Top 5 differences between Asian and US business culture

Communication Breakdown

I had a client some years ago who was on the brink of losing his job. "If you can't help him," his supervisor told me, "we'll probably have to let him go." Or words to that effect. I asked her what the problem was. It wasn't his technical skills. He was one of the best they had. It wasn't his productivity. He consistently hit all his KPI's. He was a likable, congenial guy and a team player, so it certainly wasn't his personality. So what was the problem? It seemed simple. He didn't speak up enough. His contributions in meetings were minimal. He listened respectfully but rarely spoke up. As soon as I heard her assessment, I realized there was a cultural communication gap occurring.

In her eyes, he seemed to lack initiative, always asking a team member for advice before taking an action. In addition, at social events, he tended to interact solely with other employees from his home country. Unfortunately his manager didn't accurately perceive what his intentions were or grasp the deeper meanings behind his behavior. He showed respect by listening and demonstrated group solidarity and harmony by consulting with a colleague before taking action. He acknowledged the innate wisdom and superior status of his supervisors by not debating their ideas. In other words, he was doing everything right.

Unfortunately, in an American cultural context, these kinds of behaviors can get you in trouble or at the very least, hinder your progress. The problem is that Americans rarely understand this type of behavior and can easily misinterpret it as apathy or disengagement. It's a cliche to observe that for global professionals working together, understanding cultural differences is crucial for effective collaboration and for their own success.

But how can we achieve this if we don't know what the norms and expectations are in the other culture? Well, in this blog, I'm going to lay out five key cultural dimensions in Asian and American business cultures, and show how they are expressed in the workplace. (These observations are meant to be general; of course everything stated here is on a spectrum and individuals vary according to personality type and circumstance.)

1. Showing Passion

• Asian Perspective:?In many Asian cultures, passion is demonstrated through dedication and perseverance. You don't have to state it directly. You show it by working long hours and going the extra mile as much as possible. Passion is generally conveyed through actions and commitment rather than blatant announcements at meetings or on social media. And more than this, managers and other team members are meant to recognize this passion as it takes the form of meticulous work and consistent effort.
• American Perspective:?On the other hand, Americans tend to express passion more openly and loudly. Enthusiasm and energy are commonly vocalized in meetings and presentations. Verbalizing excitement and actively commenting on how thrilled you are to engage in "such an awesome project" are seen as positive attributes. In the US, passion is often communicated through enthusiasm in discussions, dynamic, showy presentations, and by maintaining a high level of energy in your speech and body language where possible. Passion is often a topic in job interviews, in one's LinkedIn About section, and in social media posts.

2. Taking Initiative

• Asian Perspective:?Asian business cultures often emphasize hierarchy and an abiding respect for authority. Employees in general are expected to wait for explicit instructions from superiors before taking action. While this is changing now, in the past, taking initiative could be perceived as overstepping one's role. This respect for hierarchy ensured that decisions align with the overall vision of the leadership and with the trajectories of the project and team.
• American Perspective:?In the U.S., taking initiative is highly valued. Employees are encouraged to propose new ideas, take on additional responsibilities, and solve problems independently of leadership. "Working through ambiguity" is a prevalent soft skill. Proactivity is often rewarded and typically seen as the definitive path to career advancement. As opposed to being a sign of overstepping one's bounds, initiative is viewed as showing clear leadership potential and is crucial for career growth. In fact, the resume in the US often is used to spotlight instances of initiative and proactive "leadership," in terms of action and results.

3. Being Assertive

• Asian Perspective:?Assertiveness can be viewed as confrontational and inharmonious in many Asian cultures. Maintaining harmony and avoiding direct conflict is prioritized instead. Communication tends to be indirect, and disagreements are handled with care to preserve relationships. This approach helps maintain a respectful, orderly, and cohesive work environment.
• American Perspective:?In contrast, American culture typically values direct communication and assertiveness. Being clear and straightforward in expressing opinions is considered a sign of confidence and competence. (Clear, definitive discourse of the type preferred in the US is also a mark of a low-context culture.) Constructive debates are encouraged in order to drive innovation and improvement. Assertiveness and a preference for respectful disagreement are linked to transparency and as essential for efficient problem-solving.

4. Showing Vulnerability

• Asian Perspective:?Showing vulnerability is less common in Asian business cultures though this is also changing with the modern Gen Z worker. Maintaining a strong, composed exterior has historically been viewed as a necessary leadership trait and admitting weaknesses can be seen as losing face. Unlike in the US, employees might avoid discussing personal challenges and experiences openly. This can create a work environment focused on resilience and collective strength.
• American Perspective:?In the U.S., showing emotional vulnerability can actually build trust and foster a supportive work environment. Leaders and employees may share personal stories and challenges to demonstrate "authenticity" and emotional intelligence. This openness can lead to stronger team bonds and a culture of mutual support.

5. Individualism vs. Collectivism

• Asian Perspective:?Many Asian cultures have a collectivist orientation, emphasizing group harmony, loyalty, and consensus. The success of the team or organization is prioritized over individual achievements. Collaboration and conformity are highly valued. This collectivist mindset fosters strong team dynamics and a unified approach to goals.
• American Perspective:?The U.S. is known for its individualistic culture, valuing personal achievements, independence, and self-expression. Employees are encouraged to stand out and take personal responsibility for their work. Success is often measured by individual accomplishments. This focus on individualism drives innovation and personal accountability. And again, the US-style resume is indicative of this with metrics of personal accomplishment being a critical component. More on US-style resumes here.

While neither culture is superior to the other, each has its strengths and weaknesses. Working together to understand the differences might also lead to a "borrowing" from each other, with each party adopting and learning from the other. That's the big picture view and I hope in the long run, it will play out that way. At the moment, for international professionals working in the US, there is a certain amount of adaptation that has to take place. I'm hopeful that over time, American managers and supervisors will become more aware of the meanings and intentions behind the cultural behavior they witness among their Asian staff.