When I started professional work over eight years ago, I had no idea how much my work style would evolve. Interacting with colleagues from various cultures opened my eyes to different management styles, each with its own unique strengths and challenges. The Culture Map "Breaking Through the Invisible Boundaries of Global Business" by Erin Meyer, perfectly encapsulates the diversity I've experienced. Here's a glimpse into my journey and how it has shaped my preferred working style.
Communicating: Low-Context vs. High-Context
In my early days, I worked closely with colleagues from Japan and later China, both high-context cultures where communication is implicit and nuanced. Initially, it felt like navigating a maze without a map, as I had to read between the lines and understand unspoken cues. However, this experience taught me the importance of context in communication. As I later collaborated with team members from the US and EU colleagues, I encountered low-context communication, which is explicit and straightforward. I appreciated the clarity and directness, which left little room for misinterpretation.
My Preferred style:
Over time, I realized the importance of context in communication. While I still favor a low-context approach for its efficiency, I've learned to adapt and read between the lines when working with high-context cultures. This adaptability has enhanced my communication skills, making me more effective in diverse teams.
Evaluating: Direct vs. Indirect Feedback
Feedback is a crucial part of growth, and different cultures have unique ways of delivering it. My European and American colleagues were straightforward with their feedback, which I found incredibly helpful for making quick improvements. On the other hand, my experiences with Japanese and Indonesian colleagues taught me the value of subtlety and saving face.
My Preferred style:
I now believe in a balanced approach. While I appreciate direct feedback for its clarity, I also recognize the importance of delivering it in a way that considers the recipient's feelings. This blend of directness and empathy has made me a more considerate and effective communicator.
Leading: Egalitarian vs. Hierarchical
Working with teams from American and Eurpoean, I experienced egalitarian leadership, where everyone is encouraged to voice their opinions. This democratic approach fostered a sense of ownership and collaboration. However, in hierarchical cultures like Indonesia, Japan and Asian in general, I observed a clear chain of command and respect for authority.
My Preferred style:
My leadership style has evolved into a hybrid of these approaches. I strive to create an inclusive environment where everyone feels valued while respecting the structure and roles within the team. This balance ensures that decisions are made efficiently while still fostering a collaborative spirit.
Deciding: Consensual vs. Top-Down
In Japan, decision-making is often a consensual process, involving discussions and agreement from all stakeholders. This method ensures that everyone is on board but can be very time-consuming. Conversely, in the USA and China, decisions are typically made by leaders and implemented swiftly.
My Preferred style:
I've come to appreciate the merits of both approaches. For significant decisions, I lean towards a consensual process to ensure buy-in and minimize resistance. For less critical decisions, a top-down approach allows for faster execution. This flexibility has helped me navigate various situations effectively.
Trusting: Task-Based vs. Relationship-Based
Building trust varies significantly across cultures. My European and American colleagues focus on task-based trust, where reliability and competence are paramount. In contrast, my experiences with Japanese and Chinese teams emphasized relationship-based trust, where personal connections and loyalty play a crucial role.
My Preferred style:
I've learned that trust is the foundation of any successful collaboration. While I value competence, I also invest time in building strong relationships with my colleagues. This dual approach has helped me foster trust and enhance teamwork.
Disagreeing: Confrontational vs. Avoids Confrontation
Navigating disagreements can be tricky, especially across cultures. My European and American colleagues didn't shy away from confrontational discussions, which often led to innovative solutions. Meanwhile, in Indonesia, Japan and Asia in general, avoiding confrontation is the norm, with disagreements handled delicately.
My Preferred style:
Understanding these differences has made me more adept at managing conflicts. I encourage open discussions while ensuring that they remain respectful and constructive. This approach helps in resolving issues effectively without causing friction.
Scheduling: Linear Time vs. Flexible Time
Time management varies widely across cultures. My experiences with Japanese colleagues involved strict adherence to schedules, which ensured punctuality and efficiency. However, working with teams from Indonesia and China, I encountered a more flexible approach to time.
My Preferred style:
I now adopt a flexible yet structured approach to scheduling. While I value punctuality, I also recognize the need for flexibility to accommodate different working styles and unforeseen circumstances. This balance has improved my time management skills and productivity.
Persuading: Principles-First vs. Applications-First
Persuasion techniques also differ across cultures. My experiences with French and Italian colleagues involved principles-first reasoning, where theoretical frameworks are emphasized. On the other hand, my American colleagues favored an applications-first approach, focusing on practical outcomes.
My Preferred style:
I've learned to tailor my persuasive techniques based on my audience. Understanding whether they value theoretical insights or practical applications has made me more effective in presenting my ideas and gaining support.
Tips for working with people from different cultures:
Do your research. Before you start working with someone from a different culture, take some time to learn about their culture. This will help you to understand their values and communication styles.
Be patient. It takes time to build trust and rapport with people from different cultures. Be patient and understanding as you learn to work together.
Be flexible. Be willing to adapt your own communication style and work habits to accommodate the needs of your colleagues.
Celebrate differences. View cultural differences as a strength, not a weakness. Celebrate the different ways that people from different cultures can approach problems.
Final Thoughts
Working with people from diverse cultures over the past eight years has been an enriching experience. It has taught me the importance of adaptability, empathy, and effective communication. My preferred working style now incorporates the best aspects of various management styles, allowing me to thrive in a global work environment. Embracing these cultural differences has not only made me a better professional but also enriched my personal growth.
