| Reprinted, by Amy Dufrane, Ed.D., SPHR, CAE – HRCI CEO As business becomes increasingly global, HR professionals must continuously improve our ability to lead and manage far-flung workforces — often in places our organizations haven’t operated before. As we step into these new roles, we carry our cultural references and biases with us, which can affect our relationships with others in ways we might not realize. Knowledge about other cultures combined with self-awareness is the key to succeeding in these dynamic teams. Here are a few ideas to help you develop your cultural intelligence and prepare you to work more effectively with global teams this week. Challenge an assumption. Although we are not always aware of it, our behaviors are driven by culture. Think about a habit that is “normal” for you — working through your lunch break, or responding to emails as you receive them, for example. Consider how your actions might be influenced by what your culture prioritizes — and how they might seem in context of someone else’s. Seek similarities over differences. Introducing cultural differences into the workplace can lead to friction. Practice facilitating dialogue that promotes similarities and shared goals first rather than pointing out differences. Then, once everyone is aligned, look to differences to foster innovation. Define success in a new context. Merging more than one culture in the workplace results in something entirely new. It is an opportunity to take the best workplace norms from both cultures. For example, if your organization ordinarily practices a formal communication style, consider how it could benefit from an injection of spontaneous, informal conversation. |
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