Witchdoctors and Business Consultants

FUNCTIONALISM is culture theory on how or why things work in society. If something in culture or business (family, religion, product) does not provide positive function it will cease to exist. In tribal societies one member of the community is the witchdoctor or shaman. (There is a difference between a sorcerer and a witchdoctor. The work of sorcerer is often meant to cause harm whereas the witchdoctor in animistic societies is meant to help the society and people.)


In the community of companies there are professional advisors called consultants. Their purpose is to help the tribal setting of an organization become more efficient. Functionally, a business consultant is very much like a witchdoctor. Here’s why:

1. A witchdoctor explains why things happen. In tribal societies the problem may be drought or sickness. People go to a witchdoctor, who may kill a goat and read its intestines and through this technique will interpret for people why things are not going well.

Companies secure the help of a business consultant to help explain why there are problems within their group, which may be a financial downturn or personnel problems. The consultant may use any number of analytical tools, give employees tests and from those analysis will explain what the problem is.

2. Witchdoctors function as tribal psychologists. Knowing the people in the village he is familiar with the personalities – those who are troublemakers, cheats and of ill temper. He also knows what people fear, what brings them peace and often works from that knowledge to prescribe a cure.

Using analytical tools the business consultant functions as a village psychologist. Along with personal interviews, the consultant’s job is to find out who may be causing the problem between co-workers and clients. From his position as an outsider he/she recommends steps for a cure.

3. Witchdoctors are seen as a mediator between the evil and sacred. If the spirits of the wind are unhappy and cause problems for the tribe, the witchdoctor is called in to mediate between man and spirit. The witchdoctor is not seen as sacred within himself, but acts as a go-between the spiritual and human domain.

Many problems in a company are because of a divide between the labor and management (depending on which side of the divide you are will determine if you are a part of the evil and sacred). If labor and management are not talking to one another they call in the business consultant to mediate. Business consultants don’t like unions because it takes away part of their function as mediators.


4. The shaman is a broker to bring about equilibrium, i.e. follow these steps and enjoy peace and forgiveness. Find the tail of a hawk and put it under your bed for three days; kill a goat and sprinkle its blood on the gate of your compound; smear cow-dung on your head and wear it for two weeks and you will have peace, prosperity and happiness.

For the business consultant, he/she gives action steps to follow: recommend terminating department or person; suggests the company restructure if they want to prosper or achieve of company cohesiveness.

5. Witchdoctors operate in emotionally charged situations. No one seeks a witchdoctor until there is a problem. It’s when a child is sick; the neighboring enemy tribe is near that people seek for help from the witchdoctor. No one invites the witchdoctor until there is a crisis.

Likewise, companies rarely seek outside help from a consultant until there is financial or personnel crisis. By the time the consultant is called in the problem is so dire that a consultant is brought in as a last resort. Like the witchdoctor, this works to the consultants advantage: (a) It keeps him/her in business and (b) they have little to lose if he/she fails but gains quite a bit if they can pull the company out of crisis,

6. Witchdoctors are seen as a positive function among tribal because they help people take action. Delays in making decisions can be both stressful and ineffective. Divination allows a person actually to make a decision and this, in itself, is valuable.

Business consultants are helpful in that they mobilize management and labor into action. Making hard decisions is often avoided, but by bringing in an outsider to tell people what they need to do is seen as a welcome contribution.

7. Witchdoctor fees are high. I observed a witchdoctor under a tree with a woman as he divined her problem by throwing sandals in the air. Tied to the tree was a goat, which was payment for services rendered. A goat in that society was the equivalent of a month’s wages.

Hiring a business consultant is not cheap and what some of them charge for their advice are greater than the average worker will make in a month or more. However, given their function, contributing to the bottom line or making the company work more effective, a consultant may be an investment that is worthwhile.

As an anthropologist, I am not making a value judgment of witchdoctors or business consultants. Functionally they are the same, for better or worse.

Coaching The Business Family

In reading a PhD dissertation recently on the importance of training international companies, the author stated that nearly 50% of American expatriates fail to complete the full length of their overseas assignment. Adding to this staggering figure is the fact that nearly 25% of American expatriates returning to their US organizations leave within one year.

Reasons for expatriate failure cited was (a) inability of the spouse to adjust, (b) manager’s inability to adjust, (c) other family reasons, (d) manager’s personal or emotional maturity (e) inability to cope with the larger overseas responsibility. This study confirms what a group of businessmen I met with last week told me over breakfast. One guy stated that his greatest challenge living overseas was keeping his wife and kids happy. One lady, whose husband works for the American Embassy, told my wife, “I hate it here and can’t wait to leave.”

The old adage that “If Momma isn’t happy, no one is happy,” is not just an off the cuff comment, it’s a real issue that needs to be addressed when talking about coaching or preparing people for an overseas assignment. Here are some suggestions I give to people and companies preparing to live overseas.

Family Training - Since the company is going to the expense to relocate the whole family, it’s reasonable to include the whole family in preparing them to live overseas, not just the employee. Apart from the technical side of the business, husbands, wives and even children, should have a strong course on issues of culture shock, culture etiquette, communication and worldview. True the family is not a part of the company team, but the family goes to the field as a unit. Success is measured by the whole, not the parts. If the family is only a half or third prepared (or however many kids are involved), the company risks the whole coming off the field.

