Intercultural differences can impact the quality of collaboration.

One dimension of intercultural differences is individuality versus collectivity: some cultures value individual achievement while others place more emphasis on collective success. For example, the United States and Europe have a long history of cultural exchange, but there are still many intercultural differences between the two. In the United States, the culture is largely built on individualism, while European countries tend to be more collectivist in their approach.

Also, when it comes to understanding different national cultures, it is important to distinguish between direct and indirect cultures. A direct culture is one where communication is more straightforward and open. In a direct culture, people are more likely to speak their mind and express their opinions without fear of causing offense. Examples of direct cultures include the United States, Canada, and the United Kingdom. On the other hand, an indirect culture is one where communication is more subtle and nuanced. People in an indirect culture might be less likely to express their true feelings or opinions openly, preferring instead to use hints or metaphors to get their point across. Examples of indirect cultures include Japan, China, and many countries in the Middle East.

Differences can be tricky: Germany, for example, is considered as rather direct culture, whereas the German-speaking part of Switzerland has a more indirect culture. This can - but most not - lead to clashes when people of both nationalities work together.

A third dimension is the evolution of the societal aspects - here, the extremes are very open and emancipated cultureslike the Scandinavian countries on one side, and rather traditional culturesfrom the Middle East on the other side, to name just one example.

Other dimensions of intercultural differences may be the way uncertainty is handled, the long-term versus short-term orientation, and the power of social norms. For the sake of clarity, we will not dig further here (but you find some useful reference at the end of the article).

It is interesting to compare some classic constellations of intercultural differences we can find in our working environments, formulated here from an European perspective:

1. Europe and China: Intercultural differences between Europe and China are vast, and they can have a major impact on how people interact. In general, Europeans tend to be more direct and individualistic, while Chinese culture is more indirect and focused on the collective. Europeans also have a greater emphasis on individual rights and personal freedoms, while Chinese culture is more focused on social harmony and collective responsibility. Another major difference is in communication style. Europeans often speak in a more direct and logical manner, while Chinese communication tends to be more subtle and indirect. Finally, Europeans tend to value independence and self-reliance, while Chinese culture places more emphasis on interdependence and group cooperation. By understanding these intercultural differences, it is easier to bridge the cultural gap and create successful business relationships between Europe and China.

2. Europe and India: Europe and India have many intercultural differences, some of which can be seen in the way they view the world. European culture is more individualistic than Indian culture, which values collaboration and group effort. Europeans also tend to be more secular than Indians, who have a strong connection to their religious beliefs. In terms of politics, Europe is generally more liberal than India, which is more conservative. Additionally, European culture puts a lot of emphasis on personal freedom and individual rights, while Indian culture tends to be more traditional and hierarchical. These cultural differences can also be seen in the way people dress, the language they speak, the food they eat, and the values they hold near and dear to their hearts. While it can be difficult to bridge these cultural gaps, it can also be an enriching experience.

3. Europe and USA: The United States and Europe have many similarities, but there are also some important differences in culture. One difference is in language. While English is the official language in both the US and the UK, there are many other languages spoken in Europe, such as French, German, Italian, and Spanish. This can be a challenge when it comes to communication, even though most Europeans understand English. Another difference between the US and Europe is in cuisine. American food tends to be a bit simpler and more straightforward, while European cuisine is often more complex and flavorful. There are also differences in fashion and style. Americans tend to dress more casually than Europeans, who often prefer more formal looks. And finally, Americans and Europeans often have different attitudes towards work and leisure. Americans tend to work longer hours and value efficiency, while Europeans place more emphasis on leisure time and quality of life. In terms of religion, the United States is largely Christian while Europe has a more diverse religious landscape. Additionally, Americans tend to be more casual in their dress and manners, while Europeans prefer a more formal approach. Finally, Americans tend to emphasize punctuality and efficiency, while Europeans are more likely to value leisure and relaxation.

As you can see, intercultural differences are a very vast field of studies, and one could continue speak endlessly about all aspects that make the differences between cultures.

While working in an international team, understanding and appreciating intercultural differences can help us better understand each other and build stronger relationships between our cultures. I basically have three tips when you are confronted with colleagues from different cultures:

1. Do your research and try to understand what culture may be prevailing at the place your colleague is coming from. One thing I did often and that helped me a lot: looking at consumer commercials on YouTube from the country in question, even I did not understand a single word of what was said: as a matter of fact, commercials are wonderful mirrors of a society.

2. When starting to interact with someone from another culture, try to watch more, listen more, and speak less. Listen before you speak and learn before you act.

3. Accept that your counterpart may come from a completely different context, and that they may have completely different values than you. It’s up to you where you want to set the boundaries, but you must be ready to be flexible and tolerant.

To close this post, I’d mention that we should replace the term ‘challenges’ in intercultural collaboration’ by opportunities. In being open to other ways of thinking, communicating, deciding and solving problems, we can escape from of our cultural bubble and enrich our personal and professional life by completely new aspects. To me, this has been inspiring more than one time.

PS: I tried to write this article in a pragmatic and easily digestible way. If you’d like to have a more profound and scientific view, you may want to check out the works of late Geert Hofstede:

Here are some of his books:

1. Geert Hofstede, ‘Culture’s Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations’, Second Edition. Thousand Oaks, California: SAGE Publications, 2001, ISBN 0-8039-7323-3.

2. Geert Hofstede and Gert Jan Hofstede, ‘Cultures and Organizations: Software of the Mind’. Revised and Expanded 2nd Edition. New York: McGraw-Hill USA, 2005, ISBN 0-07-143959-5.

3. Geert Hofstede, Gert Jan Hofstede and Michael Minkov, ‘Cultures and Organizations: Software of the Mind’. Revised and Expanded 3rdEdition. New York: McGraw-Hill USA, 2010, ISBN 0-07-xxxxxx-x.