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Today’s article will focus on intercultural leadership. Starting from the definition of the term, we will then proceed with listing and describing the problems that may arise in an intercultural team and the skills that every leader must possess if he/she wants to work in a cross-cultural environment.

First of all, I would like to use the definition from the website 3blmedia.com to explain the differences between cross-cultural leadership, multicultural leadership and intercultural leadership:

“Cross-cultural, multicultural, intercultural…these terms are often used interchangeably yet have finely nuanced distinctions. For a leader, the cross-cultural context means literally crossing cultures to do business, provide service, or vacation in another culture. Multicultural refers to multiple cultures existing in a geographic place or organization, each separate and distinct. Intercultural refers to the act of understanding the values and beliefs of a culture and being able to communicate and collaborate with people across multiple cultures. Interculturalism has as its goal innovation, inclusion, and friendship. Intercultural ism implies interaction.”  (1)

 let’s now continue with Wikipedia’s explanation of intercultural leadership:

“Intercultural leadership has been developed to understand leaders who work in the newly globalized market. Today’s international organizations require leaders who can adjust to different environments quickly and work with partners and employees of other cultures”. (2)

In other words, an intercultural leader must be able to:

1. manage people from different cultures with cultural respect and an understanding attitude;
2. achieve a common goal with his/her multicultural team.

Obviously, the problems that may arise in these cross-cultural contexts are numerous, for example:

• intercultural differences in verbal and non-verbal communication;
• communicative difficulties in the decision-making process, due to different cultural preferences for length of turns, pauses between turns, simultaneous talk, or discrete turns;
• poor group cohesion;
• etc.

Possible intercultural leadership challenges can be related to:

• different cultural view of leaders’ behaviours: cultures accept different leadership behaviours and have different opinions about what can be considered appropriate and inappropriate.
• Power paradox arousal: one part of the team questions the legitimacy and authority of the leader based on his leadership style.
• Different culturally-based leadership expectations: members of multicultural team hold different culturally-based leadership expectations and prefer different leadership styles.
• Team members’ culturally different reactions to leadership: team members from different cultures react differently towards the leader, based on the leader’s leadership style and on how a leader approaches them as team members. (3)

To overcome all this, intercultural communication skills are needed.

In fact, Intercultural management is more than just communicating, working and leading people across cultures. It is about interacting in a conscious and mindful way and it involves:

• the readiness to recognize our own cultural conditionings and to discover how we came to believe and see things the way we do. This helps us to realize and accept that our own way to see and judge things is just one among many;
• learning about the other person’s culture, including history, economy, political situation and all those aspects that help us understand the underlying reasons for someone’s behaviour, beyond our personal assumptions and values. This can provide a totally new perspective on a person or situation;
• the ability to reflect on how our behaviour may be perceived, interpreted and judged by someone from a different culture, as well as the maturity to recognize how we may be unintentionally contributing to a problem (and how we can contribute to solving it);
• the ability to adapt our behaviour in order to find a common ground with the people we work with, valuing cultural differences and co-creating new and better ways to do things. (4)

To conclude, in order to become global leaders, we cannot just learn how to manage a team or how to be charismatic, because that’s not sufficient. We are all living in a new globalized world, where everyone is forced to interact with many culturally different people, people with different opinions, values and beliefs, people that possess a different world view. All these people must work together to achieve greater results and only an intercultural leader, not a common manager, can help them do that.

Article written by Ginevra Bighini, www.interculturalnegotiation.wordpress.com; mentoring by Dr. Daniele Trevisani, www.studiotrevisani.com

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(1) https://www.3blmedia.com/News/Challenges-Intercultural-Leadership

(2) https://en.wikipedia.org/wiki/Cross-cultural_leadership

(3) https://edepot.wur.nl/496325

(4) https://www.cuoaspace.it/2018/02/why-developing-intercultural-management-skills-is-essential-in-todays-complex-world.html

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L'articolo Intercultural Leadership proviene da Dr. Daniele Trevisani - Formazione Aziendale, Ricerca, Coaching.

