You know, I talk a lot about diversity, and usually, people think of it in terms of countries, languages, race, or gender. And yes, those are vital pieces of the puzzle. But what I’ve learned, both from my own life—growing up in Japan, becoming a New Yorker, navigating vastly different professional landscapes, and from working with global organizations, especially in fields like law, is that some of the most significant communication gaps aren’t just across oceans.
They’re right there, down the hall, between departments, or even between roles within the same team. That’s because culture is multilayered; it’s not only cross-country, but also cross-functional, cross-department, cross-regional, and cross-occupational. Even if people are from the same country or region, their culture and communication style can be very unique. That’s why mastering Improving Internal Communication in Diverse Teams is so crucial, no matter where your team is located.
Take Law Firm D, for example. I’ve seen communication challenges emerge within firms, specifically between attorneys, paralegals, and support staff. It’s not always about different countries of origin; it’s about the “language gaps” that arise from different roles and priorities. The highly precise, technical language of law (“legalese”) spoken by partners might clash with the need for direct, clear instructions for administrative tasks. Expectations around formality or directness can vary wildly between roles and seniority levels.
These aren’t just minor issues; they are barriers to Improving Internal Communication in Diverse Teams. I’ve worked with firms seeking cross-cultural communication training specifically because their diverse team was experiencing internal communication challenges, aiming to improve one-on-one and team communication to reduce misunderstanding, miscommunication, and mistrust.
The traditional approach often tells us to just learn the rules – “master cultural norms”. But as someone who’s lived across cultures and worked with incredibly varied groups, I know that only gets you so far. You can’t possibly learn every single nuance for every possible difference you’ll encounter internally. What you need is a way to connect with the individual.
This is where my concept, “the Culture of One™,” comes in. It’s about looking inside the box of labels and uncovering the unique blend of values, experiences, and perspectives that make up each person. Embracing the Culture of One™ is essential if you want to transform barriers into high-performance drivers.
Drawing on these principles and my background as a strategy consultant, I developed a practical, 3-step process I call the 3 A’s of Cross-Cultural Communication: Acknowledge, Analyze, and Adapt.
1. Acknowledge: This is the first step. You must recognize that differences exist. Think of the Iceberg Model – what you see (behavior, words) is just the tip; the vast majority (values, assumptions, beliefs) is hidden below the surface. This is where our “common sense” lives. Acknowledging means accepting that someone else’s “difficult” might not mean the same thing as yours.
2. Analyze: Once you see the potential for difference, you need to figure out what the gap is and how wide it is. Tools like High Context/Low Context communication or Hofstede’s Dimensions can provide useful frameworks. Understanding if a colleague tends towards directness (Low Context) or relies on implicit understanding (High Context) is key. But remember, these are guidelines, not labels. The real analysis is always about the specific person you’re communicating with right now.
3. Adapt: This isn’t about changing who you are, but about adjusting how you communicate to bridge that gap. It means using clear, explicit language (more Low Context) when needed, especially with diverse teams where assumptions can be dangerous. It means actively listening to understand perspectives and asking questions to uncover hidden “Whys”. For one-on-one communication, using a structure like PREP (Point, Reason, Example, Point) can be very effective. This is the active part of Improving Internal Communication in Diverse Teams.
By applying the 3 A’s, Law Firm D can move beyond assumptions. They can cultivate mutual understanding, encourage active listening across different roles and seniority levels, and foster facilitative dialogues where leaders draw out the strengths of every team member, regardless of their title or background. Discussion tools like Logic Tree, Affinity Diagram, and Payoff Matrix can be used in facilitated group discussions to identify challenges, brainstorm solutions, and develop action plans. This is how you transform a diverse group into a high-performance powerhouse.
Ultimately, my mission is to help global organizations and their leaders communicate effectively beyond differences, whether those differences are between countries, departments, generations, or communication styles. This is particularly vital for Improving Internal Communication in Diverse Teams within law firms, where collaboration and clarity are paramount.
Are you ready to take a closer look at the communication culture within your firm? What impact might unaddressed internal differences be having on your team’s performance?
If you’re looking for a partner to help you unlock the Culture of One™ and master Improving Internal Communication in Diverse Teams, let’s connect. As the first Japanese Certified Speaking Professional (CSP®) in the National Speakers Association’s history, author of Uncover Your Message, and an expert in cultural diversity and cross-cultural communications strategy, I help leaders like you transform communication barriers into drivers of success.
Let’s talk about Improving Internal Communication in Diverse Teams at your firm. Contact me, Natsuyo Lipschutz, to discuss a keynote or training session for your next event
