Cultural Challenges?!
by Sava Duran
How many different cultural values do you engage with each working day?
I often lose count of how many cultures I encounter – through close coworkers, other contractors, passing interactions, or even those that I have occasional contact with. Recently, I explored the idea of cross-cultural understanding, especially within the context of workplace teams that aim for high performance. I discovered that merely being open to individual differences isn’t enough. True awareness and respect for others’ cultural values require a deeper level of understanding and sensitivity.
By consciously recognizing and embracing diverse cultural values, we enhance our ability to work effectively – with everyone’s perspectives acknowledged and understood.
Through my exploration of this topic, I’ve identified three cultural competencies: communicating across cultural contexts, in how work and individuals are assessed, and understanding diverse leadership styles.
The first cultural competency – communication – shed light on how some cultures rely on low-context styles (where messages are explicit and direct), while others use high-context communication, where meaning is conveyed through nuance, shared context, and nonverbal cues. In high-context cultures like Japan, you must understand the cultural backdrop to interpret subtle cues correctly; in low-context cultures such as North America, communication is typically clear and straightforward.
The second cultural competency – assessing work quality and performance – revealed notable differences in how negative feedback is delivered. In some cultures, direct criticism is the norm: feedback is explicit, specific, and focuses squarely on the task or behavior. In contrast, others rely on a more indirect style – softened with positive comments, delivered privately, or framed through implication to avoid causing embarrassment or conflict.
Think about the last time a customer, subcontractor, or client shared dissatisfaction with you. Was their feedback blunt and straightforward, or gently cushioned and implied? How attuned were you to these subtle differences in delivery?
Recognizing whether someone expects direct or indirect feedback is crucial – It affects how our message is received and how effectively we can address concerns.
There have been times when I thought someone wasn’t upset about a situation – only to discover weeks later that they were. Their communication style was much more subtle.
On some occasions, someone has blown up at me – shaking me for the rest of the day. I walked away feeling upset and convinced that the relationship was irreparably damaged. And yet, just a few hours later, that same person showed up with a coffee, thanking me for listening and acknowledging their disappointment in my work.
How are we to make sense of this?
The third enlightening cultural competency I encountered was the varying approaches to leadership across cultures. In some cultures, leadership is hierarchical and authoritative; the chain of command is clear, and the boss's role is well-defined. In contrast, other cultures embrace a more egalitarian leadership style, where leaders are approachable and open to challenges from their teams. I've been surprised more than once to witness managers being openly questioned or disagreed with. But what makes each system effective?
As you engage with this information, what stands out to you? Are there any insights you're willing to share with others?
When considering cultural dynamics in the workplace, how can you better prepare to navigate challenging situations or prevent miscommunication?
Is there one aspect of your approach you could adjust that might lead to a significant improvement and contribute to your bottom line?
