Remote work has become the norm, but when your team is spread across borders, collaboration takes on a new layer of complexity.
Time zones, cultural differences, and varying expectations about communication can create friction—or they can be opportunities for innovation and growth.
As a leader, how do you bridge these gaps?
How do you create cohesion when your team is scattered across continents, operating in different languages, cultures, and work environments?
Daniel’s story shows how cross-border collaboration can thrive when approached with intentionality and understanding.
A Tale of Two Offices
Daniel led a product development team split between Copenhagen and Singapore. He described his team as “two ships passing in the night.”
Meetings were a struggle.
His Copenhagen team was direct and task-focused, while his Singapore team preferred a softer, relationship-driven approach.
Emails often led to misunderstandings, and deadlines were missed because assumptions went unspoken.
Daniel felt like he was constantly putting out fires. He wanted a seamless workflow, but the cultural and logistical divides seemed insurmountable.
When we sat down to discuss his challenges, I told him, “Cross-border collaboration isn’t about erasing differences. It’s about embracing them and finding common ground.”
- Set the Foundation with Clear Communication
The first step in leading remote teams is clarity.
Miscommunication is one of the biggest challenges in cross-border collaboration, especially when cultures and languages differ.
I asked Daniel: “What does your team know about each other’s communication styles?”
He admitted they hadn’t discussed it much.
The Copenhagen team found the Singapore team’s indirectness frustrating, while the Singapore team felt the Danes were too blunt.
In my experience, the first degree of diversity is personality. So, we looked beyond cultural differences to understand everyone’s unique communication style.
We assessed everyone with our Maxwell Communication Impact Assessments and created the team communication map for Daniel.
Based on that, we built a team charter to address the difference.
Together, Daniel’s team agreed on key principles:
- Standardize tools: They chose specific platforms for meetings, task tracking, and updates.
- Be explicit: They agreed to over-communicate, avoiding assumptions.
- Clarify expectations: For every task, they outlined what was expected, by when, and from whom.
This gave everyone a shared playbook to work from, reducing misunderstandings and fostering trust.
- Build Cultural Awareness and Empathy
Cultural differences can either divide or enrich a team. The key is building awareness and empathy.
In Singapore, relationships often precede tasks.
In Denmark, the focus is typically on efficiency and results. Without understanding these cultural norms, it’s easy to misinterpret behaviors.
I suggested Daniel run a cultural exchange exercise. Each team member shared insights about their work culture – how decisions are made, how feedback is given, and how success is measured.
This exercise was eye-opening. Daniel’s Copenhagen team learned to appreciate Singapore’s emphasis on harmony, while the Singapore team understood the Danish preference for directness wasn’t personal – it was just cultural.
By fostering cultural empathy, Daniel’s team began to see their differences as strengths rather than obstacles.
- Create Shared Rituals
When teams work across borders, creating a sense of belonging is critical. Without it, remote workers can feel isolated and disconnected.
Daniel introduced simple rituals to bring his team together:
- Virtual coffee chats (Hygge): Once a month, team members paired up randomly for informal video calls.
- Shared celebrations: They celebrated milestones together, from birthdays to project launches, across both offices.
- Team meetings with a twist: They began rotating meeting hosts, allowing each office to lead and showcase their work style.
These rituals helped bridge the physical distance and created a stronger sense of community.
- Leverage Time Zones, Don’t Fight Them
One of Daniel’s biggest frustrations was time zones. Singapore was six or seven hours ahead of Copenhagen (depending on the daylight saving in Europe), and scheduling meetings often felt impossible.
I suggested a mindset shift. Instead of fighting time zones, we looked at how to leverage them. For example:
- Follow-the-sun workflows: The Copenhagen team would hand off tasks at the end of their day for the Singapore team to pick up in the morning.
- Asynchronous updates: Instead of real-time meetings, they used recorded video messages and shared detailed notes so everyone could catch up on their own time.
By embracing asynchronous work, Daniel’s team improved efficiency and reduced frustration.
- Lead with Purpose and Vision
Cross-border teams need a unifying purpose.
Without it, they risk feeling like fragmented silos rather than one cohesive unit.
Daniel worked with his team to articulate a shared vision: Why does their work matter?
How does each member contribute to the bigger picture?
When the team aligned around this vision, collaboration became easier.
Decisions were guided by a common goal, and team members felt motivated to overcome challenges together.
The Results
Six months later, Daniel’s team was thriving. Communication flowed more smoothly.
Cultural differences became a source of learning rather than conflict. And most importantly, the team felt connected, even across thousands of miles.
Key Takeaways for Cross-Border Leaders
If you’re leading a remote team across countries, here are some actionable strategies:
- Set Clear Expectations: Establish norms for communication, task ownership, and workflows. Over-communicate to avoid misunderstandings.
- Build Cultural Awareness: Take time to learn about each team member’s cultural norms. Foster empathy and understanding.
- Create Connection: Introduce rituals that strengthen relationships and create a sense of belonging.
- Embrace Asynchronous Work: Use time zones to your advantage by setting up workflows that reduce the need for real-time meetings.
- Unite Around Purpose: Ensure your team understands the shared vision and how their work contributes to it.
Conclusion
Leading cross-border teams isn’t about eliminating differences—it’s about bridging them.
When you embrace the diversity of perspectives and work styles within your team, you unlock incredible potential for creativity, innovation, and growth.
If you’re navigating the complexities of cross-border collaboration, remember: connection, clarity, and empathy are your strongest tools.
And with the right approach, those “two ships passing in the night” can become one high-performing team.
Make cross-border collaboration not just a necessity but a strength.