Eva has been a cross-cultural consultant for more than 15 years, supporting companies with trainings and workshops in Europe, USA and Asia. Working with international companies, teams and different cultures, she inspires her clients to look for their new strategies on how to deal with cross-cultural challenges and differences. She consults companies to keep talents and develop a successful cross-cultural communication between leaders and teams. In the years 2016 and 2018 she was awarded Great Award in competition with trainers and consultants from USA, Europe and Asia. You can reach her via email egaborikova@gmail.com or www.evagaborikova.eu.
“As a cross-cultural consultant I enjoy conducting workshops on cooperation with Swedish business colleagues and team members. At the first sight Swedish business culture is based on values Czechs and Slovaks welcome. It may seem that there are no barriers in their cross-cultural communication and views on doing business. Only going down to deeper layers, teams and business partners discover what is behind the situations they can’t understand.”
True coaching leadership
A manager in Sweden asks – “How do you plan to do this?” rather than orders – “Do this!”. Organizations are flat and the distance between the manager and the employee is small. The value is that everyone is equal, and you treat everyone in the same way no matter of rank position, age, or gender. Leadership is expected to support self-development and involves more trust than control and micromanagement. Prepare to adapt to employees used to working independently and expecting presence and help from a coaching leader when they ask for it. Czechs and Slovaks belong among hierarchical cultures. Despite many foreign companies highlighting the focus on equality and coaching, even young Slovak and Czech managers sometimes struggle with delegating tasks and empowering their team members. Based on the comments from their expat colleagues, it happens that Czech and Slovak managers fail in competition with managers from equal cultures and even become dangerous for their companies as young talented team members leave to find more supportive environment.
Too many meetings
Instead of having a boss telling them what to do Swedes use meetings to set goals, work together and align ideas. In the meeting everyone is expected to contribute with their opinion and be listened to by managers and co-workers. As Swedes are also conflict avoidant and feel uncomfortable with heated discussions, they often opt for one more meeting to reach a consensus. So instead of acting independently call for a meeting and involve the power of the team.
Too many meetings! Too many opinions! No clear guidance and rules. Czechs and Slovaks prefer clear instructions from their managers. They welcome discussion but expect their manager to make a final decision. As they say: “It’s great to discuss ideas but too much discussion is time consuming.”
Forget about titles
If you are used to be called by your title and last name you will have to adapt to the informality of Swedish work culture. All emails start with Hej (Hi) and first name. No disrespect intended. Most workplaces also have a rather informal dress code. There is no need for the boss to suit up since everyone should be treated the same. Even a manager can wear a t-shirt and sandals or take their bike to work. In a society that values equality being the boss does not come with privileges that could offend employees.
Managers from hierarchical societies enjoy their power, titles, special parking lots, nice business cards and spacious offices. Their companies often spoil them with all the benefits and those who are ‘outside box’ are strange. Czechs and Slovaks still have a strong tendency to view managers and leaders one level higher than their team members. Maybe corporate culture is based on pillars of equal treatment but a real life doesn’t open doors for everybody with their new ideas and proposals to adopt changes.
Take a break and enjoy “fika”
“Fika” is usually the first word in Swedish that a newcomer will learn at the workplace. “Fika” means taking a break in the morning or afternoon to have coffee (or tea) with pastry or a small sandwich. Swedes do drink a lot of coffee but fika is considered the social glue of the workplace and a place for more personal conversations. It can seem lazy, but Swedes believe that with breaks and regulated work hours they become more efficient and can focus when they do work. To be considered a good co-worker or boss taking a break and joining fika is a must.
Czechs and Slovaks are often described as relationship oriented cultures. Based on my experience as a cross-cultural consultant I fully agree with such a statement. Czechs and Slovaks enjoy their coffee breaks and having a lunch with their colleagues in a canteen. They invest time into building relationships and believe good relationships are a must for future cooperation, too. Swedish ‘fika’ could be viewed as a part of Czech ‘pohoda’ which is appreciated by many employees and could be one of the reasons why to work for a particular company.
Negotiate with fact and figures
Swedes are known to be honest and transparent in negotiations and not promise what they can’t deliver. Planning ahead is a must for Swedish organizations so come prepared to describe all steps and consequences with your proposal. You build trust by being as open as possible with your competence and figures. It is not booze and the fanciest dinners that impress Swedes but usually knowledge and stability. Swedes are not known for their skills in small talking so don’t mistake their silence for disinterest. And a deal is a deal. When signed, Swedes consider negotiations closed and would not appreciate changes.
Czechs and Slovaks would welcome Swedish business partners who are not “big small talkers”. They are able to answer the first polite questions at the beginning of their business meetings but later they just go down to business. Czechs and Slovaks do their best to avoid risks and therefore having a detailed contract to be followed and kept is one of their priorities, too. Facts and figures as the key approach to negotiations are appreciated. They are always pleased to share their technical data and inputs as the sign of being well-prepared to introduce their product and negotiate with new business partners.
What to say and how?
Loud voices and big gestures are rare among Swedes. When it comes to communication Swedes can be direct and transparent in their communication style. This is when solving a problem or discussing an issue. But they can also be conflict avoidant and express themselves carefully to avoid confrontation. This happens when at risk of hurting someone’s personal feelings. Critique and negative feedback are given constructively and with kindness.
Czechs and Slovaks are careful saying ‘No’ or being too direct with pointing out shortcomings they have found in their business cooperation. What is viewed as polite behavior by Swedes is sometimes perceived as not very professional by cultures which expect a balanced approach delivering positives and negatives while negotiating. Despite Czechs, Slovaks and Swedes sharing their approaches to delivering critique and feedback, still there are special features which play a big role in their mutual cooperation.
As a cross-cultural coach and consultant, I would recommend “Do not assume your colleagues understand your message or the reasons behind your behavior. Check your mutual understanding and don’t feel ashamed to be open about cultural differences. “
Eva Gaborikova
The article was written in cooperation with Kajsa Svensson. Kajsa is a specialist in explaining Swedish culture and facilitating cultural meetings between Swedes and people from all over the globe. She also works with team development and leadership in diverse and multicultural work life settings. With interactive training methods she empowers communication and cooperation to unleash the power of differences. She is a lecturer and workshop leader at University of Gothenburg.