There are many clichés circulating that suggest that we have to adapt our behavior in India to the customs and traditions prevailing there in order not to attract unpleasant attention - to say the least.
In reality, the code of etiquette for foreign visitors is very simple: forget as much as possible the tips of wise India guides who would have you believe that you are not allowed to talk about certain topics in India. Of course you can! The question is not “if”, but rather “how”. Nobody expects you to greet someone by placing your palms vertically next to each other at chest height, indicating a bow and murmuring “Namaste” – such “smart” tips are absolutely irrelevant in practice.
Why intercultural training?
In order to do business or professionally in India, you of course have to prepare for the country and its people - no question about it! Lack of knowledge and experience with Indian culture will sooner or later lead to problems in collaboration, meaning you will not achieve your goals in India (see Why companies fail to achieve their goals).
But different than all the providers of intercultural training off the shelf We advocate maximum practical relevance - instead of pointless dry training. Because theoretical models, fictional case studies and embarrassing role plays will not get you and your company any further in India - quite the opposite!
What really matters when it comes to communication in India!
By a “Hyper-sensitization” , just not a cultural faux pas In practice, Europeans often tend to avoid critical topics altogether or at least only discuss them half-heartedly - for example Exit clauses in joint venture contracts. It even seems that one “Too much” intercultural preparation Many managers are over-sensitized and this ultimately changes the balance of power between European and Indian business partners to “our” disadvantage has postponed.
The goal of intercultural communication, namely to communicate effectively and efficiently with business partners, is often lost sight of. However, intercultural communication is not an end in itself, but should empower you to build long-term business relationships and sustainable organizations in order to utilize the economic potential in India.
Processes and structures follow the culture
In order to understand collective behavior patterns in India, models á la Hofstede (keyword: Cultural dimensions) of course makes sense. However, this doesn't get you very far in individual cases. If one takes note that “Indian” is a completely different understanding of hierarchy have, it becomes clear that western communication and Leadership principles are not applicable in India.
Our department WB human resources® deals, among other things, with the Design of structural and process organization in India. In our “intercultural seminars” we don’t develop do’s and don’ts, but rather
- define concrete structures in and for India,
- identify relevant interfaces in the parent company,
- create clear responsibilities, responsibilities and authorities,
- define control and management processes, and
- This avoids misunderstandings and room for interpretation.
In our Management Handbook for India we describe numerous instruments and methods for successful leadership and control in India.
Intercultural management is not just a personnel issue
Intercultural management affects all (!) areas of a company and not just the personal interactions between specialists and managers from different cultures.
The different values and cultural peculiarities also play a crucial role in marketing, sales or service and are therefore taken into account in all of our projects (e.g. sales optimization projects, etc.).
That's why we don't offer intercultural training as an isolated training measure. However, if we know the specific challenges of a company, we can develop practical, interdisciplinary solutions that help achieve our goals. The cultural aspect is just as important as technical, corporate and tax law issues.
Our consulting approach is seen this way interdisciplinary, and NOT (isolated) intercultural!
