Three-Dimensional Leadership: A Guide to Cultural Differences in the Workplace
The job of leaders today includes navigating complicated situations created by cross-cultural factors. It is not acceptable for a leader to say that they did not know how a policy or practice in their organization was hurtful to a particular population.
A good leader will seek input from a diverse section of employees in their organization before implementing policies or procedures. The leader will work with their HR department to ensure that the issue has been thoroughly researched and is legal. I like to take it one step further and consider; is it legal, is it moral, and is it ethical? If the answer to these three questions is yes, then the leader will have ground to stand on should a problem arise.
Even with preparation, challenges will arise, and that is why a good leader is always looking for new ways to grow and improve (Kouzes and Posner, 2016). A smart leader will seek growth by asking their employees for input on every aspect of the organization, including cultural differences. There is no better place to learn than from the people within your organization. Allow their voices to be heard and listen to them.
A good leader approaches new ideas or challenges with a three-dimensional view. How does the leader see it, how do their subordinates see it, and how do people from the outside see it? When done in this way, there is less chance for misunderstanding or feelings to be hurt by a unilateral decision or policy.
Three-dimensional leadership is something that I have tried to incorporate in my daily work, and it gives you a different perspective. When your view no longer becomes “the view,” people will respect you for considering and allowing their opinions and beliefs to be part of the process.
When employees do make a mistake, approach the issue with a comprehensive view. Cultural differences may play into the circumstances, it is wise not to jump to conclusions without knowing the details.
I view an Employee Handbook as a guide or road-map. The guide provides a way to navigate to our destination; in most cases, it is the best and fastest way to the target. However, there are times when the preferred route is not a viable option because of an accident, a storm, or some other unforeseen circumstance. When this happens, we have to slow down, consider our choices, and take the best detour that will lead us back to the preferred route.
The route that the guide suggests is usually the best, but sometimes a detour is needed, or maybe the map needs to be rewritten because a new road made the trip a little easier for everyone. Before jumping to a conclusion and punishing someone for not following an employee handbook or company policies, slow down, evaluate why they took a detour, and then consider whether they made the right choice given the circumstances they were facing at the time. Look at the situation through their lens, was it the right thing to do based on your new perspective?
Cultural differences will continue to challenge our workplaces as we move into the future, but having the knowledge and ability to navigate the challenges through three-dimensional leadership will make us much more successful.
Reference:
Kouzes, J. M., & Posner, B. Z. (2016). Learning Leadership: The Five Fundamentals of Becoming an Exemplary Leader (1st ed.). Wiley. https://books.google.com/books/about/Learning_Leadership.html?id=WuILDAAAQBAJ