My dear friends, colleagues, clients and students:
Money magazine, July 2007 issue, in an article titled
Land a Better Job in 10 Minutes or Less: Ask the Experts, by Ismat Sarah Mangla, a noted journalist, has quoted Don Sutaria. An excerpt is reproduced here:
"Offer a quick sales pitch using your most recent work experience, but be specific. Use the problem-action-result model: Talk about a problem you had, the action you took, and what happened in terms of results, whether it was money saved, money gained, fewer complaints or greater efficiency."
—Don Sutaria, founder
of career counseling firm CareerQuest
My family and I returned from a sunny and pleasant nine-day vacation in Ocean City, NJ. I hope you feel just as I do that an annual vacation to a place of your choice is a must for good mental health. It is probably even more important than an annual physical!
I believe that you will enjoy the unusual main article,
From Outsider to Insider: Integration of International Professionals into the Work Life of America. The regular feature, Food For The Soul, has
The Parable of the Sandhill Cranes: Honking Encouragement.
Career Doctor Don Answers Your Questions appears as a regular feature in the International Society for Pharmaceutical Engineering (ISPE) - New Jersey Chapter newsletters. The September/October 2006, the November/December 2006, the January/February 2007 and the March/April 2007 newsletters can be viewed
here.
Enjoy the balance of the summer and keep your feedback coming. Until we meet again through the magic of e-mail,
Peace! Love! Shalom!
Don Sutaria, MS, IE (Prof.), PE
Founder, President & Life-Work Coach
CareerQuest
From Outsider to Insider: Integration of International Professionals into the Work Life of America
Or
What is so different about career counseling of professionals who were born abroad but are now trying to establish their careers in the United States of America?
Prologue
I am not a movie critic. However, I have been very impressed by four movies which depict the struggles of immigrants to the United States. My awareness and understanding have been deepened. These are:
The Namesake (2006): While Gogol Ganguli respects his East Indian immigrant parents and their decision to rear him in his United States birthplace, he is torn between Indian traditions and the modern Bostonian lifestyle. This is Mira Nair's thought-provoking coming-of-age drama, which explores first-generation Americans' delicate dance between culture and identity. The movie is based on a novel by Jhumpa Lahiri, who won a Pulitzer Prize for her earlier writings.
In America (2002): Academy Award-winning director Jim Sheridan brings authenticity and grit to this heartwarming drama about an Irish family starting life anew in the early-1980's America. With their two daughters in tow, Johnny and Sara leave Ireland and head to New York so Johnny can pursue an acting career. What follows is a series of adventures, both comical and terrifying, as they struggle to make the most of their new life.
Someone Else's America (1995): The Serbian director, Goran Paskaljevic spins a modern-day tale of the immigration experience. Despite the complexities of today's socio-political situation, where illegal aliens enter the United States seemingly at will to work in sweat shops at sub-minimum wage jobs, the lure of the American Dream sings its siren song to men and women worldwide. We follow a pair of characters in their trials and tribulations as they attempt to adapt to their new surroundings.
Avalon (1990): Based on director Barry Levinson's memories of life with his immigrant grandparents, this nostalgic story was nominated for four Oscars. Sam Krichinsky comes to America in 1914 and marries Eva. Years later, this multigenerational Jewish family faces a culture clash amidst its own personal struggles and triumphs.
The Challenge
The challenge is to integrate international professionals effectively into the work life of America. Many barriers need to be broken down, as we shall see soon. If that is not accomplished successfully, the professional will be highly dissatisfied because of being underutilized and not reaching his or her full potential. The executive coach and career management counselor needs to raise the consciousness of the international professional client about the nuances of work life in the United States. The coach also needs to point out some concrete steps for overcoming barriers. This may be a natural for clients born and educated in the USA, but it is certainly not the case for international professionals who were born, raised and educated outside the United States but have now migrated to the USA.
...Culture Shock is the toughest component to overcome...
Causes of Ineffective Integration
The causes of ineffective integration are many. I would like to call it jocularly 'The Integration Pizza', made up of eight (8) slices. These are:
- Cultural (Culture shock)
- Technical (Education, terminologies, skill sets)
- Social (Local manners and friendships)
- Physical (Looking different in appearance)
- Mental (A different mindset)
- Emotional (Afraid to express emotions)
- Financial (No cash reserves or family and friends to ask for help)
- Spiritual (Oriental versus western religions and thought)
A Special Word On Culture Shock
In my opinion,
culture shock is the toughest component to overcome, even after years of living in a new culture. The element of cultural surprise may just be lurking around the corner.
Psychologists at the University of Michigan have recently found that people in different cultures think not just about different things, but think differently. Two people from different cultures may look at the same image and give different answers. The answers may reveal your cultural background.
