Tina Varughese

Are issues like these causing stress, conflict, confusion, time and money in the workplace?
• During the interview this foreign worker couldn’t engage in small talk and won’t address past achievements and accomplishments, yet seems highly qualified. Is he?
• Zeeshan’s accent is so strong that I can’t understand him when he calls me off-site with questions.
• I often offer Pierre constructive feedback, yet he never implements it.
• Vilma continues to speak Tagalog with Caridad around patients. Will patients feel anxious and confused?

Why this topic?
Successful organizations understand that being able to attract, recruit and retain a qualified worker with appropriate skills, personality, attitude and motivation can be challenging at the best of times, let alone when chronic labour shortages exist in both skilled and non-skilled occupations. A shortage of skilled labour limits the ability to increase sales or production, which is why many successful organizations recruit foreign workers. The top source countries for foreign workers are India, China, Pakistan and the Philippines, all collective in nature. Collectivists often recommend suitable candidates because of their commitment to family and community, giving employers access to a rich database of potential recruits. However, managerial hiring practices are not standardized globally. Religious practices coupled with English as a second language can also affect productivity and profitability if not managed effectively.

Target audience:
Sectors experiencing critical labour shortages, including but not limited to, oil and gas, healthcare, agriculture, hospitality, tourism, information technology and trades.

Are issues like these causing stress, conflict, confusion, time and money in the workplace?
• During the interview this foreign worker couldn’t engage in small talk and won’t address past achievements and accomplishments, yet seems highly qualified. Is he?
• Zeeshan’s accent is so strong that I can’t understand him when he calls me off-site with questions.
• I often offer Pierre constructive feedback, yet he never implements it.
• Vilma continues to speak Tagalog with Caridad around patients. Will patients feel anxious and confused?

Why this topic?
Successful organizations understand that being able to attract, recruit and retain a qualified worker with appropriate skills, personality, attitude and motivation can be challenging at the best of times, let alone when chronic labour shortages exist in both skilled and non-skilled occupations. A shortage of skilled labour limits the ability to increase sales or production, which is why many successful organizations recruit foreign workers. The top source countries for foreign workers are India, China, Pakistan and the Philippines, all collective in nature. Collectivists often recommend suitable candidates because of their commitment to family and community, giving employers access to a rich database of potential recruits. However, managerial hiring practices are not standardized globally. Religious practices coupled with English as a second language can also affect productivity and profitability if not managed effectively.

Target audience:
Sectors experiencing critical labour shortages, including but not limited to, oil and gas, healthcare, agriculture, hospitality, tourism, information technology and trades.

Are issues like these causing stress, conflict, confusion, time and money in the workplace?
• Trevor is always on his iPhone. How does he get any work done!?
• I wish Mei-Wen would contribute more in meetings. When I hired her she seemed so bright.
• Jacqueline is so shy. How can she take on the role of VP of Marketing? Who would respect and listen to her?
• George is always in my office. We have Outlook for a reason. He’s seriously wasting my time.

Why this topic?
Successful leaders understand today’s increasingly multigenerational, multicultural and multifaceted workforce brings both opportunities and challenges if not managed effectively. To create trust, collaboration and creative work environments, inclusive leaders need to effectively communicate, understand and listen to their fellow employees. Everybody wants to be seen, wants to be heard and wants to be acknowledged. Learning how to communicate and cooperate in the workplace leads to a healthier, happier, motivating and inspiring workplace where everybody benefits.

Target audience:
Leaders, managers, skilled professionals or anybody that works in a multigenerational, multicultural and multifaceted workplace.

Are issues like these causing stress, conflict, confusion, time and money in the workplace?
• The sales managers are at ‘lunch meetings’ all the time, whereas we’re on-site working. How does the sales team expect to make our deadline with that attitude?
• I believe in an open-door policy, but Anil is in my office all the time and I’m struggling to complete my own work.
• Mary Ann’s negativity is decreasing morale. I’m worried it’s affecting our productivity. How should I approach this with her?
• Joe is highly respected by his crew, yet working 15-hour days. Will he burn out eventually? I can’t afford to lose him.

Why this topic?
Creating a great organization isn’t just about breaking down cultural barriers. It’s about building a workplace where everyone works towards a common purpose and feels included despite title, rank or position. Successful leaders understand people do not leave jobs. People leave people. Today’s successful leaders believe not only in investing in themselves but encouraging others to grow, learn and develop, in order to build inclusivity and trust, break down silos, foster employee engagement, encourage open lines of communication, promote creativity and create a healthy, happy and inspiring workplace.

Target audience:
Leaders, managers or skilled professionals from any organization wanting to increase productivity, build inclusivity, and enhance employee engagement would benefit greatly from this topic.

