Concerns about security on the app TikTok continue to mount as provincial and municipal governments consider or implement plans to restrict employees from accessing the platform on their work devices.
At the end of February, the federal government officially announced it was removing TikTok from all its mobile devices, joining a growing list of governments worldwide doing the same, despite assurances from the Chinese company Bytedance which owns the app that it does not share data with the Chinese government or store it in the country.
All Canadian provinces are implementing or considering bans, however, at this time it remains unclear if the Yukon, Northwest Territories and Nunavut will do the same.
Other organizations, including Waterloo Regional Police Service and Conestoga College, have also banned the app on work devices.
But what does this mean for businesses, many of whom now rely on the popular social media platform to promote their business?
We asked Cambridge Chamber of Commerce Members and marketing experts, Ashley Gould of Cinis Marketing and Cathy Lumb of Cali Marketing Communications, to share their insight:
Q. What are some of the key benefits for businesses who use TikTok?
Ashley: TikTok is a great form of marketing for businesses looking to attract a younger audience. They also currently have a huge user base and extremely high engagement, so it is an easier platform to grow your audience on.
The third benefit is that less businesses are using TikTok which translates to less competition, meaning that your posts will be seen more favourably and if you engage in paid ads the cost per engagement will be lower.
Cathy: TikTok lets you tell your business’s story with short, fun, and entertaining content that will attract and keep people’s attention. It’s ideal for fun interactive activities and challenges to keep your audience involved and growing. A benefit for your customers is that they won’t feel they are being advertised to, as with some traditional advertising.
Businesses can get a great idea of what their customers like about their products or services as well as what needs to be improved. But it’s important to answer the question: Is my audience on TikTok?
Q, What has made it such an attractive social media tool for them, and can they rely on it too much?
Ashley: The pandemic helped tremendously with the success of TikTok as a platform. Suddenly, people found themselves with extra time and TikTok was a great place to find the most recent dance or trend that you could then try for yourself. Now, TikTok has a billion active users, who are on the app daily looking to be entertained.
Relying on TikTok as your main form of marketing only works for a very small number of businesses, specifically those who can ship internationally and who are geared to a younger audience.
Though TikTok can be helpful for other businesses, it is equally important to spend time on platforms like Instagram Reels that take into account, geographic location on a broader scale.
Cathy: It feels more personal and is interactive, videos can be quickly created to be current and in the moment. (You still do need to carefully plan and create engaging material on TikTok.) It is easy to create content with TikTok’s dynamic music and graphics. It’s also a great way to work with influencers who are using your product or service.
If your main target audience is on TikTok then it would be hard not to be there. If TikTok is your only social media platform and at some point, feel you want to get off, it is best to be building your audience on other platforms.
Q. Should businesses be concerned about their information being compromised and shared?
Ashley: Mainstream media has made it readily known that the majority of apps access more data on our devices than they need to. That said, what is on your device should play into that decision. If your phone holds confidential information that could compromise the government, or a hospital, yes keep TikTok off that device.
If the most private thing you have is your banking app, studies thus far have shown you are OK to keep the app at this time.
Cathy: This is a big concern as we never want our or our customers’ confidential information to be compromised and used by others. We have already seen many examples of data being collected by other companies and put at risk by being passed on to third parties, without their customers’ consent. TikTok is very good at collecting a lot of information about its users and we can’t be sure where it will end up. More investigation is needed.
Q. What are some steps businesses can take to protect themselves? Or can they?
Ashley: There is definitely something to be said about keeping TikTok on your personal device only and off your work device. TikTok has developed several strategies for keeping your information more private from an audience perspective, but not from a downloading and data collection perspective.
Cathy: As with all social media platforms and search engines, TikTok collects a lot of information from its users so they can effectively target ads. It is impossible for a business or individual to fully protect themselves as there is no way to opt out of all the information TikTok collects.
