Mastering Cultural Competency: A Guide for American Professionals Working Abroad

In today’s interconnected world, cultural competency has evolved beyond merely interacting with colleagues from diverse backgrounds within the United States. As more American professionals take on roles abroad, they must adapt to an international business community, which often involves navigating a myriad of cultural norms and practices.

The Importance of Cultural Competency

Cultural competency is no longer an optional skill; it’s a necessity for professionals aiming to thrive in the global business arena. Michelle Gadsden-Williams, the managing director and global head for diversity and inclusion at Credit Suisse, emphasizes the significance of developing these skills. With over two decades of experience in the pharmaceutical industry and financial services, Gadsden-Williams has been recognized with numerous accolades, including the 2010 Maya Way Award for Diversity Leadership, presented by Dr. Maya Angelou.

Cultural Competency Training: A Standard Practice

As American companies expand their global footprint, cultural competency training has become a standard offering across various industries. This training is not limited to the country where you will be based; it encompasses understanding multiple cultures and their business practices. Gadsden-Williams notes that such training is essential for leading global teams effectively.

Key Teachings for American Employees Transitioning Abroad

For American employees preparing to work abroad, Gadsden-Williams offers several key teachings:

Learn Another Language: If you don’t already speak a second language, learning one is crucial. It not only facilitates communication but also demonstrates respect for the local culture.
Diversity Leadership Training: Engaging in diversity leadership training is vital. Experience in leading diverse teams within the United States can be beneficial when operating in a different cultural context.

Cultural Disconnects and Adaptation

Gadsden-Williams shares an example of a cultural disconnect she experienced. Coming from a family in the South that is accustomed to hugging, she found the standard greeting in Switzerland—two kisses on the cheek—quite different. Her attempt to hug someone was met with confusion, highlighting the importance of adapting to local cultural norms rather than imposing one’s own.

Attributes for Employees in International Organizations

When seeking employees for international organizations, Gadsden-Williams looks for individuals who can lead diverse teams, regardless of their location. Diversity has various definitions and connotations depending on the cultural context, but the ability to interact with individuals from different backgrounds—whether they are from the LGBT community, disabled, or of different races, genders, or nationalities—is crucial for success.

Constructive Disruption: A Strategy for Organizational Change

Gadsden-Williams introduces the concept of constructive disruption, which involves creating a deliberate strategy to solve complex organizational problems. This process can be uncomfortable and bumpy, but it is essential for achieving long-term success. Leaders must be comfortable with the initial discomfort, knowing that it will eventually lead to a smoother path.

For more insights on cultural competency and diversity leadership, you can refer to Executive Woman Media, a leading resource for professional women.