Transpersonal Leadership WP4

W H I T E PA P E R
Transpersonal Leadership Series: White Paper Four
Leading Across Cultures

Developing Leaders for Global Organisations
JENNY PLAISTER-TEN
LeaderShape Corporate Guidelines

Colours:
Blue (Reflex) = 100% Cyan, 100% Magenta.
Aqua = 63% cyan, 33% yellow.
Light Blue = 100% Cyan.
LeaderShape Green = 100% Cyan, 50% Magenta, 50% Yellow.
Red = 100% Magenta, 100% Yellow.
Avoid using black and use red minimally, lots of white space.
Reflex Blue (100% Cyan, 100% Magenta)
Gradients:
100% Blue to 40% Blue.
100% Aqua to 30% Aqua.
60% Cyan to 20% Cyan. Avante Garde Gothic Demi
30% Black to 20% Black. Reflex Blue (100% Cyan, 100% Magenta)
Fonts:
Avante Garde Gothic
Book
Book Oblique
Demi
Demi Oblique
Medium
Medium Oblique
Bold
Bold Oblique
Shaping Transpersonal Leaders
Avante Garde Gothic Book Oblique

Aqua (63% Cyan, 33% Yellow)

www.routledge.com
LEADING ACROSS CULTURES: DEVELOPING LEADERS FOR GLOBAL ORGANISATIONS
TRANSPERSONAL LEADERSHIP
Routledge and LeaderShape Global in partnership are pleased to announce a series of quarterly
White Papers around the subject of Transpersonal Leadership, culminating in the publication of a
book entitled Becoming a Transpersonal Leader in January 2018.
So what is Transpersonal Leadership? The concept was first published in a report on tomorrows
leadership, based on a leadership development journey developed by LeaderShape (Knights,
2011). The word transpersonal was inspired by the use of the word in transpersonal psychology
(Bynum, 2010). Transpersonal is defined as extending or going beyond the personal or
individual, beyond the usual limits of ego and personality.
The complete definition of a Transpersonal Leader is:
They operate beyond the ego while continuing personal development and learning. They are
radical, ethical, and authentic while emotionally intelligent and caring.
They are able to:

embed authentic, ethical and emotionally intelligentLeaderShape
behaviours Corporate Guidelines
into the DNA of the
Colours:
organisation Blue (Reflex) = 100% Cyan, 100% Magenta.

Aqua = 63% cyan, 33% yellow.
Light Blue = 100% Cyan.
LeaderShape Green = 100% Cyan, 50% Magenta, 50% Yellow.
build strong, collaborative relationships, and Red = 100% Magenta, 100% Yellow.
Avoid using black and use red minimally, lots of white space.
Gradients:
create a Performance Enhancing Culture that is Ethical, Caring and Sustainable

100% Blue to 40% Blue.
100% Aqua to 30% Aqua.
60% Cyan to 20% Cyan. Avante Garde Gothic Demi
30% Black to 20% Black. Reflex Blue (100% Cyan, 100% Magenta)
Fonts:
Avante Garde Gothic
Book
Book Oblique
Demi
Demi Oblique
Medium
Medium Oblique
Bold
Bold Oblique

Aqua (63% Cyan, 33% Yellow)

www.linkedin.com/groups/8257117
www.leadershape.biz/presenting-leadershaper for more information.
For permission to reproduce this White Paper for educational purposes, please contact George Waters, [email protected]. 1
Leading Across Cultures