It’s up to each business and individual to manage their privacy, security and cookies consent on TikTok as well as their browser settings. Even so, it’s impossible to fully protect yourself from your data being collected and possibly shared as there is no opt out for all information being gathered.
A business or individual can minimize some risk by choosing not to post easily identifiable locations in TikTok videos. Individuals can set their TikTok to private to reduce risk.
Q. Do you see businesses moving away from using this platform?
Ashley: The answer to this question is complicated as it is extremely industry specific. If government employees can no longer download TikTok on their devices, then businesses that are using social media as a means of marketing to this demographic will have to find alternative routes.
That said, for the majority of businesses the opposite is true, where more and more businesses are starting to create TikTok strategies.
Cathy: I think it will be a tough call to make if a business’s customers and competitors continue to use TikTok, especially if the business is benefitting. A lot will depend on what we learn in the coming weeks about TikTok, as well as what the consumer decides to do. I do think that if a business is not benefitting in a tangible way, then they may be more inclined to move away from it.
We know that Facebook has faced criticism over the past few years, as has Twitter, but it has not stopped people from using these platforms.
However, major advertisers recently moved away from Twitter in droves, so we can see that if businesses are not happy with a social media platform, they will take action. Many individuals on social media do not feel the need to stop using it and some find it hard to understand how they can be of any interest to TikTok or Facebook.
Q. Are there any social media platforms that are ‘foolproof’ when it comes to security concerns?
Ashley: In my opinion, no. Apps are always collecting data, it is part of how they are created, and that data is meant to further your user experience. Therefore, there is always some kind of security concern with an app.
Cathy: All social media platforms have their strong and weak points regarding security, and all are collecting data about us. Users of social media need to adjust the security, privacy, and advertising cookie settings to the levels they are most comfortable with.
Businesses on social media platforms need to keep a close eye on their social media accounts, monitor frequently and address any concerns right away.
Regularly review your analytics to determine if your business’s marketing objectives are being achieved on social media.
It has become an all too familiar scenario for many small businesses: a potential employee doesn’t show up for the interview or a new employee, perhaps after a single day or a few weeks, suddenly disappears, never to be heard from again.
For businesses already struggling with labour shortages, the phenomenon of ‘ghosting’ has grown into a real challenge as our economy continues to rebuild.
“The last time we checked, we had about 30% participation in live interviews,” says Mike Black, owner/operator of Valet Car Wash in Cambridge and eight other locations. “I’m also finding that many people go onto Indeed and apply to dozens of job postings and they have no idea why you are even contacting them because they have so many irons in the fire and are just picking and choosing.”
He’s not alone in this regard. According to a survey conducted by the Canadian Federation of Independent Business (CFIB), 37% of small business owners who responded said they have had potential hires suddenly disappear without explanation, while one out of three who’ve hired someone during the last year either had that employee not show up their first day or had them stop coming in shortly after being hired.
While salary is a clear motivator for many job seekers, Mike also believes there has been a cultural ‘shift’ as opposed to just an economic one in terms of how people currently look for work.
“There almost seems to be a complete lack of courtesy and respect for others,” he says, noting the adage ‘never burn a bridge’ no longer seems to apply.
Janice McVey, Manager Partner at the Dean Group which specializes in employment recruitment, says the fact there are so many jobs available and that accountability no longer seems to be there when it comes to referencing, are a few of the key factors.
“It used to be that having a good job reference was important and not having one used to be a real impediment,” she says. “Now, again with unemployment so low and good people hard to find, companies are lowering the bar. The job candidate understands that lack of investment from the client’s perspective, so it becomes a bit of a two-way street.”
Janice says conducting a short Zoom interview may not necessarily win over a potential employee and make them feel invested enough to sign on. However, she acknowledges that most companies also no longer have the luxury due to staff shortages to properly acclimate a new employee –spending additional time on training or introducing them to all their co-workers - because they need them to start working immediately.
