Nonverbal Communication Skills

In the West, trust often begins with capability: “Show me what you can do, and I’ll believe in you.” But in Japan, it starts with character: “Let me understand who you are, then I’ll trust what you do.” At monoya, we’ve felt this difference deeply. When we first started engaging with Japanese partners, we expected our portfolio and success stories to do the talking. They didn’t. Meetings were polite but reserved. Decisions moved slowly. Then we shifted gears—less pitching, more listening. We invested in relationships. We showed up consistently. We respected silence and patience. Over time, trust started to build—not because we talked about our work, but because we shared our values. One moment that stands out: a partner told us, “What mattered wasn’t your proposal—it was how you carried yourself.” That stuck with us. In Japan, trust isn’t built in the boardroom—it’s built in the in-between moments: over dinner, during shared silences, through consistent follow-ups. It’s relational, not transactional. For global teams entering Japan, remember: trust here is earned slowly, but it’s rock-solid once it’s there. Have you experienced this cultural shift in trust-building? I’d love to hear your thoughts. #Trust #JapanBusiness #CulturalInsights #monoya #CrossCulturalLeadership

Ever found yourself puzzled by an emoji? 🤔 This summer I hired three interns as part of a special program at my alma mater. 🥳 I talk often here about mentorship, and it was a great reminder that reverse mentorship is just as valuable, too! One of the things I was most curious about was emoji interpretation at work. While a simple 🙂 can mean "all good" or “happy” to me, my Gen Z interns might use it for a sarcastic "okay" or even mild annoyance. Who knew a smiley face could be so complex? 😂 Here's a glimpse into the emoji code-cracking session with my amazing interns: 😭: This means they're laughing so hard they're crying. For me, this emoji means sad tears. 👍: This is a classic “noted” or “sounds good” to me. But for my interns, it translates to a casual “okay” or a passive-aggressive “sure, whatever.” 👀: This translates to "interesting info, gotta share!" or an eager "what happens next?" when telling a story for my interns (one even thought it meant I was watching him – so glad he clarified it with me!). Meanwhile, I use it to acknowledge that I saw the message. It was a great reminder that something as simple as emojis shouldn’t be taken for granted. This kickstarted a process where I created a manual for how to use Slack (also took this for granted), and what emojis I use most often and what they mean. And in case you’re curious, other emojis I learned from my interns were: 🧢: Used to indicate "no lie" or seriousness ✨: Used to emphasize something or add flair 😤: Used to show determination or intense focus (not frustration or discontent, which is my interpretation!) These past few months have been a reminder that communication evolves, and emojis are no exception. If things are unclear, reach out and always assume best intentions! 💬 How do you use emojis at work, and what do they mean to you? Thanks to Denzel Higiro, Yash Markendey, and Monica Young for all your great work (and for helping me stay on top of my emoji game 😂)!

How Emojis Became the New Tone of Voice at Work .....A workplace emoji isn’t just an emoji anymore. Gen Z is a growing force in offices. They interpret common emoji symbols in radically different ways. What Gen X sees as polite or efficient (like the 👍 thumbs up), Gen Z may read as dismissive or even hostile. As more companies embrace hybrid and async work, this silent misalignment can quietly sabotage collaboration and trust. Recent research reveals: 74% of Gen Z prefer to use emojis to express tone and emotion at work. (ZDNet) 39% find the use of the “thumbs up” emoji passive-aggressive or hostile. (Fast Company) Gen Z avoids formal punctuation (like periods) because it “feels cold or final.” (Talk-Business UK) AI and emojis are being combined by Gen Z to create more emotionally aware messages in work chat tools. (Talk-Business UK) This isn’t just about being “too sensitive.” It’s about a generational shift in digital emotional intelligence. The modern workplace now has a new unwritten language, shaped by digital natives. Understanding emoji use : what to use, what to avoid, and when tone shifts could be the next soft skill managers need to master. #HRTrends #Lessonslearnt #Organizationalculture #GenZ #Mindset

