Reading Between Cultural Lines: How to Navigate Global Communication Differences
Notes from Work Life: Adam Grant - Decoding cross-cultural communication with Erin Meyer
Hey there!
Today I'm diving into a fascinating conversation between Adam Grant and cross-cultural expert Erin Meyer about navigating global communication differences. Ever wondered why Americans talk so much in meetings while others stay quiet, or why feedback can feel so different across cultures? This episode unpacks these mysteries with practical insights for bridging cultural divides.
You'll discover the surprising distinction between "cognitive trust" and "affective trust" and how Netflix successfully adapted its culture of radical candor for global offices through locally-tailored approaches.
Hope these insights help you navigate your next cross-cultural interaction!
Overview
In this enlightening conversation between Adam Grant and cross-cultural expert Erin Meyer, they explore how cultural backgrounds fundamentally shape workplace communication and collaboration. From meeting participation styles to feedback approaches, they unpack why Americans talk so much in meetings, why the Dutch seem brutally honest, and how Netflix adapted its culture of radical candor for global offices. Whether you're working with international teams or just trying to understand colleagues from different backgrounds, this episode offers practical insights for bridging cultural divides.
Actionable Insights
Recognize how cultures differ in meeting participation
In America, speaking up in meetings is valued as a sign of engagement, even if you're just reiterating what someone else said. This stems partly from American education, where participation grades encourage students to raise their hands. In contrast, many Asian cultures view speaking without thorough preparation as wasting others' time. When leading multicultural meetings, create balanced environments by calling on quieter participants, using chat functions, or electronic hand-raising to gather diverse perspectives.
Adapt your feedback style for different cultural contexts
Americans tend to "sandwich" negative feedback between positive comments, which can confuse people from more direct cultures who may miss the criticism entirely. Meanwhile, Americans might perceive straightforward feedback from Dutch or Israeli colleagues as harsh or rude. To bridge this gap, explicitly discuss how feedback is given in your respective cultures, and consider building emotional bonds before delivering direct feedback.
Understand the two types of trust across cultures
Meyer distinguishes between "cognitive trust" (trusting someone's competence and reliability) and "affective trust" (emotional connection beyond professional personas). While all cultures value both types, their relative importance in business settings varies significantly. Build relationships before giving direct feedback, as people are more likely to accept criticism from someone they feel connected to. As Meyer explains, "Once we get the trust right, then other issues become less important."
Become aware of your cultural assumptions
Meyer's experience in Japan taught her that waiting for raised hands means missing engagement cues in cultures where eye contact signals readiness to speak. Similarly, Americans are often perceived as "fake" by Europeans because of their friendliness with strangers, which can be misinterpreted as offers of friendship rather than cultural courtesy. By recognizing these cultural differences, you can adjust your communication and avoid misunderstandings.
Key Takeaways
Communication explicitness varies with cultural homogeneity
The more heterogeneous a society's population, the more explicit its communication tends to be. America's relatively brief history and diverse population has created a low-context culture where messages are stated clearly. In contrast, homogeneous societies like Japan have developed high-context communication where much is implied rather than stated directly. As Meyer explains, in Japan there's an expression "kuki yomenai," meaning "someone who cannot read the air."
Humor remains important despite cross-cultural challenges
Despite conventional advice to avoid jokes in cross-cultural settings, Meyer argues that humor builds crucial bonds between people. While jokes may not always translate perfectly, the shared experience of laughter creates connections. Even acknowledging when humor doesn't translate can become a moment of connection, as when Adam Grant noted that his joke "did not work across the Atlantic," which itself got a laugh.
Educational systems shape feedback expectations
American schools emphasize building self-esteem with positive feedback, while French schools focus on pushing students toward excellence through critical feedback. These early experiences shape how people receive and interpret workplace feedback as adults. Understanding these differences helps explain why Americans might seem overly positive to Europeans, or why direct feedback might seem harsh to Americans.
Trust must precede directness
Across cultures, once emotional bonds are established, people become much more receptive to direct feedback. As Meyer notes, "If you're too direct with me but we have a good emotional bond, then I'll just forgive you. But if we don't have an emotional bond and you're direct with me like that, that may be the last time that I want to work with you."
Novel Ideas
Participation grades shape American meeting behavior
The American education system's unusual practice of grading participation has created a culture where people feel compelled to speak in meetings, even if they're just reiterating points. Meyer notes, "When I was a kid in the US, I almost had my hand raised even before I knew what the question was, because I wanted to get that extra credit from asking questions."
The positive feedback scale varies dramatically worldwide
Americans give more positive feedback—and stronger positive feedback—than any other culture in the world. This "positive feedback scale" is a dimension Meyer has been researching, showing how cultural norms around praise and encouragement differ globally and affect cross-cultural communication.
Expressiveness relates to historical migration patterns
Research suggests that emotional expressiveness in cultures evolved based on historical migration patterns. Areas with multiple languages developed more expressive non-verbal communication out of necessity, while homogeneous language areas could rely more on words. This explains why Americans, with their immigrant history, tend to be more expressive than many other cultures.
Critical Questions
Does the American approach to positive feedback build necessary self-esteem or reduce resilience?
How can we distinguish between cultural stereotypes and useful cultural patterns without oversimplifying?
How can we become aware of our own cultural biases when they feel like "just the way things are"?
Conclusion
Navigating cultural differences isn't about eliminating them but about creating awareness and adaptation. As Meyer suggests, start conversations about cultural differences explicitly: "This is how we give feedback in my culture. How do you give feedback in yours?" By recognizing that we all come from somewhere that shapes our communication preferences, we can approach cross-cultural interactions with curiosity and humility. This awareness doesn't just prevent misunderstandings—it creates opportunities for richer collaboration and deeper relationships across cultural boundaries.
