If you’ve ever struggled to align global teams or wondered why some diversity efforts fall flat, you’re not alone. The truth is, culture isn’t just about where you’re from—it’s how you think, feel, and relate.
In Part 1 of this article, our cultural program manager, Marina, explored the theme Building Inclusion through Intercultural Dialogue. Here, she continues with 10 key principles that make cross-cultural programs more inclusive, effective, and rooted in how people actually learn and connect.
In the presentation on Inclusion Explained by Neuroscience, the presenter described how different cultural factors influence behavior across 7 different dimensions. It was a great summary of cultural dimensions that we often include in our cross-cultural programs. These are the main areas where employees often find things different and challenging when they work internationally.
Understanding these dimensions helps individuals recognize cultural patterns that shape everyday interactions and expectations at work.
If you work with international teams or manage multicultural staff, one of the most impactful steps you can take is to offer cross-cultural training. These programs enable employees to:
Understand one another’s backgrounds
Reflect on their own behaviors
Develop practical communication skills
Work together more effectively
Cross-cultural trainers possess the expertise and experience to translate theoretical concepts into real-world strategies. They assess both potential and existing cross-cultural challenges, and equip teams to collaborate across cultural lines with clarity and empathy.
For companies, it is crucial to implement such initiatives and monitor their impact. Effective communication - including language support - plays a key role in the success of any cross-cultural program.
The presenter outlined 10 key recommendations in cross-cultural environments. Here's a summary of each:
Develop a genuine interest in learning about diverse cultures and a strong desire to acquire new languages. Approach these experiences not as challenges, but as opportunities to be embraced and celebrated.
While guidelines outlining acceptable behaviors may seem appealing, they can often provide a false sense of security. Culture is not a mechanical system, and there is no universal manual for its operation.
Have you ever asked yourself, "What constitutes normal behavior?" It is important to recognize that what is considered "normal" can vary significantly depending on the context and the environment in which you find yourself.
Demonstrate respect for business partners from diverse cultural backgrounds, and make an effort to understand their emotions and intentions. This does not necessarily mean that you must agree with their perspectives, but it is crucial to appreciate the underlying cultural norms that shape their behavior.
During cross-cultural training programs, instructors often provide explanations for these behaviors, drawing upon factors such as history, educational systems, geography, and economic conditions that influence individuals' actions.
When engaging with individuals from different cultures, it is essential to adjust your approach accordingly. It also called “cultural agility” (Caliguiri 2021) and “global dexterity” that means “the capacity to adapt your behavior according to the situation” (Molinsky 2013). Don’t assume that methods that have been successful in your own culture will automatically work with people from others.
The author had a very good example: “if you are working in a hierarchical culture but you are used to empowering your team to make their decisions, you will need to change your style. It will be necessary to “switch codes”. Code-switching is adjusting your communication style and behavior to those of the people around you”.
You’ll need to adapt your leadership style — or "switch codes" — to build trust and influence.
It is important not to either overestimate or underestimate the significance of culture. Cultures are dynamic and constantly evolving, shaped by interactions with other cultures. As cultures come into contact, they tend to borrow from one another, a phenomenon known as "polyculturalism."
While our neural pathways are formed during childhood, the brain remains adaptable and subject to change. It is crucial to engage in self-reflection and critically examine our culturally influenced attitudes, beliefs, and behaviors.
Successful cross-cultural engagement hinges not only on understanding others but, perhaps more importantly, on understanding oneself—specifically, recognizing the triggers that elicit emotions such as happiness, sadness, or frustration.
"It is not our differences that divide us. It is our inability to recognize, accept and celebrate those differences” (Lorde, 2007)
Global LT offers language and cultural training programs that help teams build appreciation for their diversity - and use it as a strength.
Cultural bridging entails acknowledging differences between cultures and identifying ways in which these differences can be integrated to foster synergies and mutual benefits.
At Global LT, we provide personalized support through coaching, resources, and training. Every learner is different — and our programs are tailored to meet individual and organizational needs.