Bringing Your Whole Self to Workplace in Non expressive Cultures

​The Deloitte University Leadership Center for Inclusion 2014 report, reveals that 61% of all employees “cover” some of their life aspects in some way. Some of the various reasons to why people have to hide some parts of their identities are fear of rejection, seeking approval, adapting to the dominant culture, the desire to be a good fit of the group etc...

Coming from one of the most reserved culture in Africa where showing strong emotions is a sign of weakness and the ability to restrain your feelings and emotions a sign of strength, I very much understand what it means to conceal one's emotions and feelings and put on a different persona and the impact this could have on individual performance at work place.

 Here are some of the proverbs that stresses the Rwandan cultural value of inhibiting emotions and feelings 

• Amarira y'umugabo atemba ajya munda: The tears of a man drop inside. 
• Imfura isheshangira ishira: A respectable and noble person does not show they are suffering 

These proverbs encourage Rwandans to not show a sad feelings but deal with issues troubling them calmly. While I understand this cultural value and how this harness relationships in the Rwandan culture, I recognize the impact this has on individual wellness.  

​Impact of hiding some part of yourself  
To better understand this let's use this metaphor of a left handed person forced to write with their right hand because everyone else writes with right hand. It does not only feel uncomfortable but it is also energy draining and it affects the speed of your work and the quality of your product. In the same way, concealing your emotions and some traits that make you unique can lead to perpetual stress, anxiety and burnout.  
Strategies to bring your whole self to work place

Work in a trustful environment 
At the foundation of all relationships is trust. Only within a trusted environment will someone from a reserved culture be able to share their feelings and emotions and therefore bring their whole self at work. Yes, creating a sense of trust within a team begins with the senior leaders, but to be fully sustainable it needs to be lived by every one. So be the champion driving team trust. 

Know your weakness and accept yourself 
It is equally important to know your weaknesses as much as knowing your strengths.  Knowing your weakness will not only help you work on them and potential improve them but also save you time and energy to try cover them.  Everyone is imperfect, so there is no need stigmatize your weak traits. Sharing your weak treats increase your self confidence and help you bring your whole identity at work.

Embrace Diversity  and find new places to network 
Engaging in conversation with people from different cultures, age, race, historic background, sex orientation puts you in a position for growth.  According to Anka Wittenberg Senior Vice President and Chief Diversity and Inclusion Officer at SAP while interacting with your network you should look for, accept and appreciate differences. Friction leads to heat, and our heat makes the atoms move faster!

Take Action
If you are manager leading a team in Rwanda and would like to help your team members fully bring their identities at work place, I would be very happy to have a workshop with your team and embark on the journey of developing an inclusive team that embraces and leverage differences to achieve your desired goals.  

Justin Ngoga
Founder and Executive Director, Impact Route