Developing Leaders for Global Organisations
By Jenny Plaister-Ten
This is our fourth White Paper, entitled Leading Across Cultures: Developing Leaders
for Global Organisations and written by Jenny Plaister-Ten. This vital subject at a time
when globalization is under scrutiny follows the first three popular White Papers:
Ethical Leadership: How to Develop Ethical Leaders
Women, Naturally Better Leaders for the 21st Century
Sustainable Leadership; Rewire Your Brain for Sustainable Success
This White Paper looks at how our cultural influences impact our values and beliefs and
consequently our behaviours and working practices, including leadership styles. It goes on to
suggest that different cultures value different leadership approaches and also attach different
importance to business goals. This can create confusion, misunderstandings and conflict.
Nevertheless, companies with extensive ethnic diversity are more likely to deliver the innovative
ideas and the creativity to deliver new products, services and solutions. This white paper explores
the limitations and considerations of tapping into that potential and of the importance of doing
so for global organisations..
Jenny Plaister-Ten
Introduction:
We do not see things as they are; we see them as we are.
We do not hear things as they are; we hear them as we are.
The Talmud
This topic holds significant personal meaning for me as I have not only lived and worked in
several different countries, but I am married inter-culturally and have raised a son amongst
several different cultures. In each instance of being transferred internationally, I was not
given any support by any of the companies I worked for at the time. I therefore made my fair
share of cultural blunders. My way of giving back is to support others working in complex
multi-cultural contexts.
Just as we thought we were making progress as an inclusive society, the UK plunged into a
polarized nation that seems to have caused regressive conversations about foreigners and an
increase in racially-induced hate crimes. Clearly the British bulldog spirit1 is alive and well as
is a radical form of bias exhibited by the US President Donald Trump during the 2016 election
campaign. Elsewhere in Europe, the rise of far right parties is apparent. Thus, in-group and out-
group formation is reinforcing what social scientists have for a long-time
known that we typically like and trust people like us. This is explained To understand other cultures, it
perfectly in the above quotation from the Talmud. In the workplace, this is necessary to live outside your
bias is very often unconscious as most of us think that we believe in an own, in multiple, extended and
open, transparent, ethical and just world one that is beyond bias, differenttenures.
beyond ego. Transpersonal even.
So how much are our allegiances hidden to us? In a quotation from Trompenaars and Hampden-
Turner (1997) we may begin to understand one of the big paradoxes of cultural bias: A fish never
discovers his need for water until he is no longer in it. Thus, those of us who have not had the
opportunity to live and work outside of our home country will not appreciate the magnitude
of this quotation. Even those who have had tenures overseas may have simply transferred their
way of life into a new country without really adjusting. Hofstede (2001, p. 18) explains that the
difficulty arising from identifying culture-related behaviour is because it takes a prolonged stay
abroad and mixing with other nationals there for us to recognise the numerous and often subtle
differences in the ways they and we behave, because that is how our society has programmed us. Hall
(1976, p. 58) also states, Understanding the reality of covert culture and accepting it on a gut level
comes neither quickly nor easily; it must be lived. This seemingly implies that to understand other
cultures, it is necessary to live outside your own, in multiple, extended and different tenures.
Therein lies a dilemma and perhaps explains why there are so many misunderstandings when
operating globally. There are many challenges. How can global leaders, who have not had this
depth and breadth of exposure really understand and appreciate what is going on for someone
with an entirely different perspective? How can they make the time to explore the nuances and
subtlety of cultural differences? How can leaders operating globally remain authentic whilst
exhibiting cultural sensitivity and understanding? How can they be adaptive in the face of so
many different cultures and cultural norms?
As this paper attempts to address these questions, perhaps it would help to first explore the
notion of leadership and specifically what is imbued in the concept of good leadership for
different people.
1. The British Bulldog Spirit is an expression that became synonymous with Prime Minister Churchill during and after
the war years to express solidity and fearlessness. It has since become used as an association with a strongly nationalistic
position, viewpoint or person.
The notion of good leadership

