Global ledelse v/Senior Client Partner Kai Hammerich, KornFerry
1. FISH CAN’T SEE WATER │Part 2. The Life Cycle Model│Session 5. The Embryonic Period
Global ledelse
Hvordan vores danske nationalkultur påvirker
ledelsen i og af danske virksomheder
Aarhus, 13. november 2015
Kai Hammerich
2. The book ‘When cultures collide’, Richard D. Lewis.
A study of the cultural characteristics of 85 nation-
states on six continents
Er verden blevet flad?
Hvorfor vi skrev bogen: Fish can’t see water
http://en.wikipedia.org/wiki/The_World_Is_Flat
http://online.wsj.com/article/SB125020662518330649.html
3. Er vi åbne overfor at se verden gennem andres
øje? Kan fisk se vandet?
4. Artefakter
Det du ser
Antagne værdier
Det du siger
Underliggende formodninger
Det du tænker
Lette at observere,
men svære at
dechifrere
Usynlige og
svære at
observere
De ubevidste, taget for givet
anskuelser og overbevisninger,
tanker og følelser.
Dialog er bedre end konfrontation
Vi er alle lige
Vi tager os af hinanden i fællesskabet
Du skal ikke tro, du er noget
Danskere er de gladeste mennesker i
verden og det bedste sted at være
De strategier, ledelsesprincipper og
værdier, som virksomheden giver
udtryk for og anvender til fx at
retfærdiggøre sine handlinger.
The P&G way
The GE way
Politiske partier
Det fysiske, det visible
Bygninger, arbejdsmiljø
Adfærd (visibelt), ritualer
Reklame
Organisationsdiagrammer
Arbejdsprocesser
Iimage source : http://beauty-places.com/huge-icebergs/
<Schein’s three levels of culture>
En virksomheds tidlige periode er formativ for kulturen på 3 niveauer:
Artefakter, antagne værdier og underliggende formodninger
Hvad skaber kultur?
5. Den hurtige Danmarkshistorie
Kalmar-unionen
1300-tallet
1864
Tidlige middelalder, Danmark er stormagt i Norden
Et fladt, frugtbart land omgivet af store magter
Den danske kernekultur defineres
Små enheder, fleksibilitet, agilitet, uformelle
Fiskeri, landbrug, handel – usikre erhverv
1400-1660 Danmark mister langsomt indflydelse og areal
1660 Danmark mister Skåne, Halland og Blekinge
1801-1807 Danmark mister sin handelsflåde
Afslutningen på den florissante periode
1814 Danmark mister Norge til Sverige
1864 Danmark mister Slesvig og Holstein
En ny, mere indadvendt overbygning på kernekulturen
’Hvad udad tabes, skal indad vindes’, bliver tidens motto
Anti-elitære Grundtvig, Folkehøjskoler,
Andelsbevægelsen
Socialdemokratiet, fagbevægelsen
Nationalt fællesskab mellem befolkningsgrupper styrkes;
fællessang, højtider
Fællesskab og hygge bliver vigtige ord
1920 Sønderjylland vindes tilbage – nationalfølelsen styrkes
1940-45 Krigen – nationalfølelsen styrkes igen
1972 EU – skepticisme og stigende modstand mod
internationalisering
2015 Hvad så nu?
6. Men hvem er vi danskere egentlig?
Vi er kortsigtsorienterede, fleksible, adrætte og kreative.
Vi er pragmatiske – vi tilpasser os situationen og lader os ikke diktere af store ideer.
Vi tror på uafhængighed og individualisme, men også på holdet og fællesskabet.
Vi foretrækker dialog fremfor konfrontation.
Vi er meritokratiske og har lav magtdistance – vores udgangspunkt er, at vi er lige.
Vi kan ikke lide at anvende magt og gør modstand, når magt bliver brugt mod os.
Vi har det fint med flertydighed, selvom det kan betyde, at andre synes, vi er uklare.
Vi er skeptiske overfor udefrakommende ideer og personer (den danske model er perfekt).
Men tager folk, der lærer godt dansk, til os.
Vi er konservative, hårdtarbejdende, ærlige, underspillede og generelt åbne – så længe vi
ikke føler os truet.
Unikke danske ord, der er svære at oversætte: Hygge, fællesskab, nærmiljø, snuhed,
dumstædighed, at være en god købmand.
7. De 5 værdier, der definerer dansk ledelses-
filosofi
Vi foretrækker dialog fremfor konfrontation.
Vi kan ikke lide at anvende magt og gør modstand, når magt
bliver brugt mod os.
Alle danskere føler, de har retten til at definere, hvordan de skal
udføre deres job.
Vi er pragmatiske og kortsigtede.
Vi lever i et tillidssamfund.
8. Succesprofil: Iværksætter
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Analysis*
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Analysis*
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Analysis*
* Culturally viable i.e. may be different for: linear-active, Multi-active and reactive
Succesprofil: Vækst Succesprofil: Moden
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Analysis*
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Analysis*
Short - Term Long- Term
Agility Process
Openness Dogmatism
Pragmatism Normative
Flexibility Rules
Bias-for-action Harmony*
* Culturally viable i.e. may be different for: linear-active, Multi-active and reactive
Det kulturelle DNA for succesfulde
virksomhedstyper og lande
Danmark USA Japan
9. FISH CAN’T SEE WATER │Part 2. The Life Cycle Model│Session 5. The Embryonic Period
HYBRID
MODEL
LOKAL
NATIONAL
DOMINANS
CENTRAL
DOMINANS
Dominerende
national kultur
Lokal kulturadaptionHybrid strategi
Hvordan globaliserer man sig som dansk
virksomhed?