“As a result of tightening up the interview process, they actually lose that ability to truly engage somebody in the role and therefore they can lose them,” says Janice, noting ‘A list’ companies that offer higher salaries and benefits tend to have fewer ghosting issues. “I think what it boils down to is there are too many options out there and therefore people do not worry about not finding a job when they need one.”
To help combat this, she encourages her clients to really promote why a person should want to work for them.
“You have to make sure what you’ve got to offer is what the candidate is really looking for. You as an employer, have to be clear on why people want to work for your organization,” says Janice. “Because now, they’re interviewing you more than you’re interviewing them.”
And if the candidate accepts the job but there is a concern they could soon be looking elsewhere, she recommends reminding them why they accepted the job in the first place.
“What was their motivation; if money was the reason, you’re never going to keep those people because they’re going to go to the next guy who pays them more,” says Janice. “I think you’ve got to make sure you’re lining up what it is you’ve got to offer with what it is an individual is looking for.”
Mike agrees noting potential employees are paying much closer attention to a company’s core values and how it projects itself, especially online.
“You are definitely selling yourself more today,” he says, adding that communication is vital, especially during the initial interview process and explains how his company keeps in close touch with a potential employee once contact has been made.
“We stay in constant touch with that candidate, reminding them about the interview and confirming the date and time,” says Mike, adding they have had great success with video interviews which can also lead to an in-person meeting depending on the position they’re trying to fill.
Also, he says that close communication continues for the first few months after a new person has been hired.
“You really need to build a relationship that makes them feel welcomed and appreciated, and make sure they have everything they need,” says Mike. “You also have to be aware of how your employees are interacting with your new hires because they can play a major factor on whether they will stay or leave. It only takes a couple of bad apples to taint someone.”
Janice agrees, explaining leveraging your internal network can help an organization retain new employees.
“Your best salespeople as a good organization are your current employees,” she says, adding the pandemic has made the work of HR departments even harder. “I’m afraid the downside is they haven’t been able to do some of things that helped with engagement of candidates like they used to.”
When it comes to recruitment, Mike has purposely entrusted that responsibility to someone else in his organization.
“If it’s not something you’re comfortable with, you really have to delegate it to someone who is,” he says, adding each January his company conducts an analysis of its turnover rate during the previous year. “We compare it with previous years to see if we’re getting better or worse. If we’re getting worse, then we really need to look at why and look at solutions as to why that rate when up.”
Employment turnover at a glance:
More than one-third of Canadian companies (35%) say employee turnover has increased compared to last year, a significant rise from the nearly a quarter (24%) who said the same thing in 2021.
According to the survey, employee turnover costs companies an average of over $41,000 each year (including the cost to rehire, lost productivity and more). Those costs are even higher for some employers, with more than 1 in 10 hiring managers (16%) reporting $100,000 or more per year in turnover expenses.
For companies with increased turnover this year, the main causes identified include better pay and/or benefits offered elsewhere (36%), employees resigning (35%), employees feeling overworked (33%), retirements (30%), increased workplace demands (29%) and better perks elsewhere such as summer Fridays and unlimited vacation days (28%).
Two-thirds of companies agree that employee turnover places a heavy burden on existing employees (64%). This is especially the case with large employers with 100 or more employees (75%) compared to small businesses with fewer than 10 employees (50%). With the added complexity of the current labour shortage, companies are having to lean heavily on their current employees.
• Info provided by The Harris Poll commissioned by Express Employment Professionals
For millions of Canadians, working remotely from home has become commonplace since the pandemic began.
Whether they are working at a desk in a spare room, rec-room or even the kitchen table, many Canadians have had more than a year to adapt to this new COVID-19 reality which continues to see our work habits evolve the longer it continues.
In fact, according to a Statistics Canada survey, nearly one-quarter of Canadian businesses expect that 10% or more of their workforce will continue to work remotely post-pandemic. That same survey indicates at least 25% of Canadian businesses will offer their employees the option to work remotely, while at least 14% said they will make it a requirement.