At LeaderShape we define a good leader as operating beyond the ego, working for the greater
good (caring) in an emotionally intelligent manner and within an ethical and purposeful
framework. If we explore some of these concepts we can see how difficulties occur.
1. Beyond the ego. Ego is essentially an individualist construct, borne by individualist cultures.
Ego is Latin for I and was brought into popular awareness by Sigmund Freud (1923) from
Austria; an individualist culture. However, there are many cultures who do not perceive the
self to be a separate entity. More significantly, concepts of self can vary widely across
cultures. A person tending to construe him/herself as an independent individual, or as an
interdependent member of a group, is culturally bound. Cousins (1989) devised a twenty-
statement test to compare self-concepts between students in Japan and the US. Results
showed that the Western self-concept is thought of as independent and autonomous,
whereas the Eastern is interdependent. This is sometimes reflected in language. For example,
the Japanese word for self, jibun, means a share of the shared life space, according to
Hamaguchi (1985, cited in Markus and Kitayama, 1999, p. 343). Furthermore, there may be
cultures who are more hierarchical in nature who expect a leader to have a strong ego when
ego is expressed as strength of direction or force of opinion.
2. If we take the greater good as a concept then for all parties this can get confusing. Which
entity are we referring to when we refer to the greater good? This could be simply the other
as in several Asian cultures or it could be the family, the community, the organization as a
whole or a team or division, it could be a country or a guiding spiritual force. For those
cultures who believe that external forces guide their fate this is likely to be an allegiance to
the Gods. Inshallah translated to mean to Gods will can be very frustrating to those who are
internally-referenced, from individualistic cultures believing in the ability, acumen or
competency of the leader, rather than the fateful what will be, will be approach. It can be
equally as frustrating to be pushed towards an outcome or action, when one takes a laissez-
faire approach to life.
3. Lastly, ethics in the concept of culture. If as Bower (1966) suggests, culture means how we
do things around here then an emotionally intelligent leader would be attuned into the way
in which things work in the local culture and adapt accordingly. But, how far do we take this?
Many companies have come unstuck when operating globally when discovering that local
cultural norms and expectations run counter to their own moral compass. Bribery in one
country can be tantamount to connections in another. Or, in some paternalist cultures it may
be seen as being benevolent towards those who do not have the resources or are not paid
fairly; therefore, a backhander may be seen as an obligation or a cultural norm.
The net result of these differences in perspective on a global scale are vastly differing views
of what good leadership is. In his book, Leading with Cultural Intelligence, Livermore (2010)
explores what the leadership expectations are from different cultural perspectives. We can point
to many examples where cultural differences determine what good looks like. Here are just some.
Country Conception of good leadership

France Cultivated and highly educated
China Benevolence. Dignified/aloof but sympathetic
The Netherlands Skeptical about the value and status of leaders
Brazil A good relationship builder who demonstrates flair and empathy
Egypt Treat leaders as heroes. Worship them so long as they remain in power
Japan Symbolic leadership Public responsibility taken for the failures of company
(e.g. CEO resigns over a corporate scandal)
USA Some like leaders who empower and encourage subordinates; others
prefer bold, confident, and risk-oriented leaders.
Thus we can immediately see potential for clashes when some want empowerment, some
want benevolence, some want a highly cultivated style, others want risk-takers, confidence, flair,
empathy, aloofness, self-sacrifice, relationship builders and some dont value leaders at all. And
those differences are from a list of only seven countries!
Differing values lead to differing emphasis

on business goals
Complicating the matter still further, Hofstede et al. (2010), in a study of more than 1,800 MBA
students at twenty-one universities in seventeen countries, found marked differences in perceived
business goals. Perceived business goals means those that you personally hold to be the most
important (as opposed to the ones that your boss or the organisation hold to be the most
important). The international top five goals can be seen in this box below:
International top five business goals:

