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How to Help Your Hispanic Supervisors Become More Effective and Competent Leaders
Have you promoted you hardworking Spanish-speaking employee to a management level role, and their performance is below what you expected? There are countless of differences between the cultures of a Hispanic Immigrants and the structure of corporate America that could be affecting his performance. For this discussion, though, our focus will be on some of the general aspects of Hispanic culture, how they interact in the workplace, and how you, as a manager, can maintain a cross-cultural perspective when promoting Hispanics who native Spanish-speakers into leadership roles.
In general, issues of self-esteem and confidence, in Hispanic/Latinos derive from their cultural upbringing, but vary by individual, according to their educational level, personality etc. Leadership and communication, though, plays an important role in how Latinos/ Hispanics interact in the workplace.
Below I will provide some tips on certain cultural traits and how you can adapt your management skills to better manage your Spanish-speaking supervisors that promote a positive and effective working environment.
Many Hispanic-Latinos, especially immigrants, generally have social, cultural, and personal insecurities related to trust. This makes them distrustful, but vice versa, very loyal to those they do trust and respect. This is a sensitive topic in itself, but as the manager, it is up to you to try to gain their trust if you want a cooperative effective team.
Having a personal relationship with each of your Hispanic/ Latino employees (especially when promoting them to a supervisory position) and it will lead to their trust, respect, and unconditional support from the team. It is important to make the person feel welcomed and accepted, give them recognition for what they do, and being constantly present in their daily work lives. Hispanic/Latinos emphasize on group cooperation putting the goals of the collective ahead of individual goals. By having a personal relationship with the person, you are letting them know you want their team effort in the workplace. Over time, it will be easier for that person to listen and follow your suggestions, tips, and instructions, as they gain your trust and begin to feel part of a team, both at work and personally.
FIVE COSTLY MISTAKES MANAGERS MAKE
In their communication that causes poor performance in Latino supervisors
“In my more than 20 years of teaching and dealing with Spanish speaking employees, specializing in the development of effective Hispanic/Latino supervisors, in different industries here in the USA, I have learned a great deal about how management styles shapes the productivity of a multicultural workforce. I would like to share some insight on how intercultural communication affects the productivity, loyalty, and cooperation of Hispanics/Latino employees.
ABOUT THIS REPORT
In this first part of the article, I will describe some of the costly effects managers make, and should take into consideration when dealing with Hispanic/Latino employees whose first language is Spanish. These are not in a specific order, as the level of importance depends on the organization, the type of leadership in place, and on each individual.
VERBAL COMMUNICATION AND BODY LANGUAGE
As many of the points I make here, are applicable to many different individuals and situations, the problem is that these issues are more sensitive when it comes to managing people from different cultures, and can have costly side effects to the efficiency of your company. Take these points into consideration when handling your Spanish Speaking supervisors to improve their productivity, and achieve results faster and more efficiently.
1. FAILING TO BUILD A PERSONAL RELATIONSHIP
In general, Hispanics are more interested in developing a long term relationship; a relationship based on trust and respect.
This can take time. Trust begins to develop from how they perceive tone of voice, intentions, actions, understanding the true interest the other person portrays, and their sensitivity to the needs and constraints Hispanics/Latinos have. With that, it is based on how well you make them feel when you interact with them.
What to do:
Take the time to talk and get to know each of your employees, ask about their family, friends, life, and remember important details. Be sensitive to their needs and limitations and make them feel important.
USING ONLINE TRAINING EFFECTIVELY
Follow this guide to learn how you can use online training programs at your company to effectively build the skills of your employees and help them learn along the way.
The success and effectiveness of any kind of training program depend on the commitment, discipline, and application of the acquired knowledge by the participants. When substituting onsite training with an online training program, it is important for management to take an active role in the training process by motivating and reinforcing the material learned with their team, and encouraging the use of the training in the workplace.
Most training programs like, Leaders of High Performance, are designed to be time flexible, with the option of learning the material individually or in a group, but most of the time, group learning is the best method of training to provide support, answer questions, and to fortify skills as a whole so that materials are learned same pace.
Here are some tips in effectively organizing online training group sessions for your company.
ORGANIZE THE LEARNING ENVIRONMENT
Create small groups of up to 10 people that are inclusive of different levels of responsibility, departments etc., that are convenient to the schedules of the employees and the company.
Assign a moderator (or moderators if there are many groups) to manage the structure of the class and to facilitate the session. This person must have all login information to access the program. The selected moderator(s) should be someone well respected and has a positive attitude, in order to effectively engage participants in the learning material.
THE ROLE OF THE MODERATOR
As mentioned before, the moderator should be someone well respected, that knows how to take command of an audience. This person will be in charge of managing the online sessions, starting and participating in conversations related to the video sessions, and encouraging participants to be involved in the learning process.
After the video, ask participants how or when in their daily life, at work or in personal circumstances, they have applied or experimented what they have just seen in the video. Ask them to explain a related experience.
Keep good morale and respect within the group, and try to make the session entertaining at all times.
Manage the time wisely, but don’t rush to finish an important discussion or exercise. You can always continue in the next session day.
Make sure everyone completes their exercises, either on their own or by forming small working groups.
FROM HARDWORKING TO A GREAT LEADER
“The Story of Juan”
Most hardworking employees won’t become effective leaders without formal leadership training. With Leadership for success, supervisors and managers will be able to develop their leadership skills in order to improve productivity and generate higher revenue for your company.
Watch this short video (1:49 minutes)
These Video-Lessons Are in Spanish
Most of the hardworking employees won’t become effective leaders without formal leadership training. With Leadership for Success, supervisors and managers will be able to develop their leadership skills in order to improve productivity and generate higher revenue for your company.
About the author and trainer
Eduardo Figueroa, MBA
Author and TrainerWith over twenty years of experience, Eduardo has become a Latino business specialist by training and mentoring supervisors, leads, salespeople and managers. He is one of the few bilingual trainers dedicated to teaching individuals to become better and more productive employees through special, tailor-made programs or his online courses in Spanish. Eduardo Figueroa holds a Masters Degree in Business Administration from the Instituto Panamericano de Alta Dirección de Empresas and a Chemical Industrial Engineering Degree from the National Polytechnic Institute, both in Mexico City.
“In my more than 20 years of training and developing leadership and supervision skills of Spanish-speaking employees in the US, and after learning and understanding what makes a person work more efficiently, I can now share some of the factors that affect Hispanics/Latinos from becoming more productive, loyal, helpful, and efficient.”Eduardo Figueroa
Are you interested in training your Spanish-Speaking supervisors and employees? BetterEmployees.net offers various training programs in improving the leadership and supervisory skills of your Latino employees. If you would like more information please click here BetterEmployees,net or call us at (800) 642-1422.
Hispanic Business Consultants
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