Korean business culture Archives - Bridging Culture Worldwide

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Korea’s Evolving Workplace Culture

This week in Branding in Asia, my article on South Korea’s evolving workplace culture 2020.

https://brandinginasia.com/the-evolving-workplace-culture-in-south-korea/

Questions? Comments?

Don

Korean Business: Similar but Different Norms

March 17, 2018 Don Southerton Commentary Comments Off

This week’s read looks at Korean Business and, similar but different norms.

For starters, I was asked last week re: my availability for Bookings & Requests. Best to email me, or call.

That said,.. Following a recent C-level meeting, I had the opportunity to chat with the local subsidiary’s Korean CEO. He hoped I’d shared with his team how the company in Korea and the US differed from the Group’s many sister firms—many westerners wrongly assuming a high level of conformity across the Group.

I assured him that “yes,” I shared in mentoring how even within the Group I, too, had experienced that each company had its own unique culture. And, not only did sister companies differ but in some cases how the Koreans recruited and working at companies within the Group were different.

On parting the CEO pointed out another key point to be shared was that Koreans dispatched to support the division’s overseas operation over time came to see things differently than domestic Korea-based teams. He, for example, had come to “see things differently, too.”

Building on this…

Prior to a global workshop on the ever-changing Korean workplace, a senior Korean executive asked that I also explain to the group of predominately North Americans and Europeans that despite perceived outward appearances and their homogenous society that no two Koreans are alike….In other words, he asked that I help dispel common stereotypes, etc.

I agreed and did my best to pass on the message that like Westerners–behaviors, mindset, and experience varied among Koreans…this despite strong corporate culture and indoctrination.

In particular, factors contributing to how Koreans might differ can include: generational issues, global travel, work, and educational experiences, and significantly how they were mentored in a management style.

As for the later, during a team-building workshop held several years ago, a senior Korean manager openly shared some insights on Korean management styles.

He noted that within his Korean division teams were mentored by seniors in one of several styles…. Some senior managers fostered a “soft” management style of collaboration, while others used a “hard” autocratic style.

Elaborating more about how he was mentored, he learned to first present the challenge to his team, then ask his juniors to prepare their recommendations. And in the case of working in the overseas’ subsidiary, he learned to ask the American colleagues for their ideas vs. directing the team on what to do–a style he’d been taught by his longtime boss.

Pop Question.
What similar but different norms and styles have you experienced with Korea based companies?

dsoutherton@bridgingculture.com

https://bridgingculturekorea.blogspot.com/2018/03/korean-business-similar-but-different.html

Weekend Read # 8: Relationships

March 3, 2018 Don Southerton Commentary Comments Off

Relationships… amid disruptive market conditions perhaps the greatest ripple effect challenge to Korean global business is how best to maintain positive and collaborative working relations between Western and Korean teams.

This March weekend read provides some recommendations.

Relationships matter

From a cross-cultural perspective, Korean commerce is dependent upon relationships and interpersonal interactions.

Western business, in contrast, leans toward process and procedure.

Therefore when Korea-facing working relationships are strained, culturally, there is a heightened impact throughout the entire organization.

Without discounting market conditions and intense pressure to meet aggressive sales goals, I see the impact of adapting to a rapidly changing and disruptive business landscape at the core of many strained relationships.

As author Thomas L. Friedman points out in Thank You for Being Late: “As we transition from an industrial-age economy to a computer-Internet-mobile-broadband-driven economy—that is, a supernova-driven economy—we are experiencing the growing pains of adjusting.”

Drilling deeper, I have found this acceleration has markets and industry sectors ever shifting.

For example, the automotive industry is witnessing and adjusting to new consumer preferences, such as collaborative consumption shared ride services, self-driving autonomous technology and eco-friendly vehicles.

That said, we as a society are also experiencing the need to adapt more frequently and at a more rapid pace than ever in the past.

The good news is we are perhaps adapting faster than anytime in history. Still there is a substantial gap in the high rate of change and speed we adapt. This gap is disorienting and business models that worked in the past have become outdated further adding to stress and frustration.

In my work, this leads to a Korea driven climate of reactive and hopeful second-guess decision-making, or, in some cases, the opposite in stalled action.

In both situations, I feel we need to embrace a middle course— a well thought out and responsive plan.

Again Thomas Freidman, too, recognizes this need to ponder. He notes, and I paraphrase:

Patience… space for reflection and thought. We are generating more information and knowledge than ever today, but knowledge is only good if you can reflect on it.