Easterners, the researchers find, appear to think more "holistically," paying greater attention to context and relationship, relying more on experience-based knowledge than abstract logic and showing more tolerance for contradiction. Westerners are more "analytic" in their thinking, tending to detach objects from their context, to avoid contradictions and to rely more heavily on formal logic. That may explain why Americans notice the biggest, fastest and shiniest objects first.
What exactly is
culture shock?
The term
culture shock was introduced for the first time in 1958 by Kalervo Oberg, an anthropologist who lived in Brazil, and trained Americans and their families who went overseas. What seems to create so much trouble is something more subtle and more intimately subversive—
the feeling of inadequacy that results in from not knowing quite how to behave and act among strangers who themselves seem to know just how to behave and act. The sum of the sudden jolts that await the incoming newcomer to a foreign country is known a culture shock.
The classic piece written by Kalervo Oberg is being reproduced here in its entirety to retain its flavor:
"Culture shock is precipitated by the anxiety that results from losing all our familiar signs and symbols of social intercourse. These signs or cues include the thousand and one ways in which we orient ourselves to the situations of daily life; when to shake hands and what to say when we meet people, when and how to give tips, how to give orders to servants, how to make purchases, when to accept and when to refuse invitations, when to take situations seriously and when not. Now these cues which may be words, gestures, facial expressions, customs or norms are acquired by all of us in the course of growing up and are as much a part of our culture as the language we speak or the beliefs we accept. All of us depend for our peace of mind and efficiency on hundreds of these cues, most of which we do not carry on the level of conscious awareness.
Now when an individual enters a strange culture, all or most of these familiar cues are removed. He or she feels like a fish out of the water. No matter how broadminded or full of goodwill you may be, a series of props have been knocked out from under you, followed by a feeling of frustration and anxiety. People react to the frustration in much the same way. First, they reject the environment, which causes the discomfort: "the ways of the host country are bad because they make us feel bad". When internationals in a strange land get together to grouse about the host country and its people—you can be sure they are suffering from culture shock. Another phase of culture shock is regression. The home environment in the country of origin suddenly assumes a tremendous importance. Everything back home becomes irrationally glorified. All the difficulties and problems are forgotten and only the good things back home are remembered. It usually takes a trip home to bring one back to reality.
Some of the symptoms of culture shock are: excessive washing of the hands; excessive concern over drinking water, food, dishes and bedding; fear of physical contact with attendants or servants; the absent-minded, far-away stare (sometimes called the tropical stare); a feeling of helplessness and a desire for dependence on long-term residents of one's own nationality; fits of anger over delays and other minor frustrations; excessive fear of being cheated, robbed or injured; great concerns over minor pains and eruptions of the skin; and finally that terrible longing to go back home, to visit one's relatives, and, in general to talk to people who really make sense..."
There is also something called the "Reverse Culture Shock" or "Re-entry Shock" when a person stays in another culture too long and returns home. This is outside the scope of this article and discussion.
Develop Your Personal Plan of Action.
Possible Solutions
Since we have identified the broad categories of ineffective integration, let us proceed to outline some possible solutions. These are not "magic bullets" applicable to everyone, but a careful thought given to them and applied as necessary in one's case will make a tremendous cumulative difference. I really mean that from the bottom of my heart, based on personal experience.
Cultural
- Study culture (Social, economic, historical, political).
- Improve command of American English (Verbal and written).
- Develop presentation and platform skills.
- Learn how to dress for success in your field.
- Improve voice and speech.
- Increase your accent intelligibility.
- Learn to read body language.
- Respect other people's time and be punctual.
- Take the Dale Carnegie course or equivalent.
- Understand sub-cultures within USA.
- Understand cultural concept of time.
- Understand cultural concept of space.
- Get advice from a mentor who has experienced culture shock.
Technical
- Read American magazines in your professional field.
- Network with other professionals.
- Join professional organizations and participate in them actively.
- Develop computer literacy.
- Participate in company training programs.
- Develop time management skills.
- Take courses at New York University, American Management Association or other institutions of learning.
- Develop speed reading skills.
- Develop Internet skills.
- Learn to manage in a dot-com/hi-tech environment.
- Learn project management skills.
- Familiarize yourself with information systems management.
- Promote yourself through self-marketing.
- Develop awareness of electronic commerce.
- Develop a business plan.
- Learn the basics of finance.
- Learn strategic planning for business.
Social
- Socialize at functions.
- Develop and cultivate friendships.
- Improve listening skills.
- Take a course in social graces.
- Appreciate native humor.
- Enhance conversational skills.
- Be aware of business etiquette.
- Develop and cultivate friendships with people from all cultures.
- Strengthen relationships with family members.
- Learn team development.
- Develop leadership skills.
- Take assertiveness training.
- Learn conflict management and negotiating skills.
Physical
- Be consistent in good grooming.
- Try to keep your weight under control.
