Understanding Azorean Politeness: A Cultural Exploration


Evelina Silveira

shows a hot spring in the Azores

A month ago, I had one of my lifetime dreams fulfilled – I visited my parents’ homeland, Flores, Azores, Portugal, along with two other islands, Terceira and São Miguel.  It had been almost 50 years since my family’s initial visit.

The Azores are a Portuguese autonomous region comprised of nine islands: São Miguel, Terceira, Santa Maria, Faial, Corvo, Flores, São Jorge, Graciosa, and Pico. If you’ve ever wondered what paradise might look like, it probably resembles the Azores.

Growing up, I learned both English and an Azorean dialect, with which I had a basic level of proficiency.  However, with the death of my parents, I had no one to practice spoken Portuguese; therefore, I needed to prepare quickly to be able to ask questions and learn about my family history in Portuguese.

Two months in advance, I gave myself a crash course on Portuguese and listened to continental and Azorean news each day to improve my listening skills and enhance my vocabulary.  ( It worked amazingly well!)

I was determined to familiarize myself with the etiquette so that I would not come across as “maleducada” or rude. Even though my parents passed away, there is still an expectation to respect their memory by demonstrating that they raised me with good manners.  In high context cultures, no matter your age, you are always a symbol and reflection of your family name – it carries you wherever you go.

I had many questions about my parents’ homeland. I wanted to ensure I would be sufficiently fluent to have conversations with locals and connect with some long-lost relatives I had discovered who were still living in Lajedo, Flores. In preparation for the trip, two months beforehand, I spent about two hours daily listening to Telejornal Açores and political podcasts (I love politics, regardless of the language). During that period, I noticed a significant improvement in my listening skills and understanding of various accents, including continental, different Azorean, and Brazilian ones. My vocabulary expanded rapidly. I also added Portuguese documentaries to learn about the country’s history and its nine archipelagos.

 Core Traits of Azorean Politeness

As a language coach, a former student of linguistics and a child of Portuguese parents, I know firsthand the importance of understanding and following cultural norms of politeness.

For example, a “maleducado” child would refer to older people using the “tú” pronoun, which would be a terrible embarrassment for parents because they would be seen as not teaching their child proper manners. We were taught never to call adults by their first name, but instead to use the formal “Senhor” (sir) or “Senhora” (Madam). I remember my late mother saying, for instance, “Why don’t her parents correct her? Her aunt is not a ‘tú’ but ‘Tia’ (aunt). This example will often resonate with other multilingual readers.

 Greetings

While my sister and I were raised to have polite Portuguese manners, we were not ready for what transpired on our first visit there, when I was 10 and she was 18.

What did two sisters from Canada do in Fajã Grande, Flores  (which probably had a population of 300 people then) that led to a scolding from my grandmother when we got home after going for a walk in the village? 

A terrible gaffe we will never forget.

We did not say Bom Dia ( Good Morning) when we passed strangers on the street.  Little did the villagers know we had been indoctrinated from a young age to not talk to strangers.  But, in the Azores, especially in small towns, this is a basic courtesy.

After we calmed our grandmother down, my sister and I vowed to acknowledge every person we saw, whether we were standing out on the veranda, seeing someone cultivate their land or hanging out their clothes to dry.  We refused ever to be referred to as “the arrogant American girls who think they are too good to say hello”. Lesson learned.

 Fast forward, I prepared my husband (who is not Portuguese) for the trip so he wouldn’t encounter a similar problem.  I equipped him with several phrases.

Bom dia,senhor; Desculpe, não falo português. Obrigado  . Good Morning, Sir, I don’t speak Portuguese.Thank you.

Consequently, the doors were opened for us immediately, and my husband managed to strike up some conversations with locals who had broken English.  Villagers welcomed us to participate in their religious celebrations and invited us to enjoy a communal meal at the church.

 Azorean children are taught to be thankful for everything. It may be derived from their own parents’ sense of gratitude for anything that was given to them either through their efforts or with the help of others. Families who had land, crops and livestock would have been considered lucky if they could feed everyone.  There were no extras.  Reliable electricity and water supply, for example, did not come to my parents’ village until after the late 1970s.  Those who had relatives in the diaspora who could send them some money were considered fortunate.

Showing thanks can be done in several ways. While obrigado  is the standard, other deviations can be  Que Deus te abençoe  or  May God Bless You, an expression of not only gratitude but also with a religious twist. I heard “muito obrigado” or thank you very much, at a far greater rate than what we hear in Canada, often for what we might consider mundane.  On several occasions, I heard Muitissimo obrigado, which would be like an extreme thank you—expressing gratitude ties into the Azorean trait of humility.

