Understandings for Improved Intercultural Communication at Work

Episode Highlights:
Effective intercultural communication is crucial for fostering a harmonious and productive workplace. Culture is a component of personality, and it can significantly affect workplace understanding and relationships. Each culture has its own rules and expectations, and both existing staff and newcomers need to learn these rules and expectations to harmonize and function effectively at work. To avoid miscommunication or feeling insulted, consider that a behavior could be cultural, related to personal performance or wellness, or a combination of these. This discussion explores how to improve intercultural communication at work.

Understanding Cultural Identity:
When you experience a new culture, do you feel connected to it, or are you afraid of being associated with it? This is what we refer to as cultural identity. Some people are deeply rooted in their own culture to the extent that they feel they shouldn’t associate with other cultures. Others are open to experiencing different cultures and seeing what they can learn from them. It is important to note that connecting with another culture doesn’t erode our original culture.

Cultural identity can be viewed from two perspectives: a fixed mindset and a growth mindset.

• A fixed mindset sees association with a different culture as disloyal and something impossible.
• A growth mindset views questioning cultural beliefs, traditions, and values as a natural part of life and a way to expand our repertoire and deepen our understanding. It encourages loyalty to one's group while also allowing for critical reflection on its values.

Direct vs. Indirect Communication Styles at Work:
Communication styles can be broadly categorized as direct or indirect. If two direct communicators interact, they can understand each other easily. However, challenges arise when a direct communicator interacts with an indirect communicator. The answers provided may not seem satisfactory to the direct communicator.

If a manager asks, “How many employees will be affected by the change of schedule?” A direct answer might be a specific number or percentage. An indirect response, however, might be something like, “Our employees change in all aspects of their work.”

A direct communicator might perceive the indirect communicator as avoidant or even incompetent. Indirect communicators, however, tend to focus on the relationship and emotional context at stake. Their approach aims to maintain the integrity of the relationship, harmonize expectations, and provide answers without causing anyone to make a mistake or lose face.

To improve communication with indirect responders, try rephrasing your questions. For example:

• “If I wanted to know how many employees will be affected by the schedule change, what would I need to do first?”
• “If I wanted to know how many employees will be affected by the change of schedule, who would you suggest I speak to?”

These types of questions allow the indirect responder to provide an answer without feeling the need to be right or wrong. For direct responders, you could say:

• “I want to know how many people will be affected by the schedule change and what approach would work best.”

This approach opens the conversation for more information and makes the responder feel their input and time are valued.

In summary, direct communication values getting the answer quickly, while indirect communication values maintaining the relationship and avoiding causing loss of face. Understanding these styles and cultural identities can significantly enhance intercultural communication in the workplace.

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