Dmitrii Skripkin’s Post

🤝 After spending 15 years operating businesses in Indonesia, its taught me to always read between the lines. Indonesians are the opposite of direct communicators - they rarely say what they mean. Yes can mean no and no can sometimes mean yes! 💯 This is because Indonesian culture is an example of a high context culture. The concepts of low context and high context cultures were first introduced by anthropologist Edward T. Hall to describe how different societies communicate and share information. More recently it has been popularized by Erin Meyer in her book “The Culture Map: Breaking Through the Invisible Boundaries of Global Business” 📚. Low Context Cultures: ▪ Communication is explicit, literal, and straightforward ▪ Emphasis on precise words/meanings ▪ Value clear and concise communication ▪ Focus on individualism and personal space ▪ Examples: U.S., Germany, Australia High Context Cultures: ▪ Communication is implicit and meanings are inferred ▪ Greater importance on non-verbal cues, context, and relationships ▪ Messages can have deeper, hidden meanings ▪ Build trust slowly over time ▪ Greater emphasis on harmony, hierarchy, status, and saving face ▪ Examples: Indonesia, Japan, China At all times, it's important to understand whether you're operating in a high context or low context cultural environment. Because when people from low and high context cultures interact, there can be misunderstandings and missed nuances. In a multicultural region like Southeast Asia, and with the rise of distributed global teams, these misunderstandings happen every day. ✨ I believe better understanding this cultural dimension (and the cultures themselves) is crucial for effective cross-cultural communication and collaboration. We should all strive to get better at it. Have you experienced any miscommunications related to high vs low context communication? Do you have any strategies for bridging the differences? 💬 Share your stories and perspectives in the comments! #personaldevelopment #indonesia #southeastasia #globalworkforce

Dimensions of Difference: Why Business Must be Approached Differently in Indonesia Culture affects business. Few countries are comprised of more distinct cultures and languages than found in Indonesia. https://lnkd.in/g6pU6ruj #GlobalBusiness #CompanyCulture #America #Indonesia

Dimensions of Difference: Why Business Must be Approached Differently in Indonesia Culture affects business. Few countries are comprised of more distinct cultures and languages than found in Indonesia. https://lnkd.in/gYdzKu3F #GlobalBusiness #CompanyCulture #America #Indonesia

𝑻𝒉𝒆 𝑨𝒓𝒕 𝒐𝒇 𝑩𝒓𝒊𝒅𝒈𝒊𝒏𝒈 𝑪𝒖𝒍𝒕𝒖𝒓𝒂𝒍 𝑩𝒂𝒓𝒓𝒊𝒆𝒓𝒔 𝐌𝐈𝐍𝐃𝐅𝐔𝐋 𝐂𝐎𝐌𝐌𝐔𝐍𝐈𝐂𝐀𝐓𝐈𝐎𝐍 "𝘚𝘵𝘳𝘦𝘯𝘨𝘵𝘩 𝘭𝘪𝘦𝘴 𝘪𝘯 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘤𝘦𝘴, 𝘯𝘰𝘵 𝘪𝘯 𝘴𝘪𝘮𝘪𝘭𝘢𝘳𝘪𝘵𝘪𝘦𝘴." – Stephen R. Covey The term Global Village has never been more real. Whether in person or virtually, interacting with people from different cultures is a daily reality. But bridging cultural barriers requires more than learning the language or enjoying local dishes. It’s about developing 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐚𝐠𝐢𝐥𝐢𝐭𝐲—the ability to understand and value perspectives vastly different from ours. Knowing a bit of Bahasa (Indonesian) helped me connect with people during my first months in Jakarta, but I was still in mode 𝘰𝘣𝘴𝘦𝘳𝘷𝘪𝘯𝘨 their culture. What changed everything was not studying 𝘵𝘩𝘦𝘮 but merging 𝘶𝘴, which requires respect, empathy, and genuine curiosity. So I started appreciating their unique values—like their strong sense of community, hard work, respect for traditions and beliefs, and balance of humility with cultural pride. The key to overcoming cultural barriers is expanding your perspective. You must see life through their eyes, walk in their shoes, and understand their hearts without judgment or comparison. It takes effort, but the rewards—a deeper connection, mutual respect, and meaningful collaboration—are worth it. How have you navigated cultural differences in your life or work? I’d love to hear your story. #CulturalAgility #MindfulCommunication #GlobalLeadership #DiversityMatters P.S.: A big hug for my many friends in Jakarta. This picture was taken after my farewell dinner with the board. --- @ If you want to explore how coaching can help you communicate and cultivate cultural agility, DM me or book a free call at https://zcal.co/i/TEaZLGxM Website English: https://lnkd.in/eWkefiu4 Website Spanish: https://lnkd.in/eazmqUeE We serve in English and Spanish.

