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In our management research, participants are asked what they think Western managers need in order to be more successful in their interaction and leadership of their Chinese employees. This week we continue last week’s column on essential communication skills with the participants’ leadership advice to succeed as a Western manager in China. Here are some of the most common advices from leaders with China experience.

“Be humble, firm and keep quality expectations high”. Good leaders exercise their authority while maintaining respect for their staff. Employees expect their leader to make the decisions. Chinese employees appreciate clear leadership but will not appreciate character flaws in the leader’s personality. Chinese employees see their leaders as role models to learn from and grow with. Another common quote is “In China we must be tougher – you must correct problems rigorously, or you will be considered weak and lose respect from your employees”. Chinese employees respect their boss for their experience, knowledge and self confidence. Should a mistake be made, the employee expects a reprimand from his boss.

Many international companies establishing operations in China tries to transfer their corporate culture and operations without much change to their new local environment. When doing this by force without acknowledging the need for adaptation, a lot of discord is caused in the Chinese workforce. Successful Western leaders will not only allow Chinese employees to be Chinese, they also at the same time allow the diversity to be an asset for new ideas and opportunities in their companies. Diversity is not just another catchphrase in management; it is a value to be reinforced by constant encouragement of different personalities and the appreciation of various ideas.

“There is nothing “wrong” with Chinese behavior”. It is definitely not your job as a manager to make Chinese employees Western. Similarly, research and experience demonstrate that managers trying to change a person’s personality are most likely to fail or obtain poor results. The better way is to scout for talent and to put the right man in the right place. Western managers must look through the cultural veil to see the real talent below the surface. The cultural behaviours which may seem strange to the newcomer are the result of values and upbringing, which are the norm for this country. Common sense is only common inside your own culture.

“When hiring, it is not the skills and CV alone that is important”. What is most important for long-term performance and success includes work ethics, motivation and attitude of the employee. Hiring people with lower educational background or less experience and training them to managerial positions can be a very rewarding strategy. Western managers should be careful to hire people on English skills alone. It is easier to arrange for English lessons, than to instil the right attitude.

As a Western manager in China it is important to stay open-minded and flexible. Although some local practices seem to contradict Western beliefs – there is a reason that the Chinese culture is the way it is. Trying to move against the Chinese common practice will slow things down, cause confusion and friction. Our research show that managers adapting themselves to local customs first, are more successful to redirects their operation to their desired diversified culture. With mutual respect and cultural awareness, your corporation will be able to find synergies from the cultural diversity and pick the best from both sides.

- Tomas Gustafsson