Saving Face

The concept of 'face' can help you build stronger relationships, foster respect, and navigate the complexities of social and cultural divides in the workplace.

1. Understanding "Face" as Social Currency

“Face” refers to respect, dignity, and credibility in relationships, a concept drawn from the Chinese word miàn zi. It’s not static like a physical asset—it fluctuates based on actions and interactions. Someone with plentiful face is treated with admiration, whereas losing it entails disrespect or mockery.

This concept is like currency in social interactions. Acts of kindness, empathy, and respect accrue face, while deceit or humiliation causes its loss. Even inadvertent slip-ups, such as failing to acknowledge someone’s contribution during a meeting, can diminish face.

For example:

• Leaders who empower rather than chastise subordinates in public build face for both parties.
• Colleagues who show appreciation for each other's ideas are seen as credible and affable.
• Those who undermine someone’s efforts or successes diminish their own reputation.

Examples

• A disgraced politician losing respect after a scandal.
• Gaining community respect through acts of leadership or generosity.
• Recovering face after an error through outreach and public accountability.

2. Prevention is Better Than Correction

Once face is lost, it’s incredibly challenging to recover, much like trying to put spilled coffee back in the cup. Embarrassment, mistakes, or public criticism can diminish face quickly. The best strategy is to protect face preemptively.

Empathy and awareness help in preventing accidental losses of face. For instance, before meeting someone from a different culture, taking time to understand their norms can avoid potential faux pas. Similarly, respecting workplace dynamics, like formalities and hierarchy, ensures face preservation.

Examples

• Understanding and aligning with the hierarchical norms in Japan to maintain mutual respect.
• Offering constructive criticism privately rather than airing grievances publicly.
• Anticipating cultural sensitivities when hosting international clients.

3. Honoring Means Authenticity

Honoring face requires genuine interest in others, not just damage control. Superficial gestures of respect can come across as insincere and erode trust, while authentic efforts to understand and recognize others can build lasting relationships.

For instance, making the workplace inclusive and recognizing the unique value individuals bring helps honor their face. Leaders who tailor their rewards and acknowledgment to people's motivations show sincere commitment rather than empty gestures.

Examples

• Acknowledging employees’ efforts publicly in a style they appreciate.
• Hosting an inclusive workshop where language barriers are addressed to acknowledge everyone's background.
• Avoiding routine, insincere compliments and opting for meaningful recognition.

4. Conflict Is a Growth Opportunity

Avoiding conflict isn’t the answer to saving face. Constructive conflict can preserve dignity while addressing underlying issues. Open discussions allow all parties to share perspectives and arrive at better solutions without feeling belittled.

Successful companies embrace debate to improve outcomes. For instance, Steve Jobs encouraged passionate discussions at Apple, which didn’t just improve products but allowed everyone to feel valued. Avoiding either extreme—ignoring problems or harshly exposing faults—leads to healthier resolutions.

Examples

• Productive debates at Apple leading to refined innovations.
• Managers addressing errors privately instead of reassigning tasks quietly.
• Transparent performance evaluations that allow room for improvement.

5. Psychological Safety Ensures Team Success

Google’s research into team success showed that positive, safe environments outperform negative ones. Psychological safety means an atmosphere where people freely express their ideas without risk of humiliation or rejection.

Teams practicing empathy and mutual encouragement strengthen their productivity. Pixar’s brainstorming structure exemplifies this: employees use “Yes, and…” responses to refine ideas, ensuring no one’s creativity gets dismissed prematurely.

Examples

• Pixar’s “plussing” approach boosting creativity during projects.
• Teams actively listening and validating quieter members to build camaraderie.
• Encouraging candid discussions while refraining from sarcasm or judgment.

6. Relationships Benefit From Thoughtful Construction

The BUILD framework—benevolence, understanding, interaction, learning, and delivery—offers a practical way to create meaningful relationships from scratch. Each element aligns with the dynamics needed for mutual respect.

Benevolence fosters trust, while accountability ensures reliability. Understanding how others view the relationship prevents misunderstandings, and adapting based on feedback keeps the bond evolving. Combined, they form a structure that proves beneficial in long-term partnerships.

Examples

• A boss offering mentorship in addition to delegating tasks (benevolence).
• Understanding an employee’s career goals to personalize their development path (understanding).
• Tailoring communication approaches for different teams (interaction).

7. Cultural Agility Prevents Missteps

Being culturally agile involves awareness, gaining knowledge, and adapting behaviors. Cultural norms vary—communication styles, values, and even meal preferences could cause missteps if unconsidered. Ignoring local customs and traditions may lead to unintentional disrespect.

Businesses that adapt succeed, like McDonald’s creating vegetarian menus for India. Cultivating agility helps cross-cultural teams collaborate harmoniously, even amid diverse customs.

Examples

• McDonald’s tailored offerings for different regions.
• Learning Japanese business etiquette for respectful relationship-building.
• Avoiding direct criticism in collectivist cultures and opting for subtler suggestions.

8. Women Face Additional Challenges With Face

Women leaders often encounter biases, stereotypes, and micro-inequalities, which can erode their authority. Dr. Darlene Solomon, for instance, proactively earned her team’s trust by listening, addressing reservations, and engaging in dialogue.

Women face unique challenges that require strategic navigation. Instead of confronting bias directly, techniques like collaborating with supportive colleagues or amplifying voices collectively can turn workplace hurdles into opportunities.

Examples

• Forming women-led initiatives to combat micro-inequalities.
• Proactively sharing achievements to counteract being overlooked.
• Engaging private conversations to build mutual respect.

9. Approach Feedback With Care

Feedback, especially in diverse teams, must be nuanced to prevent loss of face or defensive reactions. Culturally sensitive approaches like anonymized 360-degree feedback and feedforward discussions ensure evaluations remain productive.

Emphasizing development over criticism inspires improvement. Rather than dwelling on past mistakes, framing feedback as future-focused paves the way for progress without embarrassment.

Examples

• Implementing 360-degree feedback to include varied perspectives.
• Using a private discussion to avoid public embarrassment after errors.
• Offering future growth suggestions instead of rehashing old faults.

Takeaways

1. Approach every interaction with an empathetic mindset to preserve mutual respect.
2. Learn and adapt to cultural norms in global or diverse workplaces to avoid miscommunication.
3. Focus feedback on solutions and future improvements rather than dwelling on past mistakes.