Navigating Culture - November

Reading this newsletter could save you a lot of trouble over Christmas.

When she was around 6 years old, Ola decided to be creative with her gifts. And I should have prefaced that sentence with a warning, that she inherited her lack of creativity from her parents. The gift that she lovingly created for her cousin can be described as a lump of glue with several bits of paper stuck to it. Her parents carefully told her how lovely it was and then helped her with gentle feedback to create version two – a recognizable collage of her grandmother. She will never create a work of art, but her grandparents love her home-made gifts.

Giving feedback is risky but is crucial to growth. Get it wrong and not only does the person not develop, but they also will be offended with you. ?Imagine if Ola’s parents had thrown away her lump of glue or just told her how ridiculous it looked!

But good feedback isn’t just for Christmas!

And whether you celebrate Christmas or not, this month, we're diving into a crucial aspect of workplace communication: giving feedback across cultures. Let's explore why, when, and how to give CQ-Powered Feedback.

WHY - THE POWER OF FEEDBACK

Feedback is the heartbeat of improvement. It's the essential tool that propels individuals and teams toward excellence. However, not all feedback is created equal. Culturally intelligent feedback, or CQ-Powered Feedback, is the secret sauce when working with a diverse team.

Tips for Culturally Intelligent Feedback:

- Awareness: Consider the impact of your feedback, ensuring it leads to actionable change.

- Knowledge: Understand your communication style and adapt it to resonate with diverse preferences.

- Skills: Embrace active listening and utilize a robust feedback model like SARI (Situation, Action, Results, Implications).?

WHEN - NAVIGATING CULTURAL TIMING

Imagine this scenario: A team member submits a rushed project proposal. The question arises - when and how should feedback be delivered? Cultural preferences play a pivotal role. An explicit communicator values directness, while an implicit communicator may find it offensive. The WorldPrism model helps navigate this landscape, offering insights into explicit vs. implicit communication styles and individual vs. group orientation.

Tailoring Feedback Timing:

- Explicit Communicators: Direct feedback is appreciated. Be clear and straightforward.

- Implicit Communicators: Opt for a softer approach, highlighting strengths and offering constructive suggestions.?

HOW - MASTERING CQ POWERED FEEDBACK

To communicate effectively across cultures, adaptability is the key. Leverage the WorldPrism model to understand individual preferences. For example, explicit communicators value clarity, while implicit communicators prefer subtlety. Group-oriented cultures appreciate collective praise, while individual-oriented cultures might find it uncomfortable.

Steps for Effective CQ-Powered Feedback:

- Cultural Awareness: Know your colleague's cultural profile using tools like WorldPrism.

- Adaptability: Tailor your feedback style based on individual preferences.

- Context Matters: Consider the impact of feedback on the individual and the team.?

With cultural intelligence, you can navigate the diverse landscape of preferences, ensuring your feedback is not only heard but also leads to a positive change.

Join us to learn more!?

Don’t miss our free masterclass ‘Giving Feedback across Cultures’ on December 14 where we will discuss how to deliver effective feedback across cultures, gain more constructive reactions to feedback and raise team effectiveness.

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