Cultural sensitivity training: a must for teams in global IT companies
If you lead a team that consists of international team members, you are aware of the various sources of misunderstandings. Let's first look at a small selection of cultural differences that we often encounter in international teams and the problems they can cause us when working together.
Different communication styles make it difficult to reach a uniform understanding within the team, regardless of the business language. We differentiate between direct and indirect communication in a wide variety of gradations. While direct communicators like to speak openly and clearly, this can be perceived as impolite or even disrespectful by indirect communicators. Team members from cultures that communicate directly, on the other hand, find indirect communication confusing and unclear. A lack of knowledge about the different communication styles can have a negative impact on mutual trust within the team.
The understanding of timealso varies greatly from culture to culture. A distinction is made between monochronic cultures, in which punctuality and strict time management are important (German culture, for example, can be located here) and polychronic cultures, which place more value on flexibility and situational adaptation (Latin American, Southern European and Middle Eastern cultures can be found here).
Misunderstandings can arise if deadlines, meetings or tasks are not prioritized equallyThe understanding of hierarchy and authority can also differ significantly. Some cultures want to work in an equal working environment with flat hierarchies, while other cultures prefer or even expect a clear hierarchical structure. This can lead to tensions if, for example, employees in flat hierarchies are used to addressing superiors directly, which could be interpreted as disrespect in more hierarchically oriented cultures.
The general understanding of team and responsibility can vary. In collectivist cultures, the focus is on the team concept and successes or failures are seen as collective. In individualistic cultures, on the other hand, the personal contribution is emphasized more strongly and success or failure is evaluated individually. These differences can lead to misunderstandings if, for example, teamwork is required but the expectations of responsibility are not clearly defined.
We also find variations in the way different cultures deal with conflict: while some cultures value open and direct conflict resolution, others avoid confrontation and try to solve problems indirectly or diplomatically. The type of feedback can also vary: Some cultures give negative feedback directly, while others tend to avoid negative criticism or formulate it indirectly. This can lead to criticism being perceived as either too harsh or too vague, or not at all.
These five divergences are only part of a wide range of cultural differences in international teams, but they can make efficient and trusting collaboration more difficult if the team is not aware of the differences and how to deal with them. IT teams are increasingly international in composition, firstly because the Skills shortage in Germany The second reason is that the composition of diverse experts with a wide range of expertise and experience makes teams more solution-oriented and competitive. For this reason, cultural sensitivity training is an absolute must for all teams that combine several cultures and nationalities. Mutual respect and understanding will lead to increased trust within the team, where each member can fully focus on their task without putting unnecessary energy into unresolved interpersonal misunderstandings.
The climate and employee satisfaction will improve and efficiency and solution finding will increase considerably as a result.
Key points when selecting intercultural coaching
Companies should take care to select intercultural coaching that goes deep enough, analyzes the specific situation in the company in detail and takes into account that each employee acts from their innate cultural perspective - a well-founded assessment from the outside is crucial here. The content should be tailored to the specific needs of the participants and the challenges in the working environment in order to establish a direct connection and relevance to everyday working life.
Cultural sensitivity training should also use interactive and practical methods : Participants should be actively involved in role plays, discussions and case studies to promote hands-on learning. It is ideal if realistic divergences or incidents from your own team can be discussed and solutions worked out.
Coaching should promote self-reflection . The training should empower participants to "see" their own culture and cultural actions and encourage them to question their own prejudices, values and cultural assumptions.
Look for experienced and culturally diverse trainers with in-depth knowledge and intercultural experience for authentic insights and an open atmosphere.
If you are planning to hire international specialists, you can benefit from cultural sensitivity training in advance, as you can approach job interviews and onboarding in a completely different way and ideally cushion the cultural shock of the new team member.
Contact us if you need advice on intercultural consulting, intercultural training or the onboarding of international specialists. Baloo and his team will be happy to support you with their expertise.
Written by Julia Anand, Intercultural Consultant, Baloo - Getting IT-Experts across
Image material: Aranju