Culture Wins: Why HR Needs to Prioritize Culture in Change Management

In today’s globalized world, agility and a sense of urgency are crucial for organizational success. But implementing change management and organization development (OD) strategies can be challenging, especially in Asia with its rich history, cultural norms, and values.

The Challenge of Western Models

Traditionally, change management and OD have relied on Western approaches. However, these models can clash with collectivist Asian societies where individualism is less emphasized. Trying to impose Western thinking on cultures with deep-rooted traditions can be difficult, particularly when aiming to change an organization through people and processes.

Finding the Right Balance

For HR professionals working in Asia, navigating cultural differences is a complex yet rewarding experience. Here are five tips for creating a more productive and effective environment:

1. Bridge the Language Gap: If you’re not a native speaker, enlist a bilingual colleague to ensure clear communication. Nuances in meaning and intent can easily get lost in translation, even with English as a second language.
2. Leverage Local Expertise: Partner with local talent who possess both change management/OD knowledge and fluency in the local language. Alternatively, identify someone within the organization with the necessary cultural background, language skills, and expertise to manage key aspects of the strategy.
3. Avoid Assumptions: Making assumptions about people or cultures can be disastrous. Base your approach on facts and understanding to avoid confusion or resentment.
4. Embrace the Culture: Culture is the foundation of your colleagues’ values and beliefs. Make a genuine effort to understand and appreciate cultural norms and artifacts. Align your strategy with these cultural factors whenever possible.
5. Be Patient: Sensitivity, empathy, and patience are essential. Recognize that your sense of urgency may not match the host country’s pace. Globalization doesn’t erase cultural differences.

Remember: When implementing change with international colleagues, a one-size-fits-all approach won’t work. By considering culture, values, behaviors, and norms, you can ensure that your strategy aligns with the local context. In the end, cultural understanding trumps a rigid strategy.