Tuesday, September 03, 2013

Korea Facing: 10 Day Coaching-- Day Nine

It's Day 9 of the 10 day Korea Facing coaching series. The lessons' share hints for Korea facing business. In part, content will be excerpts from Korea Facing: Secrets for Korean Global Business. Plus, I will include some timely comments based on recent consultancy.

Lesson 9  Why Hire Local Western Teams

Why hire local western teams? One challenge for Korean multi-national Groups has been launching overseas operations and staffing the local branch or subsidiary. As noted in book Korea Facing: Secrets of Korean Global Business, Korean overseas subsidiaries have Korean management assigned to the host country. The general term for these representative employees is ju jae won. The Korean model has a rotation cycle where teams and executives are assigned to overseas divisions for 3-5 years. They then return to Korea for reassignment with a replacement expected to take overoften with little preparation. Skills and experience vary.

Several years ago, in a group session I hosted for Korean and western senior managers the discussion turned to the "role" of the westerner teams in project development. The local western teams felt very under-utilized and wanted to contribute more. This, of course, led to considerable frustration, because the westerners previous employers had utilized their experience and expertise.

Pondering for a moment during the discussion a senior Korean pointed out that local input was respected, but perhaps feedback needed to be better communicated. The Korean manager went on to explain that his team knew how to do things "Korean style"...., but what was needed were other ways of approaching problems. Even if those ideas were not adopted, senior management reviewed those options and took them into consideration. In fact, Korean leadership had high trust in the local teams and their judgement...They hired local teams to provide much needed expertise and know-how.

Listening attentively, one of the western managers, grinned and as I recall, thanked his Korean co-worker for sharing and promised he'd convey the message to his team. He also wished he'd known this 2 years earlier, since it would have reduced lots of stress in his department.

On a similar topic...
I have noted that unlike in Korea where there is considerable internal promotion, Korean overseas operations often do not fill new positions from within the local organizations.  Again it's not under-valuing local talent, but the belief that hiring 'New' people will bring 'New' ideas.

BTW The same is true for vendors and service providersat times new partnerships are sought to replace a long standing provider. The thought behind finding a new firm is that it can bring new resources, ideas, and innovative solutions.

My note to Korean teams and management
Take time to provide your local western teams and management with feedbackgood or badwhen they contribute time and effort on a project. Sharing details on how their work impacted a project will go far in improving relations and morale, which leads to higher productivity.

Questions? Comments? Feedback (yes, I appreciate feedback, too).


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