"It’s a common reality that different cultural norms and expectations create misunderstandings in the workplace, even among highly skilled and well-intentioned professionals."
Did you know that different communication styles can stem from cultural differences, not just personality types?
Sara, a project manager in a mid-sized tech company, is learning this the hard way with Rakesh, her direct report. Sara’s U.S. cultural background emphasizes direct and immediate feedback to promote efficiency and quick decision-making. In line with this, she often gives Rakesh feedback to help him make decisions and meet tight project deadlines.
However, Rakesh’s Indian cultural background values a gentler, more indirect approach to communication, particularly with those in positions of authority. When Sara gives feedback during meetings rather than in private, Rakesh perceives it as harsh and overly critical.
Another point of tension arises from Rakesh’s preference for deferring to Sara for direction, a sign of respect for hierarchy in his cultural context. Sara, however, interprets his hesitation to make decisions as a lack of initiative and sluggishness.
As tension between them escalates, the two realize they need guidance to improve collaboration. Luckily for them, their organization is embarking on an inclusive leadership initiative that will help their leaders recognize and embrace cultural differences.
It’s a common reality that different cultural norms and expectations create misunderstandings in the workplace, even among highly skilled and well-intentioned professionals. By exploring how leaders can foster understanding, promote cultural awareness, and model adaptive communication strategies organizations can create more inclusive and effective workplaces.
Developing cultural intelligence (CQ), or the ability to work effectively in a variety of cultural situations, is crucial in the workplace. As an inclusive leader, you can prioritize cultural intelligence by embracing empathy (putting yourself in the shoes of others), open-mindedness (being receptive to different perspectives), and active listening (paying attention to what others are saying, both verbally and non-verbally).
Understanding and recognizing the subtle differences among people from different cultures is a catalyst for better workplace relationships. These nuances may be visible or invisible:
For Sara and Rakesh, there were layers of invisible cultural differences that were undermining their working relationship and stalling the project’s progress. The first step in overcoming these tensions is to educate yourself and your team to expand everyone’s cultural intelligence.
After improving your organization’s cultural intelligence (CQ), prioritizing a warm and welcoming culture that leads by example is essential for promoting cross-cultural inclusivity.
Here are some steps to create a welcoming environment for people of all cultures:
You can achieve this by implementing a well-structured onboarding process, hosting regular leadership or HR office hours dedicated to cultural topics, and acknowledging and celebrating the diverse cultures within your organization.
In a global workplace, fostering inclusivity means creating an environment where employees can freely express their cultural norms, values, traditions, and practices. By promoting cultural intelligence, organizations can move beyond stereotypes and oversimplifications, embracing genuine engagement and connection instead.
Elevate Your Workplace with Inclusive Leadership
Cultural inclusivity fosters a sense of belonging and psychological safety, which are essential for individuals to feel valued and respected. When people feel they can bring their full selves—including all the nuances of their culture—into an environment, they’re more likely to engage, innovate, and collaborate effectively.
Don’t let cross-cultural tension and misunderstandings erode your organization’s workplace culture and effectiveness. Contact us today to discover how our programs can help you create a workplace where everyone thrives.
“The question is: How do we celebrate, support, and promote this type of diversity in a way that strengthens not only our workplaces, but also the lives of those that identify as neurodiverse?”
“It’s a common reality that different cultural norms and expectations create misunderstandings in the workplace, even among highly skilled and well-intentioned professionals.”
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