Workshop II - Developing Globally Competent Managers

Conducting one-on-one dialogue with management: Managers may maximize their time, ensure privacy, and focus on specific objectives and country specifics. Individual coaching may be arranged to accelerate the development process of switching between local and global priorities. As global responsibilities increase, it is highly beneficial for the managers to know in which competency they need to grow and develop.

Information in Workshop I will be reviewed with the manager. Other issues to be addressed are as follows, but are not limited to this list:

To determine the impact of cross-cultural influences in communicating and understanding of supervisor and employees.
To gain an understanding of how cultural differences impact communications and management.
To develop global competencies for managers through individual profiling and consultations.
To have an accurate understanding of behaviors of global partners and learn how to adapt by making appropriate behavior responses.
To self-correct behavior to become globally competent that many don't identify as a need.
To develop a self-correcting knowledge of U. S. cultural assumptions/values and examine how they are reflected (different from what?) in management practices and contrast with the values of specified countries, i.e. Japan, Korea, Germany, Mexico.
To be recognized as the most trusted source of communication of mind sets and values by associates and global partners.
To adapt and perform when encountered by unpredictable challenges in a cross-cultural business environment.
To gain an understanding of how the Japanese, Korean, German, Mexican view Americans.
To gain skills practice in analyzing and solving cross-cultural and organizations' problems through case studies that simulate real-life situations.

For information on culture specific information, click on Japan, Korea, Germany, Mexico