Coldians or Warmlandian?
Q. What Personalities make up your workplace culture: Coldian or Warmlandian?
Your team’s emotional climate could be costing you results.
*Let’s imagine two made-up countries—Coldia and Warmland—each with very different approaches to handling conflict.
In Coldia, people are taught from a young age to keep their emotions in check when upset. If there’s a problem with someone, they don’t shout or argue. Instead, they calm themselves and wait for things to settle. Coldians believe that avoiding arguments is key to maintaining peace, often staying polite but distant and avoiding sensitive topics with the person they’re upset with.
In Warmland, however, the approach is quite different. People are raised to express their emotions immediately and be direct with anyone they’re upset with. They believe it’s better to vent and confront the issue head-on, even if it involves raising voices. Warmlandians see emotional expression as a necessary step in resolving conflict, even if it leads to a heated discussion.
Both approaches have their benefits and challenges.
Imagine a Warmlandian moving to Coldia and getting a job in a Coldian company. When a problem arises, they act as they would back home—raising their voice, perhaps even banging on a table, expecting this will get attention and lead to a quick resolution. But after a few years, they’re passed over for a promotion. The boss appreciates their talent but says they don’t quite fit with Coldian culture—they’re seen as too loud and disruptive. Other Warmlandians face similar issues. Because they’re perceived as “hot-tempered,” they struggle to advance in the company and are often stuck in lower positions.
Now, imagine the reverse: a Coldian moves to Warmland. If they keep their calm demeanor and avoid loud confrontations, they’re seen as distant or cold-hearted. Colleagues might think they’re “too reserved” or unwilling to engage, which makes it difficult to build relationships and progress in their career. In Warmland, being socially engaged is often seen as a necessary skill for promotion.
While these scenarios might seem like discrimination based on nationality, they actually highlight cultural differences. As traditional racism decreases, we’re now encountering “culturism,” where people are judged based on cultural behaviors and norms rather than their racial background.
What cultures—whether generational, gender-related, or otherwise—shape the dynamics of your workplace?
Q. So, what cultures (ie. generations, genders and cultures) do you have in your workplace?
To chat about your team’s emotional management, please email me on damien @ edmondsfacilitation.com.au or call me on 0447 147 788 today.
*As per Chapter 9. Immigration in “21 Lessons for the 21st Century” by Yuval Noah Harari.
