Impact of Business Culture on Performance
As an expat executive, how to seamlessly and successfully transition
into an overseas assignment and do business globally is critical.
In fact, it is possible for an expatriate to adapt to a new business
environment by recognizing the different dimensions in business culture,
understanding them and taking the necessary steps to adapt to or embrace them.
In such cases, these differences can be transformed into advantages, paving the
way to success.
A key success factor for many expat assignments is ‘the implementation
of the core business by Turkish employees and operational management’ as soon
as possible. However, this is hardly ever realized by simply copying and
imposing on employees the working processes that other international offices in
the company are accustomed to.
Instead, this is where the need for expertise and relevant skills come
into play. We, as Business Support Turkey see to it that different cultures are
quickly integrated and that a mutual understanding is achieved in order to
facilitate a smooth transition and enable effective and efficient relationship
building between management and Turkish staff.
HOW WE DO THIS
The first step is to differentiate the cultural dimensions between your
home country and Turkey. Accordingly, we help you identify and understand the
corporate culture of the organization in which you are working. If you happen
to work with a company that has the same corporate culture in each country, we
can help you understand the mutual interaction with local business contacts
outside of your organization. This is followed by a session, which reveals and
measures your cultural quotients and ability to adapt to a different culture.
Finally, we take time to assess and understand your individual management
skills. Our aim is to discover which of your individual skills should be
activated in order to improve your business culture acumen. This is a 2-day
program consisting of 5 separate modules, which can be taken separately or as a
complete package. The program is a mixture of methodologies and personal
experiences. After this training program we are available to provide ongoing
coaching support as well. This provides an opportunity for the expat to share
any difficulties he/she is facing and to obtain support, especially during the
first couple of months of their new assignment.
WHY DO WE DO THIS?
We have extensive experience doing business in Turkey whether in a
corporate setting or in the area of entrepreneurship. We have had successful
business interactions over the years with organizations that span the globe,
including the Netherlands, Belgium, USA, UK, Germany, Italy, South Korea,
Taiwan, China and India. We have a large and effective network and can provide
support for expatriates who are interested in pursuing these connections. We
hope that by passing on the assets and knowledge we have acquired over our
lifetime that it helps expats ease into this transition period and makes them
We worked with a client executive who was accustomed to a flat organizational
structure where subordinates collaborated with him to accomplish business
goals. Once he started working at the local subsidiary of his company, he
assumed that his subordinates would be willing to share their ideas and be
receptive to constructive criticism. However, during internal meetings everyone
would listen to him, but there was no participation or dialogue. He wasn’t
aware that his subordinates were accustomed to a high-distance-to-power
environment, meaning, his staff mobilized only if they received an order from
the ‘boss’. While they did not object to anything he said or requested, they
also did not take initiative without first asking permission for every tactical
action item. After completing our module, which helped inform him of the main
cultural differences he faced, he was able to recognize and understand the
motivation and rationale for his staff’s behavior. At that point, his next
challenge was to determine how to collaborate and communicate with his staff to
reach mutually agreed upon working relationship.
First he had to understand the perception that his management style had
on his staff. They expected him to know everything, as he was the ‘boss’. From
the point of view of his staff, they thought ‘Why should we tell him what to
do? If we knew what to do and how to act for a particular issue, then what was
his role as a manager?’ How could they respect someone who was acting according
to the ideas or opinions of his subordinates instead of his own? After
developing his sense of cultural intelligence he slowly gained new perspective
and insight on the perception of his subordinates and how to encourage them to
be the best they can be. He was able to motivate, galvanize and lead them in
order to reach their corporate goals by creating productive relationships.
After filling the gaps between his individual skills, understanding the
cultural dimensions and corporate culture and giving weight to people’s
differences, he was now able to communicate effectively in a different cultural
setting and make use of his local team to gain competitive edge for reaching
his personal and corporate goals.
WHO WILL PROVIDE THE TRAINING
Semiha Ünal, who grew up in the Netherlands, is the owner of BST. She
has an MBA degree from Empire State College/State University of New York, and
over 30 years of international business experience. She is fluent in Turkish,
Dutch and English. She can also converse in French and German at a basic level.
During her corporate career, she worked in the following fields:
International project management
Executive Training and Coaching
Planning of Production and Investments
Semiha is eligible to provide consultation equipped with the experiences
and ability to look through a variety of angles like:
Small - Large enterprise
Service Sector-Industry Sector
Team Member-Team Leader
Corporate Professional- Entrepreneur
Theoretical knowledge-Practical Experience
Local education-International education