Management Information |
Assessing Managers for International Competence
How do you select staff for international assignments? It's an important question because, no matter how effective and successful your employees may be at home, they cannot be guaranteed the same performance in a different culture-unless, that is, they can demonstrate some key competencies. But beware, these may be quite different from the competencies they need to succeed in their own environment. To begin with they need to be receptive to the host culture. This will mean that when they face new ideas, new ways of working, new people, different values-they can accept these as different, but still valid. If they go with the firm belief that their own way of doing things is the only way, if they are suspicious of the new people they meet, and if they cannot respect the values of their host culture, they will simply engender hostility, fear and antagonism-hardly the best climate for a successful team effort. Building on that receptiveness, they will have to be sufficiently adaptable to blend into the local style of doing things. Take working hours. Mediterranean cultures often have early starts, long lunch breaks and late finishes. It's a timetable that takes some getting used to because that lunchtime break really does need to be a time when you wind down and rest, otherwise the working day and its related stresses will occupy every waking minute. Not everybody is capable of adapting their natural rhythms to this. Employees with family commitments in particular find it very hard, so in assessing the suitability of somebody for an overseas position, you need to ensure that their family too is fully supportive of the move. It is also essential to be able to take an objective view of the host culture and not to judge new colleagues on criteria you have brought from home. For example, a manager who moves to a culture in which the normal working environment is very hierarchical should not be surprised if individuals lack initiative. What may seem a negative quality from a British perspective could well be seen as a strength in the local context. Given that the new environment could make your managers feel like fish out of water, it is important for them to have clarity of vision. As they face the many hurdles that arise from the different ways of working and living that characterize the new environment, they will have to be able keep a hold on their purpose for being there. They will need to let that vision drive their actions so that progress towards the required goals is maintained despite the obstacles. And part of this clarity of vision should be pre-assignment awareness of the new culture and its framework so that they are prepared for what they will find and have thought of some coping strategies. They will also need excellent communication skills. These involve the ability to listen and interpret any implicit messages that their new colleagues may be emitting, and give directions with clarity and with respect for the means of communicating in the host culture. Of course, communicative skills are important no matter where you are, but they are crucial in a new culture. If the manager goes from Britain, say, to a Scandinavian country, it will be important to remember that the local team may be much more direct in their expression of criticism, say, than in the UK. Conversely, it will be important not to use typically British understatement or irony because, the more direct style of the hosts will predispose them to interpret everything literally. They will need to be sensitive to the customs, motives and values of their new colleagues. They will only be able to achieve their goals by building good rapport with the local team and this can only come in an atmosphere of mutual trust and respect. Of course rapport can be established in many different ways, but it essential to show an interest in the host culture and in the local team. As the outsider it is important not to offend by flouting local dress code, being over familiar-or too distant, as the case may be-or showing impatience with aspects of behaviour that are in keeping with local tradition. Resilience and emotional robustness are also important. The period of settling in will involve what is known as culture shock. This involves some key stages, the second of which puts a big strain on both physical and emotional strength. To begin with your managers will go through a honeymoon period in which all the new experiences are exciting and stimulating. But this is followed by a period of disorientation during which homesickness, loneliness, frustration and disillusionment with the host culture will cause a great deal of stress. To be able to pass through this to the stage of acceptance requires considerable inner strength. Of course underpinning all these competencies is knowledge. The managers need two kinds of knowledge to be effective abroad. Firstly they need to understand the theory of culture difference. Culture goes very deep and the unfamiliar behaviour patterns are the external signs of underlying values. It will help your managers if they understand the nature of these different cultural values. Then they should have country specific knowledge that prepares them for what they will find. This should, of course, include training in the local language not just for the person concerned but for their family. Brenda Townsend Hall is a writer and trainer in the field of cultural awareness and English for business and is an associate member of the ITAP International Alliance: http://www.itapintl.com
MORE RESOURCES: Unable to open RSS Feed $XMLfilename with error HTTP ERROR: 404, exiting |
RELATED ARTICLES
