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Eleanor Red Louw

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Your Fluency Profile

Before you can navigate the cultural differences in a team, it helps to understand your own default style. This 3-minute self-assessment draws on the eight cultural dimensions identified by Erin Meyer in The Culture Map and will give you a starting point for working across cultures with more clarity. 
Profile Assessment

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Communicating

Q.1 I prefer to communicate explicitly and avoid leaving room for people to read between the lines.
Q.2 When I write instructions, I spell out every step rather than trusting the reader to fill the gaps.
Q.3 After a meeting, I act only on what was actually said, not on what might have been implied.

Evaluating

Q.4 When someone's work falls short, I prefer to tell them plainly rather than soften it.
Q.5 I prefer to separate praise from criticism rather than blend the two together.
Q.6 I pay closer attention to how feedback is received than to how directly I deliver it.

Persuading

Q.7 I need to understand the underlying reasoning before I trust a recommendation.
Q.8 In a pitch or proposal, I prefer to lead with the conclusion rather than build up to it.
Q.9 I'm more persuaded by a clear next step than by the theory behind it.

Leading

Q.10 I would challenge my manager's idea openly, even in front of others.
Q.11 In meetings, I don't pay much attention to the seniority of who's speaking.
Q.12 If I have something useful to share with someone several levels above me, I'll go to them directly.

Deciding

Q.13 Even if it takes longer, I'd rather involve the whole team in a decision than have one person decide.
Q.14 Trying to build consensus usually slows things down without improving the outcome.
Q.15 Once my manager has made a call, I follow it even if I disagreed with it beforehand.

Trusting

Q.16 It's best to keep some emotional distance from colleagues and clients.
Q.17 I invest time getting to know colleagues personally, separate from the work itself.
Q.18 I find it hard to fully trust someone I haven't spent time with outside of work tasks.

Disagreeing

Q.19 Open disagreement in a meeting tends to make a team sharper, not weaker.
Q.20 If I disagree strongly with a point during a presentation, I'll say so on the spot.
Q.21 Visible conflict between team members tends to damage the relationship afterwards.

Scheduling

Q.22 If a meeting is set for 9:00, I expect to start at 9:00, not a few minutes after.
Q.23 Being organised and structured matters more to me than staying flexible and reactive.
Q.24 A meeting agenda should be followed closely rather than treated as a rough guide.

Thinking style

Q.25 I prefer to test each part of an idea on its own before deciding whether the whole thing works.
Q.26 It's hard for me to judge one piece of a plan without first seeing how it fits with everything around it.
Q.27 When I explain something, I break it into separate steps rather than describing how it all connects at once.