"Persuabilidad y conversión en tiempos revueltos" por @oriol
Agt nitan juntos-nitan revueltos
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Transcript of Agt nitan juntos-nitan revueltos
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 1
SALVADOR Z. ZAMUDIOPh 760.504.5942 Fax 503.623.5260
P.O. Box 7547 Salem, OR. 97303
www.appliedgrowth.com
TEAM DEVELOPMENT CULTURAL CONSULTING
Copyright © 2013 Applied Growth Transitions, Inc. All Rights Reserved 2
Ni todos son Mariachis Ni Todos son Cowboys
Presentation by: Salvador Z. Zamudio MBA President, Applied Growth Transitions
Training/Cultural Consultant
Nitan Juntos Nitan Revueltos
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 3
How to connect in the U.S.Objectives
• Growing Business Relationships• Cultural intersects• From Business to Business People• Managing the Fear Stage effectively• Handling the Incertitude Stage• Supporting the Transition Stage • Overcoming the Resistant Stage • Avoiding the traps of the Resignation Stage• Maneuvering through the New Business • Transition Scale to achieve the Integration Stage
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 4
The Total Business Owner Involvement business system
“WE CAN ACHIEVE HIGHER RESULTS WHEN OUR VALUES ARE BASED ON A FOUNDATION OF
INTEGRITY, DEDICATION, RESPECT AND APPRECIATION.”
6
FEAR STAGENew Business Owner does not understand world around them 1
INCERTITUDE STAGE New Owner is not sure about new situation. Comparison between the old and the new take place 2
TRANSITION STAGEAdaptation, Participation -Owner feels he/she can work with new conditions and looks for opportunities to become involved) 3
RESENTMENT STAGENegative event triggers digression to previous stage- Owner becomes disgruntled 4
RESIGNATION STAGE Owner accepts new conditions –Owner could fall back with a negative attitude 5
INTEGRATION STAGE (Owner assumes responsibility) Sees value in learning new things, language and other skills) 6
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 7
Business Model
NOVICE
APPRENTICE
JOURNEYMAN
MASTER
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 8
Cultural intersects and
dynamic challenges
BUSINESS CULTURE
HISPANIC CULTURE
U.S. CULTURE
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Are we different really–
The First Shock in the Fear Stage
Business requires a business plan. Most information is required in English instead of the applicant’s native language. Often, it is impersonal with no interview process lacking the human touch. Businesses have to be registered for tax purposes. Individualistic meritocracy.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 10
The owners are Preparing to Go to open the business Owner may be experiencing high
anxiety levels and high apprehension.
Select someone to help guide you that has some understanding of the business culture.
This cannot be a book to read get someone to help hold your hand.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 11
Phone use
State your name, name of the business and the reason you are calling.
Be courteous, never use foul language even in Spanish
If nobody picks up, leave a message with a number for people to call you back.
Only call the contact person, escalate to the next level only if absolutely necessary.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 12
Part of the business
from Day One
Take time to introduce yourself during networking meetings work the room.
Talk about your business, don’t be bashful.
Explain who you are, and what company you come from, most important say why you are doing what you are doing.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 13
The “Deer in the Headlights” Look
Be direct and willing to ask, and to question authority, or ask clarifying questions.
When you are talking to business prospects be direct, look at people in the eyes, this is a meritocracy.
Just because someone speaks, Spanish or English, does not mean they can communicate effectively with the Spanish or English Speaking business owners.
In many cases, the barriers are absolutely basic have all information about your business in English. Most of your business comes from English speakers.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 14
What to Do During the Adjustment
Period? Make sure all learn to treat one
another with respect in the US men and women are equal.
Discourage favoritism and Nepotism perceptions. (U.S. businesses are very sensitive to this concept.)
As a business owner in the US, you have the power of ownership privileges.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 15
TRANSITION STAGE
ADAPTATION, NEW HORIZONS DO’s: Do provide all information in English/Spanish.
Do plan and prepare for meetings and provide any estimate in writing.
Do Prepare contracts to hand to your customers as agreements even if they are only hand written
Do, Stick to a promise once you have made it. Do keep records of everything you do.
Do figure out your cost and once given do not change it.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 16
TRANSITION STAGE ADAPTATION, NEW HORIZONS -(continued)
DO’s: continued
Do After greeting a person for a business meeting, get it going don’t wait.
