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Promising China Blog: China Business Leadership Blog.

By Dan Harris on Posted in China Business, Recommended Reading

I have been reading and enjoying the China Business Leadership Blog for the last few months and I wanted to bring it to our readers’ attention. The blog is authored by the SHI Group, whose slogan is “serving to make the strength of your company culture come to life in China.” I like the slogan because we have many clients who have tried to do this in China, but very few who succeed. In a recent post, entitled, “China Manufacturing: “We’re Bringing It Back Home,” I wrote of a client whose China business we are in the process of shutting down because the client “never felt our Chinese employees were on board with our organization” and would rather run everything from outside China.

One only needs to read the categories in which this blog puts its posts to know on what it is focusing: 

  • Being the Right Person
  • Change Management
  • China
  • Culture Development
  • Getting Good People
  • Leadership
  • Motivating Workers

I like the blog both because it is relevant to China and because it is relevant to running my own law firm business. I urge you to check out the China Business Leadership Blog.

  • http://www.meridian-group.org Barry Phegan, Ph.D.

    Judging from the sales of the 2010 Chinese translation of my book “Developing Your Company Culture”, managers in China must be quite interested in the subject. See: http://www.amazon.cn/mn/detailApp?source=82697180&prodid=bkbkb03198
    I also know, from having taught several hundred Chinese managers in many International Business classes at University of California, Berkeley, that US management styles are often unfamiliar to China managers. The Asian concept of “face” and traditional Confucian “manners” is often an initial stumbling block. Just one example of a problem: the US management style of speaking up at group discussions is uncomfortable to many Chinese, often leading US managers to see their Asian counterparts as “closed”, secretive, or worse.
    This is a most complex subject. Bridging the cultural gap takes a lot of patience, compassion and skill on both sides. The US style of get-it-done-in-a-hurry-now does not lend itself to understanding and empathy. But US managers can be assured that in China, just like here at home, people have similar needs and desires, such as: to be recognized, included, appreciated and valued. They may show this in different ways. Hang in there and pay attention. You will be amply rewarded.

  • Nigel C.

    Do you read it for your employees in the U.S. or in China or both?

  • David

    It’s a good blog. Thanks for bringing it to my attention.