How do you learn about your team's culture?

Learning about your team's culture involves actively engaging with team members and being open to their perspectives. Start by having one-on-one conversations to understand individual backgrounds and values. Observe daily interactions and note the common practices and informal norms within the team. Encourage team discussions and cultural sharing to foster an environment of openness. Participating in team activities and seeking feedback helps you gain deeper insights into the team’s cultural dynamics and strengthens your ability to lead effectively.

Working abroad taught me the importance of understanding team dynamics and cultural sensibilities. Managing diverse teams meant recognizing that hierarchy often stems from seniority rather than role. Observing and listening to team interactions helped me identify key influencers and communication styles. By coming in with an open mind and not imposing my views, I earned the trust and cooperation of existing teams. This approach fostered a collaborative environment where everyone worked towards common objectives, leveraging each member's strengths and cultural perspectives to achieve success.

The first step in learning about your team’s culture is to observe and listen attentively. Infosys employs a practice where managers spend time observing team interactions during meetings and informal gatherings to understand how different cultures within the team communicate. They pay close attention to non-verbal cues like body language and eye contact, as well as verbal cues like tone and choice of words. Wipro has implemented a mentorship program where leaders actively listen to their team members’ concerns and ideas. This not only helped in understanding cultural nuances but also in improving team cohesion. According to Gallup, leaders who actively listen to their teams have a 4.6 times higher likelihood of having engaged employees.

Phases like "avoid making assumptions or judgments based on your own cultural preferences" are not very helpful in real-life situations, because misunderstandings almost always exist because we're not aware of our cultural bias. It's like saying "expect the unexpected". Careful (passive) observation is important, but an active and overt approach is more efficient; speak clearly to your team about your own communication style, what they might misunderstand in your style, and how you'd like them to respond to any ambiguity or discomfort.

Engaging in Meaningful Conversations: To deepen your understanding of your team’s culture, ask questions and share experiences. Tata Group encourages its leaders to ask team members about their backgrounds, traditions, and work styles during one-on-one meetings. This practice fosters a sense of belonging and mutual respect. Case Study: Mahindra & Mahindra uses storytelling sessions where employees share personal and professional stories. This not only helps in understanding different cultural perspectives but also strengthens team bonds by highlighting shared values and experiences. Data Point: Harvard Business Review found that employees who share personal stories with their teams are 55% more likely to report feeling respected and valued.

In our international team, we use our organisational intranet to learn about each other’s cultures. We write #DidYouKnow articles and posts about holidays and observances, traditions, history and more. Every colleague can also set up a personal profile and share interesting facts about themselves that they would like others to know. This helps us be more open with each other and stay connected.

create a safe and inclusive environment where team members feel comfortable sharing their perspectives and experiences. This can be done through team-building activities, open forums, or casual conversations where everyone has the opportunity to contribute. By encouraging open and honest communication, you can gain valuable insights into the diverse backgrounds and viewpoints within your team, which can help foster a more inclusive and supportive work environment.

Some things that have helped me to in regards to gaining deeper insights into team culture, is to engage in open-ended conversations. You can ask about their hobbies, interests, traditions, and challenges. Share your own stories to create a more relaxed atmosphere and encourage them to open up. Be curious, respectful, and avoid sensitive or inappropriately personal topics. By asking and sharing questions and experiences, you foster a more inclusive, cohesive and understanding team culture.

Asking for stories can be revealing, but make sure these questions / examples are targeted to actively learn about their communication style and concerns: "How would you describe your communication style?" "Describe communication challenges you had with a previous boss/ team," "What differences in communication style do you think might arise between you and your current boss / team?" "What are some common miscommunications between a Japanese and American person (using examples from the actual employees and boss)?" These questions ask the employee to actively analyze their own culture and to directly raise their specific concerns about the current multicultural environment so the concerns can be addressed and planned for.

Learning and adapting your communication style to fit the team’s culture is crucial. ICICI Bank trains its managers to adjust their communication based on the cultural context of their teams. For instance, they may adopt a more formal tone when communicating with team members from hierarchical cultures and a more casual approach with those from egalitarian cultures. Example: Hindustan Unilever provides cultural sensitivity training that includes learning basic phrases in different languages and understanding regional customs, enabling managers to adapt more effectively to diverse teams. A McKinsey report highlights that teams with culturally adaptive communication strategies are 35% more likely to perform effectively in global markets.

In order to adapt your communication style, it helps by learning basic phrases in their most utilized form of language, using appropriate titles, and adjusting your formality, directness, or emotional expression to match their preferences. The best way to avoid cultural appropriation is by being genuine and respectful. This will demonstrate your value for their cultural background and create a more relaxed and collaborative team environment. Work to stay aware of potential cultural misunderstandings and avoid making assumptions based on your prior experience. If you're unsure about something, it's always better to ask clarifying questions. Asking questions shows interest and desire to learn more, creating a cultural environment of teamwork.

This might be effective if you, the boss, are a foreigner with a team of mostly local people. If the team is very diverse with multiple cultures, this approach could quickly seem rather manic. It's usually more sincere and sustainable for everyone to be who they are, but to be sure that others understand the true intentions behind their words and behavior. Open-minded understanding of other cultures is what leads to the advantages of diverse teams, not attempting to parrot the style of each team member.

In my workshops we go through an exercise " what it is like to work with me". Participants share what their working style is, what their work habits are, what their boundaries are, and for many internationals teams it is important to discuss life balance. When is it typical to leave the office, to stop working. There are many aspects that come into play when working internationally, and even more when working across time zones.