Just last week, I had the chance to hear Joel Shen share his perspective on cultural intelligence. He had been based in Indonesia for a significant part of his career and has rich experience working on international deals as a lawyer. One insight I took away is that sometimes cultural differences between organisations can be so great that they become barriers to partnerships, even when these organisations share common interests. The story Joel shared was related to what was discussed in class the same evening - how an organisation with a tight culture (where individuals follow strict social norms) can clash with another that lives by a loose culture. Organisations can operate very differently because they value different things: high vs low power distance, team harmony vs individual achievement, high flexibility vs highly structured, and so on. I can relate to what Joel shared, having had the chance to study and work in multinational settings on many occasions. That said, the reality is that many organisations frequently need to work with those with different cultures. The key to success lies in taking active steps to bridge cultural differences. Doing so would involve learning about other cultures, avoiding biases, reconciling polarities, amongst others. Looking forward to learning more about cultural intelligence in the next few classes!

What does it take to build partnerships and grow a business beyond our little red dot? Social and cultural intelligence For me, it took six months of eating nasi padang (rice from a specific area in Indonesia) until I felt like oil was oozing out of my eyeballs! But that experience taught me a crucial lesson: in Indonesia, building relationships and trust takes precedence over everything else. Allowing potential partners and clients to truly know me—my values, my family, and my intentions—matters far more than showcasing my professional abilities. Growing up in Singapore, I was used to being direct and efficient; that’s just how we operate. But outside Singapore, each country has its own cultural nuances. To succeed sustainably beyond our shores, I had to adapt and embrace these differences. This journey has made me a more culturally and socially conscious entrepreneur and leader. In this video, I share the key elements I’ve found essential for building strong partnerships and sustainable businesses abroad. What about you? What strategies or practices do you use to build partnerships and grow your business? I’d love to learn from all of you! ******************************************************* I am Cassandra Nadira Lee. I thrive on helping people and teams unlock their potential for high-performing organisations. DM me for: ✅ workshops and trainings ✅ customized team performance programs ✅ speaking engagements #business #indonesia #singapore #intelligence #cultural #emotional #awareness #conscious #cassandracoach

In Indonesia, 20% of Australian expats are assigned to managerial roles, while another 20% focus on team-building activities. While most of them receive substantial support from employers in developing technical skills, they've come to understand that the success of their work depends significantly on their cultural agility. Intercultural training becomes crucial in preparing these expats to adapt to the norms, habits, culture, laws, and daily practices of the host country. Leaders who establish robust connections with local colleagues and clients elevate their careers to a genuinely global scale. Cultivating cultural intelligence skills is crucial for success in navigating a different environment. #AustralianExpats #Indonesia #CulturalIntelligence Data was collected from several clients from 2012 - 2023.

It is funny to understand the cultural attitudes of three countries—Japan, Malaysia, and Singapore—regarding how people approach challenges and tasks, in a "Can-Do" mindset across these nations. 1. Japanese "Can-Do" Attitude:😠 "If one can do, I can do." "If no one can do, I must do." This reflects the Japanese culture of perseverance, responsibility, and personal initiative, implying that the individual takes on tasks regardless of difficulty or the participation of others. 2. Malaysian "Boleh" Attitude:😎 "If one can do, let him do." "If no one can do, what can I do?" This portrays a more relaxed or pragmatic approach in Malaysian culture, where individuals might prefer to let others handle the task unless absolutely necessary. 3. Singaporean "Kiasu/Kiasi" Attitude:😮 "If nobody do, I better not do." "If everyone do, I die die must do." This highlights the "Kiasu" (fear of losing out) and "Kiasi" (fear of risk) attitudes in Singapore, where there's hesitation to stand out or take risks unless everyone else is doing it, but a strong compulsion to follow suit when something is popular or widely accepted. Indeed it is interesting to contrasts the cultural tendencies of each country on how they approach tasks with varying degrees of initiative, caution, and competition. 😇

