As business leaders and coaches, we work in an increasingly remote and multicultural environment. It is, therefore, necessary to reflect on and voice cultural bias and possible misconceptions early on in any relationship. Let us look at the seven winning ways to support this.

Discussing Differences and Similarities

This will help build trust and bridge the gaps in both knowledge and understanding. It will increase confidence and create an atmosphere of collaboration.

Respectful Language

We can use respectful language to ensure they are not making assumptions. We can do this by frequently checking to understand and then encouraging them to remain respectful of possible different language interference and world views.

Speaking from the Heart

When working cross-culturally, we must speak from the heart and stay truly present and authentic. In the multi-national teams I support, we focus on the positive energy we bring to our interactions and the essentiality of deep listening and speaking from the heart.

Putting Judgements Aside

Finding an open and trusting space where real insights emerge is essential. These elements are even more essential when working with different team cultures and unconscious biases.

Clean Language

When setting up remote international team meetings, share David Grove’s coaching technique called Clean Language (See “Coaching Skills for Leaders in the Workplace” Chapter 11). This ensures misunderstandings are kept to a minimum. It is amazing how many assumptions we make on a daily basis, and this methodology helps to remove them (pg 136). It is highly respectful and enables teams to bring greater clarity to their communications.

Clear, Tolerant, and Flexible

When considering the pitfalls of remote leadership with international teams, we discuss how to pivot to winning ways by being clear, tolerant, and flexible yet still able to meet expectations. We remind ourselves that some cultures may value greater reflection and need more time for decision-making.

Stressful Elements

We consider the possible stressful elements of working remotely with teams from different cultural backgrounds. We should be mindful of the confusion caused by jargon and the various forms of communication, such as email, Zoom, and Skype. We should notice and respect differences in style and delivery and adapt our preferred style accordingly.

When working with remote international teams, what other factors do we need to consider to achieve success?

  • Always help them start the relationship by sharing what unconscious bias they bring to the table—be a role model and share yours.
  • Inquire openly about possible personal baggage, conflict, or assumptions
  • Find out about what may not be culturally evident or spoken about and share it
  • When communicating, agree on the timing boundaries and consider cultural norms that may affect the meetings
  • Coach them to start from a place of acceptance and tolerance
  • Ask them: ”What needs to happen for us to trust and work well together?”
  • Then, ask: “Is there anything else?” & “What kind of xxx is that?” & “And when you xxx, then what happens?”
  • Remind them that we are all unique and doing our best under certain circumstances.
  • Get them to consider how their cultural experiences and ways of being could affect the relationship.
  • Encourage the use of the basic Clean Language questions above for greater clarity.

These seven winning ways will enable leaders and coaches to support individuals and teams in an increasingly remote and international environment.

  • About the Author
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Experienced Professional ICF Executive Coach & CSA Dip Supervisor
Specialising in Cross-Cultural Understanding, Advanced Communication and Working with International teams
BOOKS:
‘Coaching Skills for Leaders’ and ‘Coaching Supervision at its BEST’ Both ILM validated

Full Spectrum Supervision – Edna Murdoch & Jackie Arnold 2013

AWARDS: Executive Coaching
ECI & Exelerate