Growth of the business
Personal wealth
This years profits
Power
Continuity of the business
China and Germany were the most dissimilar from the international
average. They both placed Responsibility towards society and Respecting If on top of all of this complexity we are
ethical norms in the top five, whereas these were typically found in the demanding that leaders are authentic,
bottom five for other countries. China also cited patriotism, national pride, we need to ask the question, authentic
honour, face, and reputation as extremely important, and Germany placed to what or to whom?
responsibility towards employees, creating something new, and profits in
ten years time as important.
If on top of all of this complexity we are demanding that leaders are authentic, we need to ask the
question, authentic to what or to whom?
What is Culture?
In a well-known expression, Hofstede (2003) refers to culture as the software of the mind. The
question remains, is it the operating system or the application software? If one views culture
as the way we do things around here then it may be understood as the operating system. The
fundamental roots, or codes, of how things work, understood by members of a group be that a
country, region, organization, community or social group or family.
These codes are learned from an early age and are therefore largely sub-conscious to us. A useful
analogy is that of the cultural iceberg. Above the waterline lies visible culture. What we can see
may include customs, dress, buildings, food, rituals, and more, even the way streets are laid out
or named. These aspects may be easily changed and may even be temporary or subject to the
whims of popular culture. Those aspects of culture below the waterline include our thoughts,
attitudes, emotions, expectations, values, and beliefs, many of which are enduring yet are difficult
to observe and often remain hidden, even from our selves.
The Culture Iceberg diagram on the next page draws on Freuds (1923) work identifying elements
of culture that are held at conscious and unconscious levels, known as visible and invisible culture.
Those aspects above the water are more easily visible and understandable, whereas those
beneath the water are intangible and therefore less easily understood. On a collective level, the
cultural self becomes manifest in cultural norms. Whilst customs, dress, art, dance, and music,
even the influence of climate, are all expressions of cultural norms, below the waterline is where
most clashes occur. Here lie values, assumptions, and beliefs. They are less widely known to be
the expectations and rules that guide the behaviour of members of a culture and are often held
subconsciously. Thus, a leaders beliefs and values will be informing the organisation culture.
If two icebergs were to collide, the impact would be felt below the water line. As with culture, this
is where the most damage may be felt and where the potential for clashes lies. It is here that those
leaders with an eye on leveraging the potential of diversity of thought need to be mostaware.
C U LT U R A L I C E B E R G
The difficulties of identifying cultural

values and beliefs
Cultural communication patterns, loaded with custom, practice, and belief, along with value-
laden expectations, are acknowledged to contribute to misinterpretations in a cross-cultural
setting. Significantly, however, it is the meaning behind this for the individual that appears to
be the area of potential conflict. Triandis (1972) suggests that subjective culture is the cultural
groups typical perception of norms, values, and beliefs. But, on the whole we do not know very
much about how culture shapes our perceptions and choices; the internal drivers and deeply-
held emotions of our cultural selves.
If we are not aware of these drivers of differences in perspectives how can we possibly begin to
understand the reasons for workplace disagreements or behaviours that can appear subversive,
obstructive or intrusive or just plain rude!
Values-led leadership styles

One key research project that has identified similarities in leadership Many emerging leaders and millennials
approaches based on where a person comes from confirms that culture have had exposure to multiple cultural
affects leadership styles. The Globe Study (House, et al., 2004) has identified influences before they enter the
similarities based on ten regions around the world: Southern Asia, Latin workplace, bringing with them a rich
America, Nordic Europe, Anglo, Germanic Europe, Latin Europe, Sub-Saharan tapestry of perspectives.
Africa, Eastern Europe, Middle East, and Confucian Asia. This awareness alone
can help leaders orientate themselves towards inherent differences. However, it still categorizes
people into groups based on where they come from, increasing the tendency towards in-group
or out-group perspectives and stereotyping. Many emerging leaders and millennials have had
exposure to multiple cultural influences before they enter the workplace, bringing with them a
rich tapestry of perspectives. Therefore, this, along with a growing global middle class means that a
global mindset is called for when working in multi-cultural teams and societies.
What remains true however, is that attitudes to authority can cause motivated or de-motivated
staff, depending on what the expectations of a good leader are. This can be compounded when
we bring organisation culture into the mix. Organisation cultures are borne out of the home
culture of the original founders, or a merger of cultures in the case of international mergers and
acquisitions. International mergers and acquisitions are notorious for their failures, yet are found
to be at least 26% more effective if cultural issues are addressed at the outset (Renaud, 2009). Yet
this is rarely done.
If cultural misunderstandings are not resolved, this can lead to clashes in the workplace. In
multi-cultural teams this can mean that productivity suffers; compounded further when
workingremotely.
Cultural differences may be found in the following approaches to work:

