Fractional Chief Culture Officer
5 Reasons to Hire a Fractional CCO
Someone at your company is willing to take on marketing, but does not have the time to maintain a consistent marketing effort due to their primary day-to-day responsibilities.
Someone at your company is willing to take on marketing, but does not have the time to maintain a consistent marketing effort due to their primary day-to-day responsibilities.
Someone at your company is willing to take on marketing, but does not have the time to maintain a consistent marketing effort due to their primary day-to-day responsibilities.
Someone at your company is willing to take on marketing, but does not have the time to maintain a consistent marketing effort due to their primary day-to-day responsibilities.
Someone at your company is willing to take on marketing, but does not have the time to maintain a consistent marketing effort due to their primary day-to-day responsibilities.
Your organization is only as global as the people working within it. Establishing and maintaining credibility across borders and cultures is critically important. To achieve this, your organization needs a Chief Culture Officer.
Taking the first step is easy. Email us at GetStarted@TheCultureMastery.com or call our CCO direct line: +1 (404) 382-9129
Our fractional Chief Culture Officer (CCO) services offer an ideal solution for any organization who is ready to address cultural intelligence and ICE-Q to protect their international business interests and to help their growth on a global scale.
What exactly is a fractional CCO? Find out here.
Fractional Chief Culture Officer
Your organization is only as global as the people working within it. Establishing and maintaining credibility across borders and cultures is critically important. To achieve this, your organization needs a Chief Culture Officer.
Taking the first step is easy. Email us at GetStarted@TheCultureMastery.com or call our CCO direct line: +1 (404) 382-9129
Our fractional Chief Culture Officer (CCO) services offer an ideal solution for any organization who is ready to address cultural intelligence and ICE-Q to protect their international business interests and to help their growth on a global scale.
What exactly is a fractional CCO? Find out here.
5 Reasons to Hire a Fractional CCO
Creating a strategy for developing cultural
intelligence within the
organization
Cultural guidance along side the process of
acquiring business
assets abroad
Consulting with leadership team members on culturally
intelligent and diverse
business strategies
Preparation for entering new global markets with critical cultural insights
Supporting the learning of those that work with your existing global operations
5 Reasons to Hire a Fractional CCO
Creating a strategy for developing cultural
intelligence within the organization
Cultural guidance along side the process of
acquiring business assets abroad
Consulting with leadership team members on culturally intelligent and diverse business strategies
Preparation for entering new global markets with critical cultural insights
Supporting the learning of those that work with your existing global operations
Current and Past Engagements
What is a Chief Culture Officer?
Think about what other leaders in your organization do:
A Chief Marketing Officer will answer your questions around marketing and branding.
Your Chief Operating Officer takes responsibility for your operational strategy.
For considerations about cash flow tracking and financing you turn to the Chief Financial Officer.
Your Chief Human Resources Officer handles all aspects of workforce planning, career development, compliance, compensation, and benefits.
And who is in charge of the ever-increasing cultural complexities your organization is facing daily? Introducing: Your CCO!
A Chief Culture Officer adds a vital link in your leadership structure. All of us operate in a global economy all the time, whether we’re aware of it or not. This means we cross cultures and interact with people who behave and communicate differently from us. A lack of understanding of how to navigate these differences can cause unnecessary conflict and, as a result, turn into threats to your business
success.
Simply put: If you don’t get culture, culture will get you!
Making the CCO Business Case
As companies continue to grow and develop into more globally connected organizations, we cannot leave the success of our people up to chance.
What we have now:
An HR team supporting recruitment and retention of our team members, as well as training, employee relations and benefit programs.
A Talent Development department, providing our people with every chance to increase skills and abilities to meet the needs of our external and internal operations.
Diversity, Inclusion and Equity initiatives offer the critical aspects of making everyone feel welcome and valued inclusive of their identity and humanity
A Global Mobility team supporting personnel taking up important roles in new locations.
All or part of these aspects of our operations can benefit from responsive access to people and resources that can offer ongoing learning around the many different cultural influences that determine individual or group behavior. These include communication styles, leadership styles, tolerance for change. Your fractional CCO is the missing link that offers better understanding of how to anticipate, navigate and leverage such differences for team cohesion.
Get it right, globally with ICE-Q
Get it right, globally with ICE-Q
ICE-Q is the mission-critical success factor in global business. It is a combination of three essential human skills: intellectual prowess (Intelligence Quotient or IQ), cultural intelligence (CQ), and emotional intelligence (EQ). By combining the three Qs of heart, mind, and globe we get ICE-Q – the secret sauce of international business success.
IQ is what you know about the work you do. Your subject matter expertise. Your global experience. IQ is the scope of knowledge of which you are aware. It also includes the knowledge gaps of which you are aware. However, there is an IQ danger zone. In it are the things you don’t know and aren’t even aware you don’t know them. This is a trap – especially in business interactions with people from other cultures. The damage will already be done once you realize you committed a cultural blunder. An often expensive misstep because of a knowledge gap that was outside of your awareness.
CQ is the capability to relate and work effectively and consistently across cultures for your business success. It consists of four parts: Drive, Knowledge, Strategy, and Action. More on that here.
EQ is the ability to perceive, use, understand, and manage your emotions and those of your employees. This means you want to acquire the knowledge and skill set to identify people’s personalities and emotional frameworks. Personality does not equate to culture.
In the context of your global work reality this means that ICE-Q isn’t what some
people call “soft skills.” Instead, ICE-Q is a set of power skills. It’s your ability to
communicate, inspire, persuade, manage, and lead.
Expanding your team’s ICE-Q is like a protective shield against damaging crosscultural business mistakes. It doesn’t turn itself on. It is up to you to install it and
for you and your team to maintain and activate it.
Your fractional CCO is here to assist you with that. Get started now!
Implementation and Operation
1.Conduct interviews with internal sponsors. These would be those leadership team members responsible for initiating the appointment of the CCO. This first step will include:
a. Identify operations to offer the best focus on areas/departments
b. Introduction to stakeholders in the various departments identified
2.Conduct intake interviews with stakeholders in the organization (incl. assessments). Define scope and areas of responsibility, as well as reposting structure.
3.Go to work. Start the job.
Implementation and Operation
1.Conduct interviews with internal sponsors. These would be those leadership team members responsible for initiating the appointment of the CCO. This first step will include:
a. Identify operations to offer the best focus on areas/departments
b. Introduction to stakeholders in the various departments identified
2.Conduct intake interviews with stakeholders in the organization (incl. assessments). Define scope and areas of responsibility, as well as reposting structure.
3.Go to work. Start the job.
Let's Grow Together!
LET'S GROW TOGETHER
