The impact of cultural context: Fostering success in career advising and the workplace
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Understanding the cultural context spectrum
Anthropologist Edward T. Hall categorized cultures as “high-context and low-context” based on their communication styles and the context needed to understand a message. In high-context cultures, meaning is conveyed indirectly through nonverbal cues like body language, facial expressions, tone, shared history and the overall situation. Much of the message is left unsaid, relying heavily on the listener’s understanding of the context and their relationship with the speaker. Many Asian, Middle Eastern and Latin American cultures are generally considered high context.
On the other hand, low-context cultures value clarity and directness. Messages are spelled out explicitly, with little room for misinterpretation. The focus is on the words themselves and the information they convey, with less emphasis on reading between the lines through nonverbal cues. Being transparent and assertive in communication is seen as necessary. Many North American and Western European cultures are generally considered low context.
Note: It’s important to remember that these are broad categories, and cultures can exhibit characteristics of both styles. Additionally, individuals within a culture can have varying communication preferences.
This article is part of a CareerWise series on Culturally Responsive Career Development. More in the series:
- Inclusive career advancement for immigrant employee retention
- Cultural awareness in career counselling
- Resource roundup: Embedding cultural sensitivity in hiring practices
Why this matters for career advisors, educators and leaders
Understanding the impact of contexts in communication enables career advisors and educators to create inclusive environments where every individual feels empowered to express themselves. This leads to more accurate assessments of jobseekers’ passions, strengths and interests during career exploration, resulting in better career guidance and educational support.
Recognizing cultural backgrounds fosters trust and provides a comfortable space for students to ask questions and share perspectives and goals. This awareness helps educators tailor teaching methods to suit diverse learning styles, enhancing student engagement and success.
“Understanding the impact of contexts in communication enables career advisors and educators to create inclusive environments where every individual feels empowered to express themselves.”
Leaders who understand cultural differences can bridge gaps between spoken (low-context) and unspoken (high-context) needs, adapting their management styles to better suit their team’s needs and promoting a more cohesive and productive work environment. This cultural competence enables the creation of an inclusive atmosphere where all individuals feel valued and understood. In a globalized world, such skills also provide a competitive edge, facilitating better collaboration and cooperation in international contexts.
Bridging cultures in the North American job market
The North American job market is predominantly low context, characterized by direct communication, an emphasis on individual achievements and structured networking events like job fairs, career expos and professional associations. Individuals from high-context cultures may find it challenging to navigate this environment, and struggle with self-promotion, networking etiquette and assertive communication styles expected in professional settings.
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Educators and advisors must educate clients about these cultural differences to reshape perspectives and expectations. They can then help clients strategize their goals, empowering them with actionable plans and resources. Role-playing elevator pitches, interviews and networking strategies are crucial for their success. Employees from high-context cultures may find it difficult to openly share their accomplishments and thoughts during team meetings or ask for help when feeling burnout or needing clarification. Leaders must develop cross-cultural competency to read between the lines, recognize employees’ efforts, encourage team members to speak their minds and make them feel valued.
The transition from high context to low context
Arriving in Canada in 2021, I experienced a significant cultural shift regarding workplace dynamics. Coming from India’s high-context environment, adapting to Canada’s more explicit communication style initially posed a challenge. Fortunately, my work-integrated learning program provided valuable insights into Canadian employment practices, smoothing the transition.
Securing a dream position at a Canadian post-secondary institution was exciting and initially daunting. Advising international students from diverse backgrounds proved to be a valuable learning experience. By understanding their perspectives and common employment barriers, I honed my ability to effectively communicate across cultures. This experience also enhanced my sensitivity to non-verbal cues, fostering trust and rapport with students. Creating a safe and inclusive environment was crucial to facilitating open communication and empowering them to achieve their academic goals.
As my career progressed and I assumed a leadership role within a diverse team, I encountered a new challenge. The shift from a hierarchical structure with clear directives to a flatter, collaborative environment where open communication is encouraged necessitated an adjustment in my approach. At first, navigating a new work environment in Canada made me hesitant to jump in with ideas for fear of judgment by the senior leadership team – “What if ideas are not good enough?” It took some time and effort to adjust.
Second, leading a multicultural team helped me understand team members’ different behaviours under similar circumstances. I learned to regularly check in on colleagues from high-context cultures who were less inclined to vocalize concerns. All it took was asking a question or two to start a conversation. This helped us build stronger bonds, and I learned to pick up on the nonverbal cues they might give instead of waiting for everything to be spelled out.
On the other hand, embracing Canada’s more straightforward communication style was a turning point for me. It pushed me to be a better listener and communicator, and I realized I had more to offer than I thought! I stepped outside of my comfort zone and discovered new strengths.
Key recommendations: Career advisors, educators and leaders
Here are critical recommendations for helping your clients reach their full potential and create high-performing, trusted teams.
Intercultural competence for advisors, educators and leaders: Reflect on your cultural background and communication preferences. Educate yourself on the communication styles associated with high-context and low-context cultures. This will help you interpret messages and expectations accurately. In high-context cultures, pay close attention to nonverbal cues like body language, facial expressions and silence. In low-context cultures, focus on the explicit meaning of words. Practise active listening skills to understand individual needs and concerns. Ask clarifying questions to ensure understanding and avoid assumptions.
Tailored guidance and support: To effectively tailor support advisors and educators should prioritize understanding their clients’ and teams’ cultural backgrounds. Open-ended questions (e.g. What differences have you noticed in communication style and work culture here compared to those in your home country?”) can reveal work culture, communication styles, and expectations in clients’ home countries. Understanding job markets and employment practices in those countries adds another layer of understanding. Recognizing these differences allows advisors to reshape clients’ perspectives on professional communication within the target market.
Adaptive leadership: Understanding how workplace hierarchy typically functions in team members’ home countries provides valuable context for interpreting workplace behaviours. This knowledge helps leaders recognize situations where extra care and open dialogue are necessary and when explicit instructions are more effective. Additionally, regular check-ins with questions and being adept at reading nonverbal cues allow leaders to better understand their team members’ needs. Developing cultural awareness by acknowledging and respecting differences builds trust and improves performance within cross-cultural teams.
Building rapport and trust: Invest time in building trust and rapport with each team member or client, creating a safe space for open communication. It may take multiple meetings for individuals from high-context cultures to feel comfortable and share their thoughts. Building trust is essential to understanding their perspectives and tailoring management/communications approaches.
Understanding the nuances of high-context and low-context cultures is crucial for fostering inclusive environments and effective communication. Educators, advisors and leaders must adapt their approaches, prioritize cultural competence, and build trust to empower individuals and create high-performing teams in multicultural settings.
