Thoughts on Korean Business by Don Southerton

Our culture determines how and to the degree information is shared and whether it is critical, to be ignored, inappropriate, or outside of our boundaries. For example, in the West, we often use "low content" communications. Conversations are direct and can be confrontational. We require background information in the message—little is assumed as known—including why an issue may need to be deemed sensitive. Transparency means fewer boundaries, too. Don Southerton Within Korean organizations, the very nature of the Asian “high content” culture means less is shared in explicit verbal and open communication. Since teams foster long-lasting relationships much is shared informally within their circle of close trusted colleagues, and much is also accumulated knowledge, so issues require little explanation or even discussion. When something is seen as a sensitive issue or an issue with strong boundaries, an individual may steer clear of openly sharing, especially if they fe...

Staying current on all the moving parts within a Korean Group or Korea in general, is no small effort.  Knowing the gaps in communications, I do my best to keep teams and leadership updated. Some thoughts …. Don Southerton on Korean Business From time to time concerns occur in the overseas workplace regarding communications between the HQ and local operations. This can range from feelings of being disconnected and being the last to know as global announcements are made or important news surfaces. This information gap can include working teams but is also felt by local leadership. Team members may even feel that information is being deliberately withheld. While there may be some truth in the disconnection, the feeling that Koreans are withholding information deliberately is most often a perception not reality.  What may be a surprise for western overseas teams is that Korean staff in their home offices must make quite an effort to stay informed. As one entry-level em...

American holidays allow me to step back, see what I may be missing, take a deep breath and uncover the best solutions to current challenges.  My goal is to provide frank insights and pro-active recommendations. Below are a couple helpful talking points.  Talking Point #1 As with all individuals, no two of us are alike—and the same goes for westerners and Koreans .... Each has his or her unique cultural workplace strengths, skills, and experiences. That said, one topic I constantly revisit is the assumption that executives and teams engaged in Korea facing business will simply "get it" and “learn as they go.” Without ongoing coaching, this common default seldom works. More damaging is that some team members without support and mentoring may “never get it.” Arguments that such support can wait often come with a price tag—missteps along the way, poor productivity, and miscommunications.  Push back attributed to the costs for support is often cited, too, as...