In closing I return to my original point of the vital importance of maintaining relationships amid the current market condition. No matter how challenging the situation we need to take time and work to forge strong collaborative bonds within teams Friedman again remarks:

And it is not just knowledge that is improved by pausing. So, too, is the ability to build trust, …to form deeper and better connections, not just fast ones, with other human beings.

http://www.bridgingculture.com

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Weekend Read: Hit the Target–a Korean Business Lesson

February 24, 2018 Don Southerton Commentary Comments Off

Don Southerton and Hit the Target

Hit the target, a comment tied to Korean business. A week does not go by without a colleague or client expressing deep concern for what seems an overarching and singular need for their company to reach their sales numbers. To most, despite a number of vital business initiatives, they feel the monthly demand to meet “Plan” is all that matters.

I can recall more than a decade ago while mentoring a new American divisional vice president being pulled aside by his Korean expatriate counterpart, an Executive Coordinator. The Korean obviously under duress and knew I understood the company as well as HQ expectations.

The Korean asked passionately for me to stress to the new American VP they needed to Hit the Target. He repeating the phrase, 3 times so to ensure I got it… then patting me on the back before sending me over to the adjacent office with the VP.

Frankly, as long as I have been working with Korea facing global business it has been the driven force.

In another case, I was a speaker at LG’s Mobile national sales meeting. Capping the upbeat and motivating event, the Korean CEO with a huge graph projected behind him shared their amazing unit sales growth over the years. He then added the next year’s “stretch goal” as a hush came over the room. The new goal a huge bump over past years, which had pushed teams and the organization to their limits.

To be fair, this model is not unique to Korean business. It is also the subject of frequent discussion in Korea.

However, South Korea’s modern economy was once rooted in a state-run export-driven model—the government fixing private industries and well as the nation’s overall production and sales quotas in many sectors.

Today despite leading international as well as Korean economic experts arguing the old model is dated and need to move more to the service sector… the export production model still remains a driving force…

In part with so much of the Korean identity, economy and jobs tied to export production the Groups are under pressure to continue to seek growth each year—push the teams even harder.

So what’s the solution?

First, we need to accept this has long been the foundation of Korean business and it has been their proven success model.

It’s part of their Culture and a norm accepted by many.

In turn, others do hope and argue for Korea to re-invent and redefine itself, less focused on growth numbers and more on a being a leader in new technology and innovation synonymous with Silicon Valley.

Care to discuss some additional solutions specific to your needs?

Dsoutherton@bridgingculture.com

Http://www.bridgingculture.com

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Korea Business Insights Weekend Read 3: Shinhwa

January 27, 2018 Don Southerton Commentary Comments Off

Korea business insights. In addition to a number of books, case studies and commentaries I’ve written several short articles that give snapshots into Korea business.

This week it’s a storyline strongly tied to the Hyundai Motor Group. That said, it’s also very relevant for all engaged and interested in Korea facing business as I provide some deep insights into Korea business DNA.

Korea Business Weekend Read 2

January 20, 2018 Don Southerton Korean Business Culture Comments Off

With the new year and 2018, I’d like to share a few weekend Korea business reads. All Korea facing– lots for overseas operations in the Americas, Ireland, UK, ME, India, Europe, and AU; lots that share insights into Korea and the workplace. Much very relevant for firms doing business with Korea or global Korean companies, too.

Here’s a link for a Download.
http://www.bridgingculture.com/assets/toolbox.pdf

One question we are getting with the new year is “Don, How Best Do We Work with You and Get the Team Support?” I happy to say many companies do recognize the benefits in offering our training, coaching, mentoring and strategy services…. and we take this role very seriously amid the uncertain changes soon to impact local operations .

Let’s chat.. dsoutherton@bridgingculture.com or better yet text +1-310-866-3777 then and we can chat by phone.

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A Korean Business “Working Within the Culture” FAQ

January 11, 2018 Don Southerton Korean Business Culture Comments Off

Korean Business and Why do Americans/ westerners need Korean cultural training?

For westerners this may be the first time working with Korean business and a Korea team. This opportunity brings with it the need to better understand their new partner’s culture, workplace norms and expectations.

In most cases, the western team will be interacting with a Korean expatriate team. Some of the expatriates will hold a line managerial position with day-to-day responsibilities alongside western managers, while others will hold key management C-level positions, such as CEO, COO, or CFO. In many, if not most, cases these expats may operate as a “shadow management” with considerable oversight of local operations.

With the best of intentions, the expats will look to build strong collaboration and teamwork and advocate less a sense of us and them. However, they do bring with them Korean work norms that can conflict with western work-life balance and western ways of working.

More so, Korean teams may make seemingly one-sided decisions with the best interest of the company in mind but without consulting local teams causing mistrust.

A solid training program followed by on-going support can address differences, such as sharing work styles, hierarchy, and comfort levels, plus providing work-arounds.

What are some typical issues that arise, especially without training?

As with all individuals, no two of us are alike –and the same goes for westerners and Koreans… Each has his or her unique strengths, skills, experiences and personalities.

