[et_pb_section fb_built=”1″ admin_label=”Hero Section” _builder_version=”4.7.0″ use_background_color_gradient=”on” background_color_gradient_start=”rgba(0,0,0,0.4)” background_color_gradient_end=”rgba(0,0,0,0.4)” background_color_gradient_overlays_image=”on” background_image=”https:\/\/www.eim.com\/adriatic\/wp-content\/uploads\/sites\/16\/2019\/09\/performance-improvement-business-solution.jpeg” height=”520px” custom_padding=”6%||0%|||” bottom_divider_style=”slant” bottom_divider_color=”#ffffff” bottom_divider_height=”150px” bottom_divider_flip=”horizontal” hover_enabled=”0″ saved_tabs=”all” background_color_gradient_direction__hover=”180deg” background_color_gradient_direction__hover_enabled=”180deg” background_color_gradient_start_position__hover=”0%” background_color_gradient_start_position__hover_enabled=”0%” background_color_gradient_end_position__hover=”100%” background_color_gradient_end_position__hover_enabled=”100%” alt=”During an executive search all the stakeholder must work on the same process” title_text=”multiethnic businessmen discussing new business strategy on meeting in office” sticky_enabled=”0″][et_pb_row admin_label=”Page Title Area” _builder_version=”3.27.4″ width=”100%” max_width=”2560px” module_alignment=”center” custom_margin=”-2%|auto|0px|auto|false|false” custom_padding=”0px|||||”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Hero Section Title” _builder_version=”3.27.4″ text_font=”Montserrat|800|||||||” text_font_size=”18px” text_line_height=”1.3em” header_font=”Montserrat|700|||||||” header_font_size=”56px” header_letter_spacing=”3px” header_line_height=”1.1em” header_2_font=”Montserrat|700|||||||” header_2_text_color=”rgba(255,255,255,0.6)” header_2_font_size=”90px” header_2_letter_spacing=”3px” header_2_line_height=”1.1em” text_orientation=”center” background_layout=”dark” max_width=”700px” module_alignment=”center” custom_margin=”0px||0px||false|false” animation_style=”fade” animation_direction=”bottom” animation_duration=”1350ms” header_font_size_tablet=”” header_font_size_phone=”28px” header_font_size_last_edited=”on|phone” header_2_font_size_tablet=”” header_2_font_size_phone=”50px” header_2_font_size_last_edited=”on|phone” text_text_shadow_style=”preset1″ text_text_shadow_horizontal_length=”0.38em” inline_fonts=”Prata,Montserrat”]<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.27.4″ custom_margin=”||5%||false|false” custom_padding=”0%||0%||true|false” saved_tabs=”all”][et_pb_row admin_label=”Title Area” _builder_version=”3.27.4″ background_color=”rgba(0,0,0,0)” module_alignment=”center” custom_margin=”||||false|false” custom_padding=”0px|0px|0px|0px|false|false”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Title” _builder_version=”3.27.4″ text_font=”||||||||” header_font=”Prata||||||||” header_2_font=”Montserrat|700|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”10%||||false|false” custom_padding=”||||false|false” animation_style=”fade” animation_direction=”top” animation_duration=”1350ms” animation_starting_opacity=”100%” inline_fonts=”Prata,Montserrat”]<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”3.27.4″ text_font=”||||||||” text_font_size=”16px” header_font=”||||||||” text_orientation=”justified” max_width=”93%” module_alignment=”center” custom_margin=”3%|0px|5%|0px|false|false” custom_padding=”|0%|0px|0%|false|false” animation_style=”flip” animation_direction=”left” animation_intensity_flip=”30%” animation_starting_opacity=”100%”]If your enterprise spans across multiple countries, you are in the lucky position to truly change the world<\/strong>.<\/p>\n Never think you are be too big to fail<\/strong>, though. Ask Toys \u2018R\u2019 Us or Kodak. Your power can turn into a weakness<\/strong> if your size and diversity lead to reduced flexibility or efficiency. This can be caused by misalignment of departments and internal managers, or even a lack of intercultural management competencies.<\/p>\n Probably all large companies are constantly facing one key question<\/strong>: how is it possible to stay on top<\/strong> of innovations and quickly adapt to the ever-changing economy in different areas of the world, while at the same time maintaining one unified corporate identity<\/strong> to leverage R&D budgets and the bundling of internal resources?