We will never fully transcend our cultural influences to have
an objective view. Everybody is trapped by their history, community, education, language, family upbringing and body. Our five (or 8 senses) take in everything around us. If this information were to be made readily available to us, we would be paralysed and blinded; swamped by data overload…

How difficult can it be?

A significant amount of overseas investment is wasted each year because there are invisible core differences between the American and British cultures. These are not always appreciated by corporations and leaders. Consequently the result can be culture clash. The damage to US – UK relationships leads to an absence of trust, the erosion of communication and cooperation and failure to achieve the common goal. When management time is applied to the ensuing crisis often only the symptoms are tackled.

So, what are the differences, how did they occur and what can we do to get over the shock and pain of culture clash?

Imagine a situation. You have just received a memo from your
CEO (you work for a huge global organisation). In the memo, the newly appointed CEO states his vision for the company, and the core values he will be implementing as part of his new strategy. The core values are: Freedom, Respect, Integrity. Very simple values and easily understandable. In fact there is little doubt what he is looking for……or is there?

Today, UK businesses are very different from 20 years ago.
However, there is still some hierarchy in British firms, with a distinctive difference between the status of Executives and managers, with most executives having secretaries. But contrary to many articles you’ll read about the Brits and their working practices, they have become much more egalitarian with flatter organisational structures. And, NO! bowler hats and pinstripe suits are rarely seen…