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Latest Trends On Global Leadership In the Era of Social Media
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Dealing with conflict in the matrix - Personnel Today

Dealing with conflict in the matrix - Personnel Today | Global Leaders | Scoop.it
As “matrix” management replaces more traditional top-down organisational structures, it can create new people-management issues. Chief executive of Global Integration Kevan Hall explains...
Anne Egros's insight:

How do you teach conflict management in matrix organizations ?

 

Increased opportunity for conflict in a matrix can include the following:

 

→In a matrix, employees have more than one boss and work on multiple teams. Resources are shared more widely across the organisation and this can create competition for resources.

 

→Working with more diverse groups of colleagues from different functional, corporate and national cultures, and different perspectives and values, can easily cause misunderstanding.

 

→Virtual teams often have limited opportunities to meet face to face; instead they are working together through email, webinars, video and other tools, all of which make misunderstandings more likely

 

→Leaders who are used to a more “command and control” way of working may find it difficult to adapt to accountability without control and influence without authority and may respond by trying to increase their control over activities.

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donhornsby's curator insight, June 24, 9:03 AM

(From the article) A typical sequence for resolving conflict has four stages – recognizing the problem, understanding the differences, creating shared purpose, and building and delivering agreements. Having recognized the problem, the next three phases involve moving past understanding the differences into finding common ground and deciding how you are going to work together in the future. These three phases are much more difficult to deliver remotely, particularly at the early stage where there is often an emotional component to the discussions.

 

Meet face to face if you possibly can at this stage, as it is important to understand what people think and feel and also to understand why. You then need to look hard for existing points of commonality, which often means finding the common business goal.

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How Intercultural Competence Drives Success in Global Virtual Teams

A study that shows intercultural competence as a factor in effectiveness of global virtual teams, and that building relationships, establishing structure, and having discipline are critical for success.
Anne Egros's insight:

To build a global team, first determine what needs to be done and then identify who are the best individuals for achieving the goals based on individual coaching and through intercultural training programs 

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Wanted: True Global Business Leaders !

What makes a business leader a true global business leader? One of the most important mission of a business leader is to improve bottom-line results by having a clear vision, shared values and a mission statement that inspire, motivate and engage employees .

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How Different Cultures Understand Time

How Different Cultures Understand Time | Global Leaders | Scoop.it
Time may seem universal, but different cultures interpret it very differently.
Anne Egros's insight:

Time perception across cultures

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80% Of Companies Don't Care About Company Culture--Do You?

80% Of Companies Don't Care About Company Culture--Do You? | Global Leaders | Scoop.it
Design Executive Officers certainly do. And the authors of the new book Rise of the DEO: Leadership by Design believe they're the future of business.
Anne Egros's insight:

Having a strong company culture certainly helps doing business globally by recognizing and promoting shared values across the organization and across borders. 

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Don Cloud's curator insight, November 4, 2013 10:22 AM

It should be obvious that building and reinforcing an organizational culture takes many people, and leaders at every level play a fundamental roll.  That said, I think this article hits the nail on the head by emphasizing that culture is "something that we do" ... and not something that can be proceduralized -- it's more art and less science -- it's more indirect influence and less direct supervision -- it matters a lot but there's no shortcut to quickly creating a good culture.

Claude Emond's curator insight, June 9, 9:51 AM

80% Of Companies Don't Care About Company Culture--Do You?

Miguel Paul Trijaud Calderón's curator insight, June 10, 5:10 AM

Daniel Goleman (2000) professes that leadership styles account for 70% of organizational climate or culture, which in turn leads to a 30% impact on organizational performance.

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Cross-Cultural Advertising. A talk by Patrick Fong. [65min]

"The advertising industry legend Patrick Fong in Hong Kong PolyU Design's Speakers Series. Patrick Fong specializes in making ethnic advertising economically viable by developing pioneering cross-cultural advertising concepts. 

While in Canada he pioneered multicultural advertising and watched as his innovations spread to greatly influence the US and rest of the world."


Via Jim Kordoba
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Jim Kordoba's comment, January 25, 2012 7:29 PM
Thank you for sharing ! Have a great intercultural day ! :)