By far, this is the most widely read post on my blog, with 21,000 people having read it in the past 4 months. I have made some minor changes and thus re-publishing it . I must admit that it is a great source of pride that people are least getting exposed to this message.
Instead of confessing, it is much easier for OD consultants to haggle with my claim that OD values and tools are culturally tainted! In one forum I participated in, someone even claimed that I have a personality disorder which has led me to claim that OD itself needs to be globalized in order to deal with global organizing. Psychological reductionism is much easier than taking ownership of ones’ limitations and biases.
When OD consultants admit their western bias, there is a lot of “unlearning” to do, and new skills need to be acquired. That’s a high price to pay!
To asses the degree of your western cultural bias, answer the following 5 questions with a YES or NO.
1) Is having an ongoing candid dialogue at work better than ignoring differences and pretending that they do not exist?
2) If someone misrepresents key facts in a meeting on purpose, are they lying?
3) Do people all over the world think that teamwork means collaboration with their peers?
4) Is being mildly authentic at work generally preferable to showing rigid emotional restraint?
5) Does honest feedback generally motivate all staff, world wide, regardless of culture?
If you answered YES for all five questions, I would suggest that you try to better understand your biases, and start unlearning the universality of your beliefs.. Otherwise forget about being effective in the global workplace.
I spend tens of hours each month helping consultants and managers rid themselves of these biases. The hardest bias to work on is #2. And that’s the truth! 😉
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