Archive for March, 2011
Many times when companies are starting a business in China, it is like starting with a blank chalk board and writing on it by their actions. On the other hand, if a company is standing already, they have many people, habits and practices on the chalk board that they may need to erase. To get […]
Continue Reading →A comment on my previous post shows me a follow up is in order. The comment by Will asked how long it takes to get to a WANT kind of culture. This reminds me of one new department I started not so long ago. From day 1, I encouraged workers toward an open culture, and […]
Continue Reading →The words must or want are critical for your team in China or elsewhere for that matter. However, given the old school thinking of many Chinese managers, you need to think about how much you lose or gain depending on the road your leaders choose. Below, I list two different paths. On the left is […]
Continue Reading →After China acquisition, the real work begins. I dealt with a company who made a good acquisition here in China and then made a mess of it after they took control. They were very sharp on getting their finance systems working. However, they were poor on retaining the commitment and passion of the workforce. They […]
Continue Reading →I know that my titles confuse some. You may be thinking about Chinese culture foremost. I am thinking of how we need to work on our China company culture harder or differently because of the outside environment here. I also am not writing to say the Chinese culture is somehow worse. Your workers here can […]
Continue Reading →Most people have seen China acquisition as the realm of lawyers and financial auditors. Indeed, they have their value, but people are the key to your China acquisition. You must not overlook the culture and people you are acquiring. You must not ignore the attitude of the local government people. And acquisition is one of […]
Continue Reading →China the culture does not have to be so inscrutable. I had a comment on my Language Barrier post saying that culture is a more important fish to fry than the language problem. I so agree, I knew a guy who knew he needed a translator and used the HR manager as his translator for all […]
Continue Reading →I know an American GM who managed an English speaking team in Beijing. He then moved to a second tier city where the main staff had some English, but not as much. He continued to have meetings in English just like he had in Beijing. No one wanted to admit that they did not understand […]
Continue Reading →Posted in: China, Culture Development
Leave a Comment (0) →China people problems vex many businesses. Here I want to share a different China story that is also shockingly common. Facts have been changed to protect identity China People Problems – A Sales Office Example Australian comes to China to start a Sales and Service office in Shanghai for her Australian company. She struggles to understand the assignment […]
Continue Reading →Posted in: China, Leadership
Leave a Comment (0) →Chinese people problems are hard to avoid with a China culture gap as big as in this true story. China really developed very separate from the West. As such one bad assumption in the example below led to years of frustration growing their China business. I have changed or blurred facts so as not to […]
Continue Reading →Recruiting Talent With Character
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