Hosts Danielle Farage and Mervyn Dinnon tackle the social media phenomenon known as the "Gen Z Stare". Danielle describes it as a flat, zombie-like, and disengaged expression that is often difficult to read, particularly in the workplace or when interacting with customers. Mervyn and Danielle demonstrate the stare before exploring its origins. Danielle cites a TikTok therapist who suggests the stare is a symptom of a larger cultural shift, where Gen Z wants to skip small talk and get straight to the point because pleasantries can be exhausting to them. This shift may be rooted in a decrease in social interactions due to the pandemic and an increased reliance on digital communication. Mervyn agrees that the nature of person-to-person interaction has changed, noting that in the past, small talk was a key part of customer service and positive customer experiences. He believes that with more forms of communication, the era of small talk is fading. Danielle adds that the many different ways to connect, from liking a post to in-person meetings, have created a sense of "superficial connection" that contributes to higher levels of loneliness among young people. The hosts discuss how a manager could respond to the "Gen Z Stare" by being curious and asking if something is going on. Danielle suggests that by offering their own personal tips or narratives, a manager can build trust and earn the employee's attention. Mervyn emphasizes that politeness costs nothing and that in a working environment, it's important to be polite to everyone because you never know when your paths will cross again. He concludes by stressing the importance of maintaining humanity in human resources and not cutting off human interaction in an age of digital communication and AI. Danielle agrees, stating that the ability to make people feel a certain way and inspire them to go above and beyond is a skill that helps ensure job security in a world with AI.

Learn from 🇯🇵 Japan on how to say no with care, without disrupting the relationship. Understanding politeness in Japanese business culture. Over the past 20 years, I’ve had the privilege of joining countless meetings between international companies and their Japanese counterparts. And one recurring pattern still fascinates me and sometimes confuses newcomers: ✔ Thoughtful presentations. ✔ Respectful conversations. ✔ Warm nods and polite encouragement. Foreign visitors often walk away uplifted: 🌟 “They nodded the whole time!” 🌟 “They said ‘Let’s stay in touch!’” 🌟 “They seemed impressed! this is a done deal!” But then… silence. No reply. No follow-up. No deal. So what happened? 💡 In Japan, directness is not always the norm, especially when it might cause discomfort or disrupt harmony. 🟢 You may hear: 👉 “It’s a very interesting proposal.” 👉 “We’ll need to discuss internally.” 👉 “Let’s stay in touch.” These aren’t rejections. They’re part of a culture that values thoughtfulness, group alignment, and respect over haste. 📌 Here’s what I’ve learned: ✔ Consensus comes first. Without internal agreement, the answer may remain open-ended. ✔ Avoiding direct refusal isn’t avoidance, it’s consideration. ✔ Silence isn’t disinterest, it’s space for deeper reflection. 🎎 Japanese professionals are some of the most courteous and sincere people I’ve worked with. Their kindness may not always come with clear conclusions but when a decision is made, it’s made with depth, care, and long-term intent. 🤝 In Japan, trust is earned over time. A single meeting rarely seals the deal. But consistent, respectful engagement often does. ✅ Want to build lasting relationships in Japan? 🔹 Be patient, not pushy. 🔹 Observe the tone, not just the words. 🔹 Invest in trust, not just transactions. The reward? A true partnership built on mutual understanding and commitment. 💬 Have you encountered cultural differences like this in business? How does your culture express disagreement with grace? I’d love to hear in the comments 👇 Repost with your thought to help more people understand and appreciate the beauty of Japan’s business etiquette. Enjoy summer campaign to Learn cross-cultural communication, agile, scrum, design thinking, thought leadership,…etc essential skills eLearning drama contents in just 7USD per month till Sept 30th. Don’t miss it! #Japan #BusinessCulture #Tatemae #TrustBuilding #CrossCulturalCommunication #GlobalBusiness #RespectFirst

Teams don’t fall apart all at once. They rot quietly first. The signs are small. Easy to miss. Until it’s too late. Here are 13 red flags you should never ignore: 1. Silence in meetings. ↳ If no one speaks, no one feels safe. 2. Inside jokes that exclude. ↳ Culture isn’t what’s said; it’s who gets left out. 3. Decisions made in whispers. ↳ If it happens after the call, it’s not collaboration. It’s control. 4. Chronic lateness. ↳ Being late once is a mistake. Being late always is disrespect. 5. Constant firefighting. ↳ When everything is urgent, nothing is strategic. 6. No clear ownership. ↳ When a task fails and everyone shrugs, you have a bigger problem than deadlines. 7. Over-celebrating small wins. ↳ It’s great to celebrate. It’s dangerous when celebration hides deeper cracks. 8. Under-communicating bad news. ↳ If you have to "read between the lines," you're not being led—you’re being managed. 9. Fear of asking questions. ↳ If people stay confused instead of speaking up, trust is already broken. 10. Recognition tied to politics. ↳ When praise goes to the loudest, not the best, talent quietly leaves. 11. New ideas die fast. ↳ Innovation doesn’t need permission. But it dies without support. 12. Meetings that drain instead of build. ↳ Every meeting should create clarity or energy. If not, it's rot in real time. 13. You feel relieved when a coworker leaves. ↳ Relief is not a team emotion. It’s a warning signal. A dysfunctional team doesn't explode. It erodes. One unchecked habit at a time. Catch the red flags early, Or spend years cleaning up the mess later. P.S. Tag someone who builds teams the right way by protecting trust, not just chasing goals. ♻️ Repost to encourage healthy functioning teams ➕ Follow Nathan Crockett, PhD for posts that encourage, educate, and inspire

