronto at the COSTI office on Duf-
ferin Street. We braved one of the
worst storms in Toronto’s history as it
hit during our 3-day training session.
Despite being really cold and super
snowy outside, it was warm and cozy
inside as we learned all about the JSW
Program’s concept, mission, objec-
tives, and of course, workshop mate-
rial.
barked upon the journey home. The
anticipated 2 hour journey ended up
taking 7 hours as the TTC and then
VIA Rail train ploughed through the
snow. I used that time to process the
information I had received during
the training and began making
plans for its implementation at
the Folk Arts Council / Multicul-
tural Centre of St. Catharines.
I am often asked why I
have stayed in the same program
for 10 years. My reply is pretty
simple... Since 1999, I have seen
the JSW program grow and flour-
ish into the current impressive
program that it is. I am very
proud to be a part of this provin-
cial accomplishment, and would-
other program but JSW.
Additionally, I am proud
agency in our community. The
Folk Arts Council / Multicultural
Recent annual highlights include:
staff is fluent in over 15 languages;
- LINC/ESL Department offers over
tion each year;
LINC Nursery Program;
- Settlement Department services
over 2,500 clients;
gan;
hours of workshop facilitation
Anniversary.
sector for the past 10 years!!!
JSW Newsletter Volume 2, Issue 4
E D I T O R I A L
Inside this
Pg. 6
Text: Jackie Wakeling T E N Y E A R S A T A G L A N C E
X , Y , Z Y o u r W o r k s h o p !
Funding for this project
is provided by the
leadership and personal ac-
countability lately. We have
all been experiencing hard
increasingly difficult decisions. What role
does leadership and personal accountability
play in getting through these difficult times?
In January, I was fortunate to be asked to
participate in this year’s Bridges to Success
c o n f e r e n c e . M y p r e s e n t a t i o n
“Accountability, Communication and Leader-
“Team” and it’s “YOU!!!” was meant to chal-
lenge people to think about their own lead-
ership and personal accountability more
deeply.
in the session, I thank you. I am always af-
forded an amazing opportunity to learn and
grow myself by the experiences, life and
energy that comes from my workshop par-
ticipants. I hope you have not forgotten
what we spoke about and that you have
included at least one or two strategies into
your every day life. Please take this newslet-
ter article as a reminder/refresher and con-
tinue with the self-work that you have al-
ready embarked upon. For those of you who
did not participate in the workshop, please
review the following article with an open
mind and heart. Communicate with those
who participated in the workshop, buddy
up, support one another and commit your-
self to also incorporating one or two of the
following strategies into your own personal
growth journey. Let’s look at the 7 strate-
gies:
Senses. Do you know what makes you up-
set, what makes you frustrated? Do you
know what brings you joy, what you love? Is
there a pattern? Labeling your feelings can
quiet the brain and increase impulse control.
Can you believe it? There couldn’t be a more
simple strategy! When we label our emo-
tions by either saying to ourselves or out
loud statements such as “I am angry” or “I
am sad” it diminishes the response of the
amygdale in the brain, leaving that part of
the brain feeling calmed. The neuroscience
literature calls this “labeling the affect.”
Sometimes, in the heat of the moment, la-
beling your emotions - I mean, really getting
down to the heart of it - can be quite diffi-
cult. That is why I recommend that you prac-
tice this strategy throughout the day - even
in calm and non-emotional times. Becoming
more attuned to how you are feeling will
equip you with a simple but powerful strat-
egy to gain self control and awareness dur-
ing times of high emotional intensity.
Strategy #2 - What Fills Your Cup?
Everybody is busy. Period. I get it. However,
I urge you to include strategy number 2 into
your day-to-day life regardless. If you have
ever spent any time with someone who does
not include moments of pure joy and energy
into their daily schedule, you will under-
stand why strategy number 2 is so critical.
What fills your cup? What do you do to re-
energize, to be more balanced, to regroup?
Perhaps you paint, or go to the gym, or sing.
Maybe you dance, or read, or take long
baths. Maybe you hang out with friends and
family, or play
with your grand-
questions for
the last time you
did it? Pencil it in….now…..go on, I’ll wait for
you!
a personal coach, I often have people ask me
how will they know if their communication
and/or leadership style is effective or not.
