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Basics of Directing People Across Cultures
It is very easy for companies to make horrendous blunders when managing across cultures.
The Priority of First Hand, Current Knowledge
. . . choosing high quality people . . . . trusting their first-hand knowledge of a . . . situation
Coaching or Mentoring: Which Do I Need?
. . . a CQ assessment . . . it is nearly always a great choice to start there.
Communication Really Is Involvement!
Communication is all about involvement. In our instant messaging hi-tech world it's too easy . . . .
How can CQ help me manage a team in crisis far away?
You dare not stir the pot too vigrously without engaging local, very local, knowledge.
What If Directors Really Know More than Field Staff in Crisis?
How does managing a team overseas in crisis change when directors have unique knowledge?
I got off to a weak start in a new culture? What now?
. . . busy schedules . . . sucked you into not being able to break into the culture . . . . What . . . now?
What's in a name? Should I Be Adaptable?
How important might it be for me to adopt a local name?
How important is it where I live?
It's hard to think of any single element more vital to your cultural involvement. Where you live is . . .