Alfred Tora

The modern workplace continues to go down the path of individualism, with the unofficial mantra being “It’s a dog eat dog world”. The root of this problem, ironically, lies at the top! 

A leader’s most important role is being a purveyor of culture—to spread the values and norms of the workplace. With the rise in job stress and dissatisfaction, business leaders are exploring “new” leadership and workplace models. 

What if the future of business leadership is rooted in ancient wisdom? 

Pasifika cultural systems offer holistic, relational, and sustainable approaches that can be interwoven into current business systems and leadership repertoires. 

It is not just about cultural preservation. Pasifika culture has practical applications!

Pasifika Culture—A Strength, not a Challenge.

Far too often culture is viewed as a crutch that needs to be managed or you would be seen as a neanderthal in need of evolution/ colonization. Cultural values cannot be separated from professionalism. 

Now reframe the narrative. 

Culture can be a strength—a competitive advantage. Concepts within Pasifika culture, provide real-world guidelines to developing the self and the business environment. Implementing cultural values can positively impact the morale, motivation, inclusion, and communication of the people around you. 

Relational Ways of Working

Relationships are central to the Pasifika worldview. The concept of self, in many Pasifika cultures, is a culmination of one’s relationship with the land, their place in society, and the roles that they must perform. Not surprising, considering that survival in these societies depended on group cohesion, mutual support, and collective responsibility. The focus on the relational leads to strengthened trust, collaboration, and long-term loyalty within the workplace.

Leaders need to foster team cohesion, value informal support systems, and avoid over-individualized performance metrics. Emphasize the value of solesolevaki—an iTaukei concept of collaborative synergy towards shared goals—and make it a focal point for measuring success within spaces. Team cohesion comes from trust, built with time and care. Celebrate individual achievements but also tie it to collective growth. 

Leadership that Reflects the Community

Leaders reflect business culture. No wonder market prices are tethered to the personal exploits of business owners and directors—e.g. parallelism of Musk and Tesla. Pasifika leaders should equal Pasifika values. Leadership is not a status symbol but a role of service. 

O le ala i le pule o le tautua / The road to leadership is through service. 

Great leaders are those who care for the group and act with integrity. Look at renowned leaders from within your culture and chances are that they exemplified unity over division. Leaders understood that their power was derived from the people.

Leaders act as conduits that can attract or dispel. When a space is led by individuals that align with the value systems, it fosters trust and respect. If there is misalignment between leaders and values, things fall apart. 

Integrate a leadership development program that teaches these values throughout the organisation. Imagine a space that develops leadership that is relational, service-driven, and humble. 

Communication with Depth and Care

Communication plays a crucial role in any culture. Talanoa is a Pasifika practice of conversation that cultivates connections and mutual understanding. It is built on respect, humility, inclusivity, transparency, and participation. Contrast this to corporate communication. It can sometimes feel rushed or transactional—leaving a bitter taste on the tip of your tongue. You’re expected to report on data and to keep it impersonal with no room for imagination. Leaders need to value slower, more thoughtful conversations. This can come in the form of dialogue circles, one-to-one talanoa, and informal conversations. 

How much could this alone change organisational behavior? 

By encouraging talanoa, leaders can develop a stronger listening culture, safer work environments, and reduce conflict. Think about it. Conversations would become more intentional; misunderstandings would be minimized; people would feel more respected. Communication would be sped up, by slowing down. 

Holistic Approaches to Wellbeing

Pasifika cultures take a holistic view of wellbeing. The belief is that physical, emotional, spiritual, and social wellbeing are interconnected. How “revolutionary” is that approach for workplaces? It would improve mental health, which leads to higher retention, which boosts morale. 

A holistic approach would look like flexible schedules, cultural leave, communal activities,  and respect for family/community obligations. Think of a time when you couldn’t get a day off work for a legitimate family gathering because it didn’t fit in with HR policy. It sucked, didn’t it?

Learning from Indigenous Knowledge Systems

In order to learn from indigenous wisdom, we need to first acknowledge that traditional knowledge—ecological, intergenerational, and adaptive—is relevant to work systems. These systems can define sustainability, strategic planning, and resilience. We can tap into local knowledge to improve our problem-solving processes and leadership development. 

What would this look like? 

Cross-generational mentorship programs, climate resilience planning committees, and developing innovation grounded in place-based knowledge. If you’re a huge organization with different locations then be flexible and decentralize command to locality—think of the Mcdonald’s model of serving to local preferences. 

Building Workplaces that Reflects the Region

Pasifika workplaces should reflect Pasifika people and values. We cannot stay rooted in imported business models that ignore local cultural logic. We cannot continue to operate under the pretense that we are motivated and behave like our Western counterparts—a culture rooted in individualism. We need culturally grounded workplaces that are more inclusive and sustainable. 

The future of work in the region can be rooted in its own wisdom. For how can we be relatable when our biggest import is the way we work?

Final Thoughts

Culture should not be a barrier but the foundation—a competitive advantage. Pasifika worldviews can lead the way in reshaping how we relate, lead, and care in our organizations. We can reshape and re-imagine our workplace norms through a Pasifika lens. It would make you more relatable, better strategically, and more resilient. 

How can you anchor your organization to culture? How can our Pasifika values reshape the future of work? 

Your culture has the answers!