Trust.
It’s one of those words that can feel as intangible as air yet as solid as a handshake. In Denmark, trust is woven into the very fabric of workplace culture.
It’s almost a currency, fueling collaboration and accountability. But when you’re leading a multicultural team, building trust becomes a little more nuanced.
Different cultures bring different expectations about leadership and teamwork. In Denmark, the expectation is openness, transparency, and equality. But in other parts of the world, trust might come from hierarchy or formality.
So how do you, as a leader, balance these perspectives to foster a unified, trusting team?
Let me share a story about a leader I worked with to bring this to life.
A Team at Odds
Eva was a Danish leader with a sharp mind and a warm smile. She had recently been promoted to manage a diverse, international team that included team members from India, Germany, and the U.S.
Eva knew Danish culture well but was surprised by the challenges she faced in leading her multicultural team.
She quickly noticed the contrasts. Her Danish colleagues were comfortable with the relaxed, informal style—people addressing each other by their first names, sharing ideas freely, and having open debates in meetings.
But her colleagues from India and Germany took a different approach. They were more reserved and often waited for Eva to set the agenda or make final decisions.
Eva started to sense that some team members were holding back.
One day, during a virtual team meeting, Eva noticed that her Indian colleague, Priya, who was brilliant but often quiet, hadn’t said a word.
Meanwhile, her German teammate, Lukas, was visibly frustrated by the free-flowing nature of the discussion. The disconnect was becoming tangible.
After the meeting, Eva reached out to me for advice, seeking a way to unite her team and build a strong foundation of trust that would work for everyone.
Understanding the Danish Trust Factor
I shared with Eva that in Denmark, trust is rooted in transparency and equality.
Danish professionals value a flat hierarchy where everyone’s voice matters. Trust is built on the belief that people will do their work without constant oversight, and leaders are seen as facilitators, not as directors.
But Priya’s experience was different. Coming from a culture that valued hierarchy, she was used to leaders giving more direction. Lukas, on the other hand, was used to structured discussions where each person had a designated role.
To build trust in this context, Eva needed to blend these perspectives. She needed to keep the Danish emphasis on transparency while respecting the team’s diverse expectations.
The First Step: Listening to Understand
I suggested that Eva start by listening—not just to what her team was saying, but to what they were not saying.
In our coaching session, we talked about the value of one-on-one meetings. Rather than diving straight into tasks, I encouraged her to focus on each person’s background, preferences, and expectations.
Why did they hold back?
What did they need from her as their leader to feel comfortable and safe to speak up?
Over the next few weeks, Eva scheduled one-on-one meetings with her team members. She was amazed by the results.
Priya shared that in her previous roles, she had learned to wait for direction rather than offer unsolicited ideas. Lukas opened up about his frustration with the loose structure and shared that he was used to a more formalized agenda.
These conversations revealed the unspoken assumptions each team member held about trust and leadership.
For Eva, it was a wake-up call.
Bridging the Gap with Transparency and Structure
Armed with this insight, Eva introduced some small but significant changes.
In team meetings, she began with a clear agenda, structuring discussions to make it easier for everyone to follow along. For Priya, this added structure provided the guidance she was used to, making her feel more comfortable contributing.
Eva also set aside time in meetings for open dialogue, encouraging those who might need an invitation to speak up. This created an environment where both formal and informal styles could coexist.
But perhaps the biggest shift was in how she communicated. Eva started sharing more about her decision-making process, which brought a new level of transparency to the team. She explained the “why” behind decisions and sought feedback, showing that she valued every team member’s input.
This kind of openness resonated deeply, particularly with her Danish colleagues, who appreciated the feeling of equality.
Embracing Cultural Nuances in Trust-Building
As the weeks went on, Eva noticed the atmosphere in her team changing. Meetings flowed better, and everyone started to engage more naturally.
Priya began offering her ideas freely, while Lukas felt more comfortable with the balance between structure and spontaneity.
In Denmark (and in the Nordics), trust is seen as a given, something that is extended freely. But for many cultures, trust has to be earned and strengthened through consistent actions.
By blending Danish transparency with a touch of structure, Eva found a way to build trust across cultural boundaries.
Key Takeaways for Building Trust in Multicultural Teams
If you’re a leader in Denmark working with a multicultural team, here are a few strategies to foster trust:
- Listen to Understand: Hold one-on-one meetings to get a deep sense of each team member’s expectations and preferences. By listening without judgment, you show respect for their perspectives, which builds trust at a personal level.
- Be Transparent, but Provide Structure: In Denmark, transparency and openness are key, but not everyone is used to a free-flowing approach. Start each meeting with a clear agenda, and share the reasoning behind decisions to include everyone in the process.
- Encourage Participation, but Be Mindful of Different Comfort Levels: Create opportunities for all voices to be heard, especially those from cultures where speaking up might not come naturally. Acknowledge and validate each person’s input, helping everyone feel valued.
- Model the Behavior You Want to See: Show your team what trust looks like in action. Share openly, keep your word, and demonstrate fairness. As you lead by example, trust will grow organically within the team.
Eva’s journey reminds us that building trust isn’t a one-size-fits-all process. It requires a thoughtful blend of cultural understanding, openness, and adaptability.
In Denmark’s unique work environment, where transparency and equality are paramount, a leader who can bridge the gap between cultures creates a team that is not only productive but resilient.
If you’re interested in learning more about these strategies or would like to discuss your own team’s challenges, I’d be happy to connect.
Building trust may take time, but the results are worth every effort. Trust me.
