Overcoming_Cultural_Barriers

MENTOR MEMO June 2009 Overcoming Cultural Barriers Do you remember the first time you went swimming' First, you may have tested the water with a hand or a toe to see if it was going to be “too cold” or “just right!” Then you may have eased yourself into the water “to get accustomed to the temperature.” It wasn’t until much later that you may have learned that the sudden jumping in, though uncomfortable for the moment, was much better than the longer process of getting into the water a little bit at a time and extending the discomfort as the water rose up your body! Entering or dealing with a different culture is often times similar to the swimming scenario. If we think that we can ease into it and that it will change according to our needs, we may have a long wait in getting accustomed to the cultural “temperature!” If you think that your adjustment to the culture is a great effort, just place yourself in the host nation counterpart’s shoes, who is trying to figure you and your culture out! Here are a few tips that may make the cultural barriers a bit easier to overcome, both for you and for your counterpart: 1. Use a positive attitude and look for similarities, rather than differences. Find out what is important about the job you will do together and how to accomplish it. This will help show that both parties are united in their goal and focused on how to accomplish the goal through a series of intermediate objectives. 2. Listen and learn about the other’s cultures and traditions. Don’t hesitate to ask questions about each other’s background and culture. Both partners are proud of their country and their traditions. Find out what aspects of the culture is of most interest. What elements are unique and important above all others' 3. Recognize that their culture has worked for generations, just like yours. History and tradition can be determined by the experiences shared in the development of history. Helping each other understand the historical elements of another’s culture provides added insight into understanding each other. 4. Don’t be so quick to demand change, just because it is unfamiliar to you. An unfamiliar method doesn’t demand change, for changes sake. Evaluate what will make the current method more effective, then work together to make recommendations and changes that will provide greater capability to meet the task or mission. 5. Change within the culture is much better than trying to create a whole new culture. It takes, literally, years to form a culture, but only a short time to change behavior. Helping each other determine what needs to be done and how it can be done, within the context of the culture will make change happen…that will last! 6. Realize that you may not have all the solutions to their challenges. This may the toughest test yet! Experience is usually the best teacher in dealing with difficult challenges. The client may have the experience and knowledge to identify a solution and may only need your validation and support. Discuss solutions and methods of approaching the problem, from the viewpoint of what is acceptable in the culture to achieve long-lasting benefits. 7. Be careful of any unintended offenses especially to cultural sensitivities. Use tact and understanding when discussing challenges that relate to culture. Unintentional offenses will often be misunderstood as the result of lack of caring or concern about some deeply held belief, feeling or attitude. One’s pride in culture is one of the most powerful tools of self-identity and awareness of who we are and what we stand for. It is not something that can be disregarded as just a nuisance that will just melt away. Recognizing and valuing the culture of another is an excellent way of opening dialogue, establishing rapport and developing long-lasting, credible relationships of trust. Mentor Tip from the Field: Overcoming Cultural Barriers “When we fail to recognize that the client places a high value on their religious and ethnic culture we are setting ourselves up for failure. By disregarding the host nation culture we may not be effective in our efforts; however, we need to strengthen common values and efforts that will make a difference. “ - LEP on second tour! LESSONS FROM THE FIELD: Share your mentoring ideas, experiences and PHOTOS with other MPRI mentors or send email address corrections to joseph.allred@L-3com.com. Past issues of the Mentor Memo are found on www.mpri.com/bulletin/forms.