- Smoke in private, preferably not in public.
- Drink alcoholic beverages in moderation.
Mental
- Learn to think holistically.
- Improve memory.
- Delve into differing opinions and respect them.
- Invest in lifelong learning.
Emotional
- Express appropriate emotions freely on occasion.
Financial
- Live within your means.
- Learn investment strategies.
- Save for a rainy day.
- Give to causes of your choice.
Spiritual
- Take care of your soul.
- Read and assimilate spiritual materials.
- Join a synagogue, temple, church or a similar organization.
- Volunteer in areas of concern to you (like homeless shelters, etc.).
- Harness the power of positive and optimistic attitudes.
Epilogue
- The challenge is to integrate international professionals into the work life of America.
- The causes of ineffective integration are: cultural, technical, social, physical, mental, emotional, financial and spiritual.
- The solutions have to be custom-tailored to an individual's needs; for example: learning American English, and speech and voice improvement.
- If you are an international professional reading this article, what you have just read becomes only an empty academic discourse unless you: respond to the potential solutions, develop your personal plan of action, and make a resolution to carry out your plan of action.
Just Do It! Do It Now!
Editorial Comments: This article is based on the writer's personal
experiences and those of his international colleagues. The writer, an American
citizen since 1978, came alone to the United States 44 years ago, from Bombay,
India, as a young college student. He had only $209 in his pocket, because that
was all that was allowed from a hard currency area. The balance for educational
expenses was reimbursed every month as an educational loan, which had to be paid
back within 5 years. The monthly payment was cut off if the grades were not
maintained at an A or B+ level. This amount was supplemented by working on
campus as a dishwasher, food server, draftsman, babysitter and a clown at a gas
station.
(Note: The U.S. Visa for Temporary Nonimmigrant Technical Workers is H-1B Classification. It applies to persons in a specialty occupation, which requires the theoretical and practical application of a body of highly specialized knowledge requiring completion of a specific course of higher education. An American employer must sponsor the candidate. This Visa has a fixed time limit (usually 3-6 years), in which the alien may perform services in the United States. If the assignment is over, the employer is required to inform U.S. Immigration immediately of the worker's changed status.)
Food For The Soul:
The Parable of the Sandhill Cranes: Honking Encouragement
Don Sutaria
Why are some organizations vibrant and growing while others seem to be struggling and discouraged? It may be the difference in attitude, which obviously governs behavior. If people in an organization think positive, and build up and encourage one another, the whole atmosphere is optimistic. But a critical, negative spirit breeds discouragement and failure.
Naturalists tell us that the power of encouragement is demonstrated by sandhill cranes. These large birds, which fly great distances across continents, have three remarkable qualities. First, they rotate leadership. No one bird stays out in front all the time. Second, they choose leaders who can handle turbulence. Third, all during the time one bird is leading, the rest are honking their affirmation. That's not a bad model for any organization. Certainly we need leaders who can handle turbulence and who are aware that leadership ought to be shared. But most of all, we need followers who are honking encouragement.
There's a lesson for each of us in the unique habits of the sandhill crane.
Let's do an attitude check. Are we critical of our management team? Do we complain about the job someone else is doing in our organization? Do we have a negative attitude? If so, it's time for us to begin to offer encouragement, to support our leaders, to build one another up. Who can tell what might happen in any organization if we started "honking encouragement"? Let's learn to build any organization up, not to tear it down.
Don Sutaria is Founder and President of CareerQuest (formerly New Life Career Counseling), located in New York and New Jersey. CareerQuest is also mentioned in "What Color is Your Parachute?" Sutaria is a consultant to individuals and various corporations, offering executive coaching and career management services. He has developed unique methods for capturing jobs in the new millennium. He appeared on a Phil Donahue TV special on unorthodox methods of job hunting. Known as "Career Doctor Don", he has been quoted in The Wall Street Journal, The New York Times, The Salt Lake Tribune, The Star-Ledger, The Union Leader, WorkingSmart, SmartMoney, Fortune, and on WINS and WOR radio. He specializes in counseling of international professionals, Generation X (age 20-29), career changers, freelancers, consultants, mid-career executives and people over age 50. He really believes that your career is a pathway to your soul.
Mr. Sutaria has over forty years of diversified industrial and management experience, complemented by training in career development and hands-on experience in career advising. He is an international cross-cultural trainer. He has also served on committees of several organizations, and conducted courses, seminars and symposiums at Columbia University, New York University, Nyack College, Alliance Graduate School of Counseling, Rutgers, and Stevens Institute of Technology. He is a member of the Association of Career Professionals International and the Career Counselors Consortium.
Don earned his MS degree in Management from Kansas State University, an IE (Professional) degree in International Management and Personnel Relations from Columbia University, and obtained New York University's postgraduate Certificate in Adult Career Planning and Development.
