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Korea Facing Book Interviews Online

January 20, 2013 general Comments Off on Korea Facing Book Interviews Online

By Don Southerton, Editor
Thought you may appreciate links to my recent Korea media interviews. Essentially, I encourage collaboration and offer thoughts on what is the best way to approach Korean facing business–in Korea and globally. BTW Each interview looks at the topic from a different perspective.

1. Last week’s tbs eFm Seoul radio interview is now available in mp3 format.

Here’s the link. Just download and listen.

http://sites.google.com/site/ds19192/mp3/0108_Don_Southerton.mp3

2. WSJ Korea Real Time

Southerton Advises Non-Koreans in Overseas Korean Offices

Wall Street Journal

http://blogs.wsj.com/korearealtime/2013/01/14/southerton-advises-non-koreans-in-overseas-korean-offices/

This was also re-posted on Marmot’s Hole, the leading Korean blog for expats.

http://www.rjkoehler.com/2013/01/18/advice-for-non-koreans-working-for-korean-companies-overseas/

3. Busan Hap

http://www.busanhaps.com/article/korea-facing-interview-korea-global-consultant-don-southerton

Hope this is helpful….  more media to come…

My thanks go to the eFM Morning Show team, WSJ’s Evan Ramstad, Marmot’s Robert Koehler, and Busan Haps’ Jeff Liebsch…

DS

WSJ: Southerton Advises Non-Koreans in Overseas Korean Offices

January 15, 2013 general Comments Off on WSJ: Southerton Advises Non-Koreans in Overseas Korean Offices

By Don Southerton, Editor

The Wall Street Journal Korea Real Time blog and journalist Evan Ramstad did a wonderful job sharing insights into our newly released book Korea Facing: Secrets for Success with Korean Global Business. For the full article and interview, go to:
http://blogs.wsj.com/korearealtime/2013/01/14/southerton-advises-non-koreans-in-overseas-korean-offices/

Southerton Advises Non-Koreans in Overseas Korean Offices

January 14, 2013, 6:50 PM KST

By Evan Ramstad

As we’ve noted in the past, the canon of English-language books that explain South Korea’s contemporary life and culture for people doing business here is quite small.

But there’s a niche that’s even smaller: advice books for non-Koreans who work for Korean companies in other countries.

Don Southerton, a U.S. business consultant, has written several publications centering on the Korean auto industry, new urbanism, entrepreneurialism, and early U.S.-Korean business ventures. His firm, Bridging Culture Worldwide, provides strategy, consulting and training to businesses that are working in South Korea.

Just a few weeks ago, he published his latest, an e-book and paperback called “Korea Facing: Secrets for Success in Korean Global Business.” With it, he has flipped the tables to look at the challenges that non-Koreans face working in the overseas offices and subsidiaries of Korean firms. The book is available in e-book form for Amazon’s Kindle, Barnes & Noble’s Nook and Apple’s iPad devices.

For the full Korea Real Time article and interview, go to:
http://blogs.wsj.com/korearealtime/2013/01/14/southerton-advises-non-koreans-in-overseas-korean-offices/

 

Korea Facing: Happy New Year

December 28, 2012 general Comments Off on Korea Facing: Happy New Year

By Don Southerton, Editor
Like most Asian countries, South Korea has two different New Years—one that follows the solar calendar and one that uses the lunar calendar. Traditionally the lunar New Year’s, called So-nal, has greater cultural and familial significance (In 2013 it will be celebrated on February 9-11). Both are legal holidays.

As for the solar New Year’s celebration, in 1896, as part of reforms instituted to Westernize and modernize Korea, the Gregorian calendar was adopted, along with some of the West’s holidays such as the January 1st New Year’s celebration.

Today I find Korea’s celebration of New Years similar to celebration in America. For example. Koreans make New Year’s resolutions where they promise to exercise regularly or eat fewer sweet things—such as chocolates and candy.

A popular resolution every year is to study harder to improve English language skills—a skill seen as much required and needed  in the global workplace.

It’s appropriate to wish your Korean colleagues a seasonal greeting prior to the holiday, just as you will wish your non-Korean friends “Happy New Year’s.”

The New Year’s greeting is “Sae hae bok mani ba deu say yo.” It is a great phrase to learn because it will also be used again at the lunar New Years celebration in February.

Korea Facing: Year end

December 11, 2012 general Comments Off on Korea Facing: Year end

Don Southerton, Editor

With the year end, Korean Groups have begun their annual end of

year reporting and restructuring. As in the past, Samsung Group has

already announced high level promotions across their organization,

we’ll see what happens at Hyundai Motor Group and the other Groups.

I monitor and track this daily. 

 

In the days leading up to Holidays, team level promotions will

begin to be announced. The norm has been for the re-assignments and

promotions to take affect January 2.

 

I’d expect some change both at senior Korean global leadership level and

across the Korean overseas teams. Those receiving promotions should

be congratulated–promotions bring considerable status along with a

boost in wages.