Attitude to time: with some members showing up at precisely the prescribed hour and
others being late
Differences in communication styles: with some being very direct and others indirect
A focus on the task or the relationship
Differing levels of accountability and assertiveness
Focus on the context or the letter of the law/agreement
Levels of formality and hierarchy
Levels of fatalism compared with personal autonomy
A concern for process or results
Differing attitudes to risk
A desire for achievement or balance
These differences mean that in the workplace and in multi-cultural teams there are differing
behaviours around protocols such as how to greet people, dress and exchange business cards.
How to lead a meeting differs in terms of levels of formality, styles and expectations of how
to behave especially concerning the amount of contribution expected or not expected from
team members. Negotiations and the processes/structures involved in decision-making differs
widely, with some cultures exhibiting a lot of personal autonomy and others deferring to either
the wisdom of the group or the authority of the leader or both.
Furthermore, preferred organization structures differ across cultures with gender, rank, boss
and subordinate relationships all having a bearing upon the structure. Conflict resolution will
also differ as will motivation and reward structures, with some being more concerned with
achievement orientation and others with process and consensus.
How can Leaders stay authentic across

the globe?
With so many different ways of working to navigate, how is it that global Cultural norms are simply an expression
leaders manage to stay effective? Little wonder then that the organisation of the tendencies of the majority and do
culture becomes touted as the tune by which all shall dance. This too not constitute observed behaviour in
comes at a cost as one party may be seen to impose its way on the other. every individual from that culture.
Think about the impact of a Western organisation imposing its will for
engaged, assertive employees in a culture that thinks inactivity is wise lest a mistake might be
made. Think about the impact of an Eastern organisation planning for the long-term in a context
that demands quarterly results.
Certainly, one thing leaders must not do is to stereotype. Cultural norms are simply an expression
of the tendencies of the majority and do not constitute observed behaviour in every individual
from that culture. An obvious statement, but one that is frequently overlooked. As we enter
into a period of protectionist and nationalistic governmental policies, this will become even
moreimportant.
Emotionally intelligent (EI) global leaders seek to understand the perspectives of their global
ecosystem by utilizing the four pillars of self-awareness, self-management, social-awareness and
relationship-management (Goleman, 1995). These pillars and their corresponding behavioural
competencies are critical in a mono-cultural environment, but even more so when operating
inter-culturally. We need to first discern our culturally-bound responses (self-awareness), then
we need to control the urge to respond according to our own cultural code of conduct (self-
management). An awareness of the cultural norms within a multi-cultural environment would
support the social awareness pillar and following the protocols and rules of the culture would
support the relationship management pillar. However, this should not be at the expense of a
leaders own inner purpose or authenticity, factors perhaps more naturally associated with self-
awareness and self-management. This approach also needs to take into account the fact that
how we hold our culture internally has distinct meanings for each and every one of us.
The 4 EI competencies
It should be noted that EI and the ability to read the other does not automatically translate
across borders, factors perhaps more naturally associated with social awareness and
relationshipmanagement.
Emotional Expression differs

