Facilitating Cultural Conversations

Companies spend millions on antibias training each year in hopes of creating more-inclusive—and thereby innovative and effective—workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver. So what can you, as an individual leader, do to ensure that your team is including and making the most of diverse voices. Although bias itself is devilishly hard to change, it is not as difficult to interrupt. The authors have identified several practices that managers can use to counter bias (and avoid its negative effects) without spending a lot of time or political capital. In hiring, leaders should insist on a diverse pool, precommit to objective criteria, limit referral hiring, and structure interviews around skills-based questions. Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. In evaluating and developing people, they should clarify criteria for positive reviews and promotions, stick to those rules, and separate potential from performance and personality from skill sets

How can national cultures affect business success?    Over my personal experience, one thing has become abundantly clear: understanding cultural nuances is crucial for success in a global business setting. Cultural dimensions can shape strategies, influence negotiations, and define workplace dynamics.    According to research by #GeertHofstede, we can distinguish national cultures using a set of dimensions: Power Distance, Individualism vs Collectivism, Masculinity vs Femininity, Uncertainty Avoidance, Long-term Orientation, and Indulgence vs Restraint. These dimensions – more than academic theories – provide actionable insights for leaders operating in multicultural environments.    To build on Hofstede's extensive research and wealth of global data, I discovered an outstanding tool: The Culture Factor's Country Comparison Tool (https://lnkd.in/dpvZzsyu). It offers a comprehensive analysis of the above dimensions across different nationalities. Whether you're collaborating with teams in India, managing clients in Denmark, or expanding markets in Brazil, this tool provides a valuable framework to distinguish between various national cultures and understand their impact on business settings.    A disclaimer though... while this model aims to define cultures, it does not generalize individuals. Each person is unique, shaped by personal experiences that influence their values throughout life.    Leading today a team of talented individuals from 16 different nationalities, spread across five geographies, has been one of the most rewarding experiences of my career. In the cosmopolitan environment, particularly in cities like #Dubai, the diversity of our team is both a strength and a challenge; e.g. 👉 How do you encourage vulnerability in team members from high Power Distance cultures?  👉 How do you promote gender diversity in leadership within a masculine society?  👉 How do you foster innovation and experimentation in a team with low tolerance for uncertainty and ambiguity?    This approach was a powerful reminder that while we come from different backgrounds, understanding and valuing our cultural differences can lead to incredible collaboration and success.    Leveraging cultural dimensions for strategic advantage requires more than just awareness—it calls for empathy, flexibility, and an openness to adapt. Integrating this understanding into your leadership approach can foster inclusivity, drive innovation, and ultimately, power your business to new heights.      The Culture Factor’s comparison tool can be a valuable companion on this journey, offering clarity and direction in understanding national culture's impact on business settings.    Let’s embrace diversity, honor cultural variations, and unlock the full potential of our global teams!    #Leadership #CulturalIntelligence #GlobalBusiness #DiversityAndInclusion 

Cultural awareness isn’t a ‘soft skill’—it’s the difference between a win and a loss in negotiations. I’ve seen top leaders close multimillion-dollar deals and lose them, all because they misunderstood cultural dynamics. I learned this lesson early in my career. Early in my negotiations, I assumed the rules of business were universal. But that assumption cost me time, deals, and valuable relationships. Here’s the thing: Culture impacts everything in a negotiation: - decision-making, - trust-building, and - even timing. Let me give you a few examples from my own experience: 1. Know the "silent signals": In one negotiation with a Japanese client, I learned that silence doesn’t mean disagreement. In fact, it’s a sign of deep thought. It was easy to misread, but recognizing this cultural trait helped me avoid rushing and respect their decision-making pace. 2. Understand authority dynamics: Working with a Middle Eastern team, I found that decisions often come from the top, but they require the approval of key family members or advisors. I adjusted my strategy, engaging with the right people at the right time, which changed the outcome of the deal. 3. Punctuality & respect: I once showed up five minutes early for a meeting with a South American partner. I quickly learned that arriving early was considered aggressive. In that culture, relationships are built on patience. I recalibrated, arriving at the exact time, and it made all the difference. These are the kinds of cultural insights you can only gain through experience. And they can’t be ignored if you want to negotiate at the highest level. When you understand the subtle, but significant, differences in how people from different cultures approach business, you’re no longer reacting to situations. You’re strategizing based on deep cultural awareness. This is what I teach my clients: How to integrate cultural awareness directly into their negotiation tactics to turn every encounter into a successful one. Want to elevate your negotiation strategy? Let’s talk and stop your next deal from falling apart. --------------------------------------- Hi, I’m Scott Harrison and I help executive and leaders master negotiation & communication in high-pressure, high-stakes situations.  - ICF Coach and EQ-i Practitioner - 24 yrs | 19 countries | 150+ clients   - Negotiation | Conflict resolution | Closing deals 📩 DM me or book a discovery call (link in the Featured section)

