Upload
decisionwise
View
179
Download
0
Tags:
Embed Size (px)
Citation preview
Coaching Leaders from Different Cultural Perspectives
Linda Linfield, M.A.
Director of Talent Assessment DecisionWise, Inc.
Charles Rogel, M.B.A.
Director of Business Development DecisionWise, Inc.
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
2
Attendees
Adventist HealthCare of Maryland Fifth Third Bank Omaha Public Power District
AIG Forest Service Pfizer
American Heart Association Hewlett-Packard Co. Pinellas County
Aptify Hoag Memorial Hospital Qualcomm
Aspen Skiing Co. Janus PIM Safmarine
Braun Northwest JFK Health System Smart and Final
Cargill Inc. Johns Hopkins Bayview St. Helena Hospital
CIT Group Lee Hecht Harrison State Street Bank
City of Seattle Library and Archives Stryker
Cleveland Dept. of Public Health Long Beach Memorial Medical Center Tarpon Energy Services
Cramer Maternal and Family Health Services UCLA
Curtiss Wright MetLife University of Louisville Hospital
Cyberonics Miami University University of Maryland Faculty Physicians
DAMCO Microchip Technology Inc. University of Miami
Delphi Moneygram International University of Rochester
Esurance NationsHealth Vecima Networks
Fancy Foods Inc NYC Department of Education Wells Fargo
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
3
Employee Engagement
360-Degree Feedback
Leadership Coaching
Organization Change
Awareness | Action | Accountability
Clients
About DecisionWise
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
4
Organizational Culture
… a set of shared mental assumptions that guide
interpretation and action in organizations by defining
appropriate behavior for various situations.
– Ravasi and Schultz (2006)
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
5
But what happens in an organization if assumptions are not shared? There’s no reliable standard for appropriate behavior because interpretations vary significantly.
Organizational Culture
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
6
Today’s Organizations
Multi-generational (ages 18 – 70+)
Multi-national, multi-ethnic
Multi-disciplined
Varying backgrounds and experience
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
7
Poll Question
Which kind of cultural diversity presents the greatest challenge for leaders in your organization?
Multi-generational (ages 18 – 70+)
Multi-national, multi-ethnic
Multi-disciplined
Varying backgrounds and experience
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
8
National/Ethnic Culture
Importance of relationships
Work approach
Hierarchy
Direct/Indirect communication
Language
Etiquette
Latin
vs.
European
Asian
vs.
American
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
9
Complicated by Varying Professional Cultures
Sales
Marketing
Operations & Finance
Customer Service
Product Development/ Engineering
Human Resources
Engineering
vs.
Sales
HR
vs.
Finance
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
10
Further Complicated by Experiential Culture
Corporate
Military
Technology
Medical
Academic
Multi-national
Family business
Entrepreneurial
Government
Entrepreneurial
vs.
Corporate
Military
vs.
Multi-national
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
11
Prepare for Success: Start with Intention
Be clear about what the organization wants to achieve
Outline the purpose, the process, and the intended results
Specify basic requirements for participants and the upside
How to Coach?
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
12
360 Feedback
Highlights Signature Strengths
Identifies Areas for Development
Spots potential Career Derailers
Gives insights into differences in perspectives based on relationships
Start with Data
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
13
Listen for Cultural Disconnects
They just don’t get it.
They nod their heads in agreement, but then do what they
want.
The locals don’t want to work; they
want everything given to them for
nothing.
They are lazy,
clueless, ridiculous.
Can you imagine?
I’ve told them
over and over, and
nothing changes!
Can’t
they
see?
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
14
Why would the individual leader or manager want coaching?
Why would he/she be willing to change his/her approach?
His or her job is at risk
Must deliver results in multi-cultural environment, and that requires more than mere compliance from employees
Personal career aspirations to lead on a larger/broader scale
Desire to influence/have impact beyond current circle of control
Sees value in bridging among diverse stakeholders
Dissonance
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
15
What can the person reasonably do differently?
Leverage a signature strength
Augment a current practice
Reframe the criticality of new behaviors in the current context
Demonstrate willingness to learn
Reach
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
16
What can the individual do immediately?
Seek out additional feedback
Listen to others wholeheartedly/mindfully
Be curious about what others see that may not be obvious
Accept others’ perceptions as valid points of view
Think about how to respectfully bridge existing gaps in perception
Immediate Steps
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
17
How will the participant know his/her efforts are effective?
What are the key indicators?
Can these be measured?
What will be different in terms of how others engage and communicate with the participant?
What kind of feedback will be forthcoming, and how will it come?
Validation
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
18
What additional support does the individual need to succeed?
Who can help or hinder the individual’s progress?
Does the individual have the resources required to make progress?
Does individual need an accountability partner outside the organization?
What are the organizational consequences for changing vs. not changing?
Environment
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
19
Coaching in a Multi-Cultural Environment
1. Start with data
2. Listen for cultural disconnects
3. Help the individual understand what is at stake for him/her
4. Uncover the Dissonance or personal motivation to change
5. Notice what are reasonable/Reachable goals based on the
person’s Signature Strengths and Areas for Development
6. Identify Immediate Steps
7. Determine ways to Validate success
8. Address Environmental factors that can support or impede
progress
©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com
20
Next Webinar:
How to Coach Leaders from Different Generations
June 21, 2 pm Eastern https://www1.gotomeeting.com/register/147869720
Linda Linfield
Director of Talent Assessment
Charles Rogel
Director of Business Development
1.800.830.8086
www.decision-wise.com
www.decision-wise.com/blog
LinkedIn: 360 Degree Feedback Surveys
Twitter: DecisionWise
Facebook: DecisionWise