<\/p>\n We know this question from our own experience as an international firm.[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ prev_background_color=”#ffffff” next_background_color=”#ffffff” disabled_on=”off|off|off” _builder_version=”4.7.0″ background_image=”https:\/\/www.eim.com\/adriatic\/wp-content\/uploads\/sites\/16\/2019\/10\/new-york-skyline.jpeg” background_position=”bottom_center” min_height=”469px” custom_margin=”||5%||false|false” custom_padding=”0%||0%||true|false” top_divider_style=”slant” bottom_divider_style=”slant” bottom_divider_flip=”vertical” hover_enabled=”0″ saved_tabs=”all” title_text=”new-york-skyline” sticky_enabled=”0″][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.27.4″ custom_margin=”||5%||false|false” custom_padding=”0%||0%||true|false” saved_tabs=”all”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.27.4″ global_module=”9739″ saved_tabs=”all”][et_pb_column type=”1_2″ _builder_version=”3.27.4″][et_pb_text admin_label=”Title” _builder_version=”3.27.4″ text_font=”||||||||” header_font=”Prata||||||||” header_2_font=”Montserrat|700|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”10%||||false|false” custom_padding=”|||13px|false|false” animation_style=”fade” animation_direction=”top” animation_duration=”1350ms” animation_starting_opacity=”100%” inline_fonts=”Prata,Montserrat”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”3.27.4″ text_font=”||||||||” text_font_size=”16px” header_font=”||||||||” max_width=”90%” module_alignment=”center” custom_margin=”3%|0px|5%|0px|false|false” custom_padding=”|2%|0px|2%|false|false” animation_style=”flip” animation_direction=”left” animation_intensity_flip=”30%” animation_starting_opacity=”100%”]<\/p>\n Change management<\/strong> is always challenging. For international corporations, this challenge can easily be multiplied with the number of markets, languages and cultures involved<\/strong>.<\/p>\n It\u2019s not that you wouldn\u2019t know how to do it<\/strong>: assess the current situation; communicate the vision; plan responsibilities and new processes with the feedback of your affected employees in mind; inspire and empower your team to become open minded towards the change; always make sure that the outcome works to your clients\u2019 advantage, and so on.<\/p>\n Easier said than done<\/strong>, when internal managers stick to what worked for them in the past, developed powerful bonds to resist such \u201cunreasonable demands\u201d, made their employees too afraid to point out pressing problems, and one business unit hardly knows about the existence of the other.<\/p>\n And who\u2019s actually responsible for informing head office that your latest product update caused an uproar in some part of the world, because its name is highly offensive in their dialect? Did you consider that local contacts would have never told you this, because in their culture saying no to a superior is an absolute no-go? These are just some of the naturally developing obstacles that every multinational corporation is struggling with.<\/strong> In no way does it imply that your internal managers were doing a bad job. It\u2019s simply not possible for any of us NOT to learn a certain way to do something or to be influenced by one\u2019s (corporate) culture.<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.27.4″][et_pb_text admin_label=”Title” _builder_version=”3.27.4″ text_font=”||||||||” header_font=”Prata||||||||” header_2_font=”Montserrat|700|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”10%||||false|false” custom_padding=”||||false|false” animation_style=”fade” animation_direction=”top” animation_duration=”1350ms” animation_starting_opacity=”100%” inline_fonts=”Prata,Montserrat”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”3.27.4″ text_font=”||||||||” text_font_size=”16px” header_font=”||||||||” text_orientation=”justified” max_width=”90%” module_alignment=”center” custom_margin=”3%|0px|5%|0px|false|false” custom_padding=”|2%|0px|2%|false|false” animation_style=”flip” animation_direction=”left” animation_intensity_flip=”30%” animation_starting_opacity=”100%”]<\/p>\n Even though it might not be possible to prevent these resistances and friction from evolving altogether, it\u2019s a great idea to launch initiatives and install managers with the objective to shake things up<\/strong> a bit, thus shedding light on the blind spots, and create links between business units as well as local offices and the headquarters.