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Homepage > Business > The Culture Map – Communication: Low and High context cultures
April 16, 2016 In Business

The Culture Map – Communication: Low and High context cultures

culture-map

Let’s analyse the first dimension today!

This post is a part of the series where I’d like to share some of my cross-cultural experiences and stories. It will be based on the book entitled The Culture Map by an INSEAD professor and cross-cultural specialist Erin Meyer. I believe that this book is a great source for reading about cross-cultural differences. It triggered a lot of thoughts and memories when I was reading it. You can read a short introduction to the series here.

The first scale is Communication, with a spectrum from low-context to high-context. What does that mean? Meyer defines them as follows:

Low-context: “Good communication is precise, simple and clear. Messages are expressed and understood at face value. Repetition is appreciated if it helps clarify the communication”

High-context: “Good communication is sophisticated, nuanced, and layered. Messages are both spoken and read between the lines. Messages are often implied but not plainly expressed.”

Here is the graph showing UK and Polish cultures compared with my preference on the Communication scale.

The Culture Map_Communication_MZ.jpg

This did not come to me as a surprise although it triggered some thoughts on that topic. Meyer in her book mentions that there are a couple of factors influencing countries’ position on that scale. It includes language (countries using Anglo-Saxon ones are usually closer to the low-context, Asian countries lean clearly more towards the high-context) and history (high-context cultures tend to have a longer shared history than low-context cultures).

What is important to remember when analysing these graphs is that we can’t definitely say whether a culture IS a low or high context. It is crucial that we compare the cultures in relation to each other on the graph. To give you an example, in comparison to Asian countries such as Japan, China or Indonesia both UK and Poland could be described as rather a low-context culture. When we look at only the two however, it turns out that even though UK and Poland are so close to each other on the scale, you can still feel the difference in the communication style.

Poland is definitely a culture of a higher context than UK. It is mostly connected with the country’s history, a long period of occupation and fighting for own identity. Polish language is also more complex than English, both grammatically and structurally, which has its impact on how we communicate with one another and what we expect in communication.

I hope that at this point you more or less get the idea of what the Communication Scale involves. I would now therefore like to share some of my examples and experiences related to this dimension.

British humour

I know that the British are often characterised as masters of sarcasm and irony. In my eyes however that’s nothing in comparison to what the Polish are capable of. In my opinion Polish sarcasm is however very often related to some linguistic games or is bound to historic events or leaders. It is therefore of a higher context than the British one. When it comes to British humour however, I totally get it (if I understand the vocabulary of course, cause sometimes sadly I don’t 🙁 )! I heard opinions that it’s weird, stupid, not-funny-at-all, that’s also a widely held stereotype about that culture. Personally – I love that type of humour, I think it reveals the high-context nature of the British. If you’re not used to it you can either ignore it or get easily offended as they use sarcasm a lot, usually in a form of statement about a reality (eg. I really like how loud you play your music.” or “Aah, sorry, I can’t be friends with someone who doesn’t drink tea”) – know that, been (or still am?) there.

Business communication

When it comes to external business communication however, my experience is that the British are closer to the low-context end of the scale. In emailing, running workshops, structuring the work and presentations – it’s important that all the ideas are stated clearly, asking clarifying questions is encouraged. Business is business.

 

In my opinion switching from high-context culture to a low-context one is much easier, technically, than the other way around. There are still emotional difficulties involved of course, but it is technically easier to focus on facts than to understand the communication based on hundreds years of complicated history and customs. While working in multicultural teams therefore important to state the fact that there are currently various cultures involved in the project. This statement needs to be followed by creating a set of team rules which lean towards the low-context ways of communication as well as agreed upon by all members. Then, there is a much bigger chance for success.

In relationship-based cultures, eg. India, Saudi Arabia, Brazil, low-context approach in business might create additional misunderstandings. Although Poland and England are not so far away from each other on the communication scale, I had moments when low-context behaviours were annoying for me.

There was a time when I attended a meeting where a decision has been made on the task split and further steps of the project. Each of the participants (culturally diverse team) was making notes on their particular tasks as well as general goals of the project. If something was not clear, the team was asking clarifying questions easily. I left the meeting happy with all the information that I received and ready to start working on my tasks. An hour later I got an email from the person leading the meeting with a list of tasks assigned to each person and description of each of them. My first thought was not “Oh cool, good to have that in writing”, but “Why did she bother sending that to us? Doesn’t she trust us?”. Well, typical. With time I actually started to appreciate most of these minutes after meetings and sometimes I don’t even take notes any more if I know the lead will send a summary afterwards!

This experience just brought my attention to these deep-lying beliefs that are connected to the culture we were raised in. When realising the way the British work, I managed to easily adjust to their style. To do that, I needed to put the relationship-approach aside and realise that whether the person was sending minutes after the meeting or not had nothing to do with trust. It was simply a reflection of the need for being 100% clear in the message and avoiding any misunderstandings.