That said, expecting local teams to simply “get it” without support and training seldom works. Even if a better understanding of the work culture eventually occurs over time, this “learn as you go” approach we see as costly, contributes to stress, poor productivity and even employee turnover.

What have Koreans told you about Americans? Work habits, commitment, etc.

If you ask Korean expats how they perceive Americans and westerners in general, responses would be very positive and respectful, especially toward western work ethics and work habits. Koreans see great value in American and western teams providing them with new insights and perspectives, as well as best practice

What might be covered in such training?

I see the training as two fold — 1) providing teams with an understanding of the Korean partner’s history, heritage, trends and popular culture and 2) looking at the Korean workplace and its norms, practices, and expectations.

Above all I feel a best practice is to share similarities and shared values when possible, along with instilling an awareness of and respect for cultural differences.

Addressing the team’s questions and concerns is also vital with issues, such as work-life balance, safety and quality processes and procedures and the overall expectations of Korean partners.

Anything else?

To conclude, the need for Korean business cross-cultural training programs for local employees and management is a high priority.

The assumption that local and expatriate teams can bridge cultural gaps through practical on–the–job experience might work with those few highly intuitive individuals with the exceptional ability to assimilate cultures.

What stands out in numerous studies, however, is the need for ongoing multicultural training, that can successfully impact people, especially those who need to quickly adapt to new or changing business culture and values, while fostering sensitivity and teamwork among all members of the company.

Finally, I would add that I have found a Korean business tiered service model – training, mentoring and on-going strategic support — to be the most effective approach for an organization.

www.bridgingculture.com

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The Korea Business Toolbox 2017

August 28, 2017 Don Southerton News Comments Off

Don Southerton and the Korea Business Toolbox

I’d like to share a new Korean business toolbox that provides solutions to a recurring and deep concern by western management of South Korea-based companies.

I find this issue surfacing often and so draw upon what I have found to work best to overcome and move forward.

Here’s the Link. http://www.bridgingculture.com/assets/toolbox-2017_-intervention.pdf

In crafting the Toolbox over the past month and sharing sections as drafts, it’s received considerable feedback and positive reviews. These are always much appreciated.

As always we look for your comments and thoughts, too. So please share.

Korea Facing: Success Secrets for Korean Global Business

September 4, 2012 Don Southerton general Comments Off

PRLog (Press Release) – Sep 04, 2012 –
Denver, Colorado. Global Korean business consultant and CEO Don Southerton has announced that with the ever-growing number of people employed by Korean-based companies outside South Korea now more than ever a strategy is needed to succeed.

Likewise, if your firm provides services or products to a South Korean overseas subsidiary or operations a Korea-facing strategy will be beneficial and offer tactics to strengthen and maintain the relationship. Finally, if your company has significant business in Korea, but leadership and headquarters is located in the West, key management need suggestions on how best to deal with pressing issues and challenges that surface

Southerton notes “Korea Facing is the title not only for my latest book in progress, but also for related seminars, coaching, and workshops we are offering Fall 2012 and into 2013.” Topics include:

1. K-Lobization—The outreach of Korea’s unique management style and corporate culture across international markets, especially among subsidiaries and branch offices.

2. Ju Jae Won—Another name for the Korean expats assigned to a host country to support their overseas operations.

3. Hierarchy– rank and title within the mother and subsidiary organization and its impact on day-to-day business operations.

4. Culture Shock–the cross-cultural acclimatizing that occurs when an individual is assigned to a different geographic location.

5. Generations– South Korea’s age groups influence their business culture, so knowing the differences in the mindset and values of recent Korean generations is valuable.

6. Planning and Decision-making— In a hierarchical system orders come from senior management, plus their requests override other plans and thus schedules are often revised at short notice.

7. Protocols and Culture—Korean culture has norms that dictate social interactions—especially during initial introductions and meet & greets. Cultural differences also impact communications style, decision-making, discussions, and presentation style.

8. Expectations—Most often the issues that surface include managing expectations. Usually each side has legitimate demands. For example, Korean side needs answers and information ASAP, US/ western side procedures take days to compile and approve, often from number of sources.

About Bridging Culture Worldwide
When Fortune 500 companies, top Korean Groups, leading international law firms, and elite consultancies, such as Bain and Monitor, look for Korean-facing business strategy, coaching, and advice—they turn to Bridging Culture Worldwide and Don Southerton.

With over 35 years’ experience, Don Southerton is the definitive authority on Korean-facing global business–from automotive, golf, and QSR sectors to New Urbanism and Green technology. When problems and challenges surface in development, launch, or fulfillment, we provide sound solutions and comprehensive strategies.

Bridging Culture Worldwide

Strategic Advisory for C-Suite Leaders Navigating Korean Business