Q & A Table of Contents
How Can We Avoid Causing Offense In A Multinational Company
From: Daniel, Hong Kong
Question: Our company has branches all over the world, different cultures, and nationalities. How can I call members of our staff into one meeting/negotiation without doing something disrespectful to their cultural traditions?
Response: The very simple answer to you question is based on taking it literally; the invitation to a meeting should not represent too many opportunities for cultural dissonance. If the meeting is taking place in Hong Kong with people having to travel great distances, clearly you have to ask questions to make sure that travel arrangements, meeting times, and even menu items for meals are offered in a way that gives participants choices that respond to cultural differences. Thus, for example, making sure there is an alternative to pork on a lunch or dinner menu is crucial.
If your question is really focused on how to avoid making cultural gaffes during a meeting, it makes sense to check with headquarters staff for hints based on their experience with different cultural groups. In addition, it is respectful to ask meeting attendees in advance if there is anything they might find offensive in terms of timing, agenda items, dress code, or other cultural factors. If you indicate your concern before the meeting is arranged or begins, you are demonstrating your openness and sensitivity to the possibility that different people from different backgrounds have a variety of concerns. You are demonstrating your good faith and your intention not to cause problems based on cultural issues.
Remember that nationality is not the only potential cultural divide. People from different 'tribes' in any organization may have varied cultural sensitivities: sales, purchasing, design, manufacturing, human resources, and other professional groups tend to have particular ways of looking at things that are different from those from other professions.
Ask many questions during the meeting planning process. Continue to ask questions looking for sensitivities as meetings go forward. After the meeting, get feedback from participants so you can learn for the future.
One of the most effective ways to bring corporate culture together -- and rise above the "natural" cultural divides is to undertake collaborative learning programs in core competencies. Our experience in working with multinationals has been extremely positive; training folks from multiple national and professional cultures creates a common bond among them that builds an effective and shared corporate culture.
Good luck,
Steve
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