Intercultural Competence in the Workplace: Reaching Across the Cultural Divide . . .
"How do you integrate someone of a vastly different cultural background into an organization when their working style may be at odds with the style of the rest of the people in the group?"
This blog will feature questions (ranging from leadership and diversity to culture-specific communication, global team-building, and the nuances of business and social protocol in different countries and cultures) raised by working, adult students in higher education. You are invited to share your insights and perspectives based on your own personal work experiences. See "Welcome . . . more about this blog" for additional information about the blog's history and purpose.
Have them take the Cultural Orientations Indicator and compare their style to the predominant one in the organization. Then, have them review their gaps with the guidance of someone who has completed your Global Leadership class!
ReplyDeleteI would look to a couple of existing employees to provide some coaching and consider the possible benefits to his or her working style. Identifying the root cause that puts others at odds will be helpful. Is the new person's working style counterproductive or just different?
ReplyDeletePlease note . . .
ReplyDeleteThis blog will be announced through LinkedIn on Friday, June 12, and the current question will remain posted until Friday, June 19.
A blog announcement was sent to current students on May 29. Thanks to Kevin Hannon (Northwestern) and Jim Coates (DePaul) for your responses to the blog’s first question.