In general, for me as a Polish person UK approach doesn’t seem extremely far away from what I’m used to. I can feel the differences of course, but it’s nothing extremely surprising – rather something you need to get used to. Also, my personal preferences come into play, which are closer to the low-context part of the scale.

It’s important to understand that for an American for instance (America is located to the very left of the scale, by the low-context), both British and Polish cultures may seem very high-context and combining that with a tendency to use sarcastic humour – cultural shock guaranteed! Being an American and moving from a lower context culture to a higher context culture, you will experience different emotions and challenges than moving from higher context culture to the lower one. If you’re interested I would be happy to continue that topic and describe the possible challenges of moving both of these ways.

 

I would like to close this article with a recommendation as I feel like it can really be an interesting read for you. There is a great blog of an American living in Poland that I would like to recommend to you as it’s a very interesting perspective to learn about. This is my favourite post on Polonization blog, but I recommend it all to be honest. It’s always great to get another perspective on cultural differences!

Here’s a 4-minute speech from Erin Meyer on this topic as an extra source: click.

adaptation business communication dimensions knowledge Poland UK
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Author

Marta Zielińska

Hi, my name is Marta. I am combining my psychological, business and intercultural experience to offer advice on successful living and working across cultures. I believe that everything is possible for such an ambitious and talented person as yourself! With some exercises, self-reflection and new knowledge, you can grow your cultural intelligence and build a successful international career, mind and life.

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Do you sometimes catch yourself saying or doing things that feel ‘out of character’? That may happen as a result of the internal process that’s happening between the situation occurring and that result taking place. Good news is: you can have insight into the ‘in-between’! This S-PACE-R tool can help you analyse how your thoughts, actions, feelings and body reactions all impact each other to produce a certain result. Let’s look at an example. 👉Situation: you scroll through IG and notice a post from an expat who is at a party, laughing with friends. 👉Physical reaction: you feel a constraint in the stomach and notice your eyes watering. 👉Action: you go into the person’s profile and watch more of their posts. 👉Emotion: you feel sad because you don’t seem to be having such a rich social life abroad so far 👉Thoughts: “I’m a failure, I can’t find myself any friends here”, “This move wasn’t worth it” (These influences can go either way and can start at any point in the circle, by the way! Often, they also go on in circles and augment each other too!) 👉Result: You stay at home, soaking in your sadness, not going out, not putting yourself out there, not making friends - and proving your initial thought. You see the potential downward spiral effect here? Of course - it doesn’t need to be that way, or even as dramatic! But you’d be surprised how quickly we can notice these little interrelations in many situations in our lives. Having the self-awareness about these though can help you regain control and reframe thoughts where needed to facilitate more supportive behaviours and in turn gain better results! It can be difficult to work through these by yourself at first. As a coach, I can provide you with support and accountability in this process. You in? 😊 DM me.
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Ever wondered how your cultural background impacts your working preferences? 🧐⁠ ⁠ You hear me talk about cultural dimensions quite a bit here. I believe that understanding the drivers of our behaviour in that international context is super important to buildling confidence in working in another culture (so a slightly different focus than your MBTIs or Enneagrams etc). ⁠ ⁠ And it's not just theory and what-ifs! ⁠ ⁠ We've got a reliable tool which helps you get more insights into where you stand on ten cultural dimensions and how does it compare to the cross-cultural studies which have been conducted over the years. ⁠ ⁠ 👉️If you'd like to stop wondering and get more concrete - DM me the word 'CULTURE' and I'll share more details with you on how the assessment and your personalised report review with me work. ⁠ ⁠ The insight doesn't end just on doing the assessment and viewing results. In fact, my packages don't include just the assessment, they always come with a report review and consultation to give you the space to reflect on the results and how you can implement the insights to improve your intercultural communication at work or in personal life. ⁠ ⁠ You can read more details on the website in the 'Offer' Tab (link in bio) 😊⁠ ⁠ #expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
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Intercultural communication is mostly about YOU, not them. ⁠
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Intercultural communication is mostly about YOU, not them. ⁠ There, I said it! ☝️⁠ ⁠ Why is it about you? ⁠ ⁠ Well, it's not about 'them' behaving a certain way, doing things differently or weird or being hard to work with. ⁠ ⁠ You can't change 'them'. BUT - - you can understand yourself in relation to the other people's way of working, and decide if you want to do something about it. ⁠ ⁠ Your options are: ⁠ 1️⃣ Do nothing. Keep the frustration, delay the results and progress, deepen the gap between us and them. ⁠ ⁠ 2️⃣ Communicate to the other person directly to say that clearly something is not working and you find a way to work effectively together towards that same goal. ⁠ ⁠ 3️⃣ And better yet - C) actually go beyond just that and build your cultural awareness before that conversation, and continue with that development going forward - to understand your own values, your own cultural influences, how they relate to the challenging situation you faced. ⁠ And finally - expand your repertoire of communication strategies, so that perhaps you can adapt and increase efficiency in your work without confronting the other person at all 😉⁠ ⁠ How does that sound for you? 🤔⁠ ⁠ #expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
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Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
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#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
⁠
#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
⁠
#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
⁠
#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
⁠
#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
Which ones are you happy with? ⁠

