How to Build Trust with Global Partners

Bridging U.S.-Russia Negotiation Styles: The Power of Strategy and Allies. Negotiating across cultures isn’t just about the deal—it’s about the people, the process, and the power dynamics in the room. Understanding key differences can turn challenges into opportunities when people of different cultural backgrounds negotiate. As a dual Finnish-US citizen, I notice that Americans tend to favor direct, fast-paced, and deal-driven negotiations, while decision-makers east from Finland often take a relationship-first, strategic, and hierarchical approach with drama, concessions, and lock-steps involved. The preference is for the other to act, and like in chess, plan several moves ahead to benefit as much as possible of the endgame. In these times of hardship, there is a strong urge for peace on both sides of the Atlantic — to navigate negotiations effectively, some key strategies to consider: 1. Build trust before pushing for a deal. Relationships matter. ☑️ 2. Show strength and strategic patience. Russians respect firm, confident leadership. Quick concessions can be seen as a weakness, so stand your ground while keeping the discussion open. 3. Anticipate a long, tactical game. Russians often use patience, silence, and last-minute changes as strategic tools. Stay composed and adaptable. 5. Balance flexibility with structured agreements. While Americans prefer clear contracts early on, Russians may want informal alignment before formalizing terms, and will prolong discussions as long as feasible for themselves. 6. Leverage global partnerships. Collaborating with European allies is likely to add legitimacy, broaden influence, and actually help navigate regulatory and diplomatic complexities both in the short and long term. A strong, united front prevents divide-and-conquer tactics. Successful negotiations require cultural awareness, strategic alignment, and the right partnerships. For instance, Finland has a long legacy of approaching Russians with mutual respect and a well-prepared strategy, and over the years, these discussions have led to sustained independence and a pragmatic relationship among neighbors. Europeans can help the US reach its goals, but we need a seat at the table, as is natural among allies. Below is an Illustration inspired by Richard D. Lewis on National Communication Patterns: While a strong generalization, this illustration also reminds us of the stark differences between tactics as we witness them in these unfolding historical days. What’s your experience in navigating complex, cross-cultural negotiations? Let’s discuss it! #GlobalBusiness #Negotiation #CrossCulturalLeadership #InternationalStrategy

Is 2024 the end of remote companies? Recently, Deel wrote that 89% of all its global hiring contracts in 2022 were for remote roles. Every week, I talk to business owners and founders about hiring remote staff — from software engineers to virtual assistants. So maybe not. In my last company, I led remote product teams with people sitting in Singapore, US, Indonesia, Philippines, and Vietnam. Here’s three key lessons on building remote teams: 𝟭/ 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗰𝗼𝗻𝘁𝗲𝘅𝘁 𝗶𝗻 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 Ever had communication problems in a remote, cross-country team? Welcome to the club. Culture Map by Erin Meyer has an excellent eight-scale framework (below) that shows how cultures vary along the spectrum for each key area. For example, I learned to adapt to high-context, indirect communication. If I wanted honest critical feedback, I would seek it in Slack DMs or 1:1s, not a meeting with dozens of people. 𝟮/ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 Clear writing is underrated, especially in the age of AI-assisted writing. When you write clear documentation, you can answer customer questions faster and onboard new staff quicker. When you write clear businesses cases and product specs, you can get buy-in from other partners faster. It feels like a cheat code. While business is done very face-to-face in Asia, it’s not an excuse. I saw that it’s possible to cultivate a writing culture in this context. 𝟯/ 𝗕𝗹𝗼𝗰𝗸 𝘁𝗶𝗺𝗲 𝗳𝗼𝗿 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗿𝘂𝘀𝘁 Let’s be honest. For many people, they find it easier to trust someone they can get to know as a person. This looks like scheduling offline meet-ups every 6 months, working from the office 1-3 days/week, or hosting regular (virtual) lunches. It’s really any opportunity to get people sharing experiences with each other and getting to know one another on a human level. After these meet-ups, I’ve observed teams gel easier and move faster together. What tips do you have for running a remote business?

