Navigating success with diverse and global teams
In the complex world of international business, the task of leading diverse and global teams is a challenge - and it’s no walk in the park. It’s one Melisa Rojas recently took head-on, with the added twist of doing it away from the comfort of headquarters. Talk about spicing things up!
Navigating success with diverse and global teams
In the complex world of international business, the task of leading diverse and global teams is a challenge - and it’s no walk in the park. It’s one Melisa Rojas recently took head-on, with the added twist of doing it away from the comfort of headquarters. Talk about spicing things up!
First things first, let's clarify what diverse and global teams mean. Picture this - a vibrant mix of more than 40 individuals, each bringing their unique cultural backgrounds and nationalities, sprinkled across about 15 different locations. These individuals provide both international and local marketing and business development (M&BD) support to our firm's legal practices and offices worldwide.
The size of my team may vary, but it's generally around this number. So, how do I manage such a vast group of people?
In truth, the task becomes significantly more manageable when you're fortunate enough to work with a talented and understanding team with which it is a delight to collaborate. Big thank you to my team. This factor undoubtedly makes the leadership role much more gratifying.
There's no magic formula for success in this endeavour. Trust me, I've looked! However, I will share what's worked for me (or at least what I think has worked - maybe we should ask the team?).
Success may begin with the right approach and mindset. This can make navigating these complex waters feel more like a thrilling adventure than a daunting task. The secret ingredient? You probably guessed it - adaptability. It's insufficient to forcefully implement a business strategy, expecting that your team will automatically comply.
To me, adaptability is like being a chameleon in your role, adjusting your leadership style to meet the unique needs and circumstances of each team member - stepping into their shoes to understand the challenges they face. It's important to remember each person has a specific role to fulfil. While there may be a job description outlining tasks, numerous factors influence how they perform them.
For example, a regional manager overseeing local and international M&BD initiatives, may not follow the same strategy as someone managing a specific international practice group. It isn't about comparing the scope of their roles, or who covers more ground, but rather understanding they are best positioned to choose the right approach. It's crucial to consider all factors the individual considers whilst performing their duties.
My background and past roles have allowed me to understand the bigger picture and experience the intricacies of different roles.
If you're curious about my background, I can share that I am a Peruvian lawyer, qualified in Spain. I made a significant career change when I decided to make London my residence after completing an LLM in Corporate Finance Law.
The process of validating my degree implied four more years of studies but I decided to take the plunge and entered the world of relationship management. The move opened doors for me and introduced me to the world of legal marketing, a profession that perfectly combined my legal curiosity with my inquisitive personality. From then on, I haven't looked back.
With more than 13 years’ experience in marketing within the legal sector, I found my home at Simmons eight years ago. Interestingly, it wasn't in the UK, but in sunny Madrid, where I had previously moved in search of warmer climes. I began my career with the firm as a business development and marketing manager responsible for Spain. From there, I progressed to a more international role, leading the financial markets international practice group until a year and a half ago when I was promoted to my current position.
Along the way, while leading the M&BD efforts from the Spanish office, I also had the opportunity to oversee HR and office management tasks. I must confess, it was during this time that I began to familiarise myself with the intricacies of managing people.
I’m not saying anything new when I state people are unique and no one is similar, trust me. So let’s, when talking about leading international teams, forget the one-size-fits-all approach.
“Guiding diverse and global teams is not only a demanding task but also a rewarding adventure. For me, it's an enriching journey I thoroughly enjoy and find fulfilling. It calls for adaptability, a robust guiding presence, cultural intelligence, and a steadfast commitment to inclusivity.”
Make it personal
A personal touch can bridge the distance barrier. Remember, we're all humans, and people tend to follow those with whom they can relate. If you want your team to excel and feel part of the bigger picture, you need to communicate the firm’s - and your own - vision in a format that resonates.
The goal is the same - to be recognised as the best M&BD team in the market, a team that the partnership praises for their excellence in supporting revenue generation. However, the means may differ, and it's important to remember not everyone has the same tools or skills or have to meet the same tasks.
This brings us to another crucial aspect - establishing a guiding presence. This doesn't necessarily mean a physical presence. With the rise of remote and hybrid work models, we're learning to build trust and rapport with our teams, even without being in the same room. The barrier of interacting through a screen has significantly reduced allowing us to connect with our teams, regardless of their location.
I won't lie, I'm a “chatty” and “close” person by nature, which facilitates things as I can easily engage in a conversation about pretty much anything but, even if you're not, I bet you can still find your own way to achieve this. Just be open to listening. By maintaining proximity, you will gain insight into the challenges your teams face within their respective groups and at the same time you will reinforce their trust in you to know they can reach out for advice.
Cultural intelligence is another key piece of the puzzle in leading global teams. It's a concept that has gained significant attention recently and one I find particularly intriguing. In essence, and for those who might want to delve deeper into the theory, it pertains to the ability to interact effectively in culturally diverse situations. That is, being aware of and sensitive to the cultural differences within the team.
It's important to understand what works in one culture may not necessarily work in another. You need to tailor your guiding style to match the cultural context of your team members. This is where cultural awareness and sensitivity become pivotal. You might be surprised by how this understanding can enrich the overall team dynamics.
Yes, adaptability and empathy come into play again. Success across cultures means understanding these cultural nuances and using them to create a harmonious and productive work environment. It's about creating an inclusive atmosphere where everyone feels valued and respected, regardless of their cultural heritage.
In terms of communication, it's crucial to manage language barriers effectively. Ensure everyone in the team understands the message you're conveying, and that no one feels left out due to language differences. Sometimes, this might mean using simple, clear language.
Also, let's not overlook time zones. With team members spread across various geographical locations, scheduling meetings and deadlines can feel like solving a complex puzzle. But, with a little consideration for everyone's working hours and personal commitments, you can find a balance that works for the whole team.
Lastly, fostering a sense of unity and camaraderie among team members is key. This can be achieved through team-building activities, whether in-person or online, regular check-ins (weekly, quarterly, monthly - but keep it consistent), and open communication channels. By creating a sense of belonging, you can boost team morale and productivity. Also, it’s always good to foster a one team spirit and remind them they are part of a bigger picture, where we can support each other and share best practice that eases workloads.
In conclusion, guiding diverse and global teams is not only a demanding task but also a rewarding adventure. For me, it's an enriching journey I thoroughly enjoy and find fulfilling for my professional growth as I’m learning along the way. It calls for adaptability, a robust guiding presence, cultural intelligence, and a steadfast commitment to inclusivity.
Probably I am missing more things, but equipped with these attributes, you can give it a try and effectively steer your team towards success, irrespective of their geographical locations. Indeed, the journey may present numerous challenges, but with the right approach and mindset, it's an expedition truly worth undertaking.