Andy Molinsky shares a new way to create new connections between cultures

Andy Molinsky is an expert in cultural agility, and his specialty is helping people step out of their cultural comfort zones. Andy is a professor at Brandeis University International School of Business; his works were presented in CBR, Financial Times, Boston GlobeNPR and Voice of America. Molinsky and I talked about his book. Forging new connections in the global workforce.

IN Creating new connections, Molinsky argues that when working in different cultures, you must find commonalities among team members. Molinsky shares that we can be obsessed with global differences and want to avoid culturally ignorant social mistakes, but we shouldn’t let that fear get in the way of making connections. For team members to work productively across cultures, there must be a foundation of trust.

But what happens when communication goes awry and trust is at risk of being broken? If you’re being misunderstood or putting your foot in your mouth, Molinsky says, you need to find a way to turn around and move forward. Molinsky advised to think about the phrase “when in Rome” – for example, now you Here, in an uncomfortable situation. How are you moving forward?

One of the first solutions Molinsky suggests is to focus on restoration of trust. Trust is built on three factors: respect, recognition and reliability. Show the other person that you respect them. Treat the other person; put yourself in their shoes. Finally, show that you can be counted on: keep your promises. These three R’s strengthen relationships over the long term.

Sometimes you just need to make an educated guess. For example, if you are working with someone in Germany who may have a different parenting and upbringing than German, you may not discover the cultural differences that would normally be evident. In the global world in which we operate, we have many different life experiences, which create a nuanced approach to how we interact and work with people. This results in us working and interacting with people differently. This is where things can get a little circular because we can get into a place where we assume and focus on our misconceptions. We form opinions that are inappropriate. But as Molinsky says, you need to take this long-term approach into account. It’s about building long-term relationshipsand you almost slowly pull the weeds out of the garden. You can make great guesses and hypotheses about how to work.

It is important, says Molinsky, that be sincere with yourself. What pleases you? How do you prefer to be treated? Small but meaningful actions can make a big difference, even across cultural differences. One particular activity that has a big impact is small talk. Many of us don’t like to make small talk; however, Molinsky argues that communication is important in finding common ground with a colleague. You are not trying to please someone else or become more like them; you are looking for similarities and common ground. Finding common ground reinforces the fact that both colleagues are on the same team and allows them to move forward more productively together.

Misunderstandings and mistakes happen in any workplace, but especially in workplaces that span different cultures. However, you should not be powerless in the face of these apparent differences. Molinsky says: You have power, which is the ability to unite and work towards understanding. This understanding allows you to create a happier, healthier workplace and better work.