I was talking recently with members of my co-coaching group of peers about the areas of skill we each want to emphasis when talking to clients. A great question, that got me thinking back over the wide range of projects I have been involved in my career, both as an executive, and also as an external consultant.
On reflection, it seems to me one of the most valuable skills I have had to learn is the skill of managing multiple stakeholders. This becomes even more complicated when you are working with different cultures and environments.
I thought I would share a few thoughts here and ask you to share your experiences:
Cultural diversity adds layers of complexity to communication, expectations, and collaboration. Here are some of my thoughts:
- Cultural Sensitivity:You might think this an obvious one, but we sometimes don't pay full attention to recognising and respecting cultural differences among stakeholders. Different cultures may have varying communication styles, approaches to problem-solving, and expectations. Being culturally sensitive helps build trust and fosters positive relationships.
- Communication Styles:Over the years we have come to recognise and value diversity in the workplace. We need to understand that diversity is also a factor in our communication styles. Some cultures may value direct and assertive communication, while others may prefer a more indirect or diplomatic approach. We need to vary our communication style to accommodate these variations and ensure that messages are understood and well-received and also be aware that a direct style may not be 'aggressive' but comes from a different cultural norm
- Cultural Norms and Etiquette:Take time to familiarise yourself with the cultural norms and etiquette of the stakeholders involved. This includes aspects such as gift-giving practices, meeting protocols, and appropriate forms of address. Adhering to cultural norms demonstrates respect and helps to avoid unintended misunderstandings.
- Inclusivity and Diversity:Embrace diversity and promote inclusivity within the project team. Encourage the sharing of cultural perspectives and experiences, creating a collaborative environment that values the richness of diverse backgrounds. This can enhance creativity and problem-solving. When I returned to the UK from 8 years working in the Middle East with wide diversity of colleagues, I missed this richness in my working teams.
- Decision-Making Processes:Different cultures may have varying approaches to decision-making. Some may prefer a hierarchical decision-making structure, while others may emphasize consensus-building. Be aware of these preferences and strive to incorporate diverse perspectives in the decision-making process.
- Flexibility and Adaptability:Cultural nuances may require flexibility in project plans and strategies. Be open to adapting your approach based on cultural considerations. A one-size-fits-all mentality may not be effective in a multicultural environment.
- Conflict Resolution Across Cultures:Understand how conflicts are typically addressed in different cultures. Some cultures may prefer direct confrontation, while others may lean towards indirect methods. Establish a culturally sensitive conflict resolution process that accommodates diverse approaches and promotes understanding.
In my experience, if you take the time to ensure you have strategies in place to deal with these additional factors, you can create a more inclusive and culturally aware project management approach. Embracing diversity and leveraging the strengths that cultural differences bring can lead to a more resilient and successful project outcome in a multicultural environment.
I will say more about managing stakeholders next week, but let me ask:
? What are you thoughts on and experiences of working with diverse stakeholders?
