Most employees would not respond well to this type of behavior, regardless of culture. Sandra should have made it a priority to meet with Monte as soon as he arrived at work. Then, a calm discussion could have taken place about his work responsibilities and upcoming projects, with an opportunity for Monte to ask questions and obtain clarification. Sandra could have also introduced him to Samir and ensured that he was ready to begin work.

• Monte may be from a high-context culture that expects trust and relationships to take priority over tasks.
• Monte may be from a low-context culture that expects more detailed instructions and information on the task at hand.
• Monte may be from a culture that does not often put women in leadership positions.
• A smile and a handshake may not mean the same thing in Monte’s culture as it does in Sandra’s.

Sandra should think about what style of communication Monte will respond to best, taking into consideration his personality, culture, and work style. She may want to ask his colleagues what strategies they have found effective as well.

Based on this, Sandra can develop an action plan. We would suggest having a direct conversation with Monte that might look something like this: “Monte, I want to apologize for how our relationship got off on the wrong foot. I was rushed and didn’t take enough time to welcome you to the organization and get you situated. You’re an important member of this team and we are really happy to have you here. What can we do to improve our communication?”