Tell me what’s wrong with this picture: ➡️ An expat CEO initiates a handshake to welcome a new Emirati colleague. ➡️ The same CEO then asks to schedule a meeting with a Saudi client on a Friday at 12 PM. ➡️ Then, this CEO speaks in a direct and confrontational way to a Filipino team member. ➡️ And then, this CEO declines to meet an Indian team member’s family that was passing by the office quickly. If reading these scenarios triggered you; imagine what the person on the receiving end is experiencing. The interesting thing is, is that if you were to remove the cultural references - These scenarios would seem innocuous. CQ, or what is also known as Cultural Intelligence, is the ability to relate and work across cultures while understanding and embracing cultural differences. Today, a lack of cultural awareness is why many senior leaders are losing the respect of their teams and damaging their reputations. CQ encompasses four key components: 1️⃣ Cognitive CQ (Knowledge) - Understanding cultural norms, practices, values and beliefs. 2️⃣ Metacognitive CQ (Strategy) - Being aware of differences and adjusting your behaviour and thinking. 3️⃣ Motivational CQ (Drive) - Demonstrating an interest in learning about other cultures. 4️⃣ Behavioural CQ (Action) - Exhibiting respectful verbal and non-verbal actions when interacting with others. All four components are necessary if you want to be known as someone who respects and encourages diversity, and understands the subtle nuances that exist between cultures. By approaching cultural differences with curiosity and humility, and genuinely asking team members to share more about their cultures and preferences - You’ll create a more inclusive work culture that fosters respect, empathy and trust. #BestAdvice #Culture #Leadership

🌍 Why Your Cross-Cultural Communication Efforts Might Be Failing (and How to Fix It) Belonging begins with the words we choose. Unfortunately, even leaders with the best intentions often stumble when communicating across cultures. If you want a truly global, inclusive team, you need more than good intentions. You need to learn how to communicate more effectively. 💡 Here’s What to Keep in Mind When Communicating across Cultures: 1️⃣ Never Assume Similarities Just because humans share some common needs (i.e., food, shelter, security), it doesn’t mean we share the same communication style. Stay curious, not assumptive. 2️⃣ Look Beyond Words — Tune Into Nonverbal Cues Most of what we communicate is done through nonverbal channels. Understand that gestures, patterns of eye contact, and even silence mean different things in different cultures. 3️⃣ Check Your Cultural Lens It is natural to see our way as the “normal way.” True inclusion starts when we suspend judgment and explore different ways of thinking, behaving, and communicating. 4️⃣ Create Space for Clarification Don’t just ask "Do you understand?" Instead, say: "Can you share back what you understood?" This ensures clarity, not just agreement. 5️⃣ Recognize the Stress of Speaking a Second Language For non-native speakers, communicating at work can be exhausting. Slow down, avoid slang, and encourage clarification without judgment. 🌟 Now, imagine a workplace where: - Every conversation builds bridges, not barriers. - Cultural diversity strengthens collaboration instead of causing silent friction. - Global teams communicate with clarity, respect, and authentic connection. ❤️ 🎯 Want to master cross-cultural communication and transform your team's collaboration skills? Schedule a strategy session with me to learn about our "Differences in Communication Styles" workshop. You'll discover how to: ✅ Communicate clearly across cultural differences ✅ Engage non-native English speakers effectively ✅ Use a proven framework to prevent miscommunication and foster inclusion 🌍 Because communication isn't just a "soft skill,” it's the foundation of real inclusion. #MasteringCulturalDifferences #InclusiveWorkplace #GlobalDEI #EffectiveCommunication #CrossCulturalCommuniationSkills #CulturalCompetence 

