Recognizing and Valuing Different Communication Approaches

Every company is different. Every team is different. Every leader is different. Every team member is different. So...leaders, when you bring a new person on to your team, do yourself, the new hire, and existing team members a favor and have everyone , (including yourself), create and share a "How to Work Best With Me" document or email. Having been a people leader several times, I have done this every time a new person joined the team. And it is so important. Let's break down the key elements for both existing team members and new hires to include in their "How to work best with me" comms. For existing team members: 1. Communication preferences: - Preferred communication channels (e.g., email, Slack, in-person) - Best times for meetings or quick chats - How they like to receive feedback 2. Work style: - Whether they prefer collaborative or independent work - Their approach to problem-solving (e.g., analytical, creative) - How they handle deadlines and pressure 3. Strengths and expertise: - Areas where they excel and can offer support to others - Specific skills or knowledge they're willing to share 4. Growth areas: - Skills they're currently developing - Areas where they appreciate extra support or patience 5. Personal quirks or habits: - Any particular work habits that others should be aware of - How they tend to react under stress 6. Project management: - How they like to organize tasks and track progress - Their preferred level of autonomy vs. guidance 7. Decision-making style: - How they approach making choices (e.g., data-driven, intuitive) - Their comfort level with risk For new hires: 1. Previous work experience: - Brief overview of their background and how it relates to the current role - Any significant differences between their previous and current work environments 2. Learning style: - How they best absorb new information (e.g., visual, hands-on, reading) - Their preferred onboarding pace 3. Initial goals: - What they hope to achieve in their first few months - Areas where they'd like to contribute or learn quickly 4. Support needs: - Types of resources or guidance they find most helpful when starting a new role - Any concerns or uncertainties about the new position 5. Cultural adaptation: - Any cultural differences they're navigating - How the team can help them integrate smoothly 6. Motivations: - What drew them to this role or company - What keeps them engaged and excited about work 7. Potential challenges: - Any anticipated difficulties in adjusting to the new role - How colleagues can best support them during the transition By including this information, leaders, existing team members, and new hires can foster better understanding, collaboration, and integration within the team. Also, these documents should be living documents, updated as people grow and change in their roles. #Leadership #Teams

In every household, there is a person who stacks the dishwasher like a Scandinavian architect and a person who stacks it like a raccoon on meth. In every cross-cultural project, there are people who follow systems and templates and people who creatively forge a path. How do you load the dishwasher? Silverware up or down? Bowls in the front or the back? For some, it’s just domestic comedy. For others, it’s a frustrating debate. And what does this have to do with dealing with emotions and cultural differences? I once worked with a project team including people from Brazil, Germany, and the United States. They got stuck on something as simple as a product launch checklist. The German colleagues insisted: every step needed to be documented, signed off, and followed in order. The Americans were focused on speed and outcomes – “good enough” to hit the deadline. The Brazilians? They improvised, adjusted in real time, and expected the others to stay flexible. This is where Justin Bariso's 𝘿𝙞𝙨𝙝𝙬𝙖𝙨𝙝𝙚𝙧 𝙍𝙪𝙡𝙚 can be helpful: There’s more than one way to load a dishwasher. That’s Emotional Intelligence (EQ) in action: recognizing that people have different styles, and our job as leaders isn’t to micromanage, but to create psychological safety. Stanford professor Michele Gelfand extends the dishwasher metaphor to Cultural Intelligence (CQ). Some cultures (like Japan or Germany) are 𝙩𝙞𝙜𝙝𝙩 with lots of rules. Others (Greece or Brazil) are 𝙡𝙤𝙤𝙨𝙚 with more flexibility. That’s why what feels 𝙬𝙧𝙤𝙣𝙜 to you might feel 𝙥𝙚𝙧𝙛𝙚𝙘𝙩𝙡𝙮 𝙛𝙞𝙣𝙚 to someone else. Jessica Stillman sums it up nicely in a recent article for Inc. Magazine (🔗 link in my comment below). Now, let’s add the third element I work with every day: AQ (Adaptability Quotient). What happens when your way of loading the dishwasher – or running a project, or leading a team – clashes with someone else’s? Do you double down, or do you adapt so collaboration can move forward? Without Adaptability, global projects stall. What makes a team successful isn’t deciding whose “dishwasher method” is right. It's about adapting to blend structure, speed, and flexibility. In global business, the dishwasher isn’t the only thing on the line. M&A deals, cross-border teams, and leadership trust often falter not because of strategy, but because of mismatched expectations and an inability to adjust. That’s why I talk about 𝗔𝗖𝗘-𝗤, the trinity of power skills: AQ+CQ+EQ Because whether it’s dishwashers at home or deadlines across continents, leaders who combine all three move things forward. 👉 When have you had to adapt your “default setting” to make global teamwork actually work?

