What did you just say?

Have you ever had a moment when you’ve said something you regretted?  The moment the words were out of your mouth you wished you could take them back?

I think we run an increased risk of experiencing those moments when we are living and working with another culture. 

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Can I trust you?

Recently in a coaching conversation I asked an expat to describe the leaders he had worked with since his arrival in Australia. His between coaching assignment (some might say “homework”) was to observe and reflect on the similarities and differences between leaders at home and the leaders he was currently working with in Australia. 

My coachee’s observations of his current manager were very positive.  He described a number of leadership behaviours he perceived as constructive and supporting effective team performance.  He ended with the observation, “I feel like I can trust him, you know?”

I do know, and it was a great reminder to me of the critical role of trust in multi-cultural teams.

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How can short-term assignees and business travellers build cultural intelligence?

Recently I attended a global mobility event focusing on short-term assignments. 

The range of issues that mobility and IHR professionals need to be watching for in this area is considerable.  The migration issues, the tax implications, the policy and package options are varied and do not necessarily align.  A short-term assignment, as defined by the tax office in Australia, may be quite different to the definitions in other tax jurisdictions, and different again to the migration law definition.  All are potential headaches for the global mobility function.

One of the powerful implications from the data presented by the guest speaker, Deborah de Cerff, was the increasing popularity of these assignments.  Short-term policies for the first time headed the list of the most commonly used policy types. 

This has been reflected in my work over the past year as I’ve delivered a growing number of cultural training sessions for people who are on short-term assignments or frequent business travellers. 

The challenges of learning about the culture, managing responses and adapting are often greater for these assignees.  The time span is short and often the workload while in-country is greater, leaving little opportunity for contact with the broader community and exploring of the country beyond the workplace and home-base.  Many probably receive little or no training as they may be determined not to need it due to the short length of the assignment.

We all know how wrong that can be.  Those in country for a short time are just as likely to miscommunicate, make incorrect assumptions and offend as those who arrive for a long-term assignment. 

So what can these travellers do to increase their skills? 

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Living and working in challenging locations

Papua New Guinea has been a significant focus of our work for the first month of this year.  A number of clients have expats moving there and another has Papua New Guineans moving to Australia on assignment. 

Locations such as Port Moresby are not high on the list of preferences for expat assignments.  The risk of crime is high and the lifestyle changes expats need to adopt to stay safe are significant.  Yet expatriates continue to take up assignments when organisations provide the opportunity. 

Organisations have a duty of care - a legal obligation embedded in OHS and compensation laws in Australia. Duty of care for business operations and workers that cross international borders involves risk management, health and safety, security and cultural awareness.  

Why cultural awareness?  The reality is

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Nelson Mandela – An example of high Cultural Intelligence (CQ)

I first heard of Nelson Mandela as a uni student on protest marches in the 80s. 

“Remember Sharpeville, Remember Soweto, Remember Mandela.”

 At that point my focus was on a cause rather than on a man.  Then I learnt more about his life, his experiences and his journey and grew to admire him and gain inspiration from him. 

Since his death others have written about his strengths and his deeds, and many of his qualities. I want to focus on one aspect; his cultural intelligence – a capability he demonstrated in many ways.

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