The lesson I take from so many dispersed teams I’ve worked with over the years is that great collaboration is not about shrinking the distance. It is about deepening the connection. Time zones, language barriers, and cultural nuances make working together across borders uniquely challenging. I see these dynamics regularly: smart, dedicated people who care deeply about their work but struggle to truly see and understand one another. One of the tools I often use in my work with global teams is the Harvard Business School case titled Greg James at Sun Microsystems. It tells the story of a manager leading a 45-person team spread across the U.S., France, India, and the UAE. When a major client system failed, the issue turned out not to be technical but human. Each location saw the problem differently. Misunderstandings built up across time zones. Tensions grew between teams that rarely met in person. What looked like a system failure was really a connection failure. What I find powerful about this story, and what I see mirrored in so many organizations today, is that the path forward is about rethinking how we create connection, trust, and fairness across distance. It is not where many leaders go naturally: new tools or tighter control. Here are three useful practices for dispersed teams to adopt. (1) Create shared context, not just shared goals. Misalignment often comes from not understanding how others work, not what they’re working on. Try brief “work tours,” where teams explain their daily realities and constraints. Context builds empathy, and empathy builds speed. (2) Build trust through reflection, not just reliability. Trust deepens when people feel seen and understood. After cross-site collaborations, ask: “What surprised you about how others see us?” That simple reflection can transform relationships. (3) Design fairness into the system. Uneven meeting times, visibility, or opportunities quickly erode respect. Rotate schedules, celebrate behind-the-scenes work, and make sure recognition travels across time zones. Fairness is a leadership design choice, not a nice-to-have. Distance will always be part of global work, but disconnection doesn’t have to be. When leaders intentionally design for shared understanding, reflected trust, and structural fairness, I've found, distributed teams flourish. #collaboration #global #learning #leadership #connection Case here: https://lnkd.in/eZfhxnGW

✍Work in Government or NFP communications or campaigns?✍ Did you know there are more than 1,000,000 people in Australia who speak a language other than English at home and have low levels of English proficiency? Unfortunately, this audience group is often left out of marketing and communication efforts even though they—like everyone else—require access to information to help them make informed decisions about their lives. So, how can you connect with this audience? 1️⃣ Well, one way is to translate your content. If you’re creating content for English-speaking audiences, think about how it could be translated for other audiences. Consider some of the most widely spoken languages in Australia, like Simplified Chinese, Arabic, Vietnamese, Traditional Chinese, and Punjabi. Or think about languages that best meet the needs of specific audiences that you're trying to reach, like recent refugees, or older populations. 2️⃣ Another approach is using in-language advertising. If you have a budget for paid ads, allocate some of it to multicultural media. For example, in Victoria, the government requires at least 15% of campaign media spending to be directed to multicultural media. An example of this could be running ads on community radio or advertising in publications like "Neos Kosmos" for Greek communities or "El Telegraph" for Arabic-speaking audiences. This helps ensure your message reaches your intended audience. 3️⃣ Finally, sometimes translation alone isn’t enough. Think about adapting your campaigns to align with cultural norms and values. Maybe your slogan or humour doesn’t quite resonate with certain communities. For example, a campaign for a health service might need to emphasise family-oriented messaging in some communities or adapt visuals to align with modesty norms in others. Working with a specialist multicultural communications agency, like Ethnolink, can help make sure your message is both culturally sensitive and impactful. So, what’s the takeaway? Commit to creating communication strategies that include all Australians. Because making your message inclusive isn’t just the right thing to do. It’s how you truly connect with the people who need to hear it most. #translation #CALD #multicultual #communications #culturaldiversity

Is cultural competence really enough? It can be powerful when you're working with specific community segments. For instance, if you've gathered data revealing the top Hispanic communities you serve—like Guatemalans, Nicaraguans, and Salvadorians—cultural competence becomes a strategic asset in connecting meaningfully with those groups. But with the Hispanic community in the U.S. representing more than 24 different countries, a one-size-fits-all approach simply doesn’t work. That’s where Cultural Intelligence (CQ) comes in—a skill that’s not just about understanding customs but about thriving in various cultural contexts. Cultural Intelligence is about more than checking off a box; it’s about truly connecting with people from different backgrounds and creating an environment where everyone can contribute and succeed. Here’s what makes Cultural Intelligence crucial: 👉🏽 It drives team performance. Multicultural teams with high CQ don’t just coexist—they excel. It’s not enough to have diversity on paper; you have to leverage it to achieve real results. 👉🏽 It’s the mark of a dynamic leader. Leaders with high CQ don’t just manage—they adapt. They engage with different perspectives and navigate cultural nuances to bring out the best in their teams. 👉🏽 It fuels organizational growth. Cultural Intelligence is more than a buzzword—it’s a strategic advantage that can propel innovation and success in today’s global market. To start embracing Cultural Intelligence in your organization, consider these actionable steps: ⭐ Invest in Continuous Learning: Provide ongoing training for leaders and teams to deepen their understanding of different cultures and how to interact effectively. ⭐ Encourage Cross-Cultural Mentorship: Create opportunities for employees from diverse backgrounds to mentor and learn from each other, nurturing mutual respect and understanding. ⭐ Develop Inclusive Communication Strategies: Ensure all internal and external communication reflects cultural sensitivity and inclusivity. ⭐ Measure and Monitor Progress: Regularly assess your organization’s cultural intelligence and inclusivity initiatives, and be willing to make adjustments as needed. As we approach Hispanic Heritage Month, let’s reflect on how we can go beyond cultural competence and embrace true Cultural Intelligence. It’s time to elevate our leadership and make our workplaces more inclusive and dynamic.🙌🏽