“I really think it’s going to change the landscape of your workforce in the traditional sense,” says Brandy Ireland, Business Development Manager with Peninsula Canada.
The company, created in 2017, offers expert advisors to provide HR, health and safety and employment support to SMEs.
“I think a lot of offices are going to be more of a co-operative space where people will have more flexibility,” she says, noting this will be a positive move for those who may find themselves with a sick child and no longer have to take the day off. “Before, you’d have to take a full day off and then try to play catch up. So, it’s stressful being at home dealing with a sick child and knowing you have all this stuff building up at work.”
But there are also negatives, as many of those who are working remotely have discovered, such as mental health issues and productivity concerns.
These are some of the topics Brandy will touch on at our May 18 YIP Growth Learning Series event: ‘Workplace Discipline in a Remote World’. Her discussion will feature tips for employers that they can utilize to promote work productivity remotely, including clearly outlining necessary policies to ensure all parties are in agreement.
“We want to make sure you’re all singing from the same song sheet and understanding the expectations because that can really help,” says Brandy. “On the side of HR, there are no laws mandating what these policies need to look like. You just want to make sure you’re using the proper legal language to make sure it’s conveying the correct expectations.”
These include policies around such thing as a drugs and alcohol use.
“You have to make sure there can be no assumptions made,” she says.
Brandy says expectations could also change if an employee wishes to work remotely from another province, or even a different country.
“There’s going to be different implications based on where the employee may want to move to,” she says, noting occupational and health safety issues, as well at the Employment Standards Act, are different in each province. “You would have to adjust your contracts and your language. Also, if they move out of the country there could be tax implications and the employer would need to understand the tax restrictions of where they’re moving to.”
Besides work-related expectations, Brandy will also touch on the mental health issues now surfacing for many employers.
“I have had a lot of calls and claims coming from the mental health side of things and stress associated calls with workers feeling over-worked and uneasy, especially in light COVID-19 and the restrictions. People are just really lonely and tired of being stuck at home with no interaction,” she says, adding one of her tips will be to encourage employers to host team building activities. “It could be hosting a game night, or a game hour during lunch on a Friday. Or just trying to do some team building exercise as people transition into the weekend.”
Brandy says the need for empathy is one takeaway she hopes participants will receive at the Growth Series event.
“A lot of people are dealing with a lot of different situations in their households,” she says, adding many be trying to share their new ‘workspaces’ with spouses or children learning online. “There’s going to be specific and individuals stresses they are dealing with including anxiety and family. You really have to be empathetic.”
Also, Brandy says the need for clear communication and proper documentation will be other important takeaways.
“You want to make sure you’re doing what you can to provide a stable environment in an unstable situation,” she says.
Our YIP Growth Series: ‘Workplace Discipline in a Remote World’ event will take place Tuesday, May 18 from 11 a.m. to noon and is sponsored by Deluxe. For more, visit https://bit.ly/3vma3SX
The arrival of the pandemic has altered our lives in many ways, especially how business is now being conducted.
As more businesses and organizations look for ways to present their message to potential customers and supporters, creating quality videos should be the method near the top of their list.
“In light of COVID-19, we have seen the world turn to video as a lifeline not only professionally, but personally,” says expert video strategist Sheryl Plouffe. “It is the way of the future and businesses that do not integrate video will fail over the next decade.”
The international speaker and successful entrepreneur will share some of her valuable insight at our next YIP Growth Learning Series event that focuses on video messaging, which experts say is a great way to connect on an emotional level with your audience compared to other content.
“I see a lot of people watching their competition using video, taking their prospects and clients away from them because they’re not willing to face their fear or nervousness about stepping in front of the camera,” says Sheryl. “A lot of people are hanging onto a level of perfectionism that is hindering their growth.”
Known for using simple, yet strategic storytelling, she will share some of her best on-camera strategies to assist participants in creating polished and professional products, with an emphasis on how video messaging can benefit their business by making bigger impacts.
