Written by: Liu Liu, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
I saw this poster a few times, and every time it made me chuckle. Funny aside, there seems to be some truth in it.
Here are three questions to help you reflect before we dive deeper to unpack the different approaches various cultures take to solve problems.
What is your approach to problem-solving?
What other different approaches to problem-solving have you seen?
What would you say are the Pros and Cons of these different approaches?
Group culture approach
In group culture, when there is a problem, people tend to look up to those who are in a higher position for a solution rather than start thinking for themselves about what the solution could be. The solution needs to be a group decision led by a leader. This cultural group is good at solving context-based problems, meaning if the problem has to do with relationships, connections, and issues related to humans.
Individual culture approach
Individual cultures might see problem-solving differently. They might see that everyone in the team can contribute to finding the solution despite their position in the team. People from this culture tend to look at a problem from a process and rule angle and are good at solving problems in these areas.
High context and low contact culture approach
When people from a high-context culture meet problems, they take a perceptual approach. This means the way to find a solution is guided by intuition, your heart, and soul, or your gut feeling as people sometimes call it. They would like to review the problem in connection with time and space because they don’t believe anything happens in isolation. Observation is the primary method to understand the problem.
Different from the high-context culture, the low-context culture approaches problem-solving from an analytical perspective. They don’t rely on their “gut feelings”. Instead, they like to use facts and data to understand the problem and try to find a solution through an analytic and subject process.
Relationship approach
When it comes to problem-solving, another set of cultural lenses we need to look through is our relationship-based versus task-oriented cultures. If you recall, broadly speaking, hot climate and high context cultures are more relationship-based; and cold climate and low context cultures are more task-oriented.
In my years of working with people from these two cultures, I noticed this. When problems occur, a relationship-based culture tends to accept reality quickly. The response often is,” This is bad, how can we work around it and find a new path?” When finding a new path to the solution, people are important. They will try not to embarrass anybody or damage relationships during the process. Ethics and social customs are followed.
Task-oriented approach
On the contrary, the first question task-oriented people tend to ask is “Why did this happen”. The why question is paramount, they want to gather data and analyze every detail and will not shy away from pointing out the mistakes made by people, no matter who that person is. The focus is solely on solving the problem logically.
Graphic by Yang Liu, source: How Western and Eastern people deal with problems
This picture by Liu Yang in an article called “How Western and Eastern people deal with Problems” very vividly summarizes these two different approaches to problem-solving. There is a link at the bottom of the slide to the full article which talks more about the culturally different views on issues. I would encourage you to read it.
Top tips for problem-solving across different cultures
Problem-solving across different cultures can be a complex task, as cultural norms, values, and communication styles can vary significantly. To effectively address problems when working with people from diverse cultural backgrounds, consider the following top tips:
Foster Cultural Awareness: Begin by developing an understanding of the cultural backgrounds of the people involved. This includes learning about their values, traditions, and communication styles.
Active listening: Practice active listening to understand different perspectives and show empathy. This helps create a foundation for effective problem-solving.
Be Respectful: Show respect for cultural differences, even if you don't fully understand them. Avoid making assumptions or judgments about how others think or behave.
Find Common Ground: Identify shared values or objectives that can serve as a foundation for problem-solving. Focus on common goals to bridge cultural gaps.
Embrace Different Perspectives: Encourage diverse viewpoints and ideas. Different cultural backgrounds can bring fresh and innovative solutions to the table.
Avoid Stereotyping: Be mindful of stereotypes and generalizations. Each individual is unique, and cultural backgrounds should not be used to pigeonhole people.
Patience and Flexibility: Be patient and flexible, especially when working with individuals from cultures with different approaches to time, decision-making, or problem-solving. Allow extra time for discussions and adaptation.
Build relationships: Invest in building strong relationships with your colleagues from diverse cultural backgrounds. Trust and mutual understanding are key for effective problem-solving in a multicultural environment.
By following these tips, you can create a more inclusive and effective problem-solving environment when working with individuals from diverse cultural backgrounds. It's essential to recognize the strengths that cultural diversity can bring to a team and leverage them to find creative and robust solutions to problems.
Also, check out these related Brainz articles on working with people who have different cultures:
Life Is All About Problem Solving By: Tugce Ozdeger, Executive Contributor
How To Problem Solve Like A Creative By: Eleanor Oliver-Edmonds, Senior Level Executive Contributor
Problem Solved By: Todd Richardson, Executive Contributor
Liu Liu, Executive Contributor Brainz Magazine
Liu Liu is a coach and manager with decades of experience, as a Cross-Cultural Intelligence Coach who specializes in helping international organizations and businesses to improve communications and cooperation among staff for better individual and team performance. He coaches managers and leaders working in a cross-cultural context to build trust, communicate effectively, and deliver results. He also coaches people on management, leadership, and career development. He is someone who helps you to imagine a greater possibility for yourself and supports you in achieving it.
As a senior manager in an international relief and development organization, he has worked with people in over 30 countries over his two-decades-long career. He uses a coaching approach to manage cross-country teams and complex programs to deliver results and impacts.
He is also an experienced trainer and facilitator who has delivered training on management-related and other subjects in over 30 countries.
With a cross-country marriage, developing a career in a second country, and working in an organization that has a reach of 50 countries, Liu Liu understands the importance and pitfalls of working cross-culturally and developing a career in an unfamiliar environment.
Liu Liu is an Associated Certified Coach(ACC), a member of the International Coaching Federation (ICF), and an Executive Contributor to Brainz Magazine.
He holds a BA(Hon) in International Studies and an MSc in Development Management.
