Lessons From Navigating Cultural Differences in Projects

When I was 20 years old, I took 100+ Australian students to Shenyang — a city that borders North Korea & Russia, and also the capital of industrial China. Even though I am ethnically Chinese and fluent in Mandarin, I had my first real culture shock. It was my first time working with the local Chinese. I couldn’t understand when people danced with their words in a roundabout way, their deference to hierarchy, the layers of nuance in what 𝙬𝙖𝙨𝙣’𝙩 said. And over the years, as I worked with varying cultures across APAC and the US, I have come to see the differences of working in high vs low context environments. When we don’t appreciate the cultural differences in how others convey and interpret information, we are more likely to misunderstand them. In Erin Meyer’s book, The Culture Map, she describes high and low context as depending on whether there is an assumption of shared context and understanding. High context cultures communicate in implicit, subtle, layered and nuanced ways, whilst low context cultures are more explicit, straightforward and concise. Interestingly, this is often clustered by language type along a spectrum. Low context languages are predominantly anglo-saxon, with romance languages being in the middle and high context being the asian language cluster. Then within each language cluster, it depends on homogeneity of the culture and length of history. It’s easy to then understand why companies with global teams often have varying challenges communicating in these different styles. If I could go back and give advice to my 20 year old self, here’s some things I would have done differently: 👀 when working with a high context culture like China, use effective listening, observe body language, and ask open-ended questions to try to interpret the meaning behind the words ✍🏻 when working with a low context culture like the US, be clear and to the point. Communicate explicitly, and pay attention to the literal meanings of words, with strong emphasis on written communication 🤝 when working together with different styles across cultures, mutually design and agree on a communication framework, and be held accountable to it What has your experience been with working with different cultures?

What No One Tells You About Leading Diverse Teams Leading a diverse team is an exhilarating journey filled with both challenges and profound learning experiences. When I first stepped into a leadership role, I nearly derailed a major project due to my own hidden bias. One of my team members felt disrespected by my direct communication style. It took multiple conversations and adjustments for us to finally understand each other and successfully complete the project. This eye-opening experience highlighted how important it is to be aware and adapt to communication differences. Here are some lessons I’ve learned: 📍 The Struggle is Real: Leading diverse teams is not always a seamless experience; it demands consistent effort and commitment. 📍 Frequent Misunderstandings: Diverse cultural backgrounds bring varied communication styles and expectations, often leading to misunderstandings. 📍 Trust Takes Time: Building trust in a diverse team is a gradual process, as you navigate through different cultural norms and values. 📍 Conflict is Inevitable: But it can be constructive if approached with sensitivity and openness. 📍 Assumptions Are Dangerous: Never assume that everyone shares the same cultural references or viewpoints. 📍 Patience is Essential: Adapting to diverse working styles requires patience and flexibility from everyone involved. 📍 Cultural Sensitivity is a Mindset: It’s not just a skill; it’s about a continuous willingness to learn and adapt. 📍 Tailored Feedback: The method of giving and receiving feedback can differ significantly across cultures. 📍 Inclusion is More Than a Buzzword: It’s about creating an environment where everyone feels valued and heard while being accountable for their contributions. 📍 Success is a Shared Journey: Leading a diverse team means celebrating the unique contributions of each member and leveraging these differences to achieve common goals. Embrace the complexities of leading diverse teams. The rewards of understanding and leveraging cultural differences far outweigh the challenges. Ready to elevate your leadership skills? Connect with me to explore strategies for leading diverse teams effectively and transforming your organizational culture. 💬 Share what you’re learning in your leadership journey ♻️ Share the knowledge with your network 🔔 Follow Loren to learn more about thriving IRL