<\/p>\n This can only be achieved by fluently \u201cspeaking\u201d various cultures, and leading project-specific international, interdisciplinary teams<\/strong>. It also helps to enhance your internal management team with \u201coutsiders<\/strong>\u201d, as they are forced to ask questions, therefore making explicit what internally only used to be assumed.<\/strong> This helps to prevent cultural misunderstandings, as internal assumptions will be \u201clost in translation\u201d.<\/p>\n At the same time, you cannot fill your top positions with executives who\u2019d first need intensive training before being able to do their jobs.<\/p>\n Instead, they already need to be familiar with the cultures involved, experienced in project as well as innovation management, and inspiring communicators with a talent to transform abstract concepts into actionable steps<\/strong>.<\/p>\n Being considered \u201coutsiders\u201d, their authority and trust will mainly stem from a profound advance in new knowledge that is highly sought after in your organisation.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” admin_label=”Quote Section” _builder_version=”4.7.0″ use_background_color_gradient=”on” background_color_gradient_start=”#e8e8e8″ background_color_gradient_end=”rgba(0,0,0,0)” background_color_gradient_direction=”105deg” background_color_gradient_start_position=”55%” background_color_gradient_end_position=”0%” background_color_gradient_overlays_image=”on” background_image=”https:\/\/www.eim.com\/adriatic\/wp-content\/uploads\/sites\/16\/2019\/10\/asian-manager-1.jpeg” background_position=”bottom_left” custom_margin=”0px||||false|false” custom_padding=”15px|||||” bottom_divider_style=”slant” bottom_divider_color=”#002c3e” bottom_divider_flip=”horizontal” hover_enabled=”0″ saved_tabs=”all” title_text=”Portrait Of Asian Businessman In Modern Office” sticky_enabled=”0″][et_pb_row column_structure=”1_2,1_2″ admin_label=”Quote Area” _builder_version=”3.27.4″ max_width=”2496px” custom_margin=”|27.1%||10.4%|false|false” custom_padding=”|0px|0px|0px||”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Title” _builder_version=”3.27.4″ text_font=”||||||||” header_font=”Prata||||||||” header_2_font=”Montserrat|700|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”7%||||false|false” custom_padding=”||||false|false” animation_style=”fade” animation_direction=”top” animation_duration=”1350ms” animation_starting_opacity=”100%” inline_fonts=”Prata,Montserrat”]<\/p>\n <\/span>[\/et_pb_text][et_pb_text admin_label=”Title” _builder_version=”3.27.4″ text_font=”||||||||” text_font_size=”16px” header_font=”||||||||” text_orientation=”justified” max_width=”100%” module_alignment=”center” custom_margin=”3%|-63px|9%||false|false” custom_padding=”|0%|0px|0px|false|false” animation_style=”flip” animation_direction=”left” animation_intensity_flip=”30%” animation_starting_opacity=”100%” inline_fonts=”Montserrat”]Interim managers from the global EIM community are best suited<\/strong> and predetermined to work in the role of truly cosmopolitan managers<\/strong>, since working in many different countries and in collaboration with a colourful mix of cultures is what initially motivated many of them to choose this career and provider.<\/p>\n Consequently, not only are they acquainted with different cultures, but throughout their various experiences they become culturally self-aware<\/strong>. This gives them the luxury of maintaining a global mindset \u2013 ready to be translated into local actions<\/strong> from the get-go.<\/p>\n That\u2019s an invaluable advantage, as quick wins will significantly improve the willingness to change and cooperate. In addition, EIM interim managers are highly seasoned in adapting quickly to new situations<\/strong> \u2013 be it in different corporate environments, or cultures.<\/p>\nWhen change becomes an international affair<\/span><\/h2>\n
How a cosmopolitan manager helps your team
<\/span><\/h2>\nSOLUTION
\nglobal mindset, local actions<\/span><\/h2>\n