acrosscultures
This is because there are strict rules in most cultures for cultural expression with some cultures
demanding active emotional expression (as in some Latin countries, for example) whilst others
hide it (as in Asian countries such as Japan, for example). As a further consideration, when we
see a smiling face we may assume it is because the person is happy, and want to smile back.
However, smiling is even frowned upon, literally not trusted in some cultures. That is why you do
not see it very often in countries like Russia. Other examples of cultural expression are in the area
of self-promotion which is a common expression of confidence in some cultures such as the USA,
whereas it is often frowned upon in other cultures such as the UK. Similarly, according to a study
comparing the emotional expression of anger in both the USA and Japan (Araki and Wiseman,
1996), found the American levels of expression to be much higher. These studies reinforce the
assertion that differences lie more typically in the nuances between cultures. Not so much in
the what we all experience the emotion of anger but in the how. How it is expressed.
Furthermore, according to Tsui (2007) whilst it is universally accepted that most people want
to feel good, how they go about that differs widely. Working at the level of these very nuanced
differences takes dedication to observe how others behave and respond as well as shining a
mirror back on to oneself to understand better our own culturally-imbued habitual responses.
So what can we do to adapt when working globally, whilst remaining authentic to our own sense
of self? Here are some ways to help us on the path:
1. In seeking to be authentic, leaders must be prepared to learn and to reflect on the meanings
that their own culture has for them and how this affects their attitude to the organization
culture and to their role as a leader. Only with this self-awareness will they be able to
recognize a cultural difference. This self-awareness can be helped with a tool such as
LeaderShapes Leadership and Emotional Intelligence Performance Accelerator (LEIPA)
www.leadershape.biz/leipa. LEIPA will help to discern the difference between how a leader
sees him or herself and how his or her stakeholders see him or her (Wall & Knights, 2013).
2. Learn to stop imposing our own map onto others. This can be tricky if it is the organization
culture demanding a certain code of conduct that is culturally-bound. We can stop
compounding this by being very aware of our own cultural norms as stated above. It then
becomes even more important to find a way to make it explicitly known that you are doing
xyz because you are from xyz culture. I for example, am known to say to my more direct
Dutch colleagues, ah, I answered in that way because I was being English and indirect
(in comparison with a typical Dutch person). If you find yourself in disagreement with
another, or simply not understanding what happened, try to find at least three reasons for
it happening. So, I may have responded in that way because I was being too English, or
because I thought that was because my boss expected me to behave in that way, or because
I simply was having a bad day. At least three reasons is important, because in that way, our
own need to be right becomes loosened which does not happen if we have only one
reason, and if two reasons the choice becomes binary. Only with three can we start to see
other possibilities for the situation.
3. Use a tool to help such as the Cross-Cultural Kaleidoscope (Plaister-Ten, 2016). The Cross-
Cultural Kaleidoscope is a tool that has been developed through research and tested in
practice. Its purpose is to raise culturally-derived awareness and to facilitate culturally-
appropriate responsibility. It incorporates the need to take a systems view of the situation
in a multi-cultural context. A systems view takes the external factors that a leader has been
exposed to over the course of their international career and over their lifespan. It therefore
looks at the economic circumstances, the political, as well as historical and legal. It considers
the arts and the social context, including national education systems as well as the more
obvious need to identify cultural norms. Diversity and religious and spiritual beliefs are also
provided for in the model. It even explores the geographical and environmental factors.
These elements are then examined in terms of their effect on the internal world of the
leader. A concept known as the cultural self. For example, if a person grew up in a country
with a history and family background of slavery, the inquiry delves into how this might have
impacted their psyche and affected their leadership approach. Would they be more inclined
or less inclined to do as others tell them to do?
4. The last point concerns unlearning. At LeaderShape we call for Transpersonal Leaders to
keep learning. Yet, as global leaders we need to unlearn faster than most. We need to be
aware of those patterns that were formed in a different country or age or context that are
no longer appropriate. A contemplation of culture as acquired, or learned and therefore
unlearned, suggests that an awareness of those culturally bound responses no longer
