The Culture Factor: Building Global Organizations

Most organizations are so busy focusing on the usual day-to-day operations in order to keep up with the constantly evolving workforce that they are leaving out an important part of doing business:

The Culture Factor.

In order to work more effectively with your global colleagues, you must first understand what makes them different.

How do they prefer to communicate? How do they prefer to do business?

Not understanding these differences can lead to serious obstacles within an organization.

Here are 3 common ways in which cultures differ around the globe and how those differences impact the way they do business.

1 - Direct vs. Indirect Communication

Direct cultures prefer communication to be simple and precise. Messages are direct. Yes means Yes. Words are used explicitly to carry the exact meaning in order to avoid misunderstanding.

Indirect cultures prefer a more nuanced communication style. Messages are implied. Yes may mean Yes, No, or Maybe. Information is embedded into the style and context of their communication and not in the specific words.

2 - Individual vs. Group

Individualistic cultures tend to look out for themselves and emphasize “I” vs. “We.” These cultures take responsibility for individual successes and failures and reward individual initiative and achievement.

Group-oriented cultures are more consensus driven and emphasize “we” vs. “I.” They put the needs of the group ahead of the individual and reward group work and team collaboration.

3 - Task vs. Relationship

In task-oriented cultures, trust is often given from the start. Relationships don’t need to be strong in order to complete projects successfully; the relationship will come later, once the task has begun or is completed.

In relationship-oriented cultures, trust needs to be earned. Relationships build up slowly over time and are required in order to successfully complete tasks.

To learn more about intercultural training, contact us at hello@wandrculture.com.