海外研修・MBA留学

Globalisation is having a major impact on organisations, and leaders must adapt to survive in the new world order. How to develop leadership skills and work effectively in China are pressing issues for most multinationals, who are realising that the mere three to six days orientation programme typically provided for their expatriates assigned to China is not an effective solution.

So, what is the most important aspect that Western companies need to focus on when working in Chinese markets? A report released in 2011 by Blackwood Group revealed the answer: Many FTSE 100 firms miss out on growth opportunities in China due to the lack of cultural understanding.

To overcome cultural hurdles, Western leaders need to have an open mind and be willing to learn about the Chinese mind-set. Here are five top tips to developing effective and fruitful relationships in China, or within a Chinese cultural environment:

1. First, understand the critically important concept of “face”. Face has a much deeper meaning in China than in the West. Many Chinese will go to great lengths either to save face or to save someone else’s face. Face is about dignity and respect, and a person’s social role. It’s not just about feelings, but a key part of what holds society together. An old saying is that a person would rather die than lose face. A person can lose face by declining a social or business function on a weak pretext, refusing a present, expressing emotions uncontrollably or being too independent.
2. The notion of “guanxi” is a much more complex idea than the Western concept of networking. It is the platform for social and business activities in China, and consists of connections defined by reciprocity, trust and mutual obligations. Build up your guanxi and be aware of the dynamics of guanxi around you before you do anything. Although developing and nurturing guanxi in China is very demanding on time and resources, it is well worth the investment. Personal relationships and trust are paramount. It’s an unwritten rule in China that if someone does not trust you, they are unlikely to do business with you.
3. The Confucian concept of harmony is still important today. The Chinese sometimes perceive Western independence as a sign of showing off. An individual standing out from the crowd causes disharmony, and showing off is considered poor behaviour. In China, being the first to come up with an innovative idea in a group setting can have significant social implications. It could be seen as showing off, and possibly generate envy, too. This is a challenge for many Western managers who want employees to come up with new suggestions or product ideas in a group setting.
4. The Chinese take a longer time to make decisions. Westerners believe in the value of making quick decisions and then taking action. The “time is money” concept when practised in China is likely to result in negative outcomes. In China, decision making is based on ensuring that the balance of all parties is taken into account. The Chinese typically want to be sure that all angles of an issue are reviewed first and all matters are thought through before coming to a conclusion. This process often involves going back to the beginning and starting the thinking and the discussion again. Also, since Chinese people do not like to tell you “no” in a direct manner, never assume a deal is struck until you hear this explicitly.
5. Chinese communication styles tend to be indirect. For the Chinese, communications are about building relationships, while in the West it about efficient exchange of information and getting things done as quickly as possible. Silence does not mean that your message is not getting through. The wise Confucian is expected to listen in silence. Leaders in China are expected to express themselves much less directly than those in the West. Chinese communications depend on the context, or non-verbal aspects of communication. It’s not that the Chinese are unwilling to share information, but Westerners will have to prompt their Chinese counterparts if they want details. Alternatively, it may be best to approach someone on a one-to-one basis, in private.

These are just some of the cultural values and features of Chinese society that Westerners need to understand and put into practice if they are to have successful relationships.

Many foreign managers in China still have an ethnocentric approach, where they use the same style and practices that work in their home country. But, failing to develop cultural awareness and adapt leadership style can leave managers open to damaging mistakes that hit their company’s bottom line.