Is what they're saying, what they mean? When working with or managing Japanese business professionals, you will eventually come across the terms 'honne' and 'tatemae'. There are endless articles about this online with varying analysis. Very simply, HONNE means to express your true feelings. TATEMAE means to conceal your true feelings. What we in English might refer to as... tact, a diplomatic response, or a vague explanation. Japanese professionals may use tatemae to...  • protect themselves from embarrassment. • protect those around them from embarrassment. • avoid committing to a decision in to escape being held responsible. (The Japan Series 132) It’s really hard to go deep in a LinkedIn post... and not being Japanese, I am probably not the person to do that anyway. Instead, I want to highlight ways to better engage with Japanese professionals, beyond the stereotype. In any organization, for open and honest communication to happen, people need to feel safe, and believe they are valued, before they will speak freely. So... VALUE THE LOCAL RESOURCE. Remind your Japanese colleagues that they have an incredible unique and local understanding of Japan. One that we as non-Japanese are unlikely to ever have. Help them see that their observations - when SHARED - can greatly benefit OTHERS to better understand Japan and grow the business. Thank them when they do contribute. CREATE TIME TO CONNECT, NOT JUST MANAGE Go for coffee with your team members, have a drink with them. Take a walk with them. in other words, reach out and communicate with them when you DON’T actually have to. If you are ONLY talking to them when you have a meeting, building trust takes much longer. SHOW GENUINE CURIOSITY Your Japanese colleagues may be hesitant to talk about their life outside of work with you, so don’t push it, but start by sharing your story. Let them get to know you on all levels. HAVE A MEETING ABOUT MEETINGS Set up a workshop to talk about what good meeting engagement looks like. Together create a simple list of communication expectations that can be read prior to each meeting to remind everyone of their responsibilities and how they can add value. I can help you with this. TONY ROBBINS SAYS... "Business is NOT business. Business is not this necessity I've got to do so I can do my gift. Business IS a gift. Business is a spiritual game my friend, because, the only way you will succeed in business is to do more for others than anybody else out there." Maybe that’s the attitude we need to start with. #TheJapanSeries #TheCourageousCommunicator

Want to know what your colleagues REALLY THINK? It’s all in the body language. Start reading the room—BEYOND WHAT'S SPOKEN. Mastering nonverbal cues can help you communicate with impact. In the workplace, words tell one story, but body language tells another. Understanding nonverbal cues can help you connect, navigate challenges, and strengthen relationships. Here are 10 hacks to decode body language at work: 1 - Observe the Eyes: Eye contact can reveal focus, confidence, or discomfort. Frequent glances away might signal distraction or disinterest. Prolonged eye contact? Likely engagement or intensity. 2 -Mind the Arms: Crossed arms often indicate defensiveness or discomfort. Open gestures suggest approachability and a willingness to engage. 3 - Check the Feet: Surprising but true—foot direction can reveal attention. If someone’s feet point away, their mind might be elsewhere. 4 - Posture Speaks Volumes: Leaning slightly forward signals interest, while leaning back may indicate disengagement. Slouching could reflect boredom or low energy. 5 - Mirroring as Connection: When someone mirrors your posture or gestures, it’s a sign of rapport and agreement. Use it to gauge connection. 6 - The Power of Microexpressions: Brief flashes of emotion on the face—like a quick smile or furrowed brow—can give away true feelings before they’re masked. 7 - Pace and Tone: Nonverbal communication isn’t just about the body—watch how gestures sync with speech. Fast gestures can signal excitement, while slower ones may reflect thoughtfulness or calm. 8 - Distance Matters: People who lean in or close the gap may be showing interest or trust. Be mindful of cultural and personal preferences for personal space. 9 - Hand Gestures: Open palms suggest honesty and transparency. Fidgeting or hiding hands may indicate nervousness or withholding. 10 - Smile Authentically: A genuine smile engages the eyes and builds trust. Be wary of forced smiles, which often lack that spark of sincerity. Body language is an incredible tool for understanding the unspoken in any interaction. Start noticing these cues and watch your workplace connections thrive! 💬 What’s your favorite body language hack? Let’s share insights!

