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Four Behaviors that Define Great Global Leaders界定杰出全球领导者的四大行为指标
• 1. Cultural Self-Awareness文化自知
• 2. Invite the Unexpected另辟蹊径
• 3. Results Though Relationships通过关系取得成果
• 4. Frame Shifting (Style Switching)方式转换(行为风格切换)
• Source: “What is Global Leadership?”, Ernest Gundling• 资料来源:“什么是全球领导力?”欧内斯特 ·贡丁
What is Culture?什么是文化?
“The complex pattern of
ideas, emotions, and
behaviors that tend to
be expected, reinforced
and rewarded by and
within a particular
group.”
“往往是某个特定的群体所期望、强化和奖励的思想、
”情感和行为的复合形态。
Sources of Cultural Influence文化影响的来源国家文化
家庭文化
企业文化
功能型文化
个人文化示意图
东道主文化
朋友
地区家庭
宗教
教育
企业文化
职业
社会阶层性别
时代
社会
种族
The Cultural Iceberg文化冰山
意识层面
认知层面
情感层面
观察 /行为层面
Cultural Orientations Model (COM) 文化导向模型( COM)
• A neutral framework for describing and understanding cultural differences. 描述和理解文化差异的中立框架。
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Thinking Style思维方式… how people process information人们如何处理
信息Sense of Self自我感… how people view
identity and motivation人们如何看待身份和动机
Interaction Style互动方式… how people communicate and engage with others人们如何与他人交流和相处
思维方
式
互动方式
The connection between behaviors, beliefs, and emotions that are expected, reinforced and rewarded by and within a particular group. 某个特定的群体所期望、强化和奖励的行为、
信念和情感之间的联系。
Aligned with our definition of culture符合我们的文化定义
Values价值观
Cognition认知(Beliefs and Assumptions信仰和
假设 )
Emotions情感
Behavior行为
Norms规范
Context/Situation背景 /情景Interaction Style互动方式Orientations that impact how we communicate and engage others. 影响我们与他人交流和相处方式的导向。
Thinking Style思维方式Orientations that impact how we process information. 影响我们处理信息方式的导向。
Sense of Self自我感Orientations that define how we view our “self” and are motivated.定义我们看待“自我”和产生动机的方式的导向。
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Fluid / Fixed流动式 /固定式• How we prefer to use time.
• 我们更喜欢如何使用时间。
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
FLUID流动式 FIXED固定式
Strong 强 *
Actions/event and outcomes determine the use of time.
Schedules are approximate and flexible.
行动 /事件和结果决定时间的使用。日程安排类似且灵活。
Schedules are firm and they structure interactions and events.
Punctuality is critical.时间安排固定且构成互动和事件。
守时很关键。
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Being / Doing所是 /所为• How we balance relationships and tasks.
• 我们如何平衡关系与任务。
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
BEING所是 DOING所为
Strong 强 *
Relationships have priority.Nurturing relationship are essential to accomplishing tasks and objectives.
关系优先。培养关系对于完成任务和目标必不可少。
Tasks have priorityTasks are independent of relationships. Relationships are nice to have, but not
essential.任务优先。
任务不依赖于关系。有了关系是不错,但并非必不可少。
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Indirect / Direct间接 /直接• How we prefer to handle conflict, disagreements, and discord.
• 我们更喜欢如何处理冲突、分歧和矛盾。
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
INDIRECT间接 DIRECT直接
Strong 强 *
Discreet handling of conflict.Face-saving is essential.谨慎处理冲突。面子至关重要。
Straight forward and open conflict handling.
直截了当地公开处理冲突。
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Instrumental / Expressive工具性 /表情性
• How we prefer to display and handle emotions.• 我们更喜欢如何表露和处理情绪。
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
INSTRUMENTAL工具性 EXPRESSIVE表情性
Strong 强 *
Displaying rationality and “objectivity” builds trust and connection.
表露理性和“客观性”建立信任和联系。
Displaying feelings, passion and style builds rapport and connection.
