Decoding Your Global Team - SocialHRCamp Montreal 2023
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Speaker: Samantha Stilwell (https://www.linkedin.com/in/samanthastilwell/) If I asked you to go turn the cold water on in the bathroom sink, which handle would you choose? Would this change if we were in France and I asked you to do it? The challenge with global leadership is simple: we dont know what we dont know. And yet, we use the same frameworks to decode everything. The future of leadership is highly nuanced and personalized. During this session, we will be using anthropological theory to build a model that decodes key cultural nuances and walk away with clear methods for being proactive leaders in a global context.
Decoding Your Global Team - SocialHRCamp Montreal 2023
- 1. Decoding your Global Team Lets dive in! 01 CultureDynamiq
- 2. is leading to separation. socialization, discomfort, faulty communication, unanswered questions etc. Emphasis on sameness Onboarding framework, feedback cycles, 1:1 templates, meeting formats etc. 12 CultureDynamiq
- 3. Its time to adjust your culture glasses 07 Hiring Integrating Evaluating Terminating Engaging CultureDynamiq
- 4. Whats changing in our workplace? Increased skill shortage Unprecedented virtual hiring Canadas catching-up on immigration 1. 2. 3. 02 CultureDynamiq
- 5. We cant respond to these new challenges with old solutions Skill shortage = increased pressure on hiring teams Virtual hiring = limited cross-understanding of HQ and employee cultures Immigration increase = reduced support and resources 03 CultureDynamiq
- 6. Activity: Whos on my team? 11 Pick one of the team members on the next slide and scan the QR code. Read the feedback provided for this team member. Consider how youd coach their manager based on the feedback Head to the 2 slides after that for more context Would you change how you coach their manager? Continue through the presentation :) 1. 2. 3. 4. 5. 6. CultureDynamiq
- 8. A bit more context Ali - Morocco Tomas - Germany Sarah - Canada 05 Carolina - Brazil CultureDynamiq
- 10. Ali 04 Ali is often a few minutes late for meetings He doesn't send any follow-ups after calls and doesn't send you updates during a project Ali doesn't act on the feedback provided by anyone lower than him on the org chart. Ali prioritizes a meaningful conversation over being on-time for his next call. Hes highly accountable and trusts that his peers' tasks are being completed based on the original conversation. He typically gives feedback privately and never embarrasses a team member. Ali is very diplomatic in how he gives feedback and won't actively call someone out in front of their peers. Adjust your Culture Glasses CultureDynamiq
- 11. Tomas 04 Will often criticize someone openly if their work isn't great or is negatively impacting the team. Ends calls at the scheduled time even if a productive conversation is taking place or people still have unanswered questions Very quick to challenge an idea or statement if they don't agree, even if it's in front of a large group. Tomas is strong at getting buy-in from peers before moving ahead with a project or idea. His feedback will often be quite constructive and well balanced between honest criticism and solutions He is highly responsible and will own his mistakes rather than putting it on others or giving excuses. Adjust your Culture Glasses CultureDynamiq
- 12. Sarah 04 She lets everyone have a say before making a call and let's decisions linger if there isn't 100% agreement Sarah doesn't delegate well and can be a micro-manager with people she doesnt work with often. She requires a lot of detail in order to move ahead with a task or project Sarah has an open communication style and can move between different levels of the business with ease. She is quick to roll up her sleeves and do the same work as junior peers if it needs to be done. Sarah has a strong sense of time management and will help the team maintain their pace and deadlines. Adjust your Culture Glasses CultureDynamiq
- 13. Carolina 04 Carolina can often forget to include information in a presentation which leads to a lot of questions at the end She won't actively participate in group meetings unless shes been asked to lead something She tends to give you an approximate date when something can be completed but rarely gives firm deadlines. Carolina invests significantly in getting to know her team members and having a meaningful impact in their lives. She is willing to pivot and change course even if it means extending a deadline or moving another project up on the roadmap. She strikes a great balance between taking ownership and managing, and getting in the weeds of a problem with her colleagues. Adjust your Culture Glasses CultureDynamiq
- 14. Effectively managed diversity = sameness shared meaning. A template on your careers page for building a resume that speaks to your business needs and takes the guesswork out for diverse candidates A notion page, intranet page or handbook section dedicated to collective definitions 13 Different approach to your policies: Do we start and end meetings on time? Why is that important for us? Is everyone expected to follow-up with action items after a meeting or is it dealers choice? How can employees build meaningful relationships if it's important to them? What resources are available? CultureDynamiq
- 15. How do I start using this tomorrow? Observe all your meetings tomorrow without your culture glasses Talk to your team about what youve learned and ask them what resonates with them Figure out where you are on the culture map and share it with others! 1. 2. 3. 06 CultureDynamiq
- 16. Thank you! Samantha Stilwell Founder, CultureDynamiq @TheStartupAnthropologist onTiktok and Instgram 15 CultureDynamiq
- 17. Dive deeper in my Masterclass! Join the waitlist to access advanced registration, your SocialHRCamp discount code and free resources to start using now! CultureDynamiq