Global Mindset and Intercultural Competence

Succeeding in global business means succeeding in a culturally diverse environment. Having a “global mindset” is generally seen as essential for being able to do this. Merriam-Webster defines mindset as a mental attitude or inclination. So what exactly does “global mindset” mean?

I believe a global mindset means that you are:

1. Excited to work with foreign cultures
2. Open-minded
3. Well-prepared
4. Observant
5. Self-aware
6. Patiently adaptable
7. Focused on your business goals

A global mindset begins with a positive attitude, and enthusiasm for the intercultural business opportunity in front of you. Being open-minded allows you to set aside preconceived notions, and to detach from your own beliefs on “how things should be.” The world, for true global citizens, is no longer black and white but rather a kaleidoscopic array of equally valid realities.

With a global mindset you not only strive to be cognizant of cultural differences, but prepared to accept and adapt to them even when they come as surprises (a regular occurrence). This is not to say that you must completely change your personality, but that you are now more willing and able to adjust your behavior and communication styles, and even your attitude, in order to reach your goals.

Additionally, you have examined your own values, beliefs, and communication styles and accepted the reality that much of how you think and act is a product of your own culture of origin. Self-understanding makes it easier to appreciate cultural differences as just that—differences, and this allows you to overcome situations that would normally confuse you or make you feel uncomfortable. The result of not being able to do this is likely to be elevated stress levels, and often failure as well.

Speaking personally, I really wish I had learned these things before moving to Asia 25 years ago. I wasn’t nearly as prepared as I should have been, and while I’ve always considered myself to be generally open-minded, my cultural programming had created patterns I wasn’t even aware of (as it will).

If I had done my homework, so to speak, studying my target cultures and examining my own programming, I would have had significantly less stress both at work and in my personal relationships. I would have been more understanding and learned how to communicate in a more effective manner. But as an American, from a rural state no less, I never thought about culture, at least not deeply. The reality is that few of us, anywhere, do.

Americans generally, to be frank, do not have a global mindset as most are monolingual in English (only 20% of Americans speak another language fluently), rarely work abroad (In 2020 the UN estimated that only 3.2% of Americans lived abroad, and of these 38% were in Mexico or Canada), and lack awareness of their own programming (again, like pretty much everyone).

And I was no different. My time in Hong Kong from 1997-1998, exciting though it was, was periodically marked by interpersonal conflict, particularly at work. After moving to Japan in early 1999, I again found it hard to understand the new culture I had chosen to join, and harder still to adapt to it in many ways. The result: more unnecessary stress and strife.

It wasn’t until I participated in Intercultural Competence training in 2009, as I embarked on a new career in HRD Consulting, that I truly understood the role culture played in the conflicts I had experienced. During the training I found myself repeatedly saying things like “Whoops, I did that” or “Damn—wish I’d known that” or suchlike. (Most of my regret revolved around my top-down management and overly direct communication styles, as well as occasionally responding emotionally to situations I couldn’t understand.) It was, to put it mildly, eye-opening and not a little humbling. I realized I didn’t really know myself, something that, again, I believe is needed for attaining a true global mindset.

To provide one interesting example, in my last article I talked about key values in Japan. Take a close look at that list and you’ll see that, by and large, they are the reverse in America. No wonder I had felt some stress!

Thus, for me, Intercultural Competence training was the final key that brought everything together and allowed me to attain a more complete global mindset. I now approach my business opportunities with more awareness, and with regular consideration of how to reach my goals from a Culture perspective.

As a coach I preach five steps for my clients preparing to work with foreign stakeholders and clients:

1. Be excited for this opportunity.
2. Become knowledgeable of the target culture, paying particular attention to values and beliefs.
3. Understand your own culture and the many ways in which it’s programmed you.
4. Remove emotion, observe closely, and integrate flexibility as your default response.
5. Leverage your intercultural competence to build a strategy for success.

I believe these steps, along with keeping an open mind, incapsulate a global mindset, leading to better communication, relationships, and business results.

About the author: Brett Nelson is a US-based HRD Consultant, program designer, and facilitator. Having spent most of the past 25 years living and working in Asia, he is well acquainted with intercultural pitfalls. Helping others to avoid them is his mission.

#interculturalcommunication #culturalawareness #interculturalcompetence #crosscultural #leadership #culturaliceberg #culturalintelligence #culturaldiversity ?