Many western managers prepare themselves for effective leadership styles in an international assignment. Still, expectations run high and many of them complain about the perceived lack of responsibility and initiative on the part of non-western staff members. No matter where the company is located, both western and non-western staff need to feel at ease in working together. And many can testify that this doesn’t come about instantly.

For many non-western employees quite some stretching and adjusting is required in order to handle different working methods and on average more confrontational communication styles of western management. From an Asian perspective it is almost inconceivable to debate with a superior. From a Latin perspective delivering detailed project plans and forecasts can be perceived as mere cold calculations that disregard daily personal and practical realities. From an African perspective the future results from the past which makes looking back more important than looking ahead in time. For most non-westerners amongst others the following management principles tend to greatly increase their anxiety levels:

Taking Initiative

Most western managers encourage their staff members to pro-actively bring forward new ideas as a tool to improve the organization or business case. But how do you do that when you were raised in a highly hierarchical culture and were taught to always adhere to your position in life and in work situations?

Raising Issues

During meetings or conference calls it is expected that every participant speaks up and voice their opinions, even to raise new issues. To many non-western cultures this can be a very unusual or even a potentially unsafe situation. Therefore, western managers need to know how and when to ask the right questions and vice versa, non-western staff members need to develop their own ways to get their voices out and be heard in the organization.

Problem Solving

Most western, especially Dutch, managers and employees appreciate addressing and solving problems on a daily basis. To many non-westerners the whole notion of controlling the outcome of an issue, let alone feeling responsible for it, is plain ludicrous.

Working with westerners, therefore, is not as simple and straightforward as many westerners think it is. And this should be much more recognized by western companies in developing their international workforce. Understanding concepts of time and responsibility, practicing more confrontational communication styles, all this can be learned to some extent. But just as a western manager can not switch off his of her cultural programming, the same goes for any other culture in working with westerners. In any case, knowing what to do and how to do it will bring about great relief in the work place!