Jeanne Martinson
Diversity Stategist, Best-selling Author, Assists Leaders In Understanding Diversity Issues So They May Attract, Retain And Engage Their Ideal Workforce.
Jeanne Martinson focuses on generational differences, Asian employee interaction and how to manage MeTo issues in her keynote presentations and finds that assisting leaders in understanding diversity helps them attract and retain workers.
Jeanne holds a Master of Arts degree in Leadership at Royal Roads University in Victoria, British Columbia, Canada. Her graduate research focused on the differences and similarities of criminal gang leaders and corporate leaders. Her research was published by the International Leadership Association in their 2012 annual journal (2012) as a peer-reviewed journal article.
Jeanne also holds a Certificate in Organisational Behaviour from Heriot-Watt University in Scotland and is certified as a practitioner of Neuro Linguistic Programming.
Jeanne takes a leading role in her community and has been recognized with the Canada 125 Medal, the YWCA Women of Distinction Award, the Centennial Leadership Award for outstanding contribution to the Province of Saskatchewan, the Athena Award, and the EMCY Award.
What Leaders Can Learn From Downton Abbey
Downton Abbey is an iconic British television series that captivated the world with its portrayal of the transition of family, society and institutional life during the years immediately preceding and following WWI. Not only did this series sweep away its viewers with dramatic characters, eye catching costumes and cinematography, it presented lessons that can be applied to our world today. In this presentation, author Jeanne Martinson explores key leadership principles that may have been overlooked by modern management theory. Whether you are a Downton Abbey fan or not, this insightful presentation provides practical advice to increase your effectiveness as a leader and manager.Leading Asian Employees When You Have a Western MindsetThe belief of many new immigrants – and the managers that hire them – is that technical skills can be universally recognized and these skills determine the success of a professional, regardless of country. What we now know is that educated, qualified immigrants do not get hired – not because they aren’t competent – but because of cultural differences in the hiring process. If they do get hired, often they don’t get promoted because of communication differences that are culturally based. This session helps managers decode those misunderstood eastern-western cultural differences so they can hire the best, keep the best and maximize the talent of the best.
Downton Abbey is an iconic British television series that captivated the world with its portrayal of the transition of family, society and institutional life during the years immediately preceding and following WWI. Not only did this series sweep away its viewers with dramatic characters, eye catching costumes and cinematography, it presented lessons that can be applied to our world today. In this presentation, author Jeanne Martinson explores key leadership principles that may have been overlooked by modern management theory. Whether you are a Downton Abbey fan or not, this insightful presentation provides practical advice to increase your effectiveness as a leader and manager.Leading Asian Employees When You Have a Western MindsetThe belief of many new immigrants – and the managers that hire them – is that technical skills can be universally recognized and these skills determine the success of a professional, regardless of country. What we now know is that educated, qualified immigrants do not get hired – not because they aren’t competent – but because of cultural differences in the hiring process. If they do get hired, often they don’t get promoted because of communication differences that are culturally based. This session helps managers decode those misunderstood eastern-western cultural differences so they can hire the best, keep the best and maximize the talent of the best.
Working with Other Onions? (Playing Nice on a Diverse Work Team)
Ever wonder why we sometimes can’t just get along? Why we react to each other the way we do? Most conflict in the workplace comes from our differences – both our diversity in the big ‘D’ issues such as race, gender or ability but also diversity in the small ‘d’ issues such as values, marital and family status, age or thought processes.
This session will cover the emotions we experience working in a diverse environment, our automatic emotional responses to diversity-based conflict, and new ways to work with others to build a more effective and serene workplace.
Leading a Diverse Workforce
Most organizations have an understanding that a diverse workforce is the only answer to current and future labour market challenges. Most put policies, procedures and processes into play. Some make decisions about marketing to non-traditional groups and institute internal departments of diversity.Yet, while we are managing the structural, hierarchal and marketing elements of diversity in the workplace – we remain disappointed in our recruitment, retention and engagement of diverse employee groups. Why?It’s the people! Understanding the feelings and thoughts regarding diversity of your current workplace is key to making change. What do they think? What do they fear? Why are we stuck?Making Generational Differences Work!
For the first time, there are four generations in the workplace. Traditionalists, Boomers, Gen Xs and Gen Ys all have different values and goals. And those values and goals are creating conflict! How should the work be done, success measured, influence applied and power shared?This session will cover key historical events that created the four separate generations, the cultural norms that are being challenged by this generational phenomenon, and behaviours that can build better relationships and increase productivity.Becoming Your Own Wizard (Leadership for the 21st Century)
In the fable, “The Wonderful Wizard of Oz”, the Lion, Scarecrow and Tin Man desired courage, a brain and a heart. Humans also crave these ‘leadership skills” of insight, courage and influence. Sometimes we believe unless we are natural leaders, some magic must occur for us to become good leaders. But like the Oz characters, we have everything we need to succeed. We don’t need “magic” to be successful leaders – only a willingness to recognize our potential and develop it!This session talks about the cornerstones of leadership and how to lead others accord according to the situation, their competency and commitment.Tossing the Tiara (The Key to Creating Powerful Women Leaders)
Women in leadership roles is good for business! When publicly traded companies have women in senior management roles, those organizations experience an average increase of 74% of return on equity and a corresponding 55% increase of earnings.Women want to lead at the highest levels. When 1400 managers were asked if they had the desire to reach a top management position such as a C-suite role, 79% or women said YES. Yet women women hold only 5.8% of corporate executive positions and 14.5% of board positions.