Transformation is often measured in tools, timelines, and revenue. But there's another layer one that doesn't show up in dashboards: cultural transformation. 🌏 When people from different parts of the world come together to work as one team, misalignment isn’t just possible, it’s inevitable. Communication styles, expectations, and norms don’t always line up. And sometimes, even a simple question can spark unexpected tension. Take this example: A quick check-in like "What’s the update on this?" Or a straight forward question on client escalation, might feel completely routine in one culture but come across as confrontational in another. Intentions get lost, feelings get hurt, and frustration builds.  No one is wrong. But everyone feels it.  So, what can be done? ✅We built cultural bridges, placing individuals who understood the nuances of both sides to interpret tone, context, and intent. These weren’t just translators; they were empathy amplifiers. ✅We swapped roles, encouraging team members to shadow each other, experience different workflows, and gain perspective from the other side. Walking a mile in someone else’s shoes changes everything. ✅We invested in immersion, allowing team members to experience working in another location. What once felt confusing over email started to make perfect sense in person. These efforts didn’t erase differences, and that’s not the goal. The goal is understanding. Because trust isn’t automatic in distributed teams, it’s earned through openness, patience, and genuine curiosity. And here’s the truth: There may never be a single fix. Cultural tension is part of the package when building global teams. The win isn’t in eliminating friction but in learning to navigate it gracefully. When teams move from blame to curiosity, from assumptions to questions, that’s where the magic happens. So whether you're an executive or an implementer, I encourage you to approach hard conversations head-on, to listen a little deeper, and to build teams that don’t just span time zones but truly connect across them. 🤝 What’s helped your team bridge the cultural gap? #leadership #culture #empathy #trust #respect

People don’t start to care until they know you care. (5 ways I bridged the cultural gap with my remote team) When outsourcing, you’re not just hiring workers. You’re working with real people: who live in different countries, with different cultures, values,  and ways of working. For my business, I built my operations support team in the Philippines. Understanding who they are and  how they tick made all the difference. The key? Get to know them personally. The result: ☑ Enjoyable work experience ☑ Increased productivity ☑ Smoother workflows Here’s what helped me bridge the gap: Make space for small talk  ↳ Use the time before meetings to chat while waiting for everyone to join. ↳ Ask how their weekend went or what their plans are. ↳ Show genuine interest in their lives beyond work. Start meetings with icebreakers ↳ Assign a team member each week to lead an icebreaker. ↳ Keep it simple—fun questions or quick games. ↳ Helps break down communication barriers and build trust. Host a virtual year-end party ↳ Celebrate wins, big or small. ↳ Make it fun with games and awards. ↳ Recognition boosts morale and engagement. Organize in-person retreats ↳ If possible, meet in person for team bonding. ↳ This is also a good time to plan for next year. ↳ Creates unforgettable moments that build trust. Hold 1:1 performance meetings ↳ Recognize efforts, not just outcomes. ↳ Understand their personal and professional goals. ↳ Give feedback in a way that aligns with their culture. Culture isn’t a barrier.  It’s an opportunity to connect. When you take the time to understand your team, they’ll show up, engage, and do their best work —because they know you care. Helpful?  ♻️Please share to help others. 🔎Follow Michael Shen for more. #ManagingRemoteTeams #RemoteTeamManagement #BridgingCulturalGap

Have you ever had difficulty working with people from different cultures in your career? I have. Today, I want to share the challenges I faced when trying to build trust with clients from other countries and how I managed to overcome them. As someone from India, reaching out to clients worldwide came with its own set of problems. One of the biggest struggles was gaining the trust of people unfamiliar with my business practices and cultural background. The differences in communication styles, business etiquette, and time zones often made it impossible to effectively collaborate. To deal with these challenges, I tried a few things: 1. I took the time to understand the cultural differences of my target markets. I learned about their business customs, how they like to communicate, and how they negotiate. 2. Instead of just focusing on making deals, I put more effort into building real connections. This involved being understanding and listening to my clients. 3. By consistently delivering high-quality work and keeping communication open, I built a good reputation for being reliable and professional, which helped bridge the cultural gaps. 4. To handle the time differences without disturbing my schedule or health, I set up clear ways to communicate and arranged meeting times that worked for both of us. Thanks to these efforts, I was able to slowly win the trust of my international clients and create strong, long-lasting relationships. Now, I'd love to hear about your experiences working with people from different cultures in your career. How have you dealt with these challenges? Share your stories in the comments below! 👇 ---------------------- Like this post? Want to see more? 🔔 Ring it on my Profile Follow #personalbrandingexpertsayan 🔝 Connect with me #storytelling #personalstorytelling