Do explain why they should do business with you: Service Product Capabilities sheet, this sheet tells the customer what
products and services you offer. Do develop a Suggestion Program where customers can help
you improve. This is called feedback, in US feedback is expected and appreciated.
Do institute the concepts of Team Development and Total Quality Management controls.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 17
TRANSITION STAGE ADAPTATION, NEW HORIZONS -(continued)
DON’Ts:
Don’t avoid eye contact.
Don’t be late to any meeting
Don’t make fun of people in front of their peers.
Don’t say you are going to do something if you are not going to do it.
Don’t give conflicting instructions. Don’t disobey the rules, the rules are the rules.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 18
TRANSITION STAGE ADAPTATION, NEW HORIZONS -(continued)
DON’Ts:
Don’t stop a project because of differences of opinion.
Don’t provide written information without adequate translation and or interpretation.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 19
The Concepts of Family, Work, and Recreation:
Work is often considered utmost importance family come second.
Every business has a bank account, debit or credit cards, Business accounts are separate from family accounts.
Work hard to play hard, risk taking mentality.
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Delegation:
Delegation is a common practice.
God provides the opportunity it is up to me to follow it.
Time is money don’t waste it.
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Delegation: -(continued)
Everything is done with a plan nothing is left to chance.
When you show you can handle more you are given more.
The boss is right but the boss can be questioned.
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Acceptance of Control:
In the U.S. there are three types of people in business.
LeadersManagers (often consider leaders)FollowersHence the phrase, (lead, follow, or get out
of the way)
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Acceptance of Control: Since many employees are willing to
question authority, Hispanic supervisors often surprised
Control is questioned because the individual may feel they have a better idea.
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Loyalty: Loyalty is reserved for he company
not the person. Business contracts change quickly if
better service or product is offered elsewhere. There is a cost to doing business this way.
Loyalty comes from trust; if trust breaks, loyalty may disappear.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 25
Competition: Fierce competition in all aspects of
life.
Work hard party hard, Safety is always a guiding principle. (I will drive, you drink)
Self reliant, follow own path.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 26
Time is precious, meetings are planned and follow rigorous agendas
The present does not take center stage over anything else.
Meetings will always start on time regardless of who is missing
Time to eat, time to present, time to dance, time for applause, time to go.
Concept of Time:
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 27
The Concept of Planning: Planning is short term, midterm and long
term.
Today’s plans are history what counts is what we are going to do tomorrow.
The more unstable of the situation the more there is a need for a long term plan.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 28
Education:
Most have high school or higher. Well red, constantly in a book, or some
type of self learning. Classroom education may continue for a
lifetime. Knowledge transfer uses all formats
visual, auditory, kinesthetic.
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Ethics: Honesty and transparency earns you
respect.
Communication is direct and unencumbered.
Truth above all else, no ones feelings are going to get hurt with the truth.
Confrontation is learned at a young age.
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Titles: Titles of authority are often very
important as a form of recognition. The title can denote power, and
power means one has more responsibility and obligation with the rest of the team.
The person with the title can command a great deal of respect from a sense of having made it.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 31
THE RESENTMENT STAGE
Give up, work harder, or die trying.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 32
THE RESENTMENT STAGE -(continued)
Could be Accusing somebody of wrongdoing.
Could be Disrespecting him or her in public.
Could be Insulting their religion and or national heritage.
May lead to giving someone Unwanted responsibilities.
Could lead to Exercising excessive control over the person.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 33
Treating him or her differently from others.
Not including him or her in department functions, company functions, and/orother events.
Not including the family in company events. Major pay differences for similar work. Tyrannical and abuse of power.
THE RESENTMENT STAGE -(continued)
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THE RESIGNATION STAGE 1. Makes huge effort to show ability and capability (work is work for 8 hours and that is it).
2. Might look for ways to do as little as possible in hard physical labor situations.
3. People are punctual, on time unless a major problem occurs.
4. Might feel guilty for not being on time.
5. Appears argumentative and highly political.
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 35
SUMMARY:
Each one of these stages may represent a challenge for both the new owner and the customer and other businesses.
Many of us work in this country because we enjoy working with people and owning our business.
May you be successful in
In Growing your Business!
Copyright © 2010 Applied Growth Transitions, Inc. All Rights Reserved 36
THANK YOU VERY MUCH FOR YOUR ATTENTION
QUESTIONS?