Conversation Analysis and Negotiation Communication Climates

In each of the different communication moments that occur in the groups, different communication systems can be activated. The exchanges of messages that we observe between people or in a group are only the tip of the iceberg of stronger relational processes, the Interpersonal Motivational Systems (SIM).

Some of the most recognized SIMs are:

• attachment;
• seduction;
• competitive spirit;
• cooperation.

The conflict and the malfunctions of the groups therefore start from the system of communication observable in the dynamics of the group. Intercultural leadership consists in taking the reins of intercultural encounters, and being able to direct them with awareness and cultural tact.

It absolutely does not mean domination over the other, but it consists in an attempt to voluntarily manage communication flows, seen from above for greater awareness. For example, it is possible to recognize which of the Motivational Systems is being generated in the negotiation, and try to modify it. The principle of cooperation acts as the main glue of the group, but other systems can also be activated to increase its dynamism.

The Qualitative Analysis of Conversational States

We can recognize the type of communication in progress within a group by carefully reading the signals. With adequate training and high natural sensitivity, it is possible to grasp in a few words which are the “conversational states” that predominate a communication. By “conversational states” we mean here a sequence of communicative moves attributable to prototypes, for example:

• confession,
• seduction,
• reciprocal jabs (creeping conflict),
• the “locker room conversation”,
• self-celebration,
• seeking help,
• self-victimization,
• the offer of help,
• the accusation,
• the scientific analysis of a problem,
• “let’s try to understand”,
• the “gossiping of the absent”,
• the outburst,
• the “talk of trouble”,
• the “daydream”,
• the quarrel,
• the interrogation,
• the game,
• the joke,
• “talking among the like”.

Conversations are constantly moving from one state to another, and we can have conversations that start in terms of “confession” and then move into seduction, and slip into self-celebration, then again into accusation.

During an intercultural negotiation, the negotiator must be aware of the fact that certain conversational formats – such as play and joke – are difficult to translate between different cultures, so it is very easy to make gaffes, be humorous or forcibly “nice”. Other conversational formats, such as the scientific analysis of a problem, or “talking among similar people” (eg: confronting “family fathers”) can bring out cultural differences but with less room for error.

Each conversation (negotiation and otherwise) proceeds along one format anyway until another and different format takes hold. The role of conversational leadership is exactly to move formats and direct them where it is most productive. In the following diagram, we can visually grasp the concept of “layout of the conversational format”, which expresses a possible course of the conversation. What is productive, for intercultural negotiation, is therefore the ability to understand how the conversation is evolving along the path, and the ability to move the lines within more productive communication spaces.

© Article translated from the book “Negoziazione interculturale, comunicazione oltre le barriere culturali” (Intercultural Negotiation: Communication Beyond Cultural Barriers) copyright Dr. Daniele Trevisani Intercultural Negotiation Training and Coaching, published with the author’s permission. The Book’s rights are on sale and are available for any Publisher wishing to consider it for publication in English and other languages except for Italian and Arab whose rights are already sold and published. If you are interested in publishing the book in English, or any other language, or seek Intercultural Negotiation Training, Coaching, Mentoring and Consulting, please feel free to contact the author from the webstite www.danieletrevisani.com 

For further information see:

• Website of Studio Trevisani Academy For Business Training, Coaching e Mentoring, in Italian
• Website Dr. Daniele Trevisani in Italian
• Dr. Daniele Trevisani – Website in English
• Comunicazioneaziendale.it Italian website on Business Communication
• Medialab Research Cultural Association for Communication Research
•  Dr. Daniele Trevisani Linkedin Profile in English
• Facebook Channel
• YouTube Channel

L'articolo Interpersonal Motivational Systems (SIM) and Intercultural Leadership proviene da Dr. Daniele Trevisani - Formazione Aziendale, Ricerca, Coaching.

L'articolo Intercultural Leadership, Intercultural Communication proviene da Dr. Daniele Trevisani - Formazione Aziendale, Ricerca, Coaching.