Respecting Your Neighbours/Being Quiet

Unlike other Portuguese-speaking cultures, like the Brazilians, Azoreans tend to be more reserved and quieter. Their parties never reach the level of animation and festivity that their South American counterparts enjoy. During the two weeks I spent in the Azores, we took five flights. Many passengers had small children and babies. There were never any people speaking loudly or disturbing others with disruptive devices – that would be unheard of. What a contrast to the flights I had in North America.

While the Azoreans enjoy drinking wine and beer, you’ll find it difficult to spot a loud, obnoxious individual on the street or in a public place. Public displays of intoxication are not funny and are instead vergonhoso or shameful/embarrassing.

Silence is especially golden when it comes to listening to Fado music, Portugal’s national musical treasure. It’s a serious business.  Attending a Fado event means being prepared to respect the artist and the form by not speaking or moving around during the performance. Fado is sacred to the Portuguese. The fadista must get into their role, which often requires the belting out of theatrical, soulful and sorrowful lyrics.  When the tavern owner declares “Silêncio, que se vai cantar o Fado or  “Silence, we are going to sing the Fado,” the audience stops what they are doing and listens. When the outstanding fadista, Jessica Soares, completed her final set at the tavern in Ponta Delgada, she humbly announced, “Thank you for your silences,” which meant, thank you for not speaking during my performance.

Hierarchy

Out of respect, middle-aged people married or otherwise will be conferred the title of “Senhor” or “Senhora”. Growing up, I considered them to be the titles of “old” people. So, you can imagine what it was like for me to be constantly referred to as “Senhora” throughout my whole trip, even though this was the culturally appropriate thing to do. When I realized that “Senhora” had become my badge of honour, I embraced it, and realized I had rightfully earned it. The challenge was that I had to make sure I was respectful and reciprocal with the titles that I used. Each time I opened my mouth to talk to someone unfamiliar, I would have to use “Senhor” or “Senhora” to start the sentence.  Since the informal “you” is impolite to use on people of stature or maturity, I had to regularly reset my thought process, replacing “you” with “senhor/senhora”. 

 Unlike what I am hearing from my Brazilian friend, who has noted that the Portuguese language there is going through some revisions to address its inherent patriarchy. I wouldn’t be holding my breath in the case of the Azores, especially in the most remote islands that have had so little outside influence until recently.  When handing the restaurant bill to my husband, the waiter said,  “Senhores, posso oferecer algo mais a vocês?” This translates into: “Sirs, can I offer you anything else?”  This is a sharp contrast in some restaurant circles where servers are told to leave out the “sirs” or “madams” from their greetings in case they misgender someone. 

 Polite Insults

Years ago, when I was learning Portuguese to improve my listening skills, I watched telenovelas (soap operas) to help me acquire some basic conversation skills.  Just as all soap operas carry drama and insults, Portuguese ones had a special feature – a polite ending.  So, you could essentially yell at someone, but when you leave and slam the door, you pull yourself together to say, “Have a good day”. Is this a standard practice?  I don’t know for sure, but it seems to happen an awful lot on television programs.  

To challenge myself, I listened to the political debates before the Portuguese elections and again, despite the mudslinging, there was always some measure of decorum.  For example, you would hear accusations like Com todo respeito, o senhor é um ladrão which translates into, “With all due respect, sir, you are a thief!”.

 Nobody’s Perfect

There were so many examples of Azorean politeness and hospitality. One thing that truly shocked us about these seemingly gentle and humble people: how they behave in the driver’s seat. There were moments when I felt like Dennis Weaver’s character in the movie, Duel, about road rage. Imagine having a driver tailgate at a high speed on a very narrow road on a cliff or a decline. Some of these roads are so narrow that you can’t see if a car is coming when you turn, which is why mirrors are positioned on the streets. Many of these old roads were not built for cars but for cows and wagons.

When I commented to my hosts in Terceira that I had not heard anyone swearing, her husband said that I should attend the sporting events and perhaps I would change my mind.

Politeness in the Azores is more than a set of rules. It reflects deep-rooted values as humility, respect, gratitude, and a sense of community. These customs reveal a culture. The subtle reverence of a Fado or the everyday greetings exchanged on village streets, Azoreans esteem connection, dignity, and faith.

Of course, no place is without its twists and surprises. The juxtaposition of tranquil vistas alongside maniacal drivers is one such example. The contrast only adds to the complexity of Azorean life.

I have been shaped by both Canadian and Portuguese worlds. I’ve come to appreciate that cultural etiquette isn’t just about saying the right words. It’s about understanding the affection behind them. And in the Azores, that heart beats with warmth, tradition, and a quiet strength that’s impossible to forget.

                                                                                                  

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Disabilities Unveiled: Exploring the Link Between Workplace Aggression and Hidden Challenges


Evelina Silveira, President, Diversity at Work Communications Training

It is commonly acknowledged that individuals with disabilities are often subjected to bullying, yet seldom do we consider them as potential perpetrators of workplace violence or harassment. Over my two decades of professional experience specializing in addressing workplace bullying and harassment on a one-on-one basis, I have observed a significant portion of my clients also happen to have some disability.