表露情感、热情和风格建立默契和联系。
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Informal / Formal非正式 /正式• How we prefer and experience etiquette, protocol, and social
conventions.• 我们如何看待和体会礼仪、惯例和社会习俗。
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
INFORMAL非正式 FORMAL正式
Strong 强 *
Etiquette, protocol and social conventions are reduced or dispensed
and experienced as disablers of relationships.
礼仪、惯例和社会习俗是阻碍关系进展的羁绊,应尽量减免。
Etiquette, protocol and social conventions of propriety are adhered to and valued as
enablers of relationships.礼仪、惯例和社会习俗是促进关系发展的
重要因素,应坚持重视。
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Particularistic / Universalistic特殊性 /普遍性
• How we prefer to apply rules and standards of fairness.• 我们更喜欢如何运用公平的规则和标准 .
Mild弱 Mild弱Very Strong很强 ** Strong 强 * Very Strong很强 **
PARTICULARISTIC特殊性 UNIVERSALISTIC普遍性
Strong 强 *
Situation-dependent standards of behavior and application of rules.
Focus on equity.行为标准和规则运用视具体情况而定。
注重公平。
Consistent and uniform standards of behavior and application of rules.
Focus on equality.行为标准和规则运用整齐划一。
注重平等。
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Thinking Style思维方式 • Cultural orientations that impact how we process information; i.e. the way you
think, perceive, remember and relate to information.• 对我们如何处理信息产生影响的文化导向;即思考、感知、记忆和关联信
Uncertainty and ambiguity are assumed and expected.
Responsiveness to change, improvisation and resilience are
sources of pride.不确定性和模糊性在假设和预料之中。应变力、即兴和弹性是值得骄傲的事情。
Uncertainty and ambiguity are minimized and contained. Stability, consistency and
predictability are sources of pride.尽量减少和限制不确定性和模糊性。稳定性、一致性和可预见性是值得骄傲的事情。
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Understanding the COI: Gap Analysis了解文化导向指数( COI):差异分析
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Continua: Being / Doing
续:所是 /所为
所是 所为
很强 强 弱 弱 强 很强
你点击各柱状图查看细节。 红色指所存在的差异。
Sample Country COI Profile (China)示例国家 COI示意图(中国)
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自我感思维方式互动方式
流动式所是
间接工具性
正式特殊
多焦点过去
高语境归纳
系统
约束私人
等级集体主义
竞争
秩序
Exercise: COI Reflection练习: COI思考
• Identify one strong/very strong preference.确定一个强 /很强的首选项。
• In which situations do you act on this preference?你在何种情况下会落实该首选项?
• What are the positive consequences?产生了哪些积极后果?
• What are the negative and/or unintended consequences?产生了哪些消极和 /或非预期后果?
• How do the consequences contribute to your challenges at work?这些后果对你应对工作中的挑战产生了哪些作用?
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思维方式
互动方式
Exploring Cultural Gaps 1 on 1一对一探讨文化差异
• Step 1: Place a checkmark () next to each orientation indicating your preference.
• 步骤 1:在每个导向旁放置一个复选标记()指出你的首选项。
• Step 2: Select a partner.
• 步骤 2:挑选一位搭档。
• Step 3: Review your partner’s COI and put a checkmark next to his or her preferences for each continuum on the following pages.
• 步骤 3:查阅你搭档的 COI并在以后各页的导向连续集内的首选项旁放置一个复选标记。
• Step 4: Identify any potential culture gap that exists between your preferences and that of your counterpart .
• 步骤 4:确定你的首选项与你搭档的之间所存在的任何潜在文化差异。
• Step 5: Identify specific strategies and tactics you could employ to work together more effectively.
