Archive for the ‘Commentary’ Category

US Korea Connect–A Hidden Benefit of KORUS FTA

Sunday, May 5th, 2013
US Korea Connect  A Hidden Benefit of KORUS FTA

US Korea Connect  A Hidden Benefit of KORUS FTA

by Don Southerton April 30, 2013
I have long followed and supported both successful market entry of Korean business into the US and American firms to Korea. This mutual success has centered on product, retail and quick service restaurants, with limited opportunities in the service sectors. The KORUS FTA will make a huge change in this exchange. In the area of services, I see KORUS FTA as a game changer.

A few weeks ago, United States Secretary of State John Kerry visited Korea and spoke about the importance of trade between our two nations. This month, President Park will visit the White House to reaffirm our countries’ mutual commitment and celebrate the 60th anniversary of the U.S.-Korea strategic alliance. Since its implementation last year, the KORUS FTA has given that alliance a new dynamic. One area of the agreement that should receive more attention is trade in services.
At its core, trade in services is trade in ideas. Whether legal, financial, technical, or in the tourism industry, the services exchanged between the U.S. and Korea expand mutual access to highly skilled talent. That talent is vital in generating the ideas that will define our economies tomorrow. In fact, today’s leaders in the U.S. service industries are using the KORUS FTA to recruit and nurture that talent.

Unlike the banking and insurance sectors, non-Korean legal and accounting firms faced entry barriers prior to the KORUS FTA. Today, American law firms like Cleary, Gottlieb, Steen & Hamilton are able to open offices in Korea under the KORUS agreement. Law firm Ropes and Gray, Another U.S. Korea Connect success story, sees their new ability to open physical locations in Korea as a way to show their dedication to Korean clients.

Outside the obvious benefits to service related firms, under the KORUS FTA, U.S. businesses are generating and exchanging ideas more freely. But the best is yet to come. American companies have expressed the need to hire additional Korean professionals to help them navigate the Korean marketplace. Professional visa reforms under consideration by the U.S. Congress will fulfill that still unmet need, allowing companies to take greater advantage of the KORUS FTA.

As the pace of business quickens, service providers need a regulatory framework that provides them maximum flexibility. A fluid business mechanism that promotes and enhances innovative ideas is essential for prosperity in both countries. That’s precisely what the KORUS FTA does for the service industry.

About Don Southerton
Don Southerton has held a life-long interest in Korea and the rich culture of the country. He has authored numerous publications with topics centering on the Korean auto industry, new urbanism, entrepreneurialism, and early U.S.-Korean business ventures. Southerton is often called upon by the media (the BBC World Service, CNN Fortune, Bloomberg TV, Korea Herald, Korea Times, Yonhap, Wall Street Journal, Forbes) to comment on modern Korean business culture and its impact on global organizations. His firm Bridging Culture Worldwide provides strategy, consulting and training to Korea-based global business.

Link to Article
http://www.uskoreaconnect.org/blog/2013/04/trade-in-ideas-a-hidden-benefit-of-korus-fta/

 

 

US Korea Connect  A Hidden Benefit of KORUS FTA

Collaboration

Thursday, February 28th, 2013
Collaboration

By Don Southerton, KoreaLegal.org Editor

I’m often asked, “Don we know you work with most of the top Korean
groups, their overseas teams and leadership, but what exactly do
you do?”

One aspect of my work is providing leadership with a cross-
cultural success strategy. Another dimension is conducting training
sessions and workshops when serious issues surface that disrupt
global operations.

In addition, I also work with non-Korean executives of
global companies doing business in Korea, or with businesses
partnered with Korean firms.

But, essentially I teach “collaboration.” This is my message. That
said, implementing and facilitating “collaboration” is not a quick and easy
task. Expertise is required to discover core issues that impede
operations, along with implementing a long lasting action plan and
sound countermeasures.

BTW I’m always looking for new and engaging client projects. If
you have something in mind just email me, or call and we can
discuss.