“My intent is that they’ll feel motivated to take those first few important steps towards building a video strategy that builds their platform and brand,” says Sheryl, adding she’s an ‘open book’ when it comes video. “I also consider myself a video marketing crash test dummy to some degree, so I feel like people who come to this presentation will benefit from asking me anything.”
Find out more by joining our session, YIP Growth Learning Series: Video Messaging, on Tuesday, April 6 from 11 a.m. to noon. sponsored by Deluxe.
It’s a question many of us ask ourselves when we look at ways to create a better time management system.
“For most of us, our to-do list will never end,” says Murray Smith, Principal of The Achievement Centre. “For most of us there are more things we’d like to do in a day than we can do in a day and that’s why it becomes really important to establish what are the priorities.”
Managing your priorities will be a key focus at our March 25 YIP Growth Learning Series event: Time Management, which Murray will facilitate.
But he warns participants won’t be provided with the ultimate solution to managing their time.
“Some people will be looking for some ‘magic’ system,” he says. “There is no such thing as a perfect system.”
Instead, he says the many methods people may already be using to manage their work duties - from apps and computer calendars, to even notepads – are fine and there is no right or wrong when it comes to creating your own time management system. “You get a system that works, and chances are you’re going to use a combination of a few. What I will be encouraging people to do is create a system that works.”
Murray says managing priorities is important and looks for inspiration from author Stephen R. Covey’s book The 7 Habits of Highly Effective People as a point of reference.
“He set up that urgency/ importance matrix and it makes a lot of sense,” he says. “It’s more about understanding what is urgent and what is important versus what’s perhaps urgent for other people but is not important to you.”
And with many people working from home due to the ongoing pandemic, Murray says most of us are dealing with more distractions.
“The notifications on our phone create an urgency. Unless your job is tied to responding to those notifications, you’ve got to control them,” he says. “The bottom line is priorities and eliminating those distractions.”
Murray says knowing what your priorities are and being able to communicate that to others, especially your employers, is vital.
“Time management is as much about communication with others who do have influence on your time and priorities as it about fulfilling the task list,” he says. “When you know what is most important, you have the power to communicate with others when the inevitable change to your pile of tasks occurs. Don’t complain, communicate.”
Our YIP learning session is sponsired by Deluxe and takes place Thursday, March 25 from 11 a.m. to noon. For more, visit https://bit.ly/2OfZVeM
The pandemic has not only dramatically altered our lives, but also the way we do business.
Conducting business online has become paramount for many operations which makes the
the importance of effective marketing even more vital to ensure a strong client base.
“Is your website SEO and is it navigational intuitive? Have you thought about using Google ads?” asks Mike Jennings, president of the Cambridge-based digital marketing agency MoreSALES.
These are just some of the many questions that will form the base of the discussion he will lead at our next YIP Growth Learning Series event later this month ‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’.
This seminar is aimed at assisting entrepreneurs in understanding how to effectively market their product/service by utilizing the basic ‘4Ps’ strategy to create a sales and marketing strategy.
Mike says the onset of COVID-19 has resulted in many marketing changes.
“Prices aren’t going to change that much,” he says. “But promotion is going to be the main difference in a COVID world. How do you promote your product?”
He says the seminar will focus heavily on digital marketing, which has been his speciality for many years, and the importance of being able to shift when it comes to doing business.
“Do you shift your price to be more attractive on e-commerce?” asks Mike, noting that e-commerce is a vital tool for businesses when it comes to competing. “People are not going to be rushing back to your building. They’re still going to want to buy online and those businesses that are easy to buy from are the ones that are going to get the business.”
He says an important takeaway for seminar participants will be to realize these changes don’t have to signify the end for their business.
“There are ways to adjust,” says Mike, adding looking at the expected trajectory of the market is key. “You have to think six to 12 months ahead and how you apply these principles (4 Ps).”
He says a business will never ‘lose’ using e-commerce and digital marketing.
“It’s only going to compound the return to normalcy and accelerate that return to normalcy,” says Mike.
‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’ takes place Wednesday, Feb. 24 from 11 a.m. to noon and is sponsored by Deluxe. Click here to register.
These issues have intensified over the course of the last few months as COVID-19 continues to take its toll on our mental health, just ask Angela Englander, a registered psychotherapist and trauma specialist who operates Ways to Wellbeing Therapy in Cambridge and Tillsonburg.
“I’ve had clients who were perfectly stable pre-pandemic and now have completely fallen apart,” she says, noting some are in the healthcare profession which is facing much strain as this health crisis continues. “I’ve talked to a lot of doctors and nurses who want to go on leave. These people are the webbing of our health system and if their mental health crashes, everyone is going to fall through that gap.”
Identifying what mental health is, as well as trauma and therapy, will form the base of her discussion at our YIP Growth Learning series event on November 19.
“People have such a small amount of knowledge they’re working from when it comes to mental health,” she says, adding the amount of stress people are under right now is skyrocketing as the second wave of the pandemic appears to be escalating.
According to a CTV report, a recent federal study has highlighted a jump in alcohol and drug use during COVID-19, as well as an increase in opioid deaths. Also, according to that same CTV story, overdose calls in Waterloo Region have spiked higher since August and 68 people have fatally overdosed so far this year compared to 63 deaths in 2019.
Angela says at the start of the pandemic in March adrenaline was high as people went into ‘crisis mode’, putting their emotions on the backburner as they adapted to this new reality.
“But the bigger risks will be over the next year because that excitement and adrenaline has started to wear out,” she says. “People are starting to feel more hopeless and facing depression and anxiety.”
Angela says the approaching winter will only add to that negative situation since unlike the past few months, many won’t have the option to go outdoors and enjoy the sunshine and nicer weather.
“I’ve already talked to people who say they’re experiencing SAD (seasonal affective disorder) and are already getting their winter blues and we’re only in October.”
Besides current concerns such as increased addiction issues and a rise in suicides, Angela fears the ripple effect of COVID-19 could manifest in other mental health problems over the next several generations.
“Many people may become germaphobes or even become agoraphobic,” she says, adding people must learn to accept the negative emotions they may be facing now in order to deal with them in a healthy way.
“We are a very emotion-phobic society. The truth is you have to be willing to step towards those emotions and feel them and accept the reality that is.”
During her YIP presentation, Angela hopes to break down how the brain functions into several categories pertaining to mental health and outline how trauma works.
She intends to provide participants with some valuable takeaways.
“They’re going to get a lot of self-awareness and coping skills,” says Angela, noting more typical coping skills such ‘date nights’ with a partner or hanging out with a few family members may not be sufficient enough for some during this pandemic.
She says self-care and emotional awareness will play key roles in the presentation in hopes of giving people more understanding.
“No one is above this virus,” says Angela.
Our YIP Growth Learning series virtual event ‘Mental Health for Young Professionals’ sponsored by Deluxe will take place Thursday, Nov. 19, from 9-10 a.m. For more, visit: https://bit.ly/3efsfGG
Building a solid career takes hard work and perseverance. But it also takes the realization that sometimes you can use some guidance and a little mentoring.
“It really is about friendships and starts with a mutual respect for each other, and then you can start to help each other be successful,” says Arnie Wohlgemut, who operates the leadership development practice KP Mylene/Learning to Build. “It becomes a two-way street.”
Arnie, who has long career supporting new or emerging leaders, will share his expertise at our next YIP Growth Learning Series event Sept. 22 called ‘Working with a Mentor for Young Professionals’.
During this virtual event, Arnie will touch on a variety of topics including how to develop a mentor/mentee relationship within your industry as well as the benefits this relationship can have on both parties both in the short and long terms.
“The first takeaway (from the session) is making sure people understand the difference between coaching, consulting and mentoring,” he says, explaining coaching is performance driven and consulting is linked to the delivery of a service and related to a task.