Mange af de største danske virksomheder arbejder p.t. med at bevæge
sig fra en decentral ledelsesmodel til en mere centralistisk model.
Born DIGITAL virksomheder er ofte globale – men ikke altid
internationale.
10. What’s hot – what’s not: Trends, paradokser
og deres betydning for danske virksomheder
Hot
Mulighed for differentiering
Kundefokus med profitabilitet
Innovation og agilitet
Uddelegering med ansvarlighed
Værdiskabelse gennem viden og
processer, der kontinuerligt forbedres
Personligt og modigt lederskab med
fokus på samarbejde og
medarbejdernes udvikling
Integritet og værdibaseret ledelse
Ledelse i usikre tider med megen
tvetydighed
Not
Minimal differentiering
Siloer
Hierarkiske beslutningssystemer
Finansial fokus
LEAN-processer
Er LEAN en ven af danskerne?
Performancekultur
Performance-management
11. 5 gode råd til danske ledere
Vær bevidst om jeres danske rødder
I en ‘born global’ verden lever vi stadig i en national verden med store værdiforskelle
(selv i Silicon Valley).
Det danske hovedsæde bliver kulturcentret for virksomheden.
Grundlæggeren vil spille en stor rolle i en lang periode.
Ekspander ikke så hurtigt, at kulturen ikke følger med (culture eats strategy for lunch).
Som danskere kan vi blive bedre til
Magtanvendelse, retorik og præsentation.
At bygge relationer i kulturer, hvor det er vigtigt (vi er resultatorienterede).
Vær realistisk, men også ambitiøs
‘Born global’ betyder, at der ikke er tid at spilde: Sæt ambitiøse mål.
DIGITAL betyder ikke international!
Vær åben
For andres ideer, andre mennesker, og eksperimentér med nye business-modeller.
Vær villig til at afgive magt for at nå mere
Nye investorer, der udvander grundlæggerens ejerskab – på det rette tidspunkt.
HUSK AT: Uden de store fonde ville Danmark være blevet et udkants-
erhvervsområde.
----- Meeting Notes (16/01/2014 17:33) -----
Welcome - happy to be here
Review in the Economist, Gulf Magazine, Chicago Tribune, FT, Forbes.com etc. 25 global publications in total
Management book of the year in Denmark
----- Meeting Notes (16/01/2014 17:33) -----
Social programming until the age of 12
People confuse:
Groups of people vary less - High School reunion
Individuals vary more
So no we are not open as Richard says
----- Meeting Notes (16/01/2014 17:33) -----
Egyptians pyramids
then the Wal-mart case - artefact level
How do you create a winning company. Organisations have to move with the times. What was a competitive advantage yesterday is tomorrows minimum requirement for success. We live in a world where very everything can be copied quickly. I recently spoke to Jørgen Vig the ceo of Lego. In China it takes less than 2 weeks from Lego comes out with a new creation, with over 100 unique elements, until there is an almost perfect copy by a Chinese copycat on the shelves. In the Digital world its even quicker to copy, unless you create a systemic advantage as Danske Bank has done with MobilePay.
On this slide I have listed what is hot and what is not in Leadership across industries at the moment. The what is not hot list, essentially summarizes what most organisation needs to master to just be a player, or quickly need to abandon to be agile enough to survive. These must haves includes having a performance culture (though the definition of that varies quite a bit across countries and companies), a strong financial focus and mastery of LEAN processes with a mind-set of continuous improvement. At the same time Silo thinking and hierarchical decision making is out – which I guess most applaud, though it was a necessity for many companies during the recovery phase after 2008.
The what’s hot list is a manifestation of the reality that most companies globally face intensified competition and markets that doesn’t offer much growth. Thus they look for leaders that can find and exploit growth niches. At Korn Ferry we call that the Smart Growth leaders. Without getting into detail the Smart Growth leader should both be Agile, i.e. be able to adapt their behaviour to new situations and at the same time have the experience to balance difficult trade-offs.
If you look a the list of what many companies are looking for in their new leaders, it’s all about navigating difficult trade-offs more effectively. Customer intimacy (which costs money) and profits. Innovation and Agility (that’s easier), the need for empowerment to walk hand-in-hand with accountability - the opposite while entertaining may be financially disastrous. Creating value by being focused experts with a mind-set of continuous improvement – easier said than done – as Toyota showed the world over 30 years as it disrupted the auto industry with its Just in Time and LEAN concepts based on Japanese thinking, which western corporations found difficult to copy. They could copy the processes but not the philosophy. And on the people side courageous leadership, with a collaborative mind-set while at the same time growing people.
I don´t know much about banking. But I assume you would like to empower your front-line, become more customer oriented while taking sensible risks, but not risk the whole shop! Being customer oriented obviously means listening and engaging with the customers. So how do you best inculcate the customer perspective in your decision-making when creating new innovative products – knowing very well that customers often can’t articulate what they don’t have. This is often a difficult change of mind-set in particular in organisations that have considered themselves experts in their field.
You also need to make difficult choices, should a customer like I deal with one client responsible, who will know a little about many things or should you allow the customer to interact directly with your experts which may be more time-consuming and thus costly – or even let them chose themselves, having access to your portfolio of solutions – in which case you may ask what your value-add is.
And while you encourage the front-line to take more risk – you the leaders need have the courage back them up when the risk goes sour. Managing risk that goes well is easy, as I am sure you all know. It’s when it goes sour you show your real values and beliefs. Navigating these paradoxes is what will separate the great from the good. And from all I hear you have what it takes to be great! But to be great requires courage to make difficult decisions. That’s where you need your culture and a collective leadership model to guide you.