Ennio displays disrespect during discussions. Pierre exhibits a pronounced ego. John tends to withhold his opinions. Teresa tends to speak only to support her boss. Mark is overly critical. Antonio consistently arrives late and shows a lack of concern. Susanne struggles with autonomy. Tadashi's thoughts are often inscrutable. Matthew finds humour in his boss's complaints about his performance. Paula questions her boss's trustworthiness. Elisabeth lacks clarity in her speech. Lucy was not selected for a job due to being interviewed exclusively by men. Anuj frequently makes promises he doesn't fulfill.

These observations, gathered during my various work assignments across diverse industries, can often be misleading. Upon hearing such comments, organizations typically follow up with targeted skills training and coaching sessions to help individuals address these perceived shortcomings.

However, it's crucial to recognize that these remarks are not always accurate representations. Instead, they often reflect biased viewpoints stemming from cultural differences, particularly in international and diverse teams and organizations.

Therefore, improving efficiency considering these attitudes requires the development of cross-cultural skills. These skills serve as the foundation for fostering a new dialogue where colleagues can effectively navigate and bridge cultural gaps.

Are you interested in enhancing the efficiency of your teams?

Let's discuss how to achieve this goal.

 p.sztum@performanceacrossborders.com