Inspired by The Culture Map by Erin Meyer, these tips will help you navigate cultural differences and lead with impact. 1️⃣ Acknowledge Communication Styles and your own biases   Some teams prefer direct feedback while others rely on context and nuance. Observe and adapt to your team’s natural style—your flexibility can bridge cultural divides. And always be self-aware of your unconscious biases. 2️⃣ Clarify Decision-Making Processes  In some cultures, decisions come top-down; in others, consensus rules. Align on expectations early to avoid misunderstandings and foster trust. 3️⃣ Embrace the Power of Listening  When language or norms differ, it’s tempting to fill the silence. Instead, step back, listen actively, and let diverse voices be heard. This creates psychological safety for all. 4️⃣ Respect Hierarchy (or Lack Thereof)  Hierarchical cultures value structure and formality; egalitarian teams thrive on open-door policies and direct collaboration. Tailor your leadership approach to get the best from each group. 5️⃣ Seek Common Ground  Highlight shared goals and purpose. Unifying around what matters most—whether it’s innovation, service, or impact—helps override cultural friction. The secret sauce? Adapt, learn, and stay curious. Cross-cultural leadership is a skill you can build—one conversation, one interaction at a time. Want more insights? Listen to my latest Positive Leadership Podcast episode with Erin Meyer: Unlocking the Secrets to Leading Across Borders with Erin Meyer: https://lnkd.in/eehCvFEv What’s been your biggest lesson in navigating cultural differences at work? Share below—I’d love to learn from your experiences! #PositiveLeadership #LeadershipTips #CulturalIntelligence #GlobalLeadership #TheCultureMap #ErinMeyer 

Steps to follow by a trainer to handle diverse audience 1. Know Your Audience Gather detailed information about your participants’ backgrounds, cultures, learning preferences, and expectations before the session. This can be done via pre-session surveys, questionnaires, or informal discussions. Understanding their needs helps tailor the content and delivery style appropriately. 2. Adapt Your Content and Methods Customize your training materials to be relevant and relatable to the diverse group. Use examples, case studies, and scenarios that reflect the participants’ varied experiences and cultural contexts. Incorporate multiple teaching methods such as lectures, interactive activities, group discussions, and multimedia to cater to different learning styles (visual, auditory, kinesthetic) Provide materials in various formats (written, visual, audio) to enhance accessibility and comprehension. 3. Set a Tone of Inclusivity Begin the session by establishing an environment of respect, openness, and mutual learning.Use icebreakers that encourage participants to share about their cultural or personal backgrounds, fostering a sense of belonging and appreciation for diversity. 4. Communicate Clearly and Inclusively Use simple, clear language and avoid idiomatic expressions that might confuse non-native speakers. Be mindful of your tone and word choices to avoid unconscious bias or alienation. Use body language, voice inflections, and visual aids to reinforce understanding and inclusion. 5. Build Concrete, Actionable Skills Focus on developing practical pro-diversity skills such as advocacy, inclusive language, allyship, and self-reflection on unconscious biases. Encourage participants to set personal diversity-related goals to foster commitment and behavioral change. 6. Engage Your Audience Actively Incorporate interactive elements like Q&A sessions, group exercises, and discussions that allow participants to share their perspectives and learn from each other. Listen actively and respond to participant feedback to show that their voices are valued. 7. Evaluate and Reflect Assess the effectiveness of your training through feedback and evaluations. Reflect on what worked well and what could be improved for future sessions to better meet the needs of diverse learners. By following these steps, trainers can create a learning environment that respects and leverages diversity, making the training more effective and impactful for all participants.