Most organizations have an understanding that a diverse workforce is the only answer to current and future labour market challenges. Most put policies, procedures and processes into play. Some make decisions about marketing to non-traditional groups and institute internal departments of diversity.Yet, while we are managing the structural, hierarchal and marketing elements of diversity in the workplace – we remain disappointed in our recruitment, retention and engagement of diverse employee groups. Why?It’s the people! Understanding the feelings and thoughts regarding diversity of your current workplace is key to making change. What do they think? What do they fear? Why are we stuck?Making Generational Differences Work!
For the first time, there are four generations in the workplace. Traditionalists, Boomers, Gen Xs and Gen Ys all have different values and goals. And those values and goals are creating conflict! How should the work be done, success measured, influence applied and power shared?This session will cover key historical events that created the four separate generations, the cultural norms that are being challenged by this generational phenomenon, and behaviours that can build better relationships and increase productivity.Becoming Your Own Wizard (Leadership for the 21st Century)
In the fable, “The Wonderful Wizard of Oz”, the Lion, Scarecrow and Tin Man desired courage, a brain and a heart. Humans also crave these ‘leadership skills” of insight, courage and influence. Sometimes we believe unless we are natural leaders, some magic must occur for us to become good leaders. But like the Oz characters, we have everything we need to succeed. We don’t need “magic” to be successful leaders – only a willingness to recognize our potential and develop it!This session talks about the cornerstones of leadership and how to lead others accord according to the situation, their competency and commitment.Tossing the Tiara (The Key to Creating Powerful Women Leaders)
Women in leadership roles is good for business! When publicly traded companies have women in senior management roles, those organizations experience an average increase of 74% of return on equity and a corresponding 55% increase of earnings.Women want to lead at the highest levels. When 1400 managers were asked if they had the desire to reach a top management position such as a C-suite role, 79% or women said YES. Yet women women hold only 5.8% of corporate executive positions and 14.5% of board positions.
So how do we reduce the gap between reality and aspiration? First we need to understand how fairy tales myth, media and our history of communication have shaped where we are today. Secondly, we need to make different decisions if we truly want to create powerful women leaders.
“When I first heard Jeanne’s presentation I knew that she not only had diversity figured out but that she was able to explain it to a group of employees in a way that wasn’t threatening. One of her presentations to a group of employees who I would have felt would have been a hard sell went over so well that there was a particular time during the presentation you could have heard a pin drop. They were so interested in her understanding on the subject and her ability to explain their feelings that they were totally engrossed in her presentation. When you see a group as tough as some she has presented too, you understand her incredible ability to get the message across. The fact that she has a best seller book on the subject, allowed our employees to not only obtain what they learned from the presentations but reflect on some of the new learnings by following up with her book. She is a dynamic speaker and has the gift of knowing her audience. She has the ability to present in a way that captivates and motivates others. Over the past number of years she has presented to well over 400 people in our department and has made a significant difference.”
(Dave Fischl – Fleet Services Manager/ Workplace Diversity Coordinator, Saskatchewan Highways and Transportation)
“Jeanne, I have never received so many positive, unsolicited comments after the fact with regard to any speaker we’ve ever booked to present in this venue! You gave all the attendees a real sense of value for the time spent. Thank you for nailing your audience’s specific interests and making it such an entertaining hour. We all took away something valuable from our time with you, from our Baby Boomer crew, right up to our Gen Xs….some of us got some insight to ourselves we would have been quite content NOT to know…Again, it was a very enlightening morning-thank you!”
(Carol Geurts, Managing Broker, Coast Capital Realty, Victoria, B.C.)
“Jeanne, I just wanted to say thank you for the sessions that you facilitated for our team. I can certainly see why you are sought after as a keynote speaker for large groups. Your experience and knowledge span a wide range of leadership and human development. We have used the concepts you introduced us to in strengthening our team and interpersonal relationships. We particularly enjoyed the stories used to illustrate the concepts.”
(Rose Hill, Manager, HRDC/Human Resources Development Canada)
“The participants scored you 4 out of 4! Noted were your personality, truthfulness, knowledge, clarity and everyday language. Great eye contact, humor, approachable . . . it goes on and on. Thanks! You’re great!”
(Janis Campbell, Saskatchewan Home Based Business Association)
Affinity Credit Union
AREVA
CAA Saskatchewan
Canada Life
Conexus Credit Union
Credit Union Central of Saskatchewan
CUETS
Farm Credit Canada
Genivar
Great West Life
IPSCO Place (now Evraz Place)
Mosaic (Potash)
RONA
Royal LePage Coast Capital Realty
Saskatchewan Wheat Pool (now Viterra)
United Pharmacists
Yara Belle Plaine
Association of Professional Engineers and Geoscientists of Saskatchewan (APEGS)
Business and Professional Women Canada
CAIFA
Canadian Institute of Mortgage Brokers
Canadian Mechanical Contractors Education Foundation
Mechanical Contractors Association
Saskatchewan Abilities Council
Western Canadian Cemetery Association
Western Retail Lumber Association
Yorkton Chamber of Commerce
Health Canada
Agriculture and Food
Corrections, Public Safety and Policing
Saskatchewan Government Insurance (SGI)
Highways and Transportation
Saskatchewan Crop Insurance
SaskEnergy
SaskPower
SaskTel
SaskWater
Regina Police Service
Ontario Energy Board
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