Communication is like the air we breathe. Most of the time, it flows naturally, unnoticed. But in a multicultural team, it can feel more like a maze—filled with twists, turns, and occasional dead ends.
Now imagine adding language barriers or cultural nuances to that maze. A simple phrase intended as encouragement might be taken as criticism. A brief, direct email could come across as rude. Misunderstandings pile up, and before you know it, productivity—and trust—starts to falter.
In Denmark, communication is often direct and to the point. Meetings are concise, emails get straight to the subject, and small talk is minimal. But if you’re working with a global team, you’ve likely noticed that not everyone communicates this way. Some cultures prefer indirect approaches, where context and tone carry more weight than words alone.
So how do you, as a leader, bridge these communication gaps while fostering clarity and inclusiveness? Let me tell you about a leader who faced this exact challenge.
A Tale of Two Communication Styles
Amir, an experienced project manager in Copenhagen, led a diverse team of engineers. His team included professionals from Denmark, Japan, and Brazil—each bringing not just technical expertise but also unique communication styles.
During one project meeting, Amir noticed something troubling. The Danish team members dominated the discussion, speaking confidently and challenging ideas head-on. Meanwhile, his Japanese colleague, Aiko, remained silent, even when directly asked for input. His Brazilian teammate, Rafael, spoke up often but seemed to veer off-topic, sharing anecdotes that others found irrelevant.
After the meeting, Amir felt frustrated. “Why can’t they all just get to the point?” he wondered.
When Amir reached out to me, I could tell he was genuinely committed to improving communication within his team. He just didn’t know where to start.
Understanding Communication Styles
We began by helping Amir understand the concept of low-context versus high-contextcommunication.
Once Amir understood this, Aiko’s silence and Rafael’s storytelling started to make sense. Aiko was being respectful by not interrupting and waiting for explicit cues. Rafael, on the other hand, was building rapport through storytelling, a common way to connect in his culture.
Amir’s frustration shifted to curiosity. “So how do I make it easier for everyone to contribute?” he asked.
Strategy 1: Set the Stage for Clarity
The first step in bridging communication gaps is to create a shared foundation. This means setting clear expectations for how your team communicates.
For Amir, this involved something simple but powerful: establishing meeting norms.
By doing this, Amir provided structure and clarity, helping his team members navigate their cultural differences.
Strategy 2: Adapt Your Style
As leaders, we often expect others to adjust to our way of communicating. But true leadership means meeting people where they are.
For Amir, this meant learning to adapt his communication style depending on who he was speaking with. When writing to Rafael, he allowed for more informal, conversational language, recognizing that this helped build trust. With Aiko, he made an effort to be more precise, avoiding overly direct phrases that might come across as confrontational.
I suggested Amir try a technique called mirroring—adapting his tone and approach to reflect the preferences of his audience. It’s not about losing your identity as a leader but about making others feel understood and respected.
Strategy 3: Bridge the Gap
Even with clear norms and adaptive strategies, cultural divides can still cause misunderstandings. That’s where bridging techniques come in.
One of the simplest ways to bridge gaps is by checking for understanding. This isn’t about asking, “Do you understand?” (which often leads to polite nods). Instead, it’s about saying, “Can you walk me through how you’re thinking about this?” or “What’s your takeaway from this discussion?”
For Amir, this was a game-changer. When discussing project timelines with Aiko, he realized she was hesitant to voice concerns because she didn’t want to challenge his authority. By creating space for her perspective, he uncovered potential delays early, avoiding bigger issues down the line.
Strategy 4: Leverage Visual Communication
When language barriers exist, visuals can be a powerful tool. Amir started using flowcharts and diagrams during meetings to explain complex ideas. This helped bridge gaps where words might fail, ensuring everyone was aligned.
He also encouraged team members to use visuals in their own updates, making it easier for colleagues from different linguistic backgrounds to stay on the same page.
The Results
After a few months of implementing these strategies, Amir’s team meetings transformed. Aiko began contributing regularly, feeling more confident in the structured environment. Rafael’s storytelling was still a part of his communication style, but Amir had learned to gently redirect him when needed.
Most importantly, the team began to thrive. Misunderstandings decreased, collaboration improved, and projects started running more smoothly.
Amir’s experience is a reminder that communication isn’t just about the words we use—it’s about the bridges we build.
Takeaways for Leaders
If you’re leading a multicultural team, here are some actionable steps you can take to improve communication:
Conclusion
Bridging communication gaps in a diverse team isn’t about eliminating differences—it’s about celebrating them while finding common ground.
As a leader, your ability to navigate these nuances will determine not just the success of your team but the quality of your relationships. Remember, every conversation is an opportunity to build trust, foster understanding, and create a sense of belonging.
If you’re ready to explore how to strengthen communication within your team, let’s connect. Together, we can turn those twists and turns into a clear path forward.
