How to Create Effective Communication in Inter-Cultural Teams
Culture is variously defined as the customary beliefs, social forms and material traits of a racial, religious or social group; also as the characteristic features of everyday existence among a group of people. Culture determines how we view ourselves and others, helps define values, dictates how we relate to others of different social status and forms the basis of our expectations for input into conversation and debate. This combination creates a context for conflict and misunderstanding on inter-cultural teams. Proper understanding can result in increased harmony and productivity.
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Educate team members. Leaders of inter-cultural teams must define the relational context for their team. Time spent educating the team members regarding the culture of their peers will pay big dividends. Team members will be more patient with each other if they understand the perceptions and communication style of their peers. They will realize that what might seem like a rude, aloof or disengaged communication style is simply a manifestation of another team member's cultural background.
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Establish super-cultural group norms. This is defining in advance for group what are acceptable and non-acceptable responses to conflict. Identify the proper chain of command, type of disputes that should be taken to a team leader and codify with the group what values are considered sacrosanct. This will create clarity and provide for swifter resolution of miscommunication and differences.
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Identify which of your team members come from low and high context cultures. High context cultures are those wherein a large part of the understanding in communication is derived from the context or is considered as given. In low context cultures the converse is true. Examples of high context cultures include countries in Asia, the Middle East, Africa and South America. Low context cultures include the United States, Germany and Scandinavian countries. A person from a low context culture will tend to speak more directly and concentrate on the words being spoken. A person from a high context culture will derive additional cues from body language, tone of voice and perceptions of status.
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Identify which team members are from cultures that tend to use direct or indirect means of communication. Members from high context cultures will tend to rely on allusion more than direct statements. They will leave out certain bits of information assuming it has been derived from past experience or should be already understood. Members from low context cultures will be characterized by a desire to explain more, will focus on the direct meaning of words communicated and will speak more directly. They will want to "put it all on the table." A person with an indirect communication style might be perceived as illusive to a direct-speaking peer. Whereas a direct communicator may be perceived as too blunt or as talking down to an indirect speaking peer.
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Clarify for the team the differences between collectivism and individualism in cultural experience. Members from high context cultures will tend to focus on group achievement and "saving face." Members from low context cultures will focus more in individual achievement. Low context cultures tend to place greater value on individual achievement. High context cultures are exemplified by greater reliance on extended family relationships, whereas low context cultures tend to value individuals making it on their own.
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Challenge the team members to divorce themselves from media-generated perceptions. Quite often, the only exposure one has received to another culture is that provided through movies and popular music. This can create stereotypes. Try to create contexts for integration and immersion rather than division and avoidance. It's natural for team members to group based on what they have in common. Use get-acquainted games and activities, assign members to work groups that include diversity and encourage professional but friendly interaction, such as group lunches or coffee breaks. Help them relate to one another as acquaintances and not just as work peers.
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