The Reality for Many Latin American Executives.

The truth is, job opportunities in Colombia and LATAM are arguably inadequate and unfairly distributed. The job market here is unbalanced. To set the record straight, there are high paying, excellent jobs out there. The issue is that there aren't as many as available executives. A common challenge in most countries.

Now, add a traditional corporate culture of stagnant hierarchy and unrealistic “growth” and you create a funnel of overqualified employees in junior roles. The classic corporate bear trap. The local job market is cut-throat and favors the acquaintance or friend… It seems as the same school or family friend scenarios trump qualifications more often than not.

But despite these obstacles, these young professionals go all out to keep improving themselves and their skills with the hope of climbing the corporate ladder. I have had the pleasure of collaborating and coaching some of the hardest working and most skilled folks in Medellín. These individuals develop themselves even further and learn English to a satisfactory level. They take additional courses whenever possible to add more arsenal to their CV's.

All this effort and persistence results in a skilled, hungry workforce, and international companies are taking notice with great results. Folks are branching out of traditional local companies or careers and searching for better organizations and different roles. This is no secret, various companies have already capitalized on this. They saw the quality of the labor force, the neutral accent, and the hard work ethic. Companies like MAS Global, SproutLoud, Apollo.io, Demand.io, Amazon, etc., have been doing so for quite some time. They are doing it right and offering first-class income and benefits for their teams. Scholarships, healthcare, executive development, and professional English courses are just a few of the common perks. The best part, these companies are doing so without breaking the bank.

Progress and opportunities are becoming more and more abundant, but some challenges remain. A common obstacle most Latin executives face is the adaptation to American business practices. A culture clash is almost always guaranteed. Being conscious and aware of cultural differences in communication, association, pace, feedback process, and social relations should be mandatory for both parties.?

LATAM professionals are still developed in a distinct culture, and sometimes it's the soft skills or misunderstandings that can hold you back. Having access to executive development courses that prepare them for American business life and expectations is an absolute must. Allowing them to learn the ways of American corporations or start-ups and getting them comfortable to perform at a high level without emotional interference or misunderstandings is your ultimate goal.

Beware of communication patterns. Americans tend to be blunt and to the point, while Colombians tend to dress up their statements and follow social communication norms more. The traditional greeting in Colombia can be perceived as small talk in the states. Vice versa, if the foreign party skips a formal greeting or applies a “dry” tone in their message, the LATAM party might assume that there is a personal issue at hand.

If your supervisor in New York or your team member in Colombia have no idea about these differences, a mere instruction can become an annoying situation to settle.

Another example is not being aware of the urgency or importance of something. Making sure you provide clear and detailed instructions to your LATAM team will help things flow smoother. On the other hand, LATAM executives should practice being self-starters and be able to come up with solutions and strategies by themselves. Understanding the correct type of power distance and getting your team used to it should be something you're thinking about.?

Take office and virtual etiquette for instance. Punctuality is a common pain point among cross-cultural teams. Focusing on effective communication, where the habit of letting the other person know that there’s a delay or issue prior to the meeting or due date is a simple and easy fix. Letting the other party know ahead of time shows respect.?

The biggest cultural difference that causes, in my opinion, the most frustration is the clarification process. Foreigners tend to dislike repeating themselves several times. Most Latin executives will ask follow-up questions after the meeting has ended. Stipulating a time when clarification can take place will free your supervisor from constant bombardment. It teaches folks to respect people’s time. An emergency should always be escalated through the appropriate channels, but six simple questions an hour can hinder productivity in the long term.?

Stronger English is an obvious challenge. As an executive, you represent the company that you are working for in all your communication. A poorly written email, sloppy presentation, or confusing ad are all examples of this need. Apart from day to day communication, of course. Misunderstanding an idiom or phrasal verb can cause a multitude of issues.?

Educating both parties or developing your Latin team to be prepared to thrive within American Business Culture is the secret ingredient. Ten to twenty hours of training should be enough for an English speaking team member to understand cultural differences as well as develop and apply great soft skills. This should become part of your company's culture and promoted within the staff.

This is true for a wide set of industries and countless roles. From recruiting and software development to customer facing roles. At the end, foreign corporations want polished executives with the adequate soft and hard skills. Folks who communicate well, can think on their feet, and can adapt to different work environments.

Finding the right development course for you is crucial. Start by asking yourself where can I improve as an executive? Or if you’re a business owner, then what would I like my team – members to know prior to working with us.?

Next, make sure that your professional training and coaching firm understands your industry, company, and roles. Do they have similar success cases to your company? Are their courses standardize and generic or tailored made to your company and team?

Finding the right fit for your company can be tricky. You must find a firm that understands your culture and vision and promotes growth and efficiency within your team. A firm that knows your objectives and is transparent in your progress. Try to avoid cookie cutter courses whenever possible, it can be easy to burn money by hiring the wrong firm. This is an investment in you, your company, and your team.?

It’s always gratifying to see executives who I have had the honor of training succeed in their current roles or land better ones. It is all about progress for me. Seeing how limited they were when we first started. Talented, no question about it, but they just didn’t have the know how of American business practices. Shedding light on these topics motivates them to thrive. It helps them grow and prosper in foreign companies. It also allows companies to enjoy great and skilled team members without any of the adaptation hurdles.?

I am happy to see more American businesses noticing the talent that the rest of the Americas have to offer, but I am more excited about seeing my fellow Latin Executives SOAR and succeed within the American business environment.