“Mentoring is more development driven and it doesn’t just look at the person’s current job or profession that they’re in. It looks beyond that function, more of a holistic career thing,” says Arnie.
Looking at a bigger career picture is something he’s very familiar with after working since the mid 1980s in a variety of management positions at several organizations, including the Regional Municipality of Niagara and both the Waterloo Region District School Board and Waterloo Catholic District School Board.
Initially, he pursued a career in skilled trades before finding himself working in regional government and education.
“My roles inevitably were around restructuring, rebuilding a team or building strengths, or bringing people on who needed to be on that team,” says Arnie, adding this provided him the opportunity to assist others advance their careers. “It’s an interesting and wonderful feeling when you’ve had a moment in someone’s life to coach and lead them as they move to a new organization to a position of management or leadership.”
As he began to do more of one-on-one mentoring as part of his job, Arnie developed one of his first programs and decided to go into business for himself in 2012.
“It was about helping people understand who they want to be, not who do you think you should be,” he says, noting being a mentor is an unpaid ‘position’ and doesn’t necessarily have to involve someone from your own industry.
Also, Arnie says age is not a factor and that a younger person can mentor someone who is older.
“Just because someone is younger than me doesn’t mean they don’t have the knowledge or insight relevant for the times we are in,” he says, adding millennials are very comfortable when it comes to reaching out to each other for advice or guidance. “Maybe it has become more acceptable that you will need a mentor if you have career goals.”
He says that mentor could also be an author or a blogger that inspires you and provides insight and perspective.
“It isn’t always a clear-cut one-on-one friendship,” says Arnie, explaining the days of a connecting with people at a conference or event are gone, or put on hold due to the current COVID-19 crisis. “You have to be more creative or take the opportunity that’s there to connect with other people in different formats.”
He says when it comes to being a mentor, time is one of the most valuable things to offer.
“You have to the find the time,” says Arnie. “You have to sacrifice, so to speak.”
To learn more, check out our YIP Growth Series event on Wednesday, Oct. 28 from 9 a.m. to 10 a.m. To register, click here.
Also, for more about KP Mylene /Learning to Build visit: www.kpmylene.com/
As the founder of Revkor Fitness + Lifestyle Training in Cambridge, she has made it her vocation to help others become ‘movers’ after leaving a healthcare philanthropy career in Toronto in 2013 to make this happen.
Her passion to assist others centres on promoting workplace wellness which came about after a decade of working in healthcare.
“We can’t get through stressful times without wellness at the forefront,” says the wellness expert.
The current COVID-19 crisis is clearly one of the most stressful situations facing all us, not just economically but emotionally and physically. In fact, experts are predicting a ‘tsunami’ of mental-health issues to develop in wake of this pandemic.
At our next YIP virtual workshop ‘Better Work Life Balance for Young Professionals’ on May 21, Erin will offer advice and tips aimed at empowering participants with the tools they need to reduce stress and improve productivity.
But more importantly, she hopes to inspire them in work and life.
“The entrepreneur culture often celebrates the non-stop grind,” says Erin. “But the reality is, rest and a calm, controlled mind are in the key to managing challenges and staying on course.”
She has already helped thousands across Canada by initiating programming focused on preventing and minimizing chronic pain and depression by embracing the power of mindful movement.
Erin can highlight some simple habits that can help accomplish amazing results, such as nutrition shifts to alter productivity, an eight-minute morning mindset practice that can ‘train’ your brain to be goal-centred, and a few suggestions for more quality sleep.
“This is the information you need to get and stay on track, striving strong during this unforgettable time in history,” she says.
Our virtual YIP (Young Innovative Professionals) session ‘Better Work Life Balance for Young Professionals’ takes place Thursday, May 21, from 9 a.m. to 10 a.m.
The Canadian Mental Health Association offers these tips to creating better work-life balance:
At Work
Schedule brief breaks for yourself throughout the day. Your productivity and effectiveness will increase if you take even a ten-minute break every two hours and overall, you will get more accomplished.