How to get actionable feedback from your Japanese manager 🌐 Working Wednesday series When I first started working in a Japanese office, getting actionable feedback from my manager was hard. I was used to being coached by western mentors who tended to be kind but sometimes pretty blunt in their approach. In contrast, Japanese workplaces often emphasize harmony and indirect communication, which means feedback is delivered with nuance, which requires careful listening and interpretation. I had to learn over time how to get the feedback I needed to produce the results my manager was looking for. Here are some hacks you can use to bypass this lengthy process: 1. Ask open-ended questions & focus on specifics Instead of directly asking, “What did I do wrong?” which probably won't get you the answer you're looking for, try framing your questions in a way that encourages dialogue. Also, vague questions often lead to vague answers so try to be specific. For example: • “What improvements can I make to better align with the team’s goals?” • “Are there areas in this project where you think I could add more value?” These questions are less confrontational and show your willingness to improve, which aligns with the Japanese value of continuous growth (Kaizen). The added specificity demonstrates your attention to detail and makes it easier for your manager to provide useful insights. 2. Read between the lines & show gratitude Japanese communication is often indirect. Phrases like “It might be better to consider another approach” can imply the need for significant changes. Pay close attention to tone, phrasing, and even body language for subtle feedback cues. Always thank your manager for their input, no matter how small. A simple “Thank you for sharing this feedback—I’ll work on it” goes a long way in showing respect and building trust. 3. Observe and adapt Finally, observe how your manager communicates with others. Understanding their style can help you anticipate feedback patterns and tailor your questions accordingly. Also, don't be surprised if your manager doesn't fit the stereotype you're expecting! If life and work have taught me anything, it's that there are always outliers when you least expect it. How do you navigate feedback in your workplace? If you want to learn more about working successfully with the Japanese, join one of our sessions! Here’s a link to our upcoming sessions (be sure to select a time in your own timezone!): https://lnkd.in/gM6mzAnC At Japan Consulting Office, we specialize in helping professionals navigate cultural nuances. Reach out to learn more about our group or individual sessions—designed to help you thrive in a Japanese working environment! You'll be glad you did 😊 #WorkingWednesday #Japanesebusinessculture #crossculturalcommunication #HRconsulting #management #leadership #HRconsulting #Japanconsultingoffice #businessconsulting #actionablefeedback

Silence is the real dysfunction. Conflict makes it visible. 🔹 86% of employees say poor communication is the reason change fails. But the breakdown begins sooner - when truth gets delayed to keep the peace. Most cultures don’t fall apart in disagreement. They fragment in the moments when honesty gets postponed to preserve comfort. These 10 signals reveal when a culture looks safe but isn’t: 1. Everyone nods ↳ The hard stuff stays outside the room ↳ Real issues show up after the meeting 2. Leaders speak first ↳ No space for dissent to surface ↳ Agreement becomes performance 3. People calibrate, not contribute ↳ Energy shifts depending on who’s in the room ↳ Safety gets replaced by strategy 4. Questions feel risky ↳ Curiosity shrinks when stakes rise ↳ People edit themselves to stay included 5. Feedback loops disappear ↳ Friction gets managed, not explored ↳ The same issues resurface with different language 6. Calm replaces clarity ↳ Teams prioritize tone over truth ↳ Discomfort gets softened instead of processed 7. Pushback drops off ↳ Decisions go unchallenged ↳ Disconnection grows under the radar 8. Emotional cues get ignored ↳ Nobody tracks what isn’t said ↳ Burnout enters quiet and leaves louder 9. Everyone aligns, no one believes ↳ Agreement lacks conviction ↳ Alignment becomes choreography 10. The culture avoids heat ↳ Safety is only honored when it’s easy ↳ Trust erodes in the name of comfort The strongest teams don’t perform safety. They practice it—especially when it’s hard. ♻️ Repost to help your network lead with clarity ➕ Follow Didier Huber for weekly insights on trust, tension, and culture that lasts #BeyondThePlaybook #HumanCenteredLeadership #PsychologicalSafety #TrustAndTension #BoldLeadership #ACMP #Prosci