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Copyright © 2010 Applied Growth Transitions, Inc.
All Rights Reserved 1
SALVADOR Z. ZAMUDIO
Ph 760.504.5942 Fax 503.623.5260
P.O. Box 7547 Salem, OR. 97303
www.appliedgrowth.com
TEAM DEVELOPMENT  CULTURAL CONSULTING

Ni todos son Mariachis Ni Todos son Cowboys
Presentation by:
Salvador Z. Zamudio MBA
President, Applied Growth Transitions
Training/Cultural Consultant
Nitan Juntos Nitan Revueltos

How to connect in the
U.S.
Objectives
• Growing Business Relationships
• Cultural intersects
• From Business to Business People
• Managing the Fear Stage effectively
• Handling the Incertitude Stage
• Supporting the Transition Stage
• Overcoming the Resistant Stage
• Avoiding the traps of the Resignation Stage
• Maneuvering through the New Business
• Transition Scale to achieve the Integration Stage

The Total Business
Owner Involvement
business system
“WE CAN ACHIEVE HIGHER RESULTS WHEN
OUR VALUES ARE BASED ON A FOUNDATION OF
INTEGRITY, DEDICATION, RESPECT AND
APPRECIATION.”

The Communication CYCLE

6
FEAR STAGE
New Business Owner
does not understand
world around them
1
INCERTITUDE
STAGE
New Owner is not sure
about new situation.
Comparison between the
old and the new take
place 2
TRANSITION
STAGE
Adaptation, Participation
-Owner feels he/she
can work with new
conditions and looks for
opportunities to become
involved) 3
RESENTMENT
STAGE
Negative event triggers
digression to previous
stage- Owner becomes
disgruntled 4
RESIGNATION
STAGE
Owner accepts new
conditions –Owner could
fall back with a negative
attitude 5
INTEGRATION
STAGE
(Owner assumes
responsibility) Sees value
in learning new things,
language and other
skills) 6
All Rights Reserved

Business Model
NOVICE
APPRENTICE
JOURNEYMAN
MASTER

Cultural intersects
and
dynamic challenges
BUSINESS
CULTURE
HISPANIC
CULTURE
U.S.
CULTURE

Are we different really–
The First Shock in the Fear Stage
 Business requires a business plan.
 Most information is required in English
instead of the applicant’s native language.
 Often, it is impersonal with no interview
process lacking the human touch.
 Businesses have to be registered for tax
purposes.
 Individualistic meritocracy.

The owners are Preparing to Go
to open the business
 Owner may be experiencing high
anxiety levels and high apprehension.
 Select someone to help guide you that
has some understanding of the
business culture.
 This cannot be a book to read get
someone to help hold your hand.

Phone use
 State your name, name of the business
and the reason you are calling.
 Be courteous, never use foul language
even in Spanish
 If nobody picks up, leave a message
with a number for people to call you
back.
 Only call the contact person, escalate to
the next level only if absolutely
necessary.

Part of the business
from Day One
 Take time to introduce yourself during
networking meetings work the room.
 Talk about your business, don’t be bashful.
 Explain who you are, and what company
you come from, most important say why
you are doing what you are doing.

The “Deer in the
Headlights” Look
 Be direct and willing to ask, and to question
authority, or ask clarifying questions.
 When you are talking to business prospects be
direct, look at people in the eyes, this is a
meritocracy.
 Just because someone speaks, Spanish or
English, does not mean they can communicate
effectively with the Spanish or English Speaking
business owners.
 In many cases, the barriers are absolutely basic
have all information about your business in
English. Most of your business comes from
English speakers.

What to Do During the
Adjustment Period?
 Make sure all learn to treat one
another with respect in the US men
and women are equal.
 Discourage favoritism and Nepotism
perceptions. (U.S. businesses are
very sensitive to this concept.)
 As a business owner in the US, you
have the power of ownership
privileges.

TRANSITION STAGE
ADAPTATION, NEW HORIZONS
DO’s:
 Do provide all information in English/Spanish.
 Do plan and prepare for meetings and provide any estimate in
writing.
 Do Prepare contracts to hand to your customers as agreements
even if they are only hand written
 Do, Stick to a promise once you have made it.
 Do keep records of everything you do.
 Do figure out your cost and once given do not change it.

TRANSITION STAGE
-(continued)
DO’s: continued
 Do After greeting a person for a business meeting, get it going
don’t wait.
 Do explain why they should do business with you:
 Service
 Product
 Capabilities sheet, this sheet tells the customer what
products and services you offer.
 Do develop a Suggestion Program where customers can help
you improve.
 This is called feedback, in US feedback is expected and appreciated.
 Do institute the concepts of Team Development and Total
Quality Management controls.

