New research shows that employers around the world value staff who understand the role of culture at work. Source: www.britishcouncil.org
What do employers understand by ‘intercultural skills ?
- Ability to understand different cultural contexts and viewpoints.
- Respect for others’ and ‘adapting to different cultural settings
- Accepting cultural differences
- Speaking foreign languages
- Open to new ideas and ways of thinking
How do employers evaluate job candidates for intercultural skills?
- Strong communication throughout the interview and selection process
- The ability to speak foreign languages
- Demonstration of cultural sensitivity in the interview
- Experience studying overseas
- Experience working overseas
What Is Your Company Doing To Develop Intercultural Skills ?
See on Scoop.it – International Career
In the article ‘Global Mindset Secrets of Superstar Expats” published by Thunderbird School of Global Management, the authors argue that immersing executives in different cultures does not produce effective global leaders as they often fail to learn how to deal with the complexities of their work environment.
To lead is to be able to influence people who are not thinking and behaving like you. In my experience learning to lead across cultures is a mix of formal leadership development training aligned with corporate values and multiple international assignments in places with very different cultural values and dimensions (https://zestnzen.wordpress.com/tag/cultural-dimensions/ )
I challenge the concept of “‘global mindset” as it is often interpreted as an “ethnocentric” way of doing business aka “western”. You can have all the attributes listed in this article and fail to adapt your leadership style to one specific country. Applying participating leadership and asking employees to take initiatives doesn’t work well in Russia for example, while Americans appreciate leaders who grant autonomy and delegate authority to subordinates.
Successful leaders in developed economies are different from successful leaders in emerging economies.
In a Forbes’ article, How Does Leadership Vary Across the Globe? results of a study show that it is important to adapt leadership style to a specific culture and not try to apply “Americanized” management principles. The skills set and competencies of leaders in different countries vary.
The Global Leadership and Organizational Behavior Effectiveness Research Project (GLOBE) is an international group of social scientists and management scholars who study cross-cultural leadership. According to GLOBE researchers, leader effectiveness is contextual, that is, it is embedded in the societal and organizational norms, values, and beliefs of the people being led. In other words, to be seen as effective, the time-tested adage continues to apply: “When in Rome do as the Romans do.”
To gauge leader effectiveness across cultures, GLOBE researchers empirically
established nine cultural dimensions (adapted from work of Hofstede) to capture the similarities
and/or differences in norms, values, beliefs –and practices—among societies. The cultural dimensions can be used in intercultural leadership training.
See on Scoop.it – Global Leaders
Coddling leaders are safe; compassionate leaders dangerous. Coddling, like all leadership behaviors, reflects attitudes about yourself and others. Coddling isn’t compassionate it’s needy, misguided..(read more on leadershipfreak.wordpress.com )
Anne Egros‘s insight:
It is true that knowledge and experience are often on the way of creativity and therefore prevent other people to experiment and grow. We learn from our failures more than from successes.
Compassion unlike coddling encourages people to try new things and to step out of their comfort zone with confidence even if it hurts or if they get some bruises on the way.
You don’t learn to bike by seeing others doing it, falling is part of the learning process and compassion is like the helmet and the protection gear to make sure you don’t get permanent damages.
What doesn’t kill you makes you stronger-Nietzsche
Why Leadership Training Doesn’t Work
Leadership Follies – Doing is Not Developing
See on Scoop.it – Global Leaders
Learn some common mistakes to avoid when traveling or working in a different culture.
Quote from the article:
The Importance of Cultural Awareness
It’s not just professionals working overseas who need to learn cross-cultural business etiquette. Stop and think about how many different cultures you come into contact with at work.
Even if you work in your home country, your colleagues and suppliers could hail from other cultures. Your organization might decide to acquire or merge with an organization in a different country. And your customers, too, may be located in dozens of countries worldwide.
Considering Cultural Differences:
Consider the following questions when thinking about how a culture might differ from your own:
What values does this culture embrace? How do those values compare with those of your culture?How do people make decisions, conduct relationships, and display emotion?How does this culture treat time and scheduling?What are the social rules and boundaries surrounding gender?How does this culture display and respect power? Which authority figures are revered?How do individuals relate to their employers?How do people in this culture communicate? How direct are they in what they say and mean?
Cross-cultural awareness is an essential skill, regardless of whether you’re working overseas, leading a cross-cultural or virtual team, or dealing with a global customer base. Learn about the culture of the country where you’re doing business to avoid cultural mistakes, and to demonstrate respect and understanding.
Research key differences in decision making, relationships, dress, food, dining, and social etiquette before working with or traveling to a different culture. Your hosts will notice your efforts, and appreciate that you took the time to learn about their culture.
Read more on www.mindtools.com
Cultural intelligence cannot be learned by simply visiting different countries for few weeks, learning languages, attend cross-cultural webinars or read books.
Cultural intelligence is acquired by being exposed directly to cross-cultural challenges at work and everyday life, preferably with family.
Scoop.it – Global Leaders
This article posted in www.expatica.ru is giving a great overview about cross-cultural training
Expatriate failure is defined in literature in a variety of ways, with intentions to leave listed prominently
Anne Egros‘s insight:
Tailoring cross-cultural training programmes to the individual’s situation
Cross-cultural trainings should start by the selection of the best candidate for a specific international assignment. Succesful international leaders share some personality traits such as:
-Active listening skills
-Global strategic thinking with understanding of local issues/market
-Life long learner
Expectations and goals should be clearly defined as well as the key performance indicators including both contribution to local and global performance with in mind long-term impacts of the decisions taken during a short-term (2-3 years) mission. Including colleagues of the host country in the decision process is also a good idea.
Ideally, the family should be assessed too or at least get pre-departure cross-cultural trainings and transition coaching
See on www.expatica.ru
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