It’s simple, ask! Asking for feedback is in
and of itself a definite act of courage and
leadership. Well, let me take a step back.
Yes, asking for feedback takes a lot of cour-
age. Most importantly, however, is how you
respond to it. This is a true leadership test.
Are you feeling brave enough?
Strategy #4 - Be Aware of What
You Hide. In the 1950s, Dr. Joseph Luft and
Dr. Harry Ingham developed a model of
awareness in interpersonal relationships
Window. This model helps us to think about
the things that we willingly conceal to others
and the things
ability to be a truly authentic and genuine
leader? Participants were asked to complete
the following sentence: if you really knew
me, you would know that…… How different
is the internal version of you from the exter-
nal version?
tions. We have learned from attribution
studies from the 1960s that we tend to
quickly jump to unflattering and disposi-
tional conclusions
regarding others’
socially unaccept-
able behaviour.
to conclusions? To
ership accountability be improved if instead
of thinking, “What’s the matter with that
person?” we thought, “Why would a reason-
able, rational and decent person do that?
What’s causing this person to do it? What
might I be missing?” Assumptions in general
are good. They are proof that we have
learned something from our previous experi-
ences. I’m not suggesting that we stop mak-
ing assumptions! It’s probably not possible
anyway! I’m suggesting that you catch your-
self in the act of assuming, and challenge
yourself to test the assumption instead of
following through as though it is fact. You
might be surprised at how much more infor-
mation and understanding you gain by doing
so.
G R O U N D R U L E S O F E F F E C T I V E C O M M U N I C A T I O N Text: Dr. Chantal Thorn
2 2 2 2 JSW NEWSLETTER WWW.JSWONTARIO.ORG
Continued on page 3
a situation, you will
scream and attack. You
will demonstrate and walk
self-esteem.”
cating assertively is new for you, you might
want to prepare for any conversations by
utilizing the following script in order to pre-
pare your thoughts. When - describe the
other person’s behaviour, Then - describe the
effect the behaviour has on you, I Feel - de-
scribe your feelings, I’d Prefer - describe the
behaviour that you’d prefer, Your Benefit -
what is the benefit for the other person to
change their behaviour? Together, it might
sound like this: “WHEN you get up and walk
away while I'm talking to you, (THEN) I as-
sume that you aren't interested in what's
important to me. I FEEL hurt and ignored. If
you could give me and our conversation your
full attention (PREFER), even when you get
frustrated, it would mean so much to me, and
you would also have the opportunity to share
with me your point of view (BENEFIT)."
Well folks…. that’s it for now. Good
luck in looking a little deeper into your own
leadership capacity. Personally, I have found
the leadership journey to be challenging not
only because of having to face other people in
my life, but because of how leadership, ac-
countability and communication forces me to
face myself. I hope you will walk away and
follow through with the following 3 action
steps:
1. What 1 thing can you do to improve your
self awareness (e.g. therapy, journaling, medi-
tation, working out);
style (e.g. ask a colleague/family member to
point out when you have made an assump-
tion, Myers Briggs);
communication tools (e.g. assertive communi-
cation script, assumptions investigation, my
contributions).
Organizational Development at Guelph Gen-
eral Hospital and Principal Consultant of her
own Organizational Consulting company,
include Educational Workshops (effective
communication, service excellence, change
notes (using the power of music and song-
employee engagement, personal excellence,
self-discovery, etc.); Facilitation (planning,
brainstorming, teambuilding and goal-setting
to what you want and how to get there).
Chantal can be reached at chantalt-
h o r n @ r o g e r s . c o m a n d
www.chantalthorn.com
edge Your Contribution. One of the best ways
to alienate yourself from your colleagues and
family members during difficult conversations
is to decline accepting any responsibility for
the situation that you find yourself in. I’ve yet
to see a difficult relationship situation that
has not, at least in some way, been the result
of the combined actions of all those involved.
One way to truly demonstrate leadership
accountability is to genuinely review and ac-
knowledge the contributions that you have
made to the situation. Perhaps you have
made an assumption, or withheld information
without meaning to. Perhaps you provided
mixed messages by being passive aggressive,
or reacted disproportionately to the situation.