Are issues like these causing stress, conflict, confusion, time and money in the workplace?
• Emily is 30 years old. This role involves a lot of travel – should she be promoted? What if she decides to have children?
• Manuel has such a strong accent that I’m just not sure if he’s a good cultural fit for our organization?
• As an ambitious white male, I am the minority these days! I can’t check any of the boxes. Will I be passed over for this promotion yet again? I’m ready to quit.
• Should Morton really lead the charge of the IT department? He just seems ancient to me.

Why this topic?
First impressions, positive or negative, are made in seven seconds or less. We all make quick assessments of others without even realizing it. We are not born with bias. Biases are formed by past situations, experiences, background and culture. Unconscious biases typically exist towards gender, race, religion, sexual orientation, age, disability (both physical and mental), and weight. Most of us will say “I see people for who they are” but do we? Unconscious biases affect and impact decision-making both professionally and personally with real impact. Recognizing, managing and mitigating unconscious bias promotes diversity and inclusion. Diversity and inclusion drive innovation, increases productivity, and stimulates creativity while promoting a healthy, happy, engaging workplace culture.

Target audience:
Anyone from any organization wanting to increase productivity, stimulate creativity, drive innovation and create a healthier, happier workplace by promoting a more diverse and inclusive environment, would benefit greatly from this topic.

Are sales, negotiations and customer service suffering due to issues like these?
• Vikram continues to negotiate on the house price even though we have a signed contract. How do I explain I cannot reduce the price anymore?
• This client shook my hand like a ‘wet noodle’. Is he not interested in buying insurance through me?
• My entire team is Caucasian. How can we increase business in multicultural markets?
• Jennifer is my ‘top performer’, yet many prospective male clients won’t look at her. Is it because they do not respect women?

Why this topic?
The population in general is becoming increasingly multicultural. One-fifth of Canada’s population was born outside of Canada (much higher in urban centres) – making it one of the fastest-growing niche markets today. Second and third generation immigrants are highly influenced by parental values, beliefs and cultural nuances. With diversity comes opportunity, and potential for growth in sales, brand loyalty and profitability. By building trust and rapport through understanding, recognizing and respecting cultural differences, successful companies can capitalize and profit from this often untapped market.

Target audience:
Sales and service professionals from any organization with a culturally-diverse client base would benefit greatly from this topic.

Are issues like these causing stress, anxiety, guilt, weight gain, sleep deprivation, and negativity?
• I have a demanding job often taking work home with me. When am I supposed to find time to exercise?
• Between work, kids’ activities, cleaning the house, and preparing meals I’m exhausted. Does everyone feel like this?
• I always take on additional projects at work and at home. I don’t seem to have any time to breathe these days. Why do I say ‘yes’ to everything?
• I feel like a hamster on a wheel with little to no time for myself.

Why this topic?
Only 23% of working Canadians are highly satisfied with life. In fact, one-third of Canadians feel they have more work to do than time permits. Work-life balance is not a gender issue. Men have the same issues balancing career and family as women do and also struggle with obtaining work-life balance. With technological advances coupled with more women entering the workforce due to economic pressures, work-life balance can seem evasive and unobtainable. But with essential tools, tips and strategies, employees can minimize stress, maximize efficiency, improve productivity and boost positivity both at work and at home. Increased work-life balance leads to lower employee absenteeism and turnover rates and higher levels of employee engagement.

Target audience:
Anyone struggling to manage their stress and achieve a healthier work-life balance.

Are issues like these causing stress, fear, confusion, inefficiency, insomnia and productivity in the work-from-home space?
• I am lacking focus and motivation while working? How can I make my day more productive, efficient and even energizing?
• Fear, ambiguity and negative thoughts continually creep into my head. I feel deflated, angry and immense sadness. When should I be concerned if I’m situationally depressed, anxious or both? What can I do to protect the mental health of myself and my family?
• I do not know how to effectively connect with clients in a virtual environment? Can I still build trust and authenticity, and continue to strengthen relationships with clients, customers, suppliers and team members or is everything on hold?
• Covid-19 feels like a living nightmare. How can I become purposeful, passionate, mindful and meaningful controlling what I can for a stronger and more resilient outcome for all?

Why this topic?
With the sudden onset of Covid-19, organizations were forced to pivot, adapt and into uncharted waters while facing overwhelming uncertainty. Despite title, rank or position we are all leaders at work and at home and have the capability to impact, influence and inspire others through intentional actions. Virtual leadership begins with effective communication, collaboration, empathy and understanding. With employees becoming increasingly demotivated and disengaged coupled with mental health issues such as depression, anxiety and addiction on the rise because of the pandemic situation, it is imperative to lead with compassion, transparency, integrity and most of all resiliency as we stand together apart.

This is an interactive, ‘hands-on’, inspirational virtual keynote utilizing Zoom, where attendees will participate in live polling, group chats, slide shares including videos, morale-boosting activities and Q and A to promote social inclusivity, engagement and unity.