serving the situation is mandatory for 21st century leadership. This implies letting go of
certain cultural constructs that a leader has grown up with or developed. Yet, a warning from
Hofstede unlearning is more difficult than learning for the first time (2003, p. 4).
The global stage is a huge playground. Schneider and Barsoux (2003) compare the quest for
cultural understanding with an exploration as deep as the ocean. But the rewards are immense.
Developing a global mindset and maintaining curiosity about the world and the people in it is
surely one of the greatest gifts available to mankind. To work with people from different countries,
organisations, sectors and walks of life represents an opportunity to leverage the creativity and
innovation inherent within diverse mindsets. We truly hope that you will enjoy the journey as
much as we do.
References
Araki, F. Wiseman, R. (1996-7), Emotional Expression in the United States and Japan, Intercultural Communication
Studies, V1:2.
Bower, M. (1966) The Will to Manage: Corporate Success Through Programmed Management, McGraw-Hill.
Cousins, S. D. (1989). Culture and self-perception in Japan and the United States. Journal of Personality and Social
Psychology, 56: 124131.
Freud, S. (1923). The ego and the id. Standard Edition, 19: 1-66.
Goleman, D. (1995). Emotional Intelligence, Why it can matter more than IQ. London: Bantam
Hall, T. E. (1976). Beyond Culture. New York: Anchor.
Hamaguchi, E. (1985). A contextual model of the Japanese: Toward a methodological innovation in Japan studies.
Journal of Japanese Studies, 11: 289321.
Hofstede, G. (2001). Cultures Consequences: Comparing Values, Behaviors, Institutions, and Organizations across
Nations. Thousand Oaks, CA: Sage.
Hofstede, G. (2003). Cultures and Organizations: Intercultural Cooperation and Its Importance for Survival. London:
Profile.
Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and Organizations: Software of the Mind (3rd edition).
New York: McGraw Hill.
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, Leadership and Organisations: The
GLOBE Study of 62 Societies. Thousand Oaks, CA: Sage.
House, R. J., Javidan, M., Hanges, P., &, Dorfman, P. (2002). Understanding cultures and implicit leadership theories
across the globe: An introduction to project GLOBE. Journal of World Business, 37: 310.
Livermore, D. (2015b). Leading with Cultural Intelligence: The Real Secret to Success. New York: AMACOM.
Markus, H. R., & Kitayama, S. (1999). Culture and the self: Implications for cognition, emotion and motivation. In: R. F.
Baumeister (Ed.), The Self in Social Psychology (pp. 339367). Philadelphia, PA: Taylor & Francis.
Molinsky, A. (2013), Common Language Doesnt Equal Common Culture. Harvard Business Review.
Molinsky, A. (2015), Emotional Intelligence doesnt Translate Across Borders. Harvard Business Review.
Plaister-Ten, J. (2016). The cross-cultural coaching kaleidoscope: a systems approach to coaching amongst different
cultural influences. London: Karnac.
Plaister-Ten (2106), Leading Change in Mergers and Acquisitions in Asia-Pacific, Barmeyer, C. and Franklin, P. (2016),
in Intercultural Management, A Case-Based Approach to Achieving Complementarity and Synergy, London: Palgrave
Renaud, M., (2009). Air France KLM: Lessons from a Successful Merger. Presentation delivered in York, UK: High-
Performing International Teams, 17/9/2009.
Schneider, S. C., & Barsoux, J. L. (2003). Managing Across Cultures. Harlow: Pearson Education.
Triandis, H. C. (1972). The Analysis of Subjective Culture. New York: John Wiley & Sons.
Trompenaars, F., & Hampden-Turner, C. (1997). Riding The Waves of Culture: Understanding Cultural Diversity in
Business. London: Nicholas Brealey.
Tsui, J.L. (2007), Ideal Affect, Cultural Causes and Behavioural Consequences. Association for Psychological Science,
Vol 2-No.3 pp. 242-259
Wall, T. & Knights, J. (2013), Leadership Assessment for Talent Development. Kogan Page.

Transpersonal Leadership WP4

Uploaded by

Copyright:

Available Formats

Transpersonal Leadership WP4

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Transpersonal Leadership WP4

Uploaded by

Copyright:

Available Formats

W H I T E PA P E R

Transpersonal Leadership Series: White Paper Four

Leading Across Cultures

LeaderShape Corporate Guidelines

Shaping Transpersonal Leaders

Avante Garde Gothic Book Oblique

Avante Garde Gothic Book Oblique

Shaping Transpersonal Leaders

The complete definition of a Transpersonal Leader is:

They are able to:

organisation Blue (Reflex) = 100% Cyan, 100% Magenta.

create a Performance Enhancing Culture that is Ethical, Caring and Sustainable

Shaping Transpersonal Leaders

Avante Garde Gothic Book Oblique

Avante Garde Gothic Book Oblique

Shaping Transpersonal Leaders

www.leadershape.biz/presenting-leadershaper for more information.

Leading Across Cultures

The notion of good leadership

Country Conception of good leadership

Differing values lead to differing emphasis

International top five business goals:

The difficulties of identifying cultural

Values-led leadership styles

Cultural differences may be found in the following approaches to work:

How can Leaders stay authentic across

Emotional Expression differs

You might also like