What Leaders must do to be Successful in Different Cultures

Successful leaders should understand the importance of creating cross-cultural u
nderstanding and trust in their company. They must understand that it is part of
their role to show how they build successful cross-cultural relationships thems
elves. They have to understand that they probably have to go outside their comfo
rt zone for it, and they show courage by doing it. After identifying the appropr
iate set of characters in a workforce, a Leader to be successful in creating cro
ss-cultural alignment must show a specific set of behaviors that will fuel the m
utual trust in following ways:
Build cross-cultural relationships actively: Leaders should start from themselve
s, engaging with people from the other culture and build relationships. They sho
uld use this as an example to their teams and convince others to follow him.
Learning the culture aggressively: They must show an active will to learn from t
he other culture and to change their thinking and behavior. They have to show op
enness and vulnerability and thus create an environment of learning from each ot
Hold diversity and explore its potential: They should see cross-cultural differe
nces as potential for enrichment and improvement, not as issues. They have to cr
eate an atmosphere in which differences and frictions are ok and focus on possib
ilities to reconcile the differences, not on eliminating them.
Act ourselves towards relatedness: They should take time to discuss cross-cultur
al differences in-depth with each other. They have to stimulate open dialogue bu
t they should also set out clear actions. They must understand it is vital to b
uild mutual awareness and understanding through dialogue, but that the acting to
gether in small steps towards common goals eventually creates the real trust.
Showing determination: They must realize that mutual trust is not built overnigh
t and that in the rush of our daily business people sometimes fall back into old
thinking and behavior, which will revive old prejudices about each other. They
should create specific moments to monitor and evaluate together the progress, th
e positive things and the areas for improvement. They must also consider creatin
g mutual trust to be a specific objective for themselves and their teams.