1-310-866-3777

 

Collaboration

Korea Facing 2013

Monday, January 28th, 2013
Korea Facing 2013

By Don Southerton,  KoreaLegal.org Editor

As we begin a new year, I’d like to share thoughts on Korean facing global business for 2013.

Questions?

BTW We are always interested in new opportunities, so keep us in mind….

Contact: Dsoutherton@bridgingculture.com

DS

Korea Facing 2013

Korea Facing: Why Hire Westerners?

Monday, November 5th, 2012
Korea Facing: Why Hire Westerners?

By Don Southerton, KoreaLegal.org 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: Why Hire Westerners?

Korea Facing: Approvals

Wednesday, October 24th, 2012
Korea Facing: Approvals

By Don Southerton, KoreaLegal 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: Approvals

Korea Facing: Countermeasures

Friday, October 12th, 2012
Korea Facing: Countermeasures

By Don Southerton, KoreaLegal.org Editor

When I first began coaching at both Hyundai and then Kia Motors a few of the older highly experienced industry veterans got some satisfaction in pointing out “issues.” More so, if they had previously warned the Korean team what would happen if the company took a certain approach and it ultimately failed to meet expectations. It’s no surprise that tensions ran high.

 

My strategy to improve relations was to persuade the American team that pointing out “issues” wasn’t culturally productive. It was obvious to all when mistakes and poor judgements surfaced. Moreover, Koreans often took a trial and error approach. What was needed were “counter-measures,” an English term the Korean teams were using.

 

This mindset was reconfirmed a few years later while conducting a team building leadership workshop. In the discussion, one of the Korean participants pointed out that they looked for at least 3 options to solve a situation. He went on to explain that in Korea when a problem surfaced, they would prepare at least 3 or more “counter-measures” providing a solution for senior leadership to review.

 

Just pointing out the problem, he said, which is common in the West was not productive–noting that his boss already knew there was a problem. They want to see options. Most often the best approach turned out to be a combination of the 3 possible solutions.

 

My Suggestion

When issues and problems surface be the one to step forward with solutions.

Korea Facing: Countermeasures

Korea Facing: Decision Making

Friday, October 5th, 2012
Korea Facing: Decision Making

By Don Southerton, KoreaLegal.org Editor

As noted in the 3 previous Korea Facing hierarchy articles (see LINK below), power in Korean companies is often very centralized and only people at the highest level have the right to decide on issues. In Korea, the working team’s role is to implement or gather needed information. In other cases where overseas leadership and teams hope to offer a new service or program, local Korean management’s role is to gather information and then share with the appropriate senior team members, who are often in Korea. The local opinion is valued, but review may come from Korea.

My Suggestion

When conducting a meeting where a decision must be made please recognize that your local Korean team(s) will have considerable say in it’s outcome. This may include both the operations and finance teams. First, since the topic and subject matter may be new to your Korean team, I recommend you share prior to the meeting any needed background documents (best provided in PPT format). In addition, have an informal pre-meeting Q&A with the Korean team leader to brief and update them on any specifics. Note: they may need a day to review proposals and agreements, so timing is critical. Even in the best cases, expect that the Korean team may want to postpone any decision until they can carefully review and perhaps confer with Korea. I suggest all documents and meeting PPTs be immediately forwarded to the Korean team. I’d create a sense of urgency with a timeline for execution and implementation. Regardless, expect some delays and be patient. Over the years, I’ve found that Korean teams appreciate when their overseas co-workers recognize that the internal approval process takes time and offer supportive data or documents.

BTW…if your firm provides services to a Korea–based partner, provide both the western and Korean teams with background information prior to any meetings. Moreover, be prepared to share the meeting’s content with the Korean team, too.

