Dear  , we received lots of positive feedback on the last update. This second article on hierarchy delves deeper. 

It is important to understand rank and position within the Korean hierarchy model, since even though country and regional expat teams may assume local norms for title and position, their actual rank within the mother organization may differ from the subsidiary or regional position. 

For example, in some cases the local expat leadership's title may be CEO-President, but their rank within the mother organization may be e-sa (director) or sang moo (managing director).  In day-to-day interactions, the Korean teams defer to the mother company rank and position.

Rank and position in the mother company, along with their sphere of influence have a powerful impact on an expat's effectiveness.  For example, a chajang  (deputy general manager) with the mother company who is seen as being on the fast track will fare better than someone senior who has little interaction with leadership.

Moreover, an expat who has successfully worked overseas for years may be effective interacting with local branch teams, but their long tenure abroad has resulted in not maintaining a strong network at the mother company--many of their long time Korean friends may have transferred or retired.

In contrast, a newly assigned expat who has worked for years at the headquarters on high profile projects gaining the respect and trust of peers along with senior management may have considerable pull and influence.

That said, learning of an expat's career background provides an idea of their ability to get support for local projects from the headquarters in Korea.

In Part 3 of the Korea Facing's update on hierarchy, we'll further explore the role and challenges of Korean mid level management in overseas operations.  

BTW We hope to make a special announcement next week on a new exclusive coaching and consulting program. In the meantime, your feedback and comments are appreciated. 

DS