Regardless of your role, you will demonstrate
a willingness to be accountable and to move
forward if you are willing to share with the
other individual(s) your acknowledgement of
your contribution.
can be such a fine line between being asser-
tive and being aggressive. A true leader works
at finding that delicate balance. Assertiveness
allows for a win/win situation. Assertiveness
provides you the opportunity to have respect
for yourself and the other person. In a situa-
tion, you will speak up, not hide or scream
and attack. You will demonstrate and walk
Ground Rules of Effective Communication
E veryone’s got a long list of websites that have career-related information for their clients, but there’s a lot more out there in the virtual
world that can help you in ways you’ve never considered. This is the first in a series of short columns that will provide tips on how you
can find information and resources more efficiently online. Today we’ll talk about how Google and other websites can help clients with
limited English proficiency.
When you click on the Google.ca page, you’ll see three options to the right of the search box: Advanced Search, Preferences and Lan-
guage Tools. Click on “Language Tools”. Enter the phrase, text or web page you’re interested in. Select the language you’re most comfortable
with and the language where you think you’ll find the information. Since there are only 41 languages available, you won’t find everything you’re
looking for but it’s a good start. Try it out.
I decided to do a search in Spanish for “jobs in engineering in Toronto” or, rather, “puestos de trabajo de ingeniería en Toronto”. I indi-
cated that my language was Spanish and I was looking for English pages. I got 2,620,000 results divided into two columns: one was English and
the other, was a Spanish translation. Not only had the landing page been translated, but every single link on the website was in Spanish as well.
Sure, web translations are fairly rough, but it’s something to keep in mind when clients are struggling with English. The same feature offers a
Spanish-English dictionary which provides several definitions, related phrases and recording of the word. You can also change the interface which
will translate all Google tips and messages into the language you choose.
Moving from search engines to websites, there are two that are outstanding: http://esl.about.com/ and http://www.learn-english-
today.com/. What you can’t find on their sites is listed on their resource page. You’ll also want to check out http://www.howjsay.com/ for how
to pronounce any English word from antidisestablishmentarianism to supercalifragilisticexpialidocious.
And let’s not forget iTunes! While you’ll need to download the iTunes software to your computer, it’s free and you don’t need an iPod
or even an MP3 player to enjoy it. Listen to or watch it on your computer. And while they would love you to download their music at $0.69-$1.29
a tune, iTunes is not just about music. In fact, my favourite part is the wide range of free podcasts they have. You can search from any of 100 ESL
podcasts for the one that provides the kind of information you’re looking for. Look forward to ongoing programs, just like your favourite radio
show, by clicking on a button to subscribe. Clients will also want to explore all of the other free audio and video podcasts on iTunes from univer-
sity courses on various topics to tips on finding a job.
T E K T A L K Text: Terry Baker
W hat are some of the common forms of mental
illnesses facing newcomers?
mately 20% of Canadians will personally experience a
mental illness in their lifetime. Mental illnesses affect
people of all ages, educational backgrounds and economic
levels and cultures. The major mental illnesses are anxi-
ety disorders, mood disorders, schizophrenia, and eating
disorders.
ployment, poverty, language difficulties and isolation
when settling in a new country. Pre-immigration trauma,
such as internment in refugee camps, torture or witness-
ing violence increases the risk of mental illness, particu-
larly post-traumatic stress and depression. Also, more
than 30% of newcomers’ families live below the poverty
line. Depression may arise if newcomers are not able to
find meaningful or economically satisfying employment.
Anxiety disorders affect 12% of the population. Individu-
als dealing with anxiety disorders experience intense and
prolonged feelings of distress. The disorder is divided into
the following types – General Anxiety Disorder (GAD),
Specific Phobia, Panic Disorder, Post Traumatic Stress,
Social Phobia, Obsessive Compulsive Disorder (OCD).
Anxiety disorders can be effectively treated in the com-
munity using medication and therapy.
Mood Disorders include major depression and bipolar
disorders. In an episode of major depressive individuals
feel sad and empty to the extent that it impacts on their
daily functions such as relationships, work, sleep, and
eating. It is a leading cause of disability and affects one in
five adults over their lifetime. Bipolar disorder is charac-
terized by at least one manic episode, with or without
depression. It affects one in forty adults. Medication and
therapy are used to treat mood disorders.