LINK to Korea Facing  http://archive.aweber.com/bcw-clients/DIzHI

Korea Facing: Decision Making

Korean Business Insights– Expatriates

Saturday, July 14th, 2012
Korean Business Insights   Expatriates

By Don Southerton, KoreaLegal.org Editor

Ju Jae Won

Most Korean overseas subsidiaries have Korean management assigned to the host country. Whether they are senior executive level or middle management, the general term for these representative employees is ju jae won.

Executive ju jae won are usually key management—CEO, COO, or CFO. A second tier of Korean management serve as managers or “coordinators.” Roles vary with each company, but most often individuals act as key liaisons between Korea and the subsidiary.

To be eligible for their first overseas assignment, most new ju jae won have worked for the company about 6-8 years. They know company procedures well. They have been successful at their jobs. And, they often were assigned to the headquarters’ overseas support teams, traveled extensively to subsidiaries and were educated outside Korea.

So where is the challenge? New ju jae won are skilled and accomplished in Korean style business operations, norms and practices. However, they have now been assigned to an overseas subsidiary, where norms, practices, expectations, and laws differ.

Moreover, their responsibilities and assignments in the subsidiary may be in a department or specialty, in which they had little or no experience in Korea.

Solution #1
Be proactive. Require new ju jae won get intensive training and coaching in management skills needed for your market, region, and subsidiary. Expecting the new ju jae won to just pick up needed skills is like throwing someone into the deep end of the pool and expecting them to swim. Support your Korean teams, provide them with training.

BTW, Most Korean executives, both in Korea and at subsidiaries, have served several times in overseas markets—some for most of their careers. Over the years as ju jae won they polished needed interpersonal and management skills, not to mention learning the subtleties of many market. I see this group needing support, but different than the new junior ju jae won.

Taking Action.
Supporting ju jae won and non-Korean executives is a must for all Korean-based organizations. This support must be more than Korean cross-cultural understanding. Mentoring and coaching is the key. Experience and skills vary, so each program must be tailored to address individual needs.

More significant, mentoring requires the Coach understand both Korean and western business, not to mention the specific Korea-based firm and the industry in general.

To conclude,
I work with both Korean ju jae won and non-Korean executives. I understand the challenges, pressures and expectations. To discuss you needs, please contact BCW at dsoutherton@bridgingculture.comor call +1-310-866-3777

Korean Business Insights   Expatriates

KORUS FTA and You–Next Steps?

Saturday, June 16th, 2012
KORUS FTA and You  Next Steps?

By Don Southerton, KoreaLegal.org Editor

I’m working with several clients to better understand and benefit from KORUS FTA.

Country of Origin is one areas that often needs to be addressed.

Working through the paperwork is also challenging.  I can assist and facilitate.

I was recently asked for a copy of the Treaty. Here’s the LINK.

http://www.ustr.gov/trade-agreements/free-trade-agreements/korus-fta/final-text

 

 

KORUS FTA and You  Next Steps?

Korea, the 1997 IMF Crisis, and Kia Motors

Wednesday, May 30th, 2012
Korea, the 1997 IMF Crisis, and Kia Motors

By Don Southerton, KoreaLegal.org Editor

For those with an interest in Korean legal affairs, the 1997 IMF Crisis set in motion a number of reforms along with heavy restructuring of the economy and major Groups.  This article ( taken from content in my upcoming book The Hyundai Way) shares the impact of the crisis over the Korean car industry and specifically Kia Motors.

Part 5—Kia Motors, The IMF, and Rebirth

Few events in recent history have impacted South Koreans as significantly as the 1997-98 Asian financial crisis, commonly called the IMF Crisis. Thousands of Koreans lost their jobs and lifesavings as the crisis rocked the foundations of most Korean industrial groups or chaebol. In fact, no fewer than five major chaebol failed early in the crisis amid others who had to petition for bankruptcy. In the end, as many as 18 of the largest 30 chaebol would risk bankruptcy, and no more than a handful of the top 30 groups were seen as financially sound.

