You’ve heard the generalizations about business in Asia: the economic growth is rapid; countries vary significantly across the continent; it’s the new global market giant. But the challenges faced by many companies in Asia are strikingly similar to those in the West and other parts of the world. Heads of HR departments across a host of industries, including finance, hospitality, and even government, are having to deal with their own leadership issues. The thinking on leadership is advanced in large organizations in the region, and it’s well known that leadership styles differ depending on the country, but when it comes down to it, leadership is leadership.
Leaders have to be able to adjust to the needs of the local cultures, even as core leadership attributes are a constant all over. Senior leaders are noticing that young professional with the most potential are those who are most culturally agile, and as these young workers enter the leadership hierarchy, the differences in leadership culture are diminishing.
It’s important to develop leaders locally, as foreign imported leadership can prove tricky. At Naisa we see the thinking behind this logic. That’s one of the main reasons we have dedicated ourselves to a global outreach. Whether you are a young professional based in the US, or in a specific country in Asia, we have the leadership-building resources you need to take the next step in your career.
Communication styles differ from country to country in Asia. How one communicates in, more Western influenced, Hong Kong, for instance, is different to a country such as Japan; where individually, young Japanese professionals may be very vocal, yet in a group they will be much more quiet and respectful. Understanding that this does not dilute the work ethic is an important cultural standard to comprehend.
Young Asian professionals are more mobile than ever, and very willing to move for their careers. Retaining their best staff is a new priority for Asian companies. To do this companies have to keep up with rising wages, and demand for the best talent. It would seem that for the young talented Asian professional in Asia, it’s a buyers market.