Schizophrenia is an illness where individuals experience
mixed-up thoughts, delusions, hallucinations and social
withdrawal. It affects 1% of Canadians. The age of onset
is early adulthood. It can be treated with medication, edu-
cation, primary care as well as hospital and community
support.
behaviour – either eating too much or too little. Approxi-
mately 3% of women are affected by eating disorders.
The treatment of eating disorders focuses on changing
behaviour, thinking patterns, self-body image and nutri-
tion advice.
Stigma has long been a deterrent to the treatment of
mental illness. It is important to recognize that mental
illness is treatable and individuals dealing with it do not
need to suffer in silence.
Source: The Human Face of Mental Health and Mental
Illness in Canada 2006,
Government of Canada, 2006.
———
Karen Liberman is the Executive Director of the Mood Disorders Asso-
ciation of Ontario. Karen is a long-time community activist and plan-
ner, workshop presenter, group facilitator, and social justice advo-
cate. Karen is well-known for her presentations on many topics in-
cluding mood disorders, mental illness and the discrimination and
stigma that can result. Above all, she is a shining example of hope
and recovery. Karen has been honoured by Chatelaine as a Health
Hero and by the Royal Bank of Canada for her working combating the
stigma of mental illness. Recently, Karen was featured on the nation-
ally televised CTV documentary “Fighting the Dragon”. In 2003, Karen
also received the Courage to Come Back Award from the Centre for
Addiction and Mental Health. Most recently, Karen received the 2004
Ontario Psychological Association’s Public Service Award, and the
Toastmasters International 2005 Communication and Leadership
Award. In November 2008, Karen received the prestigious Douglas
Utting Award on behalf of the Mood Disorders Association of Ontario
for excellence in combating the stigma of depression. Karen has re-
covered from a decade long battle with severe clinical depression and
has a close family member with the condition. She has spoken across
Canada about her own journey and her battles against the darkness,
the secrecy, and above all, the stigma. Karen has often said she will
“go anywhere and speak to anyone” on the topic of mood disorders,
recovery, and hope.
The Mood Disorders Association of Ontario is a non profit organiza-
tion dedicated to enhancing the quality of life for individuals, friends
and families affected by mood disorders (depression and bipolar dis-
orders) through support, information, education and advocacy. For
more information contact us at (416) 486-8046 or visit our website
www.mooddisorders.on.ca
A S K T H E E X P E R T WITH: Karen Liberman
W H A T ’ S U P A T S K I L L S I N T E R N A T I O N A L TEXT: SOHAIL KHAN
T here are numerous job boards that advertise 1,000’s of
opportunities on a daily basis for job seekers. One has
to keep in mind that there is a great deal of duplication
of postings through all these sites, and that roughly 25%
of postings are classified as “phantom postings”. Typically
“phantom postings” are used to capture client information for
future opportunities or for marketing purposes by placement
agencies and recruiting firms. Some of the most popular job
boards in Canada include:
understand that all of these job boards combined fill between
6% - 8% of job opportunities. An additional 16% - 18% of job
positions are filled through head hunting and recruiting firms.
The majority of positions are still filled through old fashioned
networking, responding to newspaper ads and building a rela-
tionship with the prospective employer. Based on this research,
job seekers need to clearly understand and develop effective
strategies to be successful in their job search.
We have all heard from clients who have applied to
hundreds of postings through these websites and have never
received any information on the progress of their application.
Through these automated systems, it is very easy to get lost in
the thousands of applications that are collected on a daily basis.
We cannot ignore these resources that are available to
job seekers. It is important to understand
that an effective job search strategy in-
cludes online job search in conjunction
with other traditional and nontraditional
job search strategies. Online job search is
the path of least resistance, and human
nature dictates that people are going to
follow this route. In spite of this, job
seekers should allocate a proportionate
amount of time to each strategy based
on the return on their investment (ROI)
which is based on the likelihood of an
effective outcome. Job seekers should
not be spending 90% of their resources
in online job search, when it is only suc-
cessful 8% of the time.