Tu as observé, écouté, tenu des notes et enrichi ta propre database. Maintenant, il faut mettre en pratique. ?? Mettre en pratique ?a veut dire ? ne plus seulement percevoir mais réagir ? agir au quotidiennement ? utiliser le langage verbal et non-verbal pour communiquer Et pour pratiquer l'interculturalité et la communication interculturelle, il faut ?? apprendre l'Histoire et la géo pour comprendre les relations entre les Hommes ?? apprendre la langue de la personne pour avoir un standard de communication ?? parler beaucoup et se confronter beaucoup mais toujours humblement

Intercultural teams are a great source of knowledge. We learn from one another by being exposed to various cultures, traditions, experiences, and of course people. We tend to focus and feel most comfortable with what we know. However, every single individual wants to be heard, seen, acknowledged. When we are curious, engage in conversations and show interest in different ways of approaching challenges, working on projects, organising events, learning, conducting meetings, we gain experience.

Creating a safe and inclusive environment where team members feel comfortable sharing their thoughts and experiences is fundamental for making the teamwork which makes the dream work. Remaining mindful of cultural appropriation and avoiding usage of elements of other cultures in a disrespectful or exploitative manner, are paramount to achieving this goal. Show your appreciation for your team members' contributions and achievements helps promote a feeling of belonging for everyone, which is vital for team unity and cohesion. Let your team know that you recognize that cultural differences as a valuable asset to the team. Celebrate the diversity of perspectives and experiences that your team members bring to the table, on a regular basis.

Respect and appreciation in the workplace extend beyond acknowledging diversity; they involve actively accommodating it. One way to demonstrate this is by recognizing that different cultures celebrate various festivities and holidays. This way, people can take time off when they want to celebrate their own holidays or do things that are important to them, instead of favoring Western traditions exclusively.

J'apprécie les différences pour leur nature et pas pour les gommer. Pendant très longtemps, en France mais aussi ailleurs, on a tenté de gommer les différences entre les gens par besoin d'intégration et peur du manque d'intégration. En réalité, c'est le meilleur moyen pour déraciner les gens et abêtir les populations locales d'origine. Comprendre une culture passe avant tout par le fait de ne pas la comprendre mais de le vouloir. En tant que nouvel initié, a t-on besoin de ? s'y vouer corps et ame ? ? être dans l'acceptation totale ? ? oublier sa propre culture pour s'intégrer ? NON. ? On ne peut tout accepter sous prétexte que c'est culturel. Mais on peut comprendre pourquoi les choses sont ainsi.

What NOT to do: ?? Assume your culture is the "right" one. ?? Rely on stereotypes instead of real interactions. ?? Ignore cultural differences because "work is work." What TO do: ?? Acknowledge their culture as valid—different doesn’t mean wrong. ?? Celebrate what makes them unique—diversity is a strength, not a challenge. ?? Express gratitude—a simple "Thanks for sharing that!" goes a long way. Try this: Instead of saying, "That’s not how we do it where I’m from," Say, "That’s interesting! I’d love to understand more about how you approach this." A little respect + appreciation = a lot of trust.

By actively seeking and giving feedback, you can create a culture of open communication and continuous improvement. This will foster stronger relationships, improve collaboration, and ultimately lead to better outcomes for your team. It’s also important to stay informed about communication trends and best practices. Attend workshops, read books, or take online courses to enhance your communication skills. Look for opportunities to practice your communication skills, like leading meetings, giving presentations, or participating in team discussions. Approach feedback with a willingness to learn and grow. Even if it's difficult to hear, constructive criticism can help you improve your communication skills.

Enfin, la communication va dans les deux sens. Offre un feedback honnête, direct et transparent sans pour autant faire ressentir l'envie de frapper. Accepte un feedback de la même manière. Il ne s'agit pas là du clash des cultures car "on est toujours plus que sa culture" (Samovar) En revanche, il s'agit d'une volonté de coopération.

Asking for feedback often is important, but make sure it is active and non-intimidating. Asking a group "Did you understand the message" could lead several cultures to smile and nod regardless, and others might think they understood but did not. More precise questions might be "How is the way this message was communicated different than how it would be handled in your culture?"

Effective teamwork hinges on continuous improvement in communication : I think that continuously seeking and providing feedback is key. - Request and offer constructive suggestions to enhance communication. - Ask if your message was clear and address any questions or concerns. - Provide feedback on how others can improve their communication with you and the team. - Act on the feedback by adjusting your communication style as necessary.

Whenever possible, I make it a standard practice to conduct a working or communication style analysis when beginning work with a new group. I initiate this process by having one-on-one sessions with each team member to understand their individual preferences and approaches. Then, I compile the insights gathered from these individual analyses to create a comprehensive group analysis, which helps us collectively appreciate and adapt to our diverse working styles and backgrounds. This approach not only aids the leader in understanding individual team members but also provides valuable insights into the team's overall culture.

Hold regular cultural exchange sessions where team members can share about their own cultures, traditions, and languages. Encourage storytelling, presentations, or even cultural festivities and celebrations within the team. This provides a platform for learning and appreciating diversity and fosters a sense of belonging and inclusivity. Facilitate discussions around the similarities and differences and how they can be leveraged to enhance team collaboration and productivity. It's a proactive way to overcome language barriers and cultural misunderstandings, which, in turn, cultivates a positive and cohesive team culture.