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One-on-One Executive Coaching
for Japanese Expatriates
Designed to enable Japanese executives working in the U.S. to more effectively communicate, manage performance, and conduct performance reviews with local subordinates from a diversity of backgrounds.
Benefits
- Greater ability to manage performance, including conducting performance reviews, with subordinates from a diversity of backgrounds.
- Improved communication--including more effective feedback.
- Increased confidence to perform the key functions of managing: motivating, coaching, delegating, and solving problems.
- Improved teamwork and departmental (and company) competitiveness.
- Better alignment between corporate needs and local subordinates’ career goals.
- Enhanced possibility that Japanese expatriate and local subordinate relate to each other as colleagues in a global company and not as representatives of opposing cultures.
Objectives
- Identify specific problems of performance management experienced by the Japanese expatriate.
- Clarify how cultural assumptions can impact the performance review process.
- Acknowledge personal communication styles and consider alternatives.
- Discuss possible countermeasures to the identified problems of performance management.
- Increase the expatriate executive’s confidence and ability to conduct performance reviews with, and to coach, a diversity of subordinates.
Approach
- Informal, conversational format--in Japanese and/or English.
- Debriefing expatriate’s actual experience with local subordinates.
- Action steps for improvement suggested, discussed, and practiced.
One-on-One Executive Coaching
Designed to enable executives working in a cross-cultural environment to more effectively fulfill their roles as managers by developing targeted competencies and behaviors that will contribute to achieving maximum individual and organizational productivity.
Benefits
- Motivated executives.
- Existing opportunities are exploited and/or new ones created or identified.
- Increased confidence to perform the key functions of managing: motivating, coaching, delegating, and solving problems.
- Greater ability to manage performance with subordinates from a diversity of backgrounds.
- Improved communication, including more effective feedback.
- Improved teamwork and departmental (and company) competitiveness.
- Better alignment between corporate needs and subordinates’ career goals.
- Enhanced possibility that manager and subordinate relate to each other as colleagues in a global company and not as representatives of opposing cultures.
Objectives
- Identify specific management problems experienced by the executive.
- Clarify the gap between the executive’s self-perception and the perceptions of others.
- Acknowledge personal communication styles and consider alternatives.
- Develop a targeted action plan that turns the executive’s weaknesses into strengths.
- Increase the executive’s confidence and ability to coach and to manage performance with a diversity of subordinates.
Approach
- Informal, conversational format.
- Debriefing executive’s actual experience with colleagues and subordinates from diverse backgrounds.
- Action steps for improvement suggested, discussed, and practiced.
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