Anglos and Latins in a negotiation? It can be like salsa dancing with a drill sergeant.🤣 Here’s some cross-cultural intelligence in 3 dance moves. My first negotiation with an Anglo-Saxon client was eye-opening. I arrived five minutes late, carrying the warmth of a Latin American morning. Their look said, “What’s wrong with your watch?” In Latin America, we juggle tasks, get a little distracted, and value relationships. Deals are personal – you invite them over for dinner and introduce them to your abuela. Anglo-Saxons? They live by punctuality. They focus on one task at a time, and a missed deadline is a cardinal sin. You can imagine the culture shock when I suggested we discuss the contract over a three-hour lunch. As the meeting progressed, my counterpart pulled out a detailed agenda. Every minute was accounted for. While I was winging it with charm and a few notes on a napkin. For us, Latins, plans are flexible, like a good salsa dance. You adjust, improvise, and go with the flow. But in their world? Deviating from the plan was a disaster. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝘁𝗼 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗲 𝘁𝗵𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗖𝗹𝗮𝘀𝗵: 1️⃣ Direct vs. Indirect Communication: Anglos love bluntness; Latins prefer subtlety. 📌 Adaptation: ↳ Anglos, read between the lines. ↳ Latins, be clearer. ↳ Both, check in regularly to avoid misinterpretations. 2️⃣ Building Relationships: Anglos: "Let's get this done." Latins: "Let's get to know each other first." 📌 Adaptation: ↳ Anglos, invest in small talk. ↳ Latins, be ready for quick chats. ↳ Both, balance business with bonding. 3️⃣ Time Management: Anglos run on schedules; Latins run on vibes. 📌 Adaptation: ↳ Anglos, be patient. ↳ Latins, respect the clock. ↳ Both, agree on time expectations upfront. In the end, we found a middle ground. I respected their punctuality; they valued relationships. It was a cultural dance, sometimes awkward but always moving forward. Cultural intelligence in negotiations isn’t just a tactic – it’s transformative. How do you navigate these cultural quirks? Share your funniest or most frustrating experiences below! #NegotiationByDesign #Negotiation #Culture

🌍 My biggest lesson from managing Global Programs What did I learn from it 👇 My first program involved working with stakeholders from five different countries within the same organization.  During the requirements phase, we spoke to each business individually, gathering insights to shape the application. Everything seemed aligned—until a demo was done to showcase the app. Two stakeholder groups were shocked to see the app’s background wallpaper. To them, it unintentionally highlighted poverty and diminished the app’s credibility. 🚨 The Lesson? Perception is everything. What looks neutral or even inspiring to one group might carry a completely different meaning elsewhere. 🔹 How Can Program Managers Avoid This? ✅ Test Cultural Sensitivities Early – Get feedback on visual & contextual elements before finalizing designs ✅ Cross-Check Assumptions – What works for one region may not work for another ✅ Create a Unified Vision – Engage all key stakeholders in shared discussions rather than siloed conversations ✅ Prototype & Validate – Show early designs and gather diverse perspectives before launch As a Program Manager, one of the biggest takeaways from this experience : Alignment isn’t just about functionality— it’s about perception, emotions, and cultural nuances. 💡 Have you encountered a similar challenge in global projects? Let’s discuss! 👇

🔥 “I Did Everything Right… So Why Is My Global Team Struggling?” You shared the project plan. Everyone speaks fluent English. The timeline’s clear. But your team still feels…off. Deadlines are slipping. Feedback feels flat. You’re rethinking every message, every meeting. 🧠 Here’s the truth: Miscommunication isn't always about language—it's about meaning. And global leaders who miss that… lose trust, time, and talent. To lead across cultures with clarity, you must understand the following: 1️⃣ Cultural Competence Is a Core Leadership Skill It’s not “extra.” It’s essential. Leading across cultures demands more than project plans—it requires the ability to understand what motivates, offends, or connects with people from different backgrounds. 📌 Start treating cultural competence like emotional intelligence: build it, practice it, and lead with it. 2️⃣ Miscommunication Is About Meaning, Not Fluency It’s not just what you say—it’s how it’s heard. Someone nodding may not mean agreement. Delays in follow-up may not be a sign of laziness—but rather a symptom of confusion or a cultural hierarchy. 📌 Create space for clarification. Normalize asking, “What does this mean in your context?” or “What’s the usual way this is handled where you are?” 3️⃣ Good Intentions ≠ Inclusive Impact 🧠 Caring is not enough. You may value inclusion—but without tools to spot blind spots, your team may still feel left out or misunderstood. 📌 Invest in reflection, feedback, and ongoing learning. Inclusion is a practice, not a personality trait. 💡 When you shift your mindset, you shift your results. 👉 Ready to Go Deeper? If this resonates with you and you're ready to lead your global team with more clarity and less miscommunication, I'd love to chat. Book your FREE Cultural Clarity Call — a short, no-pressure conversation to uncover the hidden cultural dynamics quietly limiting your team's performance. #MasteringCulturalDifferences #GlobalLeadership #CulturalCompetence #InterculturalCommunication #LeadershipDevelopment