Did you know KoreaLegal.org is sponsored by Bridging Culture Worldwide?
About Bridging Culture Worldwide
Since its founding, Bridging Culture Worldwide has focused on global and Korea-related business services. Based on over 3 decades of experience, they share cross-cultural insights to global teams and management. Bridging Culture Worldwide core services include: Consulting, Strategy, and Research; Publications; along with Project Development, IP, and Trademark. Visit http://www.bridgingculture.comOur Clients
Bridging Culture clients include: Golfsmith International (America’s leading golf retailer), GOLFZON ( Korea’s screen golf leader), the SPC Group (Korea’s largest Food group), Gale International (developer for Songdo IBD—a $40bb Korean smart city), Smashburger (2011 Forbes top business pick), Phizzle.com (mobile sports marketing), Initiative Media Worldwide (part of Interpublic Group and oversee $800 mm Hyundai Kia media buying), Prudential Financial (relocation services), Hyundai Motor Company Korea (#4 car maker), Kia Motors America, Innocean Worldwide (media arm of the Hyundai Motor Group), MOBIS Korea (auto parts), to name but a few.
2011-2012 projects include Golf, Auto, manufacturing, global construction, Green energy, retail, and service sectors in the US, Canada, Korea, and Middle East.
Don Southerton, CEO and President
Don Southerton is an advisor, consultant, marketing strategist, researcher, and coach for many of the top Korean-based corporations with global business, along with major western firms that have ventures in Korea and Asia Pacific.
Professional expertise includes Korean culture and norms, Korean market entry strategy, Korean education, linguistics, and workplace, along with most of Korea’s major conglomerates including Samsung, Hyundai Motor Group, including Hyundai, Kia, and Hyundai Engineering and Construction, SK, Lotte, POSCO E&C, Hanjin, Hyosung, and LG.
Market sectors supported include both traditional and new emerging Korea 2.0® enterprises including retail, fashion, food service, finance, manufacturing, service, education, design, and R&D.
Education
B. A. History. University of Colorado, Denver.
M. A. History. University of Colorado, Denver.
Post Graduate Study
University of Southern California (USC).
University of California at Los Angeles (UCLA).
Intercultural Institute of California, San Francisco (IIC).
University of California, San Diego, Graduate School of International Relations (UCSD)
Southerton also engages in ongoing research into market entry, cross cultural communication, sustainability, and the dynamics of U.S.-Asian commerce. A key resource for this on-going research is an alliance with the Graduate School of International Relations and Pacific Studies at the University of California, San Diego and its Korean Pacific Program. Southerton serves as an area specialist for the university.
Southerton and his work has also received media recognition both in the U.S and Korea. In addition, Southerton frequently speaks to Korean and international groups and organizations on Korean business, workplace culture, emerging Korean markets, and entrepreneurship. Moreover, he posts daily observations on trends impacting Korean and Asian business, corporate development, and culture at: http://bridgingculturekorea.blogspot.com and via Everything Korean Vodcasts http://www.youtube.com/user/ds19192 He is also editor for Korea Legal.org http://www.korealegal.org. Recently, Southerton is one of the founders of Korea Business Central, the premier Korea business website.
Articles on Bridging Culture Worldwide and Don Southerton
November 2004 Korea Times (Los Angeles edition).
December 2004 Chief Executive (Korean edition).
April 2004 Atlanta Korea Times
September 2005 Bloomberg Markets
February 2006 Ann Arbor News
July 2006 Computer World Magazine
July 2009 Joong Ahn Ilbo, LA
August 2009 Joong Ahn Ilbo, San Diego
September 2009 San Diego Korea American Magazine
January 2010 Jacksonville Business Journal
August 2010 Korea Times, Seoul, South Korea
October 2010 Korea Times, Seoul, South Korea
November 2011 Forbes
December 2011 Forbes
January 2012 InDaegu Magazine
February 2012 Yonhap
February 2012 Korea Times
Pending articles for KOTRA, CNBC and BBC
Articles and Papers
“Effective Communication with Koreans.” White Paper, Nov. 2003.
“Addressing Needs of Host and Parent Employees.” White Paper, Sept. 2004.
“Henry Collbran and the Roots of Entrepreneurial Enterprises in Korea.” Presented at WCASS Fall 2004, Seattle, WA.
“Korean Managerial Style.” White Paper, Feb. 2005.
“Kia Motors America: A Cross-cultural Success Model” Spring 2010
“Initiative Media Worldwide: A Cross-cultural Success” Summer 2011
Book Publications
The Filleys: 350 Years of American Entrepreneurial Spirit, (IUniverse Press, 2005)
Intrepid Americans: Bold Koreans–Early Korean Trade, Concessions, and Entrepreneurship, (IUniverse Press, 2005)
A Yankee in the Land of the Morning Calm: A Historic Novel, Book 1
(IUniverse Press, 2006)
Coffee, Cars, and Corporations: Thoughts on Korean Business and Popular Culture, eBook 1 (Bridging Culture Publications, 2007)
A Yankee in the Land of the Morning Calm: Gold and Rail, Book 2
(IUniverse Press, 2007)
The Sioux in South Dakota History: A Twentieth Century Reader, “James R. Walker’s Campaign Against Tuberculosis on the Pine Ridge Reservation.” Contributing author (South Dakota Historical Society Press, 2007)
More Thoughts on Korean Business and Popular Culture. eBook 2
(Bridging Culture Worldwide Publications, 2008)
A Yankee in the Land of the Morning Calm: The Northern Frontier, Book 3,
(Bridging Culture Worldwide Publications, 2009)
Chemulpo to Songdo IBD: Korea’s International Gateway, (Bridging Culture Worldwide Publications, 2009)
Several works in progress— 2012 tentative release dates
Contact Information
Bridging Culture Worldwide
SoCal, Denver, and Seoul
Corporate Office
730 South Vance #3106
Lakewood, CO 80226
1-310-866-3777
Dsoutherton@bridgingculture.com
http://www.bridgingculture.com
Korea Facing: Why Hire Westerners?
Monday, November 5th, 2012By 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).
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