Global company that’s been around for a couple of years. Our old expat boss was here from the start and built it up for several years, but recently returned home.
The replacement guy doesn’t know much about Japanese culture and has “American tendencies” in meetings.
It’s obvious that he’s passionate and want to make his mark, probably also feels the pressure of being in charge of a country by himself for the first time.
This makes him a bit over-eager in meetings.
He’ll suggest solutions based on an incomplete understanding of the situation, and he is unable to pick up the nuances of Japanese team members trying to steer him right. He is also oblivious to the looks his teams give each other, which are basically signalling “He doesn’t know better. Shoganai.”
I’ve made similar mistakes in the beginning of my career when I was a green and excited manager in Japaan. Was shocked when I found out that people found me intimidating, when in my mind we were all having a normal discussion.
I know what he needs to do do help his own credibility down the line, but since we haven’t worked together for that long, I’m worried that if I say something, he might take it in the wrong way, and I might end up damaging my working relationship with him.
There is also the fact that I’m a woman, and he’s a guy, and some men reeeeeaally do not take well to receiving any type of advice from women. I want to think he isn’t one of those guys, but tbh I don’t know him well enough to be certain.
12 comments
I would say, no. Not because he’s your boss or because it would be awkward, but because he doesn’t need to. He was hired, I presume, for who he is, including his communication style, not because he does or doesn’t know much about Japanese culture (or other people’s interpretation of it).
Nope. docile, meek workers with no inspiration, need a good dose of reality. Let gaijin do his thing. If what he says/does makes sense maybe you can also mediate a bit?
Suggesting solutions based on an incomplete understanding is not “american tendencies”. My american bosses (director+ level) do not do that, ever. I think he’s just a bad manager period.
If you think he’s a good manager at heart then it’s worth working with him on his communication style. If he’s just a bad manager then he’s a lost cause from the start.
When I joined an international trading company as a partner I brought in a Japanese assistant who spoke English to help me negotiate the language and cultural issues between the Japanese staff and me. They didn’t like my American way of doing things but my way was necessary when dealing with our international business associates, so it was important for them to understand that it wasn’t just me who needed to adjust to their ways but that they also needed to adjust to my ways.
I would say absolutely bring it up. You could be facing all sorts of issues down the line with retention, missed opportunities, or worse, simply because of cultural misunderstandings. I see a lot of responses from others- presumably Americans- saying this guy was hired for his personality. I respectfully disagree. I’m sure you know of the famous fiasco that was Walmart trying to establish themselves in Germany 20 years ago. If you care about your company, bring it up (in a nice way).
Unless you are in a position on par with his, he may have info you don’t. He may know something you don’t. To assume he just doesn’t know how its done is beyond your pay grade if he is your boss, in a literal sense.
Document everything with dates and detailed notes, and if you see the bus coming, make sure you aren’t the one being thrown in front. Also, if he makes questionable decisions, send him an inquiry about those decisions by email to leave a written paper trail. CYA, cover your ASSets.
If he asks for advice directly from you, then you can give him direct and honest advice. Otherwise let him do his thing and make mistakes, if it comes to that. Mistakes aren’t the end of the world, and it’s not your job to do his job.
Honestly, I think this is a tough one. It’s great that you care about your company and your boss. But it’s also above your pay grade, so to speak, and not your responsibility. He has his own managers and KPIs and all that stuff. If he can’t achieve his targets, the bigger bosses will know and deal with it.
If I were in this situation, I would try to casually mention a few of the most egregious things to him in a one on one setting. Not a formal meeting, but if you’re at the water cooler or after work drinks, you could pick up a few things and frame them as “When I first came I had so much trouble adjusting to XYZ…” and how you now approach it now in comparison. This would depend on your relationship being friendly and his personality being open to it, of course.
You could designate yourself as the communicator between this boss and your Japanese coworkers. You can tell him how “X is a wonderful idea and you totally agree, but this is how Suzuki-san thinks it’ll be more effective” etc.
There are some managers who don’t get the culture and end up wasting company money. Example: When Victoria’s Secret was trying to enter into the Japanese market, the head of that branch (American male) decided it was a good idea to have the Victoria’s Secret models in angel wings and lingerie walking up and down the street handing out flyers. Naturally given the cultural nuance towards wearing lingerie outdoors the attempt didn’t go over very well and the store closed shortly thereafter. The only remaining location is in Haneda airport.
If he’s suggesting bad solutions, why is nobody arguing against them rather than just giving each other “shouganai” looks? If everyone is complacent with accepting bad solutions, you’re just going to end up with a mediocre or broken system/business down the line. This may be a communication failure of the manager, but it’s also a communication failure on the team’s part if they know better and don’t speak up.
It’s really going to depend on your relationship with him. The easiest way would be if you’re doing regular one on one meeting with and just bring the conversation around to the topic of communication styles. You could use the book “The Culture Map” as an entry point.
Something like “I was reading this book about how different cultures have preferences for certain forms of communication. Have you read it? I was wondering how our team’s style compares to what the author describes. Do you find that you’ve had to adapt your style since coming here?”
You might find that he’s already toned down his approach (or thinks that he has). If he hasn’t read it, then you’ve given him a nudge to pick it up.
Unless he’s making decisions that negatively impacts your work directly. I vote no. People have different management style, and will learn and adapts to new group, if they are trying to succeed. Or people can get used to and learn from the new American management mannerism, more open communication, which in itself is not a bad thing.