The Skills International website
differences that separate us from the
other job boards. These differences in-
clude:
nationally trained professionals.
- All candidates have been prescreened by partnering commu-
nity-based agencies.
publication.
and profile of the candidate.
Skills International is focused on building trust with em-
ployers by providing them with access to a list of prescreened
candidates who they can connect with to address their employ-
ment needs. Skills International continues to enhance its ser-
vices and develop new partnerships to increase positive out-
comes for clients.
vendors like ELUTA (www.eluta.ca) to develop tools to capture
job postings from employer websites. The goal is to capture ac-
tive and legitimate job postings from employer websites from
across Ontario and Canada and to match these to the clients
profiled in Skills International. Once a client has been matched
to a job posting, an email (sample below) will be sent to the cli-
ent providing information on the position, including a link to
allow the client to apply to the opportunity directly.
This new service will streamline the process for clients
in searching online job postings at the various job boards, by
eliminating the “phantom postings” and automatically matching
them to active and real job opportunities. As we develop the
capability further our goal is to try and automate the process
further by sharing the clients Skills International profile informa-
tion with employer postings.
C A R E E R T R A N S I T I O N B R A N D I N G H E L P S C L I E N T S S T A N D O U T TEXT: SHARON GRAHAM
T he buzzword these days is brand-
ing. Career practitioners want to
help their clients to transition
effectively, and so many are
opening their minds to this new technique
that takes advantage of this well-known
marketing strategy. But, as new theories
and ideas evolve, individual practitioners
develop and advocate widely different
strategies, all of which seem to fall under
the umbrella of career branding. Let us
demystify this approach as it relates to the
career transition market.
moil dramatically impacts our clients and
how they need to approach their job
search. As more people flood the labour
market, job seekers are facing a new real-
ity: The market is swamped with more
experienced professionals than ever be-
fore. These days job seekers are compet-
ing with others who are highly qualified,
have the competencies to succeed, and
are now readily available purely due to
the economic situation.
sessment when the market is saturated
with job seekers: The old question em-
ployers were asking, “Why should we hire
you?” is now replaced with a new ques-
tion, “Why should we hire you instead of
all the other highly qualified professionals
available in the market?”
formed a research study to evaluate 200
randomly selected résumés. Submissions
were actively participating in a job search
at the time of the assessment. The study
results determined that 97% of Canadian
résumés have no distinguishing brand at
all. This is where our client’s personal ca-
reer transition brand comes into play. If
someone can distinguish him or herself
from the rest of the qualified people in the
market, there is a much greater chance of
being selected over others.
plete, clear, and unique presence. To sell
themselves well and create a memorable
impression, our clients must apply their
brand holistically and market themselves
consistently in: what they say (their com-
munication), how they look (their appear-
ance), and what they present to the em-
ployer (their résumé portfolio package).
Once your client starts to think about their
marketability in this manner, they are
ready to create a true career transition
brand.
tion branding is broken down into two
distinct parts: your client’s value proposi-
tion and your client’s brand identity.
Your client’s value proposition is the “sales
pitch” that your client makes to prospec-
tive employers. The value proposition
must clearly answer the question we out-
lined before, “Why should we hire you
instead of all the other highly qualified
professionals available in the market?”
This question must be answered clearly in
your client’s first phone conversation with
the employer, early on in the résumé, dur-
ing the interview, and even when negoti-
ating compensation.
“look and feel” of how your client pre-
sents himself. Brand identity applies to
your client’s complete presentation in-
cluding the image he presents verbally,
interview dress, and design of his portfolio
of documents.
résumés reviewed were nearly identical in
design. Think about that for a minute.
What would happen if your client’s rés-
umé is slightly different from these 83%
that are identical? You can imagine that
the top 17% of people who distinguish
themselves with a résumé that shows
their brand identity will have a much bet-
ter chance of success in their job search.
The design con-
factor will stand out and been seen in a
stack of résumés. As a result, your client’s
résumé may be selected first, giving him
or her the edge needed to be called for an
interview. Moreover, if the résumé has a
very professional, upscale design element
that supports the value proposition, then
your client will show people that he or she
is worthy of the requested compensation.
