- By Sophie Pinkoski

Over the past year, the pandemic has brought about unprecedented change to the way we conduct our work.

"Many new leaders have never met their team in person, and some may even be leading from outside the location of the organization’s head office entirely."

If you’re leading from a different location, it’s important to take the local flavour of the place your team is in, as this may influence their traditions, values, and attitudes – essentially, their local culture - both in, and out of the office.

Here are some tips on how to understand and tap into your cross-cultural awareness for building a successful professional bond with your new team members:

Check your cultural fluency – Your cultural framework is informed by your personal experience, which means leading in a different location may be in your blind spot. Be open to acknowledging your lack of knowledge when it comes to the culture in a different location so that you can expand your perspective and better understand where your colleagues live and work.

Open communication – When building a relationship with your team, act with intent in everything you do. Put the work in to create an environment where your team feels comfortable sharing their perspectives, including their local culture, with you. Regular virtual meetings will allow your team members the opportunity to share insights from the local perspective. Don’t miss the chance for your team members to take you on a virtual tour outside of the office so you can get a “feel” for the community, As you expand your awareness of the local culture, ask for feedback in order to keep adapting.

Observe – Take the time when entering your virtual environment to actively observe how your new team interacts naturally with one another. Lead laid back sessions and prepare to do more listening than talking at first. Pay attention to non-verbal cues as well as what’s being said so you can learn to interpret them correctly. Remember that the working style and behaviour you’re used to may not be applicable to others in your remote team. If conflict arises due to culture clash, approach the situation in an empathetic way. Consider what they might be thinking and feeling and why instead of making assumptions. Understanding the cultural context of individual behaviours will help you avoid potential misunderstandings.

Identify what doesn’t translate between cultures – Read the virtual room to gage the appropriate tone to use with your team. For instance, the subjectiveness of humour often doesn’t translate across cultures. Do your research – reach out to the people in your team who know the culture well and ask for clarification when you don’t understand something. Build a mutual understanding and rapport with your team before attempting a more casual tone.

Above all, once you’ve evaluated your cultural fluency and entered your new role with an open mind, be prepared to expand your insights. You likely came in with a default leadership style in mind, but settling into a new working environment with a remote location is a learning curve.

"Question your expectations – your cultural adaptability will allow you to change your working style according to your team’s needs."

Someday you will meet your team in person, but there’s no time like today to start to become part of their local community!

Further Reading:

Congrats on Your New CEO Job! Maybe One Day You’ll Get to Meet Your Employees. The Wall Street Journal.

How to Manage Cultural Differences in Your Remote Team. The Polyglot Group.

Managing a Cross-Cultural Team? Here Are 10 Strategies To Do It Effectively! All Things Talent.

Leading Across Cultures: The Five Secrets of the World’s Top CEOs. Communicaid.

3 Ways to Improve Your Cultural Fluency. Harvard Business Review