 

Meanwhile, the Korean presidential election is week away. How will a new

president view the Korean chaebols is a topic of discussion–the

previous administration was pro-business.

 

Finally, 1st draft edits and revisions on the Korea Facing book are

completed. I expect 1-2 more draft revisions before the book goes

“to press”–actually since it’s an eBook, I’ll upload. Plans call

for the book to be available in iBook, Kindle, and Google Book 

formats. Look for a Holiday release date.

 

As always, if you have questions and comments, please feel free to

contact me. Likewise, I’m open to new opportunities, so keep

me in mind.

Korea Facing: The Book

December 4, 2012 general Comments Off on Korea Facing: The Book

Korea Facing: Secrets for Success in Korean Global Business
By Donald G. Southerton
Publication Date: Late December 2012

Over the years, book projects like Korea Facing along with the required research have played an important and synergic role in Bridging Culture Worldwide coaching, consultancy, and training programs. This includes sharing topics such as working with Korean expats, managing business partnership expectations, and understanding the Korean decision making and thought process.

About the new book   This book differs from most books on Korean business. Frankly, the target audience is not those working or looking to be employed in South Korea, although they will benefit from its content.

The focus is instead on the ever-growing number of people employed by Korean-based companies outside of South Korea. This book will provide you with a strategy and skills to succeed.

Likewise, if your firm provides services or products to a South Korean overseas subsidiary this book 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 are located in the West, we offer key management with suggestions on how best to deal with pressing issues and challenges that surface.

About the author   When Fortune 500 companies, top Korean Groups, leading international law firms, the media, and elite consultancies like Bain and Monitor look for Korean-facing branding, business strategy, coaching, market-entry, and advice-they turn to Don Southerton.

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

Building on a life-long interest in Korea and the rich culture of the country, Southerton has authored numerous publications with topics centering on culture, new urbanism, entrepreneurialism, and early U.S.-Korean business ventures.

Southerton extensively writes and comments on modern Korean business culture and its impact on global organizations.

NEW: Korean Expatriate Global Business eLearning Series

November 26, 2012 general Comments Off on NEW: Korean Expatriate Global Business eLearning Series

Supporting Korean overseas teams (ju jae won) and their Korean executives is a must for all Korea-based organizations. The assumption that expatriates 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. However, what stands out in numerous studies is the need for training. In particular the need for a training program that can successfully provide insights into new business cultures and values, while fostering sensitivity and teamwork among all members of the company.

An effective eLearning program for Korean expatriates can help bridge gaps while supplying needed skills and knowledge.

Based on years of working with western and Korean expat teams, we have developed an eLearning program to address issues that commonly occur in the American and global workplace.

The benefits of the eLearning program include:

1.  The training is designed to be self-pacing with the ability to go back for a second time to review a specific section. This will result in better comprehension and higher retention of course content.

2. Flexibility–Unlike instructor-led training the course is highly accessible. This allows the participant to fit the training into their schedule.

3. Finally, this eLearning offers an opportunity to grow. The course content will add to the participant’s understanding of the differences in global business, improve communication with local teams, and make them more effective in fulfilling the assignment.

 

Outcomes

Although there is bound to be some friction between expatriate and host country cultural values, a successful cross-cultural and localization training program accomplishes:

1. Awareness and appreciation of both the home and host country with the ability to gain an insight into one’s own personal traits, strengths, weaknesses, attitudes, and interests.

2. Realization of similarities and shared values, along with an awareness of and respect for cultural differences.

3. The ability to adapt to new cultures, ideas, and challenges on the job and in the home, while adjusting quickly to new conditions and workplace practices.

Next Steps

Further details on the Korean Expatiate Global Business eLearning Series is available upon request. This includes a Table of Content, course outlines, and fee rates.

Call +1-310-866-3777 or email Dsoutherton@bridgingculture.com

 

Korea Facing: A Recap

November 15, 2012 general Comments Off on Korea Facing: A Recap

by Don Southerton, Editor

After posting weekly Korea Facing updates over the past few months, I thought a short resource recap was timely. In part, with many readers demanding schedules and oceans of daily emails, some topics of interest may have come and gone unread. We have also added a substantial number of new readers since Korea Facing’s launch.

Here are the topics and direct links to each of the articles.

Korea corporate hierarchy

Workplace generation issues

Countermeasures (dealing with challenges)

Goals

Approval process

Not taking “No” as an answer

Western teams

As always, your comments, questions, and feedback is appreciated.

Korea Facing: Why Hire Westerners?

November 5, 2012 general Comments Off on Korea Facing: Why Hire Westerners?

By Don Southerton, Editor

Why hire local western teams? One challenge for Korean
multi-national Groups has been launching overseas operations and
staffing the local branch or subsidiary. As noted in previous
updates, Korean overseas subsidiaries have Korean management
assigned to the host country. The general term for these
representative employees is ju jae won. The Korean model has a
rotation cycle where teams and executives are assigned to overseas
divisions for 3-5 years. They then return to Korea for reassignment
with a replacement expected to take over-often with little
preparation. Skills and experience vary.

