Karina LeBlanc

Date: May 15, 2017

Name: Leadership Forum – Strategies for achieving a healthy corporate culture

Presenters: Karina LeBlanc, Wendy Lachance, and Dr. Kevin Wainwright

It is critical to strive a healthy team environment in every business; moreover, leaders are encouraged to cultivate a supportive healthy culture. Company of Young Professionals is the signature program from Greater Vancouver Board of Trade. Company of Young Professional invites the leadership panel to discuss strategies to create team culture. All the panelists will share their key success factors to achieve ideal team culture. In this presentation, leaders will learn the action steps to implement their strategies and vision.

The leadership panel includes 3 leaders. Karina LeBlanc is the 2x Olympian and Canadian Women’s Soccer Team. She is also the UNICEF Ambassador and motivational speaker. Wendy Lachance is the Director of Community Leadership for Coast Capital Savings. Dr. Kevin Wainwright is the Director of Projects and Strategic Initiatives for BCIT School of Business. The moderator for this panel presentation is Farhan Mohamed, the Editor-in-Chief and Partner of The Daily Hive.

Playing in the healthy sport culture is essential for LeBlanc. Sport is a huge part of her life. When the pressure is on her in the playoff, the light is bright and clear. Her mind needs to work and stay focus. During the World Cup, it is them versus China. There was a penalty kick. Because of all mental training, her mindset was aligned with the mission and objective.

“Prepare, believe in yourself, balance”

Wainwright sees a psychological challenge in modern culture. After military, many soldiers are experience the shift from a family culture to a new culture. Many of them are not aware of the transition. Wainwright explains they are not engaging to reach out. They need to engage, listen, talk, and work. In fact, they need help. Many of them are experiencing post-traumatic stress disorder. They are taught to be strong. The world needs to have a portal for them to be aware of this issue. They are not alone. Wainwright believes everyone goes through the transition phase in their lives. There are resources available and they need to engage to use them.

The feasibility of corporate culture is essential. Lachance believes the world needs an easy to implement solution. It is shocking to know that many people are not aware of mental issue in corporate culture. An easy physical activity is a simple way to implement healthy corporate culture. A small change does make a difference. The key is to ask, listen and learn. Leaders need to take time to check in and never assume everything is fine. The responsibility is on leaders’ shoulders. If there is a challenge, it is best to speak it out.

In 2011, a reporter asked an uncomfortable question to LeBlanc after a defeat in a World Cup game. The question was “how does it feel to let your country down?”. LeBlanc felt embarrassed. Afterwards, a new coach was hired and a new culture was formed. Instead of using traditional training techniques, the coach helped all teammates to be aware of who they were. When everyone discovered their “why”, they could see their strengths. LeBlanc was inspired. Because of this new team environment, they were able to bounce back. They knew their country care for them. The culture helped the team reach another success.

“People will go beyond for people”

Wainwright believes the atmosphere must be welcome. This comes from engagement of the team. He explains there are two factors to achieve healthy corporate culture.

1. Trust everybody
2. Empower others

It is about trusts on their decisions. If these factors are met, everyone will take care of themselves. The role of a leader is not being the expert; in fact, it is about bringing together.

Lachance believes not getting to know the team is a common mistake from leaders. If there is no honest conversation, it is difficult to develop relationship. When that happens, people will not speak up.

LeBlanc wants leaders to remember to make team members comfortable and make the best of them out there. In leadership, the fundamental concept is that “teach you all, and you all teach me”. Understand their strengths, lead by example, and give reward that people value.

Wainwright believes leadership only happens when people are willing to follow. This must come from within. By changing the way of thinking, leaders can invite others to them. There are too many leaders try to do everything. Therefore, it is important to step back and understand why people are following.

When it comes to mental health issue, Lachance encourages people to give back to community. By allowing employees the opportunity to volunteer, it creates a healthy vibe to the team culture. The economy impact can be huge. When people do not come forward to this issue, it loses productivity.

Employee recognition is a great way to improve team culture if it is done correctly. Lachance believes this method gives them an opportunity to publicity, allowing everyone to see it. However, Wainwright believes employee recognition must be a part of a big strategy. Employee recognition is like a milestone. It magnifies the issue that needs to be solved. Employee recognition is just the first step; leaders need them to keep building more success.

The technology can also impact the culture. The technology world forces people to be more self-control, connected, and flexibility. However, the problem of addition can a challenge. LeBlanc encourage leaders to allow their team to be present as much as possible. The moment of face to face can create a stronger impact towards the culture. It is important to find the balance. The power of technology can be amazing since it provides the freedom of stress. However, it can affect lifestyle. The question comes down to if technology removes stress or reduce stress in people’s lifestyles. Therefore, Wainwright wants leaders to be conscious about it.

LeBlanc recommends leaders to “own the moment”. Wainwright emphasizes sometimes when leaders cannot figure it out, there will be someone out there that will help them out. Leaders need to be active listener, be willing to share, be human, be open, and be willing to listen and learn.

“Don’t listen to reply, listen to learn”