• 步骤 5:确定你会采取的能使共事更高效的具体战略战术。
• Step 6: Discuss your strategies and tactics with your partner. Check your conclusions
• 步骤 6:与你的搭档讨论你的战略战术。核实你的结论。29
MODULE 4: 模块 4:
Understanding Your Cultural Profile and Exploring the Four Key Cultural Skills了解你的文化概况并探讨四个主要的文化技能
Four Key Cultural Skills四个主要的文化技能
• Cultural Due Diligence: Assessing and preparing for the possible impact of culture and cultural differences
• 文化审慎:评估文化和文化差异可能带来的影响并做好相应的准备• Style Switching: Using a different behavioral approach to accomplish
one’s goals
• 行为风格切换:使用不同的行为方式来完成自己的目标• Cultural Dialogue: Exploring cultural differences and negotiating mutual
adaptations
• 文化对话:探索文化差异并协调相互适应• Cultural Mentoring: Helping others with cultural adaptation and
integration.
• 文化辅导:帮助他人完成文化适应与融合。
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Four Key Cultural Skills – Model 四个主要的文化技能 – 模型
Cultural Due Diligence文化审慎Assessing and preparing for the
possible impact of culture and cultural difference评估文化和文化差异可能带来的
影响并做好相应的准备Is it reasonable or feasible for my
counterpart(s) to change?让我的搭档做出改变是否合理可行?
YES NO
Cultural Mentoring文化辅导Helping others with cultural adaptation and integration帮助他人完成文化适应与融合
Cultural Dialogue文化对话Exploring cultural differences and negotiating mutual adaptations探索文化差异并协调相互适应
YES是
Style-Switching行为风格切换Using a different behavioral approach to accomplish one’s goals使用不同的行为方式来完成自己的目标
NO否
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Cultural Due Diligence文化审慎• Cultural Due Diligence: Assessing and preparing for the possible impact of
culture and cultural differences.• 文化审慎:评估文化和文化差异可能带来的影响并做好相应的准备。• Observation• 观察• Third Parties• 第三方• Inquiry/Probing• 询问 /探究• Cultural Orientations Indicator® Profile• 文化导向指数 ®示意图• Information Tools (e.g., Cultural Navigator®)• 信息工具(如文化导航仪 ®)
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Cultural Due Diligence文化审慎 Requirements for Shared Understanding and Success:要求共识和成功• Non-judgmental comparative framework• 非主观的比较框架• Shared vocabulary• 共享词汇Potential Actions & Outcomes潜在的行动和结果• Identifying salient challenges• 识别突出的挑战• Generating hypotheses• 产生假设• Preparing approaches and strategies• 准备方法和策略
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Style-Switching行为风格切换 • Style-Switching: Using a different behavioral approach to accomplish one’s
goals.• 行为风格切换:使用不同的行为方式来完成自己的目标。• Techniques:• 技巧:• Introspection/Reflection: Identify situations where Style-Switching may be beneficial.
• 反省 /反思:确定在哪些情况下行为风格切换可能有益。• Meditation: A technique to shift your cognitive and emotional reactions and focus your mind.
• 冥想:转变你的认知和情感反应并集中你的思想的一种技巧。• Modeling: Copy the behaviors of others, particularly when interacting with an unfamiliar culture.
• 建模:复制他人的行为,尤其当与陌生文化打交道时。• External Practice: Practice outside of the immediate need in a similar situation to become more
• Instructions: • 指示:• In a small group, review the scenario assigned to your group. Please
identify the following: • 在一个小组中,回顾分配给你的小组的情景。请确定以下信息:• How the individual would approach the situation based on his/her cultural
orientation. What is the likely effect of doing so in this way?
• 个人将如何基于其文化导向来处理这种情况?以这种方式这样做可能会产生什么结果?
• How the individual may want to change his/her approach to improve the outcome
• 个人可能需要如何改变其方法才能改善该结果
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Cultural Dialogue文化对话Cultural Dialogue: Exploring cultural differences and negotiating mutual adaptations.文化对话:探索文化差异并协调相互适应。Proactive: raising awareness and knowledge about potential differences.主动:提高对潜在差异的认知和了解。Reactive: identifying the cultural underpinnings of specific challenges.被动:确定具体挑战的文化基础。
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Cultural Dialogue文化对话•Frame the conversation搭建对话框架•Articulate critical issues 阐明关键问题•Extend an invitation发出邀请
•Listen and paraphrase 倾听与释义•Inquire and probe询问与探究•Share your perspective and/or experiences分享你的观点和 /或经验