As a technology industry leader, I have been fortunate enough to work with skilled teams worldwide. However, I have experienced some challenges due to diverse backgrounds and perspectives. Cultural clashes have arisen, which have posed a threat to our progress and damaged trust.
I rememberwhen I worked with a Russian engineering team, and during a code review, one of the engineers gave me some very blunt, unfiltered feedback. It left me feeling stupid, even though the critique was actually valid and helpful. The stark difference between his direct, no-nonsense communication style and my more diplomatic, consensus-oriented approach was definitely noticeable.
It was a humbling experience but an important lesson in the power of cultural intelligence. The engineer's blunt communication style reflected Russia's high uncertainty avoidance and masculine cultural norms. These norms prioritize unambiguous, command-and-control communication over the more interpretive and "face-saving" approaches favored in my own cultural background.
Recognizing these differences - and learning how to bridge them - is essential for anyone leading diverse, cross-border teams. As female engineers, we already face many challenges. Cultural misunderstandings only add to the difficulties, making it harder to establish ourselves as credible and influential.
Understand the Dimensions of Cultural Difference
Hofstede's cultural dimensions model identifies six factors that shape a society's values, behaviors, and communication norms.
It is important to recognize where your own cultural background and that of your team members fall along the spectrums of culture. This recognition helps in anticipating potential conflicts and adjusting your leadership style accordingly.
Adapt Your Communication Style
Meeting team members where they are by flexing your communication preferences is just as important as understanding cultural differences.
To succeed in a multicultural environment, you may need to adjust your communication style. This could involve being less direct, giving more indirect feedback, and focusing on building positive relationships. In cultures that value hierarchy and status, it's important to show respect to those in authority. Similarly, in cultures with high levels of uncertainty avoidance, it's helpful to provide clear and structured guidance.
The aim is not to abandon your authentic leadership voice but rather to expand your repertoire. Develop the agility to adjust your style as needed instead of expecting the rest of the world to adopt your comfort zone.
Uncover Your Own Cultural Lens
To successfully manage cultural differences within your team, it is important to first understand your own cultural background and programming. Our values, behaviors, and communication styles are often deeply ingrained and unconscious, so it's important to develop self-awareness to navigate these differences effectively. As the saying goes, these norms can feel like "the water we swim in," so taking the time to reflect on them is crucial.
I recommend taking the Culture Compass assessment (Paid). It provides a personalized profile based on your responses and an extensive report comparing your results to those of other countries and cultures. You can take a look at a demo report.
Bridge the Cultural Gaps
Once you have a clearer sense of your own cultural profile, the next step is to compare it to those of the people you work with most closely. Where do your values, communication styles, and decision-making preferences align? And where do the gaps emerge?
Don't be afraid to have open, curious discussions about these differences. This kind of transparent dialog cultivates mutual understanding and empathy and enables you to establish shared norms, processes, and "rules of engagement" that accommodate diverse perspectives.
The goal isn't to eliminate cultural differences altogether but rather to leverage them productively. When you approach diversity as a strength to be harnessed rather than a problem to be solved, the possibilities for innovation and growth are endless.
I like the free tool country comparison tool, which provides a view of one or several countries/regions to see the values for the 6 dimensions. Take into account that it may not represent fully specific individuals at your teams, as it is very broad per country.
Foster an Environment of Mutual Understanding
Ultimately, bridging cultural divides is a two-way street. While you are responsible for adapting your approach, you should also create opportunities for your team members to learn about each other's backgrounds and communication preferences.
Consider hosting cultural sharing sessions, where people can educate the group on the norms and traditions of their home countries. Encourage open dialog about how those differences manifest in your day-to-day work - not to lay blame, but to build empathy and productive coping strategies.
And don't be afraid to have "awkward" conversations about power dynamics, gender roles, and other sensitive cultural topics. The more you can cultivate an environment of psychological safety and mutual understanding, the better-equipped everyone will be to navigate the inevitable friction points.
After all, the benefits of effective cross-cultural collaboration are immense. Diversity of thought sparks creativity and innovation. Shared learning enriches us all. And the ability to bridge cultural divides is an invaluable leadership competency in our increasingly globalized world.
So embrace the discomfort, expand your cultural intelligence, and trust that with patience, adaptability, and a genuine desire to understand, you can transform cultural challenges into catalysts for growth—both for yourself and your team.
Final thoughts
The journey of building cross-cultural dexterity is an ongoing one - there's always more to learn, refine, and adapt. But I can say with certainty that the payoffs are immense, both for you as a leader and for the success of your team.
When you approach cultural differences with a spirit of humility and curiosity, you open the door to richer collaboration, innovative problem-solving, and deeper mutual understanding. As women engineers, honing these vital leadership competencies can give us a powerful edge in our male-dominated field.
So I encourage you to dive deeper into uncovering your own cultural biases, comparing them to your team members, and finding creative ways to bridge any gaps. Reach out to your colleagues and set aside time for open, vulnerable discussions. Reflect on your communication patterns and experiment with new approaches.
And most importantly, be patient and kind to yourself throughout the process. Developing cultural intelligence is a lifelong journey, not a one-time destination. Every misstep is an opportunity to learn, grow, and strengthen your ability to bring out the best in your diverse, high-performing team.
Are you ready to take the first step? I'd love to hear your thoughts, questions, and personal stories in the comments below.