TRANSITION STAGE
-(continued)
DON’Ts:
 Don’t avoid eye contact.
 Don’t be late to any meeting
 Don’t make fun of people in front of their peers.
 Don’t say you are going to do something if you
are not going to do it.
 Don’t give conflicting instructions.
 Don’t disobey the rules, the rules are he rules.

TRANSITION STAGE
-(continued)
DON’Ts:
 Don’t stop a project because of differences of
opinion.
 Don’t provide written information
without adequate translation and or
interpretation.

The Concepts of Family, Work,
and Recreation:
 Work is often considered utmost importance
family come second.
 Every business has a bank account, debit or credit
cards, Business accounts are separate from family
accounts.
 Work hard to play hard, risk taking mentality.

Delegation:
 Delegation is a common practice.
 God provides the opportunity it is up to
me to follow it.
 Time is money don’t waist it.

Delegation: -(continued)
 Everything is done with a plan nothing is
left to chance.
 When you show you can handle more you
are given more.
 The boss is right but the boss can be
questioned.

Acceptance of
Control:
In the U.S. there are three types of
people in business.
Leaders
Managers (often consider leaders)
Followers
Hence the phrase, (lead, follow, or get out
of the way)

Acceptance of
Control:
 Since many employees are willing
to question authority, Hispanic
supervisors often surprised
 Control is questioned because the
individual may feel they have a
better idea.

Loyalty:
 Loyalty is reserved for he company
not the person.
 Business contracts change quickly if
better service or product is offered
elsewhere. There is a cost to doing
business this way.
 Loyalty comes from trust; if trust
breaks, loyalty may disappear.

Competition:
 Fierce competition in all aspects of
life.
 Work hard party hard, Safety is
always a guiding principle. (I will
drive you drink)
 Self reliant, follow own path.

 Time is precious, meetings are
planned and follow rigorous agendas
 The present does not take center
stage over anything else.
 Meetings will always start on time
regardless of who is missing
 Time to eat, time to present, time to
dance, time for applause, time to go.
Concept of Time:

The Concept of
Planning:
 Planning is short term, midterm and long
term.
 Today’s plans are history what counts is
what we are going to do tomorrow.
 The more unstable of the situation the
more there is a need for a long term plan.

Education:
 Most have high school or higher.
 Well red, constantly in a book, or some
type of self learning.
 Classroom education may continue for a
lifetime.
 Knowledge transfer uses all formats
visual, auditory, kinesthetic.

Ethics:
 Honesty and transparency earns you
respect.
 Communication is direct and
unencumbered.
 Truth above all else, no ones feelings are
going to get hurt with the truth.
 Confrontation is learned at a young age.

Titles:
 Titles of authority are often very
important as a form of recognition.
 The title can denote power, and
power means one has more
responsibility and obligation with
the rest of the team.
 The person with the title can
command a great deal of respect
from a sense of having made it.

THE RESENTMENT
STAGE
Give up, work harder, or quit.

THE RESENTMENT
STAGE -(continued)
Could be Accusing somebody of
wrongdoing.
Could be Disrespecting him or her in
public.
Could be Insulting their religion and or
national heritage.
May lead to giving someone Unwanted
responsibilities.
Could lead to Exercising excessive control over
the person.

 Treating him or her differently from
others.
 Not including him or her in department
functions, company functions, and/or
other events.
 Not including the family in company events.
 Major pay differences for similar work.
 Tyrannical and abuse of
power.
THE RESENTMENT
STAGE -(continued)

THE RESIGNATION
STAGE
1. Makes huge effort to show ability and capability
(work is work for 8 hours and that is it).
2. Might look for ways to do as little as
possible in hard physical labor situations.
3. People are punctual, on time unless a major problem
occurs.
4. Might feel guilty for not being on time.
5. Appears argumentative and highly political.

SUMMARY:
 Each one of these stages may
represent a challenge for both the new
owner and the customer and other
businesses.
 Many of us work in this country
because we enjoy working with people
and owning our business.
 May you be successful in
In Growing your Business!

THANK YOU VERY MUCH
FOR
YOUR ATTENTION
QUESTIONS?

SALVADOR Z. ZAMUDIO
Ph 760.504.5942 Fax 503.623.5260
P.O. Box 7547 Salem, OR. 97303
www.appliedgrowth.com
TEAM DEVELOPMENT  CULTURAL CONSULTING

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