Leading Across Borders: Culture Clash to Culture Class

Leading Across Borders: Culture Clash to Culture Class

Over the years, I’ve had the privilege of leading teams across several countries, such as Mexico, Philippines, UK, India, and Portugal. Each country brought its own unique rhythm - different labor laws, cultural celebrations, communication styles, and expectations around work and leadership.

One of the biggest challenges was navigating multiple departments across different locations and building strong relationships with site directors, HR, and especially recruitment. These teams are essential partners and when those connections are solid, everything else runs far more smoothly. 

Global Leadership isn’t just about managing time zones - it’s about honoring perspectives. 

There's so much to be learned from the way different countries approach their work:

🌍 Mexico - I learned the power of warmth and relationship-first leadership.

🌍 Philippines - I saw how deep respect and resilience shape team dynamics. 🌍 UK - I appreciated the balance of professionalism and the use of dry-wit in business. 🌍 India - I witnessed incredible adaptability and innovation under pressure. 🌍 Portugal - I embraced the value of community and thoughtful dialogue. 

What I’ve learned is that inclusive leadership means valuing each culture and letting it teach you - not just about leadership, but about human connection.

Hiring globally comes with plenty of benefits, and while many CEOs focus on the cost and efficiency of recruiting internationally, success takes more than hitting the numbers. It requires leaders who go beyond compliance to truly engage with the people behind the roles. That means celebrating local holidays, understanding regional labor laws, and staying curious about what motivates each team.

Quick Wins for Global People Leaders

If you're managing a global team, or are about to take the leap, here are some practical tips to help you navigate the challenges and lead with impact:

✅ Ask your team what local holidays matter most - then really show up for them.

✅ Use tools like World Time Buddy to schedule fair meeting times.

✅ Create a “Culture Cheat Sheet” for each country - include do’s and don’ts.

✅ Don’t assume silence = agreement. In some cultures, it’s politeness. Ask twice.

✅ Celebrate small wins in culturally relevant ways (not everyone loves Slack confetti and love hearts).

Ultimately, when we lead with empathy and cultural awareness, we don’t just build better teams - we build trust, loyalty, and lasting impact.

Expanding Your Team Internationally

So, next up, you’ve crunched the numbers: hiring internationally looks cost-effective, and the talent pool seems promising. But after six interviews, you’re second-guessing everything: Is this the right move? Are we missing something? Why did that last interview feel like a waste of time for both of us?

We've all been there - often with plenty of funny (and equally frustrating) stories to go with it. The truth is, hiring across borders comes with its own set of challenges - and a few avoidable pitfalls. 

Here’s what I’ve learned: 

1. Set clear expectations

   Have a solid sync with the local HR team to understand cultural norms, key holidays, and common workplace expectations. Make sure it's the right decision.
   

2. Align with recruitment

   Cost-effective doesn’t mean cutting corners. If your offer isn’t competitive locally, you’ll attract the wrong candidates. Tailor your benefits and compensation to the local market.
   

3. Invest in local leadership

   Remote leadership can work, but nothing beats having a strong local leader who understands the team’s context and culture. Partner with your site director to find the right person. If this isn't possible, make sure you're travelling regularly to spend time with the team in person.

   
   

Hiring globally is a growth opportunity, but only if done thoughtfully. When we lead with curiosity, cultural awareness, and genuine connection, we don’t just fill roles - we build teams that thrive across borders. 

This blog post was authored by Vera Coelho, sharing her insights and experiences from leading global teams.

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