As you know we are 'big' on cultural capability and the skill of adjusting your words and actions when going into an Asia market. But we are not the only ones who think this is an essential skill for executives. The Harvard Business Review writes about how a lack of cultural capability can be a big negative on developing the trust need to improve financial performance. Cultural competency can mean knowing why large floral displays are important for business moments in Indonesia. Check out the article https://buff.ly/2GG0doP And drop us a line if you would like to sharpen your cultural capability.

🫵 𝗧𝗵𝗲 ‘𝗪𝗵𝘆 𝗬𝗼𝘂?’ 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗶𝗻 𝗮 𝗙𝗼𝗿𝗲𝗶𝗴𝗻 𝗠𝗮𝗿𝗸𝗲𝘁: 𝗠𝘆 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 “𝘞𝘩𝘺 𝘴𝘩𝘰𝘶𝘭𝘥 𝘸𝘦 𝘩𝘪𝘳𝘦 𝘺𝘰𝘶 𝘪𝘯𝘴𝘵𝘦𝘢𝘥 𝘰𝘧 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘭𝘰𝘤𝘢𝘭?” This question came up during several interviews in France, where I’ve never worked before. It makes you pause—not out of doubt, but because it forces you to articulate something deeper: 𝘄𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝗺𝗲 𝘂𝗻𝗶𝗾𝘂𝗲? Here’s how I answered: 🌟 𝗜 𝗧𝗵𝗿𝗶𝘃𝗲 𝗶𝗻 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 Growing up and working in Indonesia—one of the world’s most dynamic markets—taught me to 𝗽𝗶𝘃𝗼𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗮𝗰𝗲 𝗼𝗳 𝘂𝗻𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆. Shifting regulations, volatile economies, and diverse stakeholders? I see them as 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘁𝗼 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗲 𝗮𝗻𝗱 𝗮𝗱𝗮𝗽𝘁. 🔗 𝗜 𝗕𝘂𝗶𝗹𝗱 𝗕𝗿𝗶𝗱𝗴𝗲𝘀, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 In Indonesia, 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗮 𝗯𝗼𝗻𝘂𝘀—they’re the foundation of business. I’ve learned to 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗻𝘂𝗮𝗻𝗰𝗲𝘀 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱 𝘁𝗿𝘂𝘀𝘁 across borders and industries. In a globalized workplace like France, this ability to connect authentically is more valuable than ever. 👓 𝗜 𝗕𝗿𝗶𝗻𝗴 𝗮 𝗙𝗿𝗲𝘀𝗵 𝗟𝗲𝗻𝘀 Stepping into the French market as an outsider allows me to 𝘀𝗲𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆. I don’t just adapt to local practices—I combine them with global perspectives to offer innovative solutions. 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗮𝗯𝗼𝘂𝘁 𝗯𝗲𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗶𝗻𝗴 𝗹𝗼𝗰𝗮𝗹 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀. 🤝 𝗜’𝘃𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗔𝗱𝗮𝗽𝘁𝗲𝗱 I came to France speaking minimal French, but within months, I immersed myself in the culture and language. My ability to 𝗮𝗱𝗮𝗽𝘁, 𝗹𝗲𝗮𝗿𝗻 𝗮𝗻𝗱 𝘁𝗵𝗿𝗶𝘃𝗲 𝗶𝗻 𝗻𝗲𝘄 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀 reflects my commitment to growth and resilience. Answering the “𝘄𝗵𝘆 𝘆𝗼𝘂?” question isn’t about dismissing local talent. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝗵𝗼𝘄 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗶𝗻 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝘀𝘆𝗻𝗲𝗿𝗴𝘆. My Indonesian roots and global outlook don’t replace local expertise—they enhance it. To my network: Have you faced the “𝘄𝗵𝘆 𝘆𝗼𝘂?” question, explicitly or implicitly? How did you embrace what makes you different to stand out? Let’s discuss—I’d love to hear your stories! #DiversityAndInclusion #GlobalPerspective #CareerJourney #Leadership #CrossCulturalCollaboration #Resilience #GrowthMindset #ProfessionalDevelopment