Managing Global Teams? Here’s What You Need to Know About Cultural Intelligence (CQ)
Article

Managing Global Teams? Here’s What You Need to Know About Cultural Intelligence (CQ)

24 June 2025
By Guest Author

This article was written by Paola Pascual of Talaera, a leader in Business English training. Talaera helps non-native English-speaking professionals connect across cultures and communicate more confidently in English.

Global teams bring fresh perspectives, diverse problem-solving approaches, and access to international markets, but they also come with challenges. Miscommunication, differing expectations, and cultural misunderstandings can slow down progress. That’s where cultural intelligence comes in.

What is cultural intelligence?

Cultural intelligence is the ability to work effectively across cultures. It’s more than just knowing etiquette; it’s about understanding, adapting, and collaborating in a way that respects and leverages cultural differences. You don’t need to know everything to have high cultural intelligence. It’s about being comfortable with uncertainty and learning as you go.

Hand holding a small globe with a blurred outdoor background, next to an infographic titled "Cultural Intelligence (CQ)" that contrasts “What CQ is” (e.g., being curious, adapting to different cultural norms) with “What CQ isn’t” (e.g., believing in stereotypes, avoiding cultural challenges).

Here’s how you can develop your cultural intelligence and build stronger international teams.

1. Recognize cultural differences without stereotyping

When we think of culture, we often think of visible elements, such as language, food, and holidays. That’s just the tip of the iceberg. What lies beneath the surface (values, beliefs, even time perception) often has the biggest impact on collaboration.

Illustration of the Cultural Iceberg Model showing surface-level cultural elements like food, clothes, language, and holidays above water, and deeper elements like beliefs, morals, gender roles, and meaning of life below water. Labels include “Behaviors,” “Practices,” “Beliefs,” and “Values.”

Cultural awareness starts with acknowledging that those differences exist, but avoiding making assumptions. Instead of thinking, “My colleague from X culture is always late because that’s just how they are,” shift to, “Time expectations might differ in X culture. Let’s clarify how we define ‘on time’ in our team.”

Tip: Encourage team members to share their working preferences and norms during onboarding or in regular check-ins.

2. Adapt your communication style

One-size-fits-all communication doesn’t work in global teams. Some cultures value direct feedback (e.g., Germany, the Netherlands), while others prefer a more indirect approach (e.g., Japan, India).

Tip: When in doubt, match the other person’s communication style. If you’re leading a meeting, provide a mix of verbal discussion and written follow-ups to accommodate different preferences.

3. Check for understanding

In multicultural teams, people may nod along even if they don’t fully understand, especially in high-context cultures where it’s impolite to interrupt or disagree outright.

Tip: Use clarification phrases like:

  • “Just to make sure we’re aligned, could you summarize our next steps?”
  • “How would you explain this to a new team member?”

This allows people to express uncertainty without fear of losing face.

4. Be flexible with work styles

Different cultures approach work differently. Some prioritize hierarchy and structure (e.g., Mexico, Japan), while others thrive on autonomy and flat structures (e.g., Sweden, Denmark). Instead of enforcing a rigid system, create a balance that works for everyone.

Tip: If some team members expect more direction while others prefer independence, consider using agile project management tools where progress is transparent and everyone has visibility into the workflow.

5. Foster psychological safety

Cultural intelligence goes beyond just avoiding conflicts. It involves creating an environment where everyone feels valued and heard. When employees feel psychologically safe, they’re more likely to share ideas, admit mistakes, and collaborate effectively.

Tip: Encourage team rituals like virtual coffee chats or “wins of the week” sessions to build trust. Also, model inclusive behaviors, like actively inviting quieter team members into conversations.

Final thoughts

Leading a global team means working with different perspectives, work styles, and communication norms. Those differences can either create friction or make the team stronger. It all comes down to how you approach them.

Cultural intelligence helps you navigate those differences with curiosity and flexibility. The more you listen, adapt, and learn from your team, the easier collaboration becomes.

About the author

Paola Pascual, Talaera’s Head of Marketing, is an expert in communication and intercultural skills. She holds a Master’s in Organizational Psychology, multiple coaching certifications, and has lived and worked in six countries. Paola leads impactful initiatives, including monthly webinars, blogs, and the Talaera newsletter, to help professionals succeed in today’s global workplace. As the host of the Talaera Talks podcast, she has interviewed leaders from organizations like Slack, HubSpot, Salesforce, and LinkedIn, reaching over 200,000 listeners in over 200 countries.

Start Transforming  Your Workforce Today