Several years ago, in a group session I hosted for Korean and
western senior managers the discussion turned to the
“role” of the westerner teams in project development. The
local western teams felt very under-utilized and wanted to
contribute more. This, of course, led to considerable frustration,
because the westerners previous employers had utilized their
experience and expertise.

Pondering for a moment during the discussion a senior Korean
pointed out that local input was respected, but perhaps feedback
needed to be better communicated. The Korean manager went on to
explain that his team knew how to do things “Korean
style”…., but what was needed were other ways of approaching
problems. Even if those ideas were not adopted, senior management
reviewed those options and took them into consideration. In fact,
Korean leadership had high trust in the local teams and their
judgement…They hired local teams to provide much needed expertise
and know-how.

Listening attentively, one of the western managers, grinned and as
I recall, thanked his Korean co-worker for sharing and promised
he’d convey the message to his team. He also wished he’d
known this 2 years earlier, since it would have reduced lots of
stress in his department.

On a similar topic…
I have noted that unlike in Korea where there is considerable
internal promotion, Korean overseas operations often do not fill
new positions from within the local organizations. Again it’s
not under-valuing local talent, but the belief that hiring New
people will bring New ideas.

BTW The same is true for vendors and service providers-at times new
partnerships are sought to replace a long standing provider. The
thought behind finding a new firm is that it can bring new
resources, ideas, and innovative solutions.

My note to Korean teams and management
Take time to provide your local western teams and management with
feedback-good or bad-when they contribute time and effort on a
project. Sharing details on how their work impacted a project will
go far in improving relations and morale, which leads to higher
productivity.

Questions? Comments?
Feedback (yes, I appreciate feedback, too).

Korea Facing: Approvals

October 24, 2012 general Comments Off on Korea Facing: Approvals

By Don Southerton, Editor

In this week’s Korea Facing update we look at approvals, and the challenges. BTW why not subscribe to Korea Facing.
http://forms.aweber.com/form/88/1499178088.htm

In the Korea Facing article on Decision Making, we pointed out that in most cases leadership made key decisions and teams implemented. Getting these approvals in itself can be a challenge, time consuming, and should take into account such subtleties as senior management’s mood.

At times, teams can wait days for an approval. This can be because senior Korean management is out of the office and traveling. But, it can also be that Korean teams try to be sensitive to their boss’ mood, well-being, and workload, along with an awareness of pressing issues impacting the company and their division.

In other words, if senior management is dealing with a major challenge, or looks stressed, team leaders may delay requesting a meeting that day. In contrast, if their senior management looks to be in a good mood, timing might be better to get an approval. Again timing is everything and good timing–being sensitive–is the sign of a savvy team leader.

An Example
In once instance when I was in Korea I witnessed teams (there was a line) waiting all day to meet with an overseas business Vice President to get approvals for a wide range of projects. One specifically involving a merger of services in the world’s largest and most competitive car market. The delay: the VP was on the phone with his back turned to the door making arrangements for his daughter’s wedding…a personal matter, but one which the teams and subordinates would not infringe.

Take away…
In a word, be patient when waiting for an approval. Recognize that to be effective Korean teams often need to wait and time their meetings with seniors for an approval. Be sensitive and do not unduly press Korean teams. If the issue is time sensitive, (which many usually are), communicate this, and seek clarity on the status. In many cases, pro-actively sharing with your clients, suppliers, and service providers the Korea facing approval process can greatly reduces stress on your side.

Questions? Comments? Challenges? Let me know by email.

Just email dsoutherton@bridgingculture.com

Korea Facing: The Seemingly Impossible

October 19, 2012 general Comments Off on Korea Facing: The Seemingly Impossible

by Don Southerton, Editor

Companies like Samsung, Hyundai, Kia, SK, and LG have a reputation for setting huge goals that look to many outside the organizations unrealistic. Most often it’s stretch goals for sales, which I’ve witnessed not only throughout the Hyundai Motor Group, but with other major Groups, from smart phone sales, to food services, to the Korean retail golf market.

What I have found interesting and quite different from the West is that when stretch goals are announced Korean teams and management never openly voice that the task is impossible, even if leadership and most of team don’t have a plan…

Why? It’s thought that although you may not have a plan or solution…someone, perhaps the most junior employee may either know of a way, or someone has a friend in their personal network who has a solution. It’s felt that it is never productive to share even with close co-workers that task is impossible, since they may be the one with an idea. Outwardly they are forward leaning and positive.

On another level, when senior leadership set huge goals some in the ranks might doubt, but many more grew up witnessing the amazing and near impossible achievements of the Group. They reason that if the company did the impossible before, why not again… In other words, success breeds success.

BTW, I was a once in a conversation with a senior Korean manager. I brought up the subject of what it took to be be terminated or fired. Pondering for a moment, the Korean manager instead explained that it was hard to get fired even if you made a big mistake if you were seen as positive and upbeat.

Suggestion

Always be seen as positive and forward leaning…even when facing the near impossible.

 

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