🌍 Unlocking Global Success: The Power of Business Etiquette Across Cultures! 🤔 Ever found yourself in a meeting where an innocent gesture or choice of words unintentionally raised eyebrows? Let's talk about the unsung hero of international business – *Global Business Etiquette*! 🌐 Did you know that 68% of business executives believe that cross-cultural communication is a crucial skill in today's globalized world? (Source: Harvard Business Review) 📊 Understanding and respecting business etiquette across cultures isn't just a nice to have; it's a definite need to have in building lasting relationships and fostering global success. 🌎💫 Imagine sealing a deal in Asia without exchanging business cards properly – a simple gesture with profound implications. According to a survey by Ernst & Young, 80% of professionals in Asia consider the exchange of business cards (electronic or physical) an essential part of relationship-building. 📇 On the flip side, a seemingly harmless thumbs-up in the U.S. can be interpreted quite differently in the Middle East, where it might be seen as disrespectful. Here are three keys to navigating the complex landscape of global business etiquette: 1. Cultural Intelligence (CQ): Invest time in understanding the customs, values, and communication styles of the cultures you engage with. A high CQ significantly enhances your ability to adapt and thrive in diverse settings. 2. Communication Styles: Different cultures have varying preferences for direct or indirect communication. For instance, in Japan, a "yes" might mean "I'm listening" rather than a definitive agreement. 3. Body Language Awareness: Nonverbal cues can make or break a deal. Did you know that maintaining eye contact is considered respectful in Western cultures, but in some Asian cultures, prolonged eye contact may be perceived as impolite? ✨Your Challenge: Share your most memorable cross-cultural communication experience below! Let's learn from each other and spark a global conversation. I'll start by telling you one of mine! When I worked as an English teacher in Turkey, one of my British friends/colleagues asked me how much I wanted of something. I answered with two fingers, indicating the number two. I displayed my forefinger and middle finger in a V-shape but had the palm facing me. I found out that was an insult to people in the UK. Had I displayed my palm facing them, it would have been okay. I realized then, that I needed to be more careful and learn more about gestures and their various meanings around the world, so I would not accidentally insult someone else in the future. Remember, cultural competence is not just a workplace advantage; it enriches our everyday lives. As we embark on this journey together, follow Diversifuse for more insightful content and join the conversation in my LinkedIn newsletter, DEI Digest. Let's foster a world where understanding transcends borders! #GlobalEtiquette #crossculturalcommunication #dei #cq

Happy Friday! Let's close the week expanding the discussion around #trust. 🌎 A significant challenge I encounter in assisting clients within #multicultural #organizations is fostering the realization that concepts we often view as universal may not be as universal as we think. ➡️ For example, let's think about #trust. While the concept of trust is recognized across cultures, the behaviors and actions associated with building trust can vary significantly. 🤔 Think about it - What does #trust mean to you culturally speaking? How do you identify someone as #trustworthy? How do you recognize #trust? Are you 100% confident that everyone will understand #trust the same way as you? 👨👩👧👦 In mine and my clients' journey, the distinction between #task-based trust and #relationship-based trust has been particularly illuminating. 🇺🇸 🇩🇰 🇩🇪 In task-based trust cultures (like the U.S., Denmark, Germany, Australia, and U.K.) , trust is largely built on cognitive aspects—#skills, #accomplishments, & #reliability. Measurable outcomes and objective evidence of competence are often prioritized. Here, trust emerges from a proven track record of performance and the consistent delivery of results, the ability to meet deadlines, achieve targets, and demonstrate expertise. 🇨🇳🇧🇷🇸🇦 🇲🇽 In relationship-based trust cultures (such as China, Brazil, Saudi Arabia, and Latin America), the essence of trust is generally rooted in affective aspects, prioritizing emotional #connections and personal rapport over purely professional interactions. This dimension of trust emphasizes the value of interpersonal #relationships, nurtured through shared experiences, empathetic interactions, and a profound understanding and respect for each other. Trust, in these settings, evolves from the quality of personal bonds. ⚖️ Neither approach is better than the other, and, this doesn't mean that task-based cultures ignore personal connections and that relationship-based cultures ignore work ethic. But when these personal or cultural distinctions manifest in the workplace, it can lead to significant #misunderstandings, resentment, low engagement, and consequently, decreased productivity. How many times have you seen this? 🤔 🙎🏽♀️ 👩🏻🦰 👨🏾💼 👨🏻💻 Hence the importance of a #culturally #intelligent #leaders: In a multicultural workforce, recognizing and adapting to these diverse interpretations of trust is non-negotiable. It's about learning, adapting, and fostering a workplace where every team member, regardless of their cultural background, feels understood, valued, and, ultimately, trusted. Need help developing your managers' and leaders' cultural intelligence & leadership skills? I can help: https://lnkd.in/d-DkRnaP #LeadershipDevelopment #CulturalIntelligence #Trust #MulticulturalTeams