Working cross-culturally can be a fascinating, illuminating and enriching experience. Picture this: here is an interview panel for a job in the UK. The candidate is from South East Asia and the lead interviewer asks her to comment on her strengths and weaknesses. The candidate bows her head. Her long hair falls across her face and she falls into silence. The interviewer restates the question, this time enunciating each word slowly and clearly in case she hadn’t understood. Still silence.
The interviewer now looks awkward. I feel curious so I ask the candidate, gently, ‘Is there something about the question that makes it difficult for you to answer?’ She lifts her head and responds in apologetic tone: ‘Yes. In my culture, it would feel very immodest to talk about my own strengths in this way.’ I say, ‘OK…so if we were to ask you to leave the room for a moment and to invite your colleagues into the room, what kind of things do you think they might say to us about you?’
Her face brightens immediately and she reels off a list of things she excels in and things she could develop further. It was as if, culturally, it was OK to talk about herself in this way from a third party perspective but not OK to talk about herself directly. Plaister-Ten (The Cross-Cultural Coaching Kaleidoscope, 2016) talks about this type of encounter and experience as working with the cultural self and cultural mandates. It’s about learning to navigate cultural beliefs, assumptions and norms.
Plaister-Ten also offers some interesting culture-based coaching and interview questions, e.g. ‘What do you think members of your family would think about that?’ (if respect for elders and allegiance to family is high); ‘What do you think your boss would do in such a situation?’ (if power-distance is high); ‘If you were in a position of power in the government, what would you do about that?’ (if deference to institutions is high). So, I’m curious – how well do you navigate different cultures?
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