At the end of each day, set your priorities for the following day. Be realistic about what you can achieve in the time you have available.
Only respond to email once or twice a day. Then, shut off your email program to avoid being distracted as messages come in.
Make a distinction between work and the rest of your life. Protect your private time by turning off electronic communications. Don’t be available 24/7.
At Home
Create a buffer between work and home. After work, take a brief walk, do a crossword puzzle, or listen to some music before beginning the evening’s routine.
Decide what chores can be shared or let go. Determine which household chores are critical and which can be done by someone else. Let the rest go.
Exercise. Even if it’s only for 15 minutes at a time, you’ll feel more energized and refreshed.
Create and implement a household budget. Start by setting aside some money from each pay cheque for the future.
Does making a presentation in front of people send chills down your spine?
You’re not alone. Research shows that at least 75% of people struggle with some degree of anxiety or nervousness when it comes to talking in front of people.
Kevin Swayze, former journalist and communications consultant, hopes to help quash these fears by providing tips about good communication at our virtual YIP Growth Learning Series on April 28 entitled ‘Public Speaking 911’.
“I think that most people stand up in front of a crowd and think everybody there is against them, when in most circumstances they’re there with you and want you to succeed,” says Kevin.
He says the key to good communication centres on connecting with people, whether it’s one-on-one or in a large group, which is something he will stress during his learning session.
“I’m going to show how to polish your elevator pitch when you’ve got only a minute to talk to somebody; to connect with somebody and make yourself memorable.”
Kevin says stories are the best way to accomplish this and during his 30-year newspaper career tried to do just that.
“The best stories are always told through a person. I’ve always tried to do that with my writing,” he says. “People don’t want to be lectured at, they want to connect, and the best stories connect with people. The best communication is conversation.”
Kevin, a client communications teacher at Conestoga College, says he finds inspiration from the international students he instructs. Not only does he admire their bravery for travelling to another country to study, but the fact they will question his use of any corporate jargon or slang.
“I get the look from them,” he jokes, adding good communication doesn’t involve slang or jargon. “It’s pervasive everywhere and it kills communication because you’re either in or you’re out; jargon is exclusive, and it pushes people away.”
Kevin says the use of ‘buzz’ words doesn’t further proper communication and hopes to convey that to participants.
As well, he will also touch on some basic tips surrounding presentation, such as holding on to a piece of paper while standing up to speak.
“I like to give them something to hold in their hands so they’re comfortable,” says Kevin, who has been involved with Cambridge Toastmasters for the past four years.
He says the club, which consists of several groups under the Toastmasters banner, has helped him considerably.
“I’ve seen the change myself. I would not be able to teach as effectively,” says Kevin, explaining club members evaluate every aspect of any presentation by their fellow members. “It’s hard to find anyone who will give an honest and reasonable evaluation of something.”
He hopes YIP participants will leave the session understanding the importance of being an active listener when it comes good communication, noting the temptation of cellphones is difficult to ignore.
“Even if you leave your phone upside down on the desk it still draws your attention,” says Kevin.
He expects participants will already arrive with a set of their own communication tools.
“They will know how to communicate in bits and pieces. My goal is to reflect on what they do and think about what’s working well and where they can build,” says Kevin. “And encourage them to practice what really works well.”
He says most people don’t think about communication deliberately anymore.
“There’s no app that replaces face-to-face communication,” says Kevin.
The YIP (Young Innovative Professionals) Public Speaking 911 session, sponsored by Deluxe Payroll, will take place virtually Tuesday, April 28 from 9 a.m. to 10 a.m.
In fact, according to a Statistics Canada survey, nearly one-quarter of Canadian businesses expect that 10% or more of their workforce will continue to work remotely post-pandemic. That same survey indicates at least 25% of Canadian businesses will offer their employees the option to work remotely, while at least 14% said they will make it a requirement.
“We can’t get through stressful times without wellness at the forefront,” says the wellness expert.