Examining the Relationship Between Employee Satisfaction and Customer Satisfaction Researchers have undertaken numerous studies to look at the connection between customer and employee satisfaction. A majority of these studies were able to uncover a correlation between employee satisfaction, customer satisfaction and profitability. Are You Ready to Sell Your Business Make Sure You Understand Your Motivation for SellingAre you thinking about selling your business?This simple one-question quiz will help you to better understand your motivations behind this thought. A better understanding of your underlying motivations will help you make the right decision. How to Help Your Company Become a World Class Company Most people think real change in an organization occurs as a result of top-level leadership. This isn't always the case. Knowledge Management - Learning Whilst Doing - Facilitating an After Action Review Introducing a learning culture into organisations can be difficult at times, particularly if the effort required it great and the benefits aren't quickly identifiable.After Action Reviews (known as AARs) are one of the simplest knowledge management techniques, and have been used to great effect in organisations ranging from the US Army, to BP, and even in the development sector in NGOs like TearFund. Knowledge Management - Lessons Learned and How To Identify Them Many organisations use the term "lessons learned" to describe the way in which they avoid repeating mistakes, or ensure that they build on past successes, yet a lesson can only be applied if it has been successfully identified, and captured first. Even in "learning organisations" who profess to be good at knowledge management and knowledge sharing, the process for identifying lessons learned can lacks rigour or depth. Six Sigma Training 101 - Better Management Basics What is Six Sigma?Six Sigma is a quality management program that is designed to achieve a "six sigma" level of quality for products. In the mid 1980s, Motorola pioneered Six Sigma and it has since been adopted by many other companies and manufacturers. So, You Want to be in Management? Five Essential Factors that Will Determine Your Chances The following information is based upon over 500 interviews with senior executives with whom I conducted over the past four years. These senior executives represent a variety of industries and organizations. What One Thing? A few weeks ago I asked my readers what the most important issue was in their business. Hundreds responded with a variety of answers, but one of the most common was, "How do I get everything that needs doing done?" Happily, I have an answer for this question, but like many things in life, it carries both good news and bad news. Time Management Tips for Managers Late last year I was presenting a workshop for the senior managers of a major organisation. Whilst doing a pre-workshop survey to assess the challenges these managers were experiencing it became very apparent to me that many of them were showing the signs of business burn-out. A Man and His Razor It is vain to do with more what can be done with less. William of Ockham This is Ockham's famed Razor. Appraisal Interviews: What To Say & How To Say It STEPS TOWARDS A GOOD APPRAISAL INTERVIEW:Don't say: "You just don't seem to care about doing a good job." "You seem to be more interested in scoring points against Charlie than in working with him. Dealing with Difficult People You know, this would be a great business if it weren't for having to deal with people all the time?OK, so maybe I've exaggerated things a bit, but we've all certainly heard that saying before. Why does that sentiment ring true for so many folks? Obviously it's because of all the people challenges we're presented with in our business. The Power of Positive Communication Communication is the key to your success at work, at play, and at home. Here are six tips that will make a difference in your life:1) People judge others by their actions. Characteristics/Attributes of a Lean Operation Fundamentals in Place? There is a designated place for everything and everything is in its place. No time is wasted while looking for things. Productivity Through Positive Reinforcement Most people just want to be appreciated. If you're a manager, that's something to seriously think about as you set the tone for maximum productivity. Negative Self-talk is Too Expensive I'm always fascinated by the people who lift huge weights,particularly in competitions like the Olympic Games. Thereare events for men and women and they get up on stage tolift a bar with huge weights attached. Effective Meetings by Phone - Part 2, How to Hold a Teleconference Even a well-planned teleconference can go poorly. Some people treat any meeting as a casual social activity instead of as a serious business project. A Leadership Screw Driver: The 90 Day Improvement Plan I was talking with first-line supervisors in a utility company about how to deal with poor performing employees."You've gotta put the screws to him!" suggested one supervisor to his colleague who was having trouble managing one particular poor performer. A Fast and Simple Way to Update Your Business You open your computer, the flashing button says, "We have a new update for your software program. Do you wish to update now or later?" You choose the Update Now button and immediately your computer begins to download a new version of the software program. Squeezing the Blood Out of that Old Turnip I suspect all of you out there have someone that you rely on for insight and perspective - that wise old mentor that seems to have an unlimited depth of experience to draw from in helping you navigate life's little challenges. You know, those little parables and anecdotal tales that always relate perfectly that very problem you're trying to solve. |
home | site map | contact us |