For Kia Motors the IMF Crisis would be devastating. Although overseas sales and growth were steady, by early 1997 with ever-increasing development and labor costs, Kia found themselves heavily in debt.

Perhaps of equal concern, Kia’s difficulties were also a signal of problems throughout the South Korean automobile industry. The big three Korean automakers — Hyundai, Kia and the Daewoo Motor Company—had created more capacity than needed for the once rapidly growing Korean domestic market. Adding to the pressure were plans by the Samsung Group to enter the car market, building a state of the art plant with the assistance of Nissan.

When the IMF Crisis ripped through the region, Kia’s debt load made the automaker extremely vulnerable. Strapped for cash, Kia looked to the government for an emergency loan. Meanwhile, an increasing number of Korean companies began to suffer similar financial challenges and they, too, sought government assistance.

In reaction to the crisis, international credit agencies downgraded the ratings of Korean banks. This led to a tightening of credit, which made it nearly impossible for debt-laden companies, Kia included, to borrow additional funds. As the economic situation grew worse across South Korea, domestic cars sales plummeted, further impacting Kia’s dwindling revenue and cash flow. By October 1997 it was clear that additional funding for the beleaguered Kia would not be forthcoming from private banks. With few options, the government took over the company and placed Kia in a receivership in order to stave off bankruptcy and job losses.

Looking deeper
A number of other factors also contributed to the collapse of Kia Motors. Some were beyond the control of its management. Others included the practice of Kia Motors and most Korean to seek market share regardless of the impact on financial markers, such as high debt-equity ratios and cross loan guarantees to affiliates. To gain a better understanding we need to look deeper.

• First, the company’s profitability suffered prior to the IMF Crisis. In particular, excessive domestic market competition was triggered by Daewoo’s interest-free sales campaigns from the early 1990s. Kia also carried a growing burden of debt as a result of over-expansion of production capacity in its domestic and overseas plants. Moreover, Kia made huge investments to develop and then ramp up production of their own passenger car models, the Sephia and Sportage.

• Next, following the model of Korea’s most successful industrial groups, such as Hyundai, Daewoo and Samsung, the company sought to diversify their core business by acquiring a steel-manufacturing firm (renamed the Kia Special Steel), establish a constructing company (named the Kisan), and form a trading company (named Kia Inter-trade). Most of these new affiliates operated at huge losses and contributed significantly to the mother company’s financial crisis.

• In addition and rarely discussed was the adversarial and costly takeover attempt by the Samsung Group. Kia management barely defended themselves against Samsung’s M&A attempts. More damaging, Kia’s vulnerability was widely exposed to the finance community during the takeover attempt, causing a sharp drop in their stock market value between 1996 and 1997.

• Finally, as a smaller professionally managed and not family-run company, Kia was viewed more harshly by the Korean banks than larger, more diversified and politically connected Hyundai, Samsung and Daewoo. In fact, unlike Kia, the larger chaebol were seen as “too big to fail” and so critical to the Korean economy that the government would take extreme measures to support and bolster them financially.

Re-birth
Once in receivership Kia Motors was soon joined by a growing number of Korean companies. The government was not in a position to manage the growing list of failed firms and, therefore, sought a buyer for Kia Motors. A few foreign investors, including GM and Ford, considered bidding for the company. When terms set by the creditors were seen as unfavorable, both GM and Ford stepped aside, leaving Hyundai, Daewoo, and Samsung still highly engaged in a bidding war.

Posturing itself well, Hyundai eventually won the bid and purchased a controlling 51 percent interest in its former rival Kia Motors. Fortunately, for Kia Motors the Hyundai Group acquisition was an opportunity for a new start.

Part 6 in the series will examine the strategy and tactics instituted by the new management that would by late 1998 and into 1999 set a trend for today’s global success.

This article is from content included in the forthcoming The Hyundai Way. For more details, see  http://www.facebook.com/TheHyundaiWay


 

 

Korea, the 1997 IMF Crisis, and Kia Motors