By Dr Tanya Finnie | Cultural Strategist
I’ve lived and worked across several countries — from the sunburnt landscapes of Namibia and the souks of Morocco to the structured rhythm of Germany and now Australia, my home. Along the way, one subtle yet powerful cultural difference has stood out to me time and again: the meaning of silence.
In multicultural workplaces across industries — whether it’s oil and gas boardrooms, school staff meetings, or not-for-profit strategy sessions — silence can say a lot. But what it’s saying depends entirely on your cultural lens.
The Problem: Silence Is Often Misread
In Australia’s Western communication style, we tend to value quick, direct responses. We interpret pauses as signs of disengagement, discomfort, or even lack of preparation. If someone doesn’t answer immediately, it may be seen as hesitating — or worse, not knowing.
Contrast this with my experience facilitating a leadership session with a Japanese executive team. During a negotiation simulation, I noticed a long pause before one participant responded to a challenging question. Where an Australian manager might jump in to fill the silence or redirect, this team sat in calm contemplation. Their pause wasn’t discomfort — it was respect. In Japanese culture, silence can be a deliberate act of thoughtfulness, a space to preserve dignity (saving face) and demonstrate that the answer is being taken seriously.
This difference in interpretation can lead to cultural missteps. Imagine an Australian interviewer misreading a Chinese applicant’s reflective silence as evasiveness — when in reality, they’re trying to respond with care and humility.
Practical Workplace Examples:
Corporate Negotiations – Oil & Gas
In high-stakes contract discussions, especially with joint ventures spanning across APAC, silence during negotiation is common. In Chinese or Japanese business settings, a strategic pause might be used to indicate that a point is under serious consideration or to apply subtle pressure without confrontation.
Yet, I’ve seen Australian negotiators mistakenly view the silence as weakness or indecision and move in to “close the deal” prematurely — sometimes giving away more than they needed to.
Team Meetings – Education Sector
In many Australian schools, staff are encouraged to be active participants. Silence during team discussions can be viewed as a lack of engagement or initiative. However, when working with culturally diverse teams, especially those with Filipino, Thai, or South Korean educators, silence might indicate respect for hierarchy or a preference to be invited to speak.
I’ve consulted with schools where brilliant insights were going unheard — not because staff didn’t care, but because they were operating under different cultural expectations.
Leadership and Decision-Making – Not-for-Profits
In values-driven environments, leaders often face emotionally charged topics — from trauma-informed care to funding cuts. A moment of silence in these discussions may be necessary to honour lived experiences or give space for reflection. In some Indigenous Australian cultures, silence is not only respected — it’s essential for deep listening (Dadirri). Misreading that silence as passive disengagement risks cultural harm.
Cultural Intelligence in Action: Observing Before Reacting
The key to navigating these differences is growing your Cultural Intelligence (CQ) — the ability to relate and work effectively across cultures.
One principle I often teach is:
Silence is neutral — until context gives it meaning.
Rather than rushing to fill the gap or assuming something has gone wrong, try these strategies:
- Observe First:
Watch how others respond in meetings. Are pauses common? Are people waiting for an invitation to speak? - Mirror Local Norms:
If you’re working with a culturally diverse team, allow a few extra beats of silence before jumping in. It might encourage others to contribute. - Use Clarifying Language:
Gently ask, “Would you like a moment to think that over?” or “Take your time — I’d love to hear your thoughts.” This gives space while showing you value their input. - Know the Power of Pausing:
In leadership, using silence intentionally can also convey strength. You don’t always need to rush a reply. Sometimes the best answers come after the pause.
From the Bushveld to Boardrooms: My Journey With Silence
Growing up in Southern Africa, I learnt early that silence often spoke louder than words. In South Africa the black African ladies would often walk on different sides of the road and have what in a western context may be described as a disruptively loud conversation – their cue that they have no secrets. In the Namibian bush, tribal elders communicate volumes through long pauses and subtle expressions. Years later in Germany, silence felt like structure — a polite waiting turn. In Morocco, it was spiritual. In Kenya, it was strategic. Now in Australia, it’s often misunderstood.
These lived experiences have taught me to lean into silence with curiosity, not judgment.
The Solution: Build Inclusive Conversations
If we want truly inclusive workplaces, we must learn not just to speak across cultures, but also to listen — even when nothing is being said. That means:
- Training leaders to recognise cultural cues
- Creating space for multiple communication styles
- Avoiding assumptions based on your own norms
Whether you’re leading a multicultural project team, onboarding international staff, or simply navigating conversations more thoughtfully, embracing the varied meanings of silence is an essential step.
Key Takeaways for Professionals
- Silence isn’t always discomfort. Sometimes, it’s respect, reflection, or reverence.
- Observe, don’t assume. Context is everything.
- Learn to sit with silence. It might just be where the real communication begins.
If your team or organisation is navigating cultural complexity — whether locally or globally — I’d love to help. Reach out for tailored workshops, keynote speaking, or strategic consulting through RedHead Communications.
Let’s turn silence into connection.