 

Recently, I turned to my elementary school days and reflected on the most notorious bullies.  I’ve noted a recurring pattern: many of these aggressors were grappling with disabilities themselves.

 

Take Joanne, for instance, a formidable presence in my elementary school. An intimidating figure due to her older age, height and weight, she had been held back a few grades because of her academic struggles. It is now apparent that Joanne likely grappled with an undiagnosed learning disability, evident in her emotional distress when confronted with reading aloud and all things academic. It raises the question, perhaps, whether her aggressive behaviour towards smaller children during recess or after school served as a coping mechanism for the shame, hurt, and sense of exclusion she experienced at school.

 

LEARNING DISABILITIES

Fast forward to my practice, I notice the correlation between disabilities and disruptive behaviour extending well beyond the schoolyard and into the workplace. In one instance, I conducted online training with an individual named Roy, who had been implicated in making homophobic remarks towards a coworker. Despite his technical proficiency in his role spanning over three decades, Roy scored few points on the sociability scale. He was abrupt and frequently aggressive. It became evident during our session that Roy had hidden his illiteracy from his boss and co-workers for three decades!   Could the lingering threat and anxiety of being “outed”  for his struggles with illiteracy make him more aggressive? It’s possible. It may provide some explanation for elevated stress levels and his subsequent inability to manage his anger well. However, it would not explain the homophobic remarks he made to his co-worker.

 ADDICTIONS

Similarly, workplace aggression could be attributed to addiction-related disabilities.  Consider Syd, a worker who confessed to drinking about five energy drinks a day and who also smokes tobacco and marijuana.  His volatile reaction to a coworker’s seemingly innocuous request to stop incessantly beeping his forklift horn nearly led to a physical fight on the factory floor.  Substance abuse addictions raise questions about the extent to which such dependencies exacerbate workplace tensions.

  MENTAL ILLNESS

 Furthermore, obsessive-compulsive disorder (OCD) emerges as a prevalent disability among individuals exhibiting bullying tendencies. The compulsive need to control and adhere to rigid routines often translates into heightened frustration when colleagues fail to meet these exacting standards. Despite their invaluable attention to detail, individuals like Don, a senior engineer widely known for his intimidating presence, copiously wrote at meetings, analyzed the fine print in all contracts, and consequently saved the company $10 million.  His OCD, in part, enabled him to deliver results that others could not, but it had a disastrous toll on his team.  Don was perpetually angry with his co-workers and staff because he felt they did not care about the job as much as he did.

 The bulk of the clients who are referred to me are high performers and have poor self-care. Most of my clients disclosed they were not getting help with their disabilities, which wasn’t too surprising. Typically, they will prioritize the company’s needs before their own.  

 It becomes self-evident for clients there could be a connection with how their disability may be impeding their ability to manage their anger at work.  The question becomes, what can they do about it?

 When it comes to taking charge of their disabilities, inequities in health insurance and the lack of options exist, making it more challenging for employees with less robust plans to seek help. Some have extensive health insurance plans and can follow up with therapy and other treatments, whereas many blue-collar and service-worker clients have fewer low-cost options. Rarely do health insurance plans offer extensive psychological or addiction treatments, leaving clients to rely on poorly funded community agencies.

The presence of a disability, however, cannot excuse an employee for engaging in disrespectful and, in some cases, illegal behaviour. The impact on their victims remains the same. It is incumbent upon them to learn how to cope with the disability and for employers to make them aware of the available employee benefit programs and accommodations.

 

To learn more about sensitivity/empathy training for workplace bullies and harassers, contact visit.

 

 

 

 

 

WEBINAR: English Pronunciation Boot Camp


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English as a Second Language in the Workplace: Don’t let it be a barrier to success


By Evelina Silveira

My name is Evelina Silveira; I am TEFL certified, a diversity trainer specializing in intercultural communication, a certified mediator, a trilingual speaker, and the president of my 18- year- old company.

I know that learning a language well enough to conduct business can be a challenge. Your time is precious as an adult, and you want results quickly.

I have worked as an English as a Foreign Language Teacher for over three years with various learners from Asia, South America, Europe and the Middle East. During this time, I have learned about the different struggles various linguistic groups experience.

No matter where English as a Foreign Language speakers reside, they encounter the same issues:

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Are Female Bullies Flying Under the Radar?


Evelina Silveira, President Diversity at Work

Every woman I have ever spoken to has a story about female bullying. Yet, after 16 years of working 1:1 with workplace bullies and harassers, only about 5% of my clients have been female. I began to wonder why this could be. So, I started digging deeper into my experiences with workplace bullying and harassment and the stories others shared with me.

I noticed that males tend to bully in profoundly different ways than women.

