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Mini Episode #11: Navigating International Organizational Culture and Leadership

Mini Episode #11: Navigating International Organizational Culture and Leadership

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 [00:00:00] Suzie : welcome to this wake up eager workforce podcast mini episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care welcome to the deep docs today we're jumping right into well a classic global management challenge leading a team that's on paper really confident but uh deeply resistant to any kind of outside influence we've got this great case study to unpack based on a consultant's work with a leader let's call him Danny he was facing this exact issue with his team in Poland trying to bring them under a new more centralized strategy so our mission here is to sort of fast track your understanding of how you gain leverage in these well these really emotionally charged situations we're looking at how data culture leadership styles how they all clash on that global stage why do good people sometimes resist changes that seem necessary okay let's get into it [00:02:04] A1 : yeah and this case is such a good example because it really highlights that clear financial goals they're often not enough not even close what we're really digging into here is the power of that ingrained local culture you know that tendency towards group solidarity maybe pushing back against outsiders it can effectively block corporate strategy even a really logical one Danny wasn't just tweaking processes he was up against a kind of cultural defense mechanism [00:02:32] A2 : okay so where did he even start yeah I mean you can't just walk in and say your culture is resistant right so the breakthrough or the start of it came from something objective [00:02:40] A1 : exactly it started with a specific piece of analysis a leadership assessment he commissioned for a key local leader this was John the VP of operations OK right that report the VP Operations Benchmark Gap Report it was absolutely pivotal it wasn't just saying John's doing badly no it mapped his actual behaviors against a predefined standard for that VP role yeah and Justin did have strengths the report noted you know real passion for learning very direct communication style [00:03:05] A2 : okay operational strengths good for getting things done [00:03:09] A1 : definitely essential for execution but the gaps [00:03:12] A2 : they were pretty significant especially for a VP level [00:03:15] A1 : oh massive liabilities things you really don't want in a strategic leader we're talking significant shortcomings in personal accountability diplomacy tact and maybe most importantly people skills you can be a technical genius but without diplomacy you can't manage effectively up down sideways it just doesn't work [00:03:35] A2 : and the source material really emphasizes this wasn't just about John was it his gaps were almost amplified by the local situation [00:03:42] A1 : that's right the consultant called it a fortresses culture within that Polish leadership team deeply ingrained very hesitant about new perspectives and honestly really good at creating this sort of barrier against new talent coming in wow a structural barrier that's the perfect term for it John's weaknesses weren't just his own they were symptomatic of this larger kind of protectionist mindset they rewarded sticking together keeping things insular so if Danny had just say replaced John without tackling the culture [00:04:09] A2 : the new person would have just bounced off that fortress wall [00:04:12] A1 : instantly ostracized neutralized yeah so Danny's goal had to be bigger than just fixing John it was about building a leadership foundation strong enough to resist that that pull towards the way things had always been done [00:04:26] A2 : okay this is where it gets really interesting for me because you've got this high emotion environment any criticism feels personal how do you even start talking about competence about culture when everyone's defenses are way up [00:04:...
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