Communication style differences between cultures can affect how you work, collaborate, and negotiate with people from different backgrounds. In this article, you will learn about some of the most common communication style differences and how to adapt to them when working abroad.
Some cultures prefer direct communication, where the message is clear, concise, and explicit. Others prefer indirect communication, where the message is more subtle, implicit, and context-dependent. For example, in the US, people tend to be direct and say what they mean, while in Japan, people tend to be indirect and avoid confrontation or criticism. When working with people from different communication styles, you need to be aware of the potential for misunderstanding, misinterpretation, or offense. You also need to adjust your own communication style to suit the situation and the audience. For instance, you might need to be more diplomatic and polite when working with indirect communicators, or more assertive and specific when working with direct communicators.
Another dimension of communication style differences is the degree of context that is required or expected in a conversation. High-context cultures rely on shared knowledge, assumptions, and non-verbal cues to convey meaning, while low-context cultures rely on explicit and detailed information and instructions. For example, in China, a high-context culture, people often use metaphors, analogies, and gestures to communicate, while in Germany, a low-context culture, people often use facts, figures, and logic to communicate. When working across different contexts, you need to be aware of the gaps or overlaps in information and expectations. You also need to adapt your own communication style to provide more or less context depending on the situation and the audience. For example, you might need to provide more background and explanation when working with low-context communicators, or more hints and signals when working with high-context communicators.
Another aspect of communication style differences is the level of formality or informality that is appropriate or acceptable in a given situation. Formal cultures value hierarchy, protocol, and etiquette, while informal cultures value equality, flexibility, and friendliness. For example, in France, a formal culture, people often use titles, honorifics, and formal language to address each other, while in Australia, an informal culture, people often use nicknames, slang, and casual language to address each other. When working across different levels of formality, you need to be aware of the norms and rules that govern the interaction. You also need to adjust your own communication style to match the level of formality or informality that is expected or preferred by the situation and the audience. For example, you might need to use more respectful and courteous language when working with formal communicators, or more relaxed and friendly language when working with informal communicators.
Another factor that influences communication style differences is the orientation towards individualism or collectivism. Individualistic cultures value independence, autonomy, and personal achievement, while collectivistic cultures value interdependence, harmony, and group loyalty. For example, in the UK, an individualistic culture, people often express their opinions, preferences, and feelings openly, while in India, a collectivistic culture, people often consider the opinions, preferences, and feelings of others before speaking. When working across different orientations, you need to be aware of the differences in values, goals, and motivations. You also need to adapt your own communication style to align with the individual or collective interests of the situation and the audience. For example, you might need to emphasize your personal contribution and benefits when working with individualistic communicators, or emphasize your team contribution and benefits when working with collectivistic communicators.
Another dimension that affects communication style differences is the degree of emotion or rationality that is displayed or expected in a conversation. Emotional cultures express and respond to feelings, emotions, and moods, while rational cultures express and respond to facts, reasons, and logic. For example, in Brazil, an emotional culture, people often use gestures, facial expressions, and tone of voice to communicate, while in Finland, a rational culture, people often use words, data, and evidence to communicate. When working across different degrees of emotion or rationality, you need to be aware of the differences in communication styles and preferences. You also need to adapt your own communication style to show more or less emotion or rationality depending on the situation and the audience. For example, you might need to show more empathy and enthusiasm when working with emotional communicators, or more analysis and objectivity when working with rational communicators.
Another aspect of communication style differences is the structure or pattern of the conversation. Linear cultures follow a logical, sequential, and goal-oriented approach, while circular cultures follow a holistic, associative, and process-oriented approach. For example, in Switzerland, a linear culture, people often use agendas, outlines, and summaries to communicate, while in Egypt, a circular culture, people often use stories, anecdotes, and digressions to communicate. When working across different structures or patterns, you need to be aware of the differences in communication styles and expectations. You also need to adapt your own communication style to follow more or less linear or circular approaches depending on the situation and the audience. For example, you might need to follow a clear and concise structure when working with linear communicators, or a more flexible and creative structure when working with circular communicators.
In my experience dealing with Multicultural communities there are differences between structured working habits and unorganised working style. You just need to adapt to your target market culture accordingly.