Admin Pros, let’s talk communication. Because honestly, our jobs are 85% communication and 15% everything else. 💁🏽♀️ We navigate personalities all day long - executives with packed schedules, colleagues with competing priorities, and stakeholders who need things yesterday. And if you’re still using the same approach with everyone? Whew, you’re working way harder than you need to. Some years back, I got my team into Insights Discovery training, and it completely shifted how we communicate. Learning how to flex your communication style to match different personalities? That’s how you go from being just an assistant to being the one who influences decisions, gets buy-in faster, and makes sure people actually hear what you’re saying. If you haven’t had the chance to attend this type of training yourself, here’s a snapshot of what we learned. And trust me, this will change how you communicate starting today: 🎯 The Four Communication Styles & How to Win with Each: 💙 Cool Blue – The Analysts (Precise, Detail-Oriented, Cautious) 📌 What they need: Facts, structure, and time to think. 📌 How to win them over: Come prepared with data, clear logic, and organized thoughts. Stick to the point and avoid emotional appeals. Give them time to process before expecting an immediate decision. ❤️ Fiery Red – The Go-Getters (Decisive, Direct, Results-Driven) 📌 What they need: Speed, efficiency, and a bottom-line approach. 📌 How to win them over: Get straight to the point—ditch the long explanations. Speak with confidence and conviction. Focus on outcomes and why your idea will move the needle. 💛 Sunshine Yellow – The Enthusiasts (Sociable, Creative, Big-Picture Thinkers) 📌 What they need: Energy, excitement, and interaction. 📌 How to win them over: Bring enthusiasm—if you’re not excited, they won’t be either! Keep it dynamic: tell stories, use visuals, and make it engaging. Invite discussion and let them share their thoughts. 💚 Earth Green – The Supporters (Empathetic, Relationship-Oriented, Harmonious) 📌 What they need: Connection, trust, and collaboration. 📌 How to win them over: Take time to build rapport before diving into business. Show empathy and listen actively—don’t bulldoze through the conversation. Emphasize teamwork and collective success. Mastering these styles is how you: ✅ Get people to actually listen to you. ✅ Secure buy-in faster with less pushback. ✅ Navigate difficult conversations without breaking a sweat. If you want to be truly effective in your role, it starts with knowing how to speak the language of everyone you interact with. Which style do you naturally lean toward? And which one challenges you the most? Let’s talk in the comments! 👇🏽 #evolvedassistant #administrativeassistant #executivesupport #administrativeprofessional #executiveassistant

Bridging Direct and Indirect Communication Styles in Global Teams: A Leader's Guide 🤝 🌏 Have you ever sent what you thought was a clear message, only to realize it was interpreted completely differently by team members across the globe? You're not alone. 💭 Imagine a Dutch supervisor giving feedback on a Brazilian team member’s proposal: "This proposal needs significant work." The Brazilian colleague, however, walks away feeling disheartened. 💔 Neither intended for this disconnect—both simply wanted to produce great work. 🎯 Here are four tested strategies I've seen transform global team communications: 1️⃣ Create a "Communication Charter" 📝 Work with your team to document and share each culture's typical communication patterns. Make it explicit: "In Germany, direct feedback is a sign of respect" or "In Japan, suggestions often come wrapped in careful language." 2️⃣ Use the "What I'm Hearing" Technique 👂 When receiving indirect feedback like "Maybe we could consider..." or direct feedback like "This isn't working," practice restating: "What I understand is..." This simple practice reduces misunderstandings in global teams. 3️⃣ Establish Multiple Feedback Channels 💬 Some team members may never speak up in meetings but will share brilliant insights via email or one-on-one chats. Give your team options – it's not about changing their style but creating space for all voices. 4️⃣ Model Flexibility 🔄 As a leader, demonstrate switching between styles. With direct communicators, be clear and concise. With indirect communicators, provide context and be attentive to subtle cues. Remember: The goal isn't to make everyone communicate the same way, but to build bridges between different styles. The most innovative solutions often emerge when diverse communication styles meet in the middle. 🌉 What communication challenges have you encountered in your teams? Share your experiences below. 👇 #GlobalLeadership #CrossCulturalCommunication #DiversityAndInclusion #TeamManagement #GlobalBusiness ______________________________ 💡 Turn Cultural Differences into Your Team’s Competitive Advantage! Ready to build a culturally competent team? Let’s work together to turn cultural differences into strengths! 🌐 Learn more about how Mastering Cultural Differences can help your organization thrive. 🎁 Click the link on my profile to book a complimentary session and discover how we can empower your team to thrive globally.