It is at this juncture that one-on-coaching is invaluable. I have counseled many people to revaluate their overseas assignment because the wife, husband or children were resistant to living in a foreign country. It’s not a great idea for children who are teen-agers to send them overseas. If there are marital problems or the kids are not well adjusted in the their home country, living overseas won’t solve the problem, it will just exasperate it. An experienced coach can easily spot potential family problems.

Timing – If at all possible, send people for assignment when the weather is at its best, not its worse. I knew of a family who arrived in Russia in January, when the daylight hours were short and snow was ten feet high. They lasted three months. I wouldn’t send anyone to India in May or June (the hottest months of the year) or Chile in August, the coldest time of the year. Adjustment is tough enough without battling the elements.

Family Involvement – The employee must be encouraged to get their family involved in the local culture. Learning language, being introduced to community activities, giving the spouse a position as a volunteer, either in the company or with some NGO program, allows the husband or wife to have meaning. A company who provides the spouse with just a good apartment, maid and driver is not meeting the needs of family. Everybody needs a reason to belong.

Take a Break - Instruct your workaholic employee to mind the family as well as the business. Weekends to the coast, going to a concert, sightseeing is good for the employee, it’s good for the family, it's good for business.

Carry On - What does the spouse enjoy doing in their home country -- painting, playing golf, singing, watching movies? These activities should not be discontinued just because they are overseas. I know a lady who has a marvelous voice and who has joined an international choir in the city. Another spouse loves animals and finds her outlet through interaction with dog lovers. Children also adjust when they are involved in art and local sports programs. Transfer hobbies and interest overseas.

Living overseas, interacting with culture is not easy. Stress is compounded if the family doesn’t adjust. Training/coaching won’t solve all the answers, but it could be a key component in making an overseas assignment a success, and that contributes to the bottom line.

Personal Coach

One of the new professions in the business world is that of Personal Coach. Sometimes they are called a Life Coach. Not sure I'd want to take on that responsibility, or would trust someone else to be my life coach. (I relate too much to the lyrics of Sunshine..."He can't run his own life, I'll be damned if he'll run mine.") The reason the Personal Coach is sought in our highly individualized society is because we have personal consultants giving advice on how to get-in-touch with our inner self, diet, finances, golf, and dating. Having a coach to help in management, leadership and communications skills is not surprising. Here are some startup questions as it relates to the subject.

WHAT IS THE ROLE OF PERSONAL COACH?

1. To analyze the needs of a person and organization. Sometimes outsiders can see things more clearly than those inside.

2. Give suggestions on how a person or group can be more effective.

3. Give critical evaluation. What he/she/they need to do in leadership and management.

4. Teach principles and concepts.

WHAT A PERSONAL COACH IS NOT?

1. People with line authority. They can’t make anyone do anything…they don’t have that power.

2. Your new best friend, or they shouldn’t be. If a person or company is not prepared for critical evaluation, don’t hire a coach.

3. A hired gun to solve the leaderships problems. A coach can tell what needs to be done, but it’s the management/leadership which must make the changes.

WHO CAN BE A COACH?

1. People with enough experience to be legitimate.

2. Someone who has a history of having applied the principles, not just talk about it.

3. Cares more about the success of the company beyond time and expenses.

In the coming weeks I will dissect these categories, and more, in finding the right coach for culture and companies.

Now That's Funny...Or Is It?

Did you hear the one about the mother-in-law and her homely daughter?

WAIT! Before you tell that joke, do you understand the issues of culture and joking? Are you aware that in some cultures they have strict guidelines for joking relationships? Are you conscious that what may be hilarious to you means nothing to someone else and indeed may be offensive? Do you know that there are whole classes on the anthropology of humor?

Every culture has humor. Laughter is one of God’s gifts. Like the old preacher said, “God has a sense of humor because He made the monkey and a lot of funny looking people.” (That’s a joke - you might get it, many will not). In every social context there are also rules for humor. Is it crude, rude, light, vulgar, clean, political, religious or pejorative? As Bob Hope knew (who is he?), timing is everything. And the most crucial time element in telling a joke is being familiar with your cultural setting. Here are some simple guidelines in telling jokes.

1. Before you tell a joke, get a read on your host. Is he/she gregarious or serious? If they aren’t slapping you on the back and laughing, neither should you. Speaking of “back slapping…”

2. Don’t grab, hug, slap or even touch your host, unless you know them very well. And never…

3. Touch someone of the opposite sex or tell them a joke unless they are lifelong friends.

4. Until you have spent considerable time in the host culture don’t make jokes about politicians, gods or religious symbols. (Which includes using “Jesus Christ” as an expletive.)

5. Never tell ethnic jokes or use ethnic slurs.

6. Stay away from jokes that may only relate to your culture. Not all people understand jokes about blondes, lawyers or Rednecks.

7. In some cultures it is unacceptable for a younger to tell a joke to an elder.

Sometimes people tell jokes because they are nervous, unsure or just as icebreakers. That’s okay, once you know the rules of joking in the culture. Unless you are paid to be a comedian, be friendly but don’t try to be the life of the party.

Did you hear about the mother-in-law and the homely daughter? Well let me tell you, in some countries mother-in-laws are highly revered, and a “homely” girl is one who is warm hearted, domestic and highly sought after. Think about it before you tell your joke.