Hello and welcome to FYI
In our first post of 2022, we take inspiration from a conversation that formed part of a training I facilitated last December as part of preparations to roll out a new way of working under the NITDA Strategic Roadmap and Action Plan.
During the training on managing for exceptional result delivery, we discussed strategic alignment, productivity, and organizational culture, as the three key areas where the effects of good managers are felt. Then, we flipped the question, what roles do the cultural norms, values, and nuances of the environmental context within which a business operates play in shaping leadership and management practices?
Cultural norms and values often shape leadership styles. In Nigeria, where respect for hierarchy and authority is deeply ingrained, leaders are usually expected to exhibit a strong, directive style. This easily translates into the type of decision-making process they adopt.
Closely related to this is the style of communication and conflict resolution. Cultural nuances affect how messages are conveyed and interpreted. In high-context cultures, indirect communication is common, and leaders need to read between the lines and understand non-verbal cues. In those that value harmony and relationships, leaders are expected to resolve conflicts while maintaining group cohesion. This often requires a diplomatic approach, focusing on mediation and compromise.
Finally, understanding cultural motivators is also key to engaging and motivating employees. In societies that value social recognition, it may even be a more powerful motivator than monetary compensation. Leaders who tap into these cultural drivers can inspire greater commitment and productivity.
My experience shows that the most successful leaders understand and respect cultural norms. Understanding that we live in an increasingly interconnected world, these leaders also blend contextual insights with global management standards. They thus balance a mix of styles with empathy and inclusivity, to foster a sense of ownership and commitment.
And now it’s your turn. How has the culture of the environment shaped your leadership and management practices?
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