Agt nitan juntos nitan revueltos

Copyright © 2010 Applied Growth Transitions, Inc.

All Rights Reserved 1

SALVADOR Z. ZAMUDIO

Ph 760.504.5942 Fax 503.623.5260

P.O. Box 7547 Salem, OR. 97303

www.appliedgrowth.com

TEAM DEVELOPMENT CULTURAL CONSULTING



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



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



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.”



The Communication CYCLE

6

FEAR STAGE New 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

STAGE Adaptation, Participation

-Owner feels he/she

can work with new

conditions and looks for

opportunities to become

involved) 3

RESENTMENT

STAGE Negative 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


All Rights Reserved



Business Model

NOVICE

APPRENTICE

JOURNEYMAN

MASTER



Cultural intersects

and

dynamic challenges

BUSINESS

CULTURE

HISPANIC

CULTURE

U.S.

CULTURE



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.



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.



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.



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.



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.



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.



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.



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.



TRANSITION STAGE


-(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 he rules.



TRANSITION STAGE


-(continued)

DON’Ts:

Don’t stop a project because of differences of opinion.

Don’t provide written information

without adequate translation and or

interpretation.



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.



Delegation:

Delegation is a common practice.

God provides the opportunity it is up to me to follow it.

Time is money don’t waist it.



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.



Acceptance of

Control:

In the U.S. there are three types of people in business.

Leaders

Managers (often consider leaders)

Followers

Hence the phrase, (lead, follow, or get out of the way)



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.



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.



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.



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:



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.



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.



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.



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.



THE RESENTMENT

STAGE

Give up, work harder, or quit.



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.



Treating him or her differently from

others.

Not including him or her in department

functions, company functions, and/or

other events.

Not including the family in company events.

Major pay differences for similar work.

Tyrannical and abuse of

power.

THE RESENTMENT

STAGE -(continued)



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.



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!



THANK YOU VERY MUCH

FOR

YOUR ATTENTION

QUESTIONS?



SALVADOR Z. ZAMUDIO

Ph 760.504.5942 Fax 503.623.5260

P.O. Box 7547 Salem, OR. 97303

www.appliedgrowth.com

TEAM DEVELOPMENT CULTURAL CONSULTING

Agt nitan juntos nitan revueltos

Business

Transcript of Agt nitan juntos nitan revueltos