Which ones would you like to develop further? ⁠

Any that you'd add to the list as key skills for people who live abroad? ⁠
⁠
⁠
#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
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Which ones are you happy with? ⁠ Which ones would you like to develop further? ⁠ Any that you'd add to the list as key skills for people who live abroad? ⁠ ⁠ ⁠ #expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
4 weeks ago
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It is a bit of everything everywhere all at once, would you agree? 😃😅

#expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
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It is a bit of everything everywhere all at once, would you agree? 😃😅 #expatcoaching #expatlife #livingabroad #expatcoach #workingabroad #lifeabroad #workabroad #careerabroad #internationallife #internationalcareer #globalcareer #globallife #globalleaders #culturalawareness #selfawareness #selfgrowth #personalgrowth #personaldevelopment #culturalcompetence #movingabroad #zyciezagranica #zycienaemigracji #pracazagranica #rozwojosobisty #polacyzagranica
4 weeks ago
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8/9
🤷I know what I need to do, but it doesn't feel genuine! 
🤷I know they do that, but it feels so rude, I just can't get myself to do it! 
🤷I know I've got to stop myself from doing that, but it just feels unlike me not to!

The above are quotes from people I worked with. 

The 1st person, let's call her Anna, moved from Poland to the UK, and really struggled with the small talk. It's not like we don't casually chat in Poland, but it doesn't play as big of a role in building connections in professional settings. She knew she needed to engage in the chit chat, but she wasn't used to it happening so many times in a day! It didn't feel genuine or meaningful as people talked to her almost in passing.

The 2nd person, let's call her Hope, moved from Malaysia to Spain. She wasn't used to the loud and dynamic exchanges common among the Spanish. Growing up she was told not to interrupt others when they're talking - it's rude! Silence played a big part in professional conversations, showing consideration and respect to those she was interacting with. In Spain, she found herself unable to fully engage in meetings, labelled as 'the quiet one'. She saw what others were doing, she knew she had to engage differently, but it was just SO hard to get over the initial beliefs! 

The 3rd person had the opposite problem to Hope's. Diego moved from Spain to the UK, and was struggling with the feedback he started receiving, along the lines of 'he's too excitable, he interrupts others as they're talking, he's too casual'. He knew he needed to tone down his communication, be more conscious about the pace of the conversation. He was able to do it, but what he struggled with the most is that it didn't feel like the real HIM anymore. He considered moving back to Spain because of that even though the UK career opportunities were clearly better for him at the time. 

All of them had the ability to shape their behaviour differently, they knew what they needed to do. It was not the lack of knowledge that was stopping them - it was the beliefs. In our coaching meetings we worked to find their origins, untangle them, and start creating beliefs that served them better in their new lives abroad.
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🤷I know what I need to do, but it doesn't feel genuine! 🤷I know they do that, but it feels so rude, I just can't get myself to do it! 🤷I know I've got to stop myself from doing that, but it just feels unlike me not to! The above are quotes from people I worked with. The 1st person, let's call her Anna, moved from Poland to the UK, and really struggled with the small talk. It's not like we don't casually chat in Poland, but it doesn't play as big of a role in building connections in professional settings. She knew she needed to engage in the chit chat, but she wasn't used to it happening so many times in a day! It didn't feel genuine or meaningful as people talked to her almost in passing. The 2nd person, let's call her Hope, moved from Malaysia to Spain. She wasn't used to the loud and dynamic exchanges common among the Spanish. Growing up she was told not to interrupt others when they're talking - it's rude! Silence played a big part in professional conversations, showing consideration and respect to those she was interacting with. In Spain, she found herself unable to fully engage in meetings, labelled as 'the quiet one'. She saw what others were doing, she knew she had to engage differently, but it was just SO hard to get over the initial beliefs! The 3rd person had the opposite problem to Hope's. Diego moved from Spain to the UK, and was struggling with the feedback he started receiving, along the lines of 'he's too excitable, he interrupts others as they're talking, he's too casual'. He knew he needed to tone down his communication, be more conscious about the pace of the conversation. He was able to do it, but what he struggled with the most is that it didn't feel like the real HIM anymore. He considered moving back to Spain because of that even though the UK career opportunities were clearly better for him at the time. All of them had the ability to shape their behaviour differently, they knew what they needed to do. It was not the lack of knowledge that was stopping them - it was the beliefs. In our coaching meetings we worked to find their origins, untangle them, and start creating beliefs that served them better in their new lives abroad.
1 month ago
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