The brand that our client presents must
be true to that individual. Each person in a
job search needs to present a consistent
message, when applying for positions,
networking with colleagues, interviewing
clients to succeed. Create a distinguishing
career transition brand for every single
person that comes through your doors.
Sharon Graham is Canada’s Career Strate-
gist. A recognized career transition expert,
she is founder and executive director of
Career Professionals of Canada
m e n t G r o u p
(www.GrahamManagement.com), and
multiple certifications in résumé, inter-
view, and career strategy, Sharon has ele-
vated the industry by delivering cutting-
edge innovations to practitioners across
Canada. You can reach Sharon by e-
mailing [email protected]..
G L O B A L E X P E R I E N C E O N T A R I O : Supporting Internationally Trained Individuals
W hen Mihaela Fecioru arrived in Canada two years ago
from Romania, she wanted to continue working in a
field in which she had 15 years of experience. In Roma-
nia, Mihaela worked in public administration, working
in government ministries responsible for social services and for labour
issues.
In order to prepare herself for working in Ontario, Mihaela
tried to learn as many applicable skills as possible. She volunteered for
Skills for Change as well as the Centre Francophone de Toronto. She
also familiarized herself with policy making processes by taking courses
and workshops.
It wasn’t long before friends suggested that she apply to the
Ontario Public Service (OPS) Internship Program for Internationally
Trained Individuals.
tion’s Global Experience Ontario (GEO), the program helps newcomers
with a minimum of three years of international work experience. New-
comers are placed in a wide variety of fields including finance, chemis-
try, business administration, communications and environmental sci-
ences, throughout Ontario’s public service.
Thanks to the program, Mihaela is now interning as a French
Language Services Coordinator Assistant for several different govern-
ment ministries.
To date, more than 85 per cent of the 200 internationally
trained newcomers who completed the OPS Internship Program for
Internationally Trained Individuals have found employ-
ment.
English, including one-on-one counselling, information
and referral services, information regarding regulatory
bodies, career maps (guides to entering professions),
and bridge training, internship and mentorship prog-
rams.
ship Program for Internationally Trained Individuals,
contact GEO.
Architect
Certified General Accountant
Certified Management Accountant
Teacher
Floor
Tale of Two Kindnesses
Kindness Number 1:
After seeing the Academy Award Nominated Film ‘Frost/Nixon’ on Friday, a friend and I popped into the lobby of
the stage show, ‘We Will Rock You’ to ask about the Saturday matinee. No sooner had we opened the doors,
when two men, dressed in black, appeared wearing head sets.
Being the clown that I am, I put my arms in the air and said, “I’m Innocent... it was him,” (pointing at my friend.)
When they reached us smiling, I added, “Sorry, is it OK to be in here during a show?”
“No problem sir, we are simply greeting you because it is our job to make sure all of our customers are happy.”
From there, they gave us the information we wanted and asked personably about the movie.
Customer Service Score: 11/10
Kindness number 2:
I stopped in at ‘The House on Parliament’ - a local pub one block away from where I live. The owners made a
point of stopping by, tapping me on the shoulder and saying, “Hey buddy, how’s it going? Nice to see you.”
Not being a regular, and having not been there for 2 months, this was an extremely personable welcome.
Customer Service Score: 11/10
In both cases I was treated respectfully by people who took a genuine interest in me as a person rather than as a
customer. What a breath of fresh air to be treated as a human being rather than a prospect.
This month, how about noticing what kind of customer service you like and finding ways to share it with others?
Have a good one!
Paul is an award-winning professional speaker and storyteller who has worked in 6 countries and 3 continents. In
addition to Seven Humour Habits for Workplace Wellness, Paul closes conference with hilarious comic summa-
ries. To learn more, receive his FREE weekly ‘Humour Recovery Report’ or to watch a fun 1 minute preview, visit
www.paulhuschilt.com; or contact Paul at [email protected] or 416-324-2730.
WITH PAUL HUSCHILT
Please forward your submissions for our next JSW Newsletter to:
COSTI JSW Program
CONFERENCE FOR INTERNATIONALLY EDUCATED PROFESSIONALS
MAY 27TH, 2009

Documents

JSW Newsletter - March 2009 - Volume 2, Issue 4