This article was originally published at: https://medium.com/@nadegeminois/navigating-emotional-expression-in-project-management-across-cultures-e698f5055599

As project managers, we often find ourselves in diverse environments where understanding cultural nuances is key to successful collaboration. One such nuance is the expression of emotions, which varies significantly across cultures and can impact team dynamics and project outcomes.

In many cultures, particularly in Northern Europe, the professional norm is to maintain a composed demeanor. Emotions are kept in check, and enthusiasm is often tempered, even in the face of success. This restraint can be even more pronounced in some Asian cultures, where emotional expression in the workplace is minimal. Here, professionalism is often equated with emotional restraint, and showing too much emotion can be seen as a lack of control or maturity.

Conversely, in Southern European cultures, emotions are integral to communication and decision-making. Here, expressing feelings is seen as a natural part of interaction, and a lack of emotional expression might be perceived as aloofness or insincerity. In these cultures, emotions are not just personal but are considered a vital part of the professional landscape, influencing decisions and interactions. This approach can foster a sense of closeness and trust among team members, as emotions are viewed as an authentic expression of one’s thoughts and intentions.

When project team members from these contrasting cultural backgrounds collaborate, misunderstandings can arise. One might perceive the other as distant and untrustworthy, while the other might view their counterpart as overly emotional or unprofessional. These perceptions can lead to friction and hinder effective communication, ultimately affecting project success.

Adapting to these differences is not straightforward. For those accustomed to emotional restraint, expressing feelings might feel unnatural or forced. On the other hand, those who are used to being expressive might struggle to suppress their emotions, leading to internal frustration. This internal conflict can affect one’s ability to engage fully with the team and contribute effectively to the project.

To bridge this cultural gap, project managers can take proactive steps:

1. Find a Balance: If you tend to be reserved, try to express your emotions a bit more. Conversely, if you’re naturally expressive, consider moderating your emotional displays. This balance can help in creating a more harmonious work environment. By adjusting your emotional expression, you can better align with your team’s cultural expectations, fostering mutual respect and understanding.
2. Open Dialogue: Engage in open discussions with your team about emotional expression. Acknowledge and respect each other’s cultural attitudes towards emotions. Avoid interpreting actions through your cultural lens, as this can lead to misjudgments. By discussing these differences openly, you can develop a shared understanding and create a more inclusive team culture.
3. Cultural Sensitivity Training: Consider implementing cultural sensitivity training for your team. This can provide valuable insights into different cultural norms and help team members develop empathy and understanding for each other’s perspectives. Such training can enhance team cohesion and improve overall project performance.

By understanding and respecting these cultural differences, project managers can foster a more inclusive and effective team environment, ultimately leading to better project outcomes. Embracing cultural diversity in emotional expression not only enriches the team dynamic but also enhances the creativity and innovation that arise from diverse perspectives.