Five Do’s and Don’ts
Do offer both non-Korean and Korean management teams cross-cultural training. For Korean overseas executives, newly assigned to America, cross-cultural, localization, and trust-building skills are essential. For new American management, insights into Korean culture, norms, and workplace expectations will reduce misunderstandings and improve productivity.
Don't fail to recognize that most people have little cross-cultural training—even those who have traveled extensively. Expecting executives to have cross-cultural skills, especially expecting Americans to understand Korean culture, is like throwing someone into a pool and assuming they will swim, not sink.
Do offer executives one-on-one coaching sessions and support in addition to training programs. Most executives benefit from (and appreciate) an opportunity to discuss work-related cross-cultural issues privately and confidentially.
Don't hire someone to craft Korean culture programs, or select someone internally, who has no practical experience with Korea 2007 and contemporary corporate culture. Moreover, working for a Korean firm doesn't translate into understanding its corporate culture, management style, and decision-making norms. Like fish in water, few workers recognize a firm's unique culture.
Do select a cross-cultural trainer and executive coach who works closely with Korean business and understands the differences between U.S., global, and Korean firms and their corporate culture. Moreover, executive coaching requires a mature, experienced executive who your management team will trust and seek support. Select a trainer-coach with a successful track record.
Questions? Comments? Just email. 24/7
Don't fail to recognize that most people have little cross-cultural training—even those who have traveled extensively. Expecting executives to have cross-cultural skills, especially expecting Americans to understand Korean culture, is like throwing someone into a pool and assuming they will swim, not sink.
Do offer executives one-on-one coaching sessions and support in addition to training programs. Most executives benefit from (and appreciate) an opportunity to discuss work-related cross-cultural issues privately and confidentially.
Don't hire someone to craft Korean culture programs, or select someone internally, who has no practical experience with Korea 2007 and contemporary corporate culture. Moreover, working for a Korean firm doesn't translate into understanding its corporate culture, management style, and decision-making norms. Like fish in water, few workers recognize a firm's unique culture.
Do select a cross-cultural trainer and executive coach who works closely with Korean business and understands the differences between U.S., global, and Korean firms and their corporate culture. Moreover, executive coaching requires a mature, experienced executive who your management team will trust and seek support. Select a trainer-coach with a successful track record.
Questions? Comments? Just email. 24/7
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