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Lesson #4: Keep Your Finger On The Pulse Of The Outside World
“Our approach was very simple,” says Laliberté. “It was about creating a universal language. A show that will be attractive toward every people coming from all over the world. And that was a big thing.”
Making Business Personal
One of the most common mistakes people make when building relationships for career success and revenue growth is treating business contacts differently than personal friends. Just think for a moment about the people you work with on a professional level who are also close personal friends. Aren't they always more forgiving when you slip up and more helpful when you're in need than new acquaintances are? Of course! I guarantee your work will be easier, more joyful, and more successful if you make more of your business relationships personal.
Creating a Toronto Tagline
Rapport is invited to submit one clever statement to sum up Toronto’s DNA. Though rushed and free, a fun exercise and good exposure, we agreed. Read the full article to find out how we arrived at ‘Toronto... It’s Where the World is Going.’
Culture and Communication
Selling and servicing across cultures is more common now than it has ever been. And as more and more of us come across international sales opportunities I thought it would be worth while looking at some of the challenges we may come across when trying to communicate effectively cross culturally in sales or other business areas. In many of the articles I have written I advocate for open, honest, trust based relationships. And I still do, however being a direct, no-nonsense, tell-it-like-it-is person that is what I value most. Therefore, by contrast, I can often find indirect, seemingly non-committal, indecisive communication a real chore. ‘Just get to the point’ I hear myself say. Or ‘are you just saying “yes” to just be nice or do you really want to go ahead?” Aaggh.

The Impact of Culture on Acquisitions
In another article, I talk about the rate of failure of mergers and acquisitions being 91%. What I did not talk about was the primary cause of these failures. It is actually quite simple. Most of these transactions, commonly referred to as M&A, are driven by finances and financial calculations. Unfortunately that has nothing to do with the daily business of doing business for any organization. It is the people that matters, and it is a failure of recognizing the people, or culture, that cause most M&A transactions to fail. In this article, I talk about how to avoid this fatal mistake.
Intercultural Management - The World Is Out There
Getting the very best results through their employees is the value of a great manager. In a changing world, their are huge opportunities where intercultural challenges can be both overcome and leveraged.
International Franchising Checklist
If the growth of U.S. franchising continues at its current rate, domestic sales alone could top the $1 trillion mark by the year 2002, says the International Franchise Association, the world's oldest and largest organization representing the sector. Franchisors are also finding fertile ground for their operations beyond U.S. borders, reports a study by the IFA Educational Foundation.

Rolling with the punches or rolling out?
In today’s workplace, you will find an array of employees, with different cultures, background, ethics, attributes and characters, to name a few. These folks are asked to melt their knowledge and expertise into one pot and aim for a single objective—the employer’s! We will all agree that amidst the single objective that is aimed for, each individual and single entity is looking for their best interest. Growing their own skills, following their own career path and forging their way to the top.

Other different cultures Related Articles

Impact of Culture on Mergers and Acquisitions
no matter how adept top executives have been in working the art of Mergers and Acquisitions (M&A), many are now singing the post M&A blues. According to a KPMG International study, 83% of mergers and acquisitions fail due to mismanagement of cultures. Merging balance sheets it turns out is far easier than merging cultures. Executives must therefore analyze the culture of the two companies before considering a merger or acquisition.
SME's - major external reason for failure
My auditors claim that South Africa has one of the worst payment cultures in the world
Greetings from Around the World
Make a positive first impression by understanding the power of word selection and the understanding of other cultures.
Luxury Consumption Tendencies in Recession: Early Evidence
This articles focuses on an exploratory study conducted to understand how people across various industries, markets and cultures think about effect of recession on their luxury consumption.

Work Skills Transcend Cultures Work Habits May Not
Since Chally is strongly established internationally, we're often asked what has to be done to alter the testing for different cultures around the world. For the past six years, we have been tracking performance on a Chally assessment versus actual performance on the job across many countries. Our goal was to develop a research database that would highlight differences that were based on geography or culture. For our comparisons internationally, we chose geographic, cultural, and economic regions that were very different. These included England, Sweden, Denmark, India, Indonesia, Australia, South Africa, Mexico and French Canada. The results were somewhat surprising, but very logical. Our research results provided clear evidence that the skill and competency scores are stable and equally applicable across cultures all over the world.

Nurture Your Soul
Western cultures tend to measure success by accomplishment and progress defining people more by what they do than who they are. As a result, we’ve become so caught up in achieving in life that our soul is often neglected and deprived of the nurture it deserves and requires.
Five Ways Forward-Thinking Leaders Are Using The Recession To Build and Reposition Their Teams for Rapid Growth
Over the past eight weeks, I have been interviewing CEO’s of Team Cultures for my upcoming book and have learned some great tips to share with you about how they are strategically benefiting from the economic downturn. Just like the TIGERS universal team values, these tips offer common sense solutions that many individualistic cultures will find difficult to implement due to burdensome hierarchies and competitive infrastructure.

Is internal competition eating away at your sales results?
Many sales cultures are traditionally based on respect for authority, status and success, and encouraging competitive, challenging and achievement-oriented atmospheres. Although this is not true for all businesses, especially in the 21st Century! There are a growing number of businesses adopting more collegiate, lead team approaches. However, despite different types of cultures, sales performance and results are usually derived from the efforts of individuals. Harnessing those individual efforts to achieve synergy (the sum is greater than its individual parts) is a key task of management, yet so many get it wrong. Let’s take a look at one case study and see why.
Sanctity of Life, Pro-Life and Capital Punishment
Throughout history, many cultures have supported the “eye for an eye” justice system, whereby an offender is granted an equal punishment to match their wrong-doing. In the case of killing another person, this often meant death.

Considering high-context vs. low-context cultures and its impact on cross-cultural leadership communications.
Communicating in your own native language is difficult enough. Add to this the nuances of differing cultures and we have a rather complex matter. Such nuances create certain barriers to communicating in a cross-cultural setting. Today, more than ever, leaders must find ways to influence people in varying cultures. Further, leaders must begin to understand the implications of globalization and how the very patterns of thought are based on the individual’s culture of origin. This article seeks to outline the meaning of high- and low-context cultures; polychronic and monochronic cultures; and explain how leaders may begin to better communicate within the context of these differing cultural settings.
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