In my practice, I have remarked that men’s bullying/harassing behaviour typically involves:

– Raising their voice

– Physical intimidation – slamming doors, punching walls

– Name-calling

– Threats

– Sarcasm

Essentially, their actions are most overt, and there are usually witnesses, although not always. For example, male bullies describe what they do as “venting” to release anger and control the situation.

On the other hand, women appear to be more covert with their bullying tactics, which could be why so few end up in the Human Resources department. Let’s look at a few examples:

– Excluding other females from social/work networks.

– Sharing gossip and rumours.

– Making derogatory remarks about employees behind closed doors.

– Silent treatment.

– Passive-aggressive actions like managing an employee’s/co-worker’s reputation behind the scenes.

– Giving co-workers/staff extra work because they don’t like them or don’t belong to the clique.

– Withholding information to do their job better.

Just because the actions are covert doesn’t make them less damaging. The victim may not know what is happening because nothing is said to them directly. They may notice a difference in how people treat them, but they cannot put their finger on it. The uncertainty and confusion can lead victims to second-guess themselves and “crazy-make.” Although emotionally and psychologically impacted by the events, the victim doesn’t have the same proof she may have if the bullying/harassment was out in the open.

I have many theories about why this happens. As females, we are always taught to be “nice,” “sweet,” and passive. From an early age, we socialized to be “likeable, which means conforming to an expectation of how an ideal female should behave. Overt actions like calling people names to their faces or yelling at them would make them instantly unlikeable by most bystanders. However, their covert bullying can give them the best of both worlds –they appear friendly on the surface while plotting abuse behind the scenes. My experiences have shown this to be true. I had two bosses who were friendly towards all staff and appeared to care about them, but behind the scenes, it was different. Once the door was closed, I remember having ageist and bigoted comments made to me. My boss told the Director I had yelled at her, left in a huff and slammed the door. None of that had happened. That was genuinely frightening when I realized the level of deception.

I am not saying women only bully covertly because that is not true. However, as leaders and HR professionals, you must also be in tune with the dynamics below the surface. When conducting workplace investigations, you may want to ask questions that include harmful gossip and exclusion from work groups. Is the workload shared, or are the less “likeable” people getting the most work or the worst jobs?

So, what can you do:

– Ensure that your respectful workplace/anti-bullying harassment training includes covert forms and their impacts on victims.

– Provide staff with training to communicate disagreements assertively and respectfully.

– Challenge gossip and the rumour mill – acknowledge that commenting about others not around to defend themselves is cowardly, passive-aggressive and disrespectful.

To learn more about our innovative and rehabilitative program for workplace bullies and harassers, visit our business website at https://www.diversityatworkcommunications.com/sensitivity/

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Tone It Down! Course on Respectful, Diplomatic Communication


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Upcoming Webinars for March 2023


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March 8 – DEI Committees -Everything You Wanted to Know

DEI Committees can be a positive agents of change. Learn how to make yours inclusive and productive.

March 22 Serving Customers with Language Barriers Over the Phone

Provide a better customer service experience, reduce stress, and have more productive calls.

March 28 – Tone It Down!

An interactive virtual workshop that will help you master the art of tactful, respectful and diplomatic communication.

March 29 – Communication Skills for Workplace Success

Learning to communicate assertively and respectfully is essential to succeeding in the workplace.

LEARNING OPPORTUNITIES – Fall 2022


DIVERSITY COMMITTEES: Everything You Wanted to Know

September 9, 2022

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Have you thought about starting a DEI committee but don’t know where to begin? Are you struggling with your current one and wonder what you could do differently? DEI committees can be influential change agents when structured with a purpose and have built-in accountability.

In this webinar, you will learn:

– The benefits of a DEI committee;
– Ways of naming your committee;
– The essential components for a productive and harmonious diversity committee;
– What to include in a Terms of Reference;
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– Troubleshooting common issues;
– Ways to overcome typical challenges;
– How to keep the momentum going;
– About schemes for evaluating your committee.


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LANGUAGE BARRIERS: Tips for Inclusive Training

October 5, 2022

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Learning the ropes in an organization is tough, but what if you have a language barrier?  You might not get the full benefit of training, compromising your performance and safety.   

That’s why it is incumbent upon trainers to be more creative in their approach and delivery to ensure participants receive equitable opportunities to succeed and contribute to the workplace.

Whether you conduct corporate training, deliver workshops or are training employees 1:1 you will gain new ideas to enhance your training and maximize their learning.

Topics will include:

–  Considerations for culturally sensitive design
–  Strategies for maximizing understanding
–  How to tell if someone has a language barrier
– Tips for making your speaking and writing clearer 
–  Useful tools for building materials that are easier to understand

This is offered in a live-one-hour presentation with opportunities for questions at the end

To learn more, visit.
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