change

Usually the main challenge is, understanding the context of
communication in a high-context culture. The beliefs of every
culture are so very well embedded in their collective unconscious
that they need not be explicitly communicated amongst the
members. But when people who are not familiar with these cultural
nuances join the organization, these very nuances, however simple
and uncomplicated, become “high-context” to them and the
communication style seems layered and sophisticated.
In this scenario, most communication is left to our own
interpretation. Very little is put in writing, and we have to literally
read between the lines. Messages are implied and not explicitly
stated. This can lead to confusion between the sender and receiver
of the message.
People may adapt their behavior but may experience value conflict
and unease at a subconscious level. Over a period of time, this
conflict combined with a constant feeling of insecurity will lead
to demotivation and indifference. The sense of belongingness and
ownership starts to wear out.
However, without change there is very little or no growth. Just
like the issue of ‘generation gap’, organizations and the new
comers have to find a way to understand each other’s perspectives
and mindsets.
Creating an environment of low-context communicating culture
would allow for clearer communication, where neither the sender
nor the receiver will misinterpret the message. This can be done
by making sure messages are understood at face value and the
communication is clear, simple and precise. Repetition and putting
messages in writing would further enable clear communication.
Here are some ways to bridge the gap
Listen. Don’t assume. Assumptions are the worst
enemies of any relationship. We can never assume
that we know someone so well that we can pass
judgements on them or box them into a “type.”
Empathize and understand the world they come
from, and their values, and make them understand
your world and your values.
People can adapt their
behavior but as a result
experience value
conflict and unease
at a subconscious
level. Over a period of
time, this conflict will
lead to demotivation
and indifference.
View newcomers as a strategic business
investment and train, develop and engage them.
It is important to explain to the newcomers why
we do what we do. Clear communication and
authentic experiences help people imbibe
the new culture.
At the same time, it is important for current
employees to also understand the newcomers’
method of working and frame of mind. Since
cultural norms are ever evolving, it is important
for the organization to be able to appreciate and
adapt to the new generation’s way of thinking.
14 | LPS Quarterly