In this video, walk through examples of global settings where job titles do not match actual roles. Explore the importance of this using the RACI methodology to clarify roles and expectations.
- When roles are not clear…to every player in a global project team,…it creates opportunities for problems…because one might have unrealistic expectations…from a specific role.…Let's explore a few ways to achieve clarity…in what every team player is actually supposed to do.…First, don't assume that a manager in the U.S.…is the same as a manager in China…even though they may have the same title.…In global settings, some things get lost in translation.…I've seen this apply to job titles…of project team members from other countries…where the title sounds the same…but the role the person has is different.…
In the U.S., for example, the title of manager might mean…that he or she has the authority to make decisions,…while in some project teams from China…have experienced managers without such authority…that must escalate matters with players outside the team.…Some international teams use the title leader…instead of manager to clarify what a leader's role is.…Like, for example, what decisions can they make on their own…
- Recall how agreeing on a common language improves communication between global team members.
- Recognize the importance of a technical language skill level that includes relevant business vocabulary and terms.
- Explore how to correlate successful interactions with trust and respect.
- Identify obstacles to clear global communication including time zones, culture, and physical distance.
- Recall how to implement role clarity so that every team member understands their responsibilities.
- Review how the development of strong unambiguous commitments helps drive accountability.
- Explore how a one-team culture aligns everyone on the global team.
- Recognize the signs of a continuous improvement mindset in your global team.