How cultural differences can make your teams stronger
The hidden advantages of multicultural work
Hi friends,
When building a team across multiple markets and countries, you’re not just adding people, you’re also adding cultures. And yes, that sometimes brings confusion, misunderstandings, and even conflicts. But it also unlocks huge opportunities for creativity, resilience, and growth.
The truth is: effective multicultural teams don’t just “happen”. They require effort, patience, and conscious work. But when you invest in them, the payoff is worth the pain: more creativity, stronger problem-solving, and faster adaptation to new markets.
Often, I see multicultural teams that look like they work well together, but deep down, I can see and feel that they do not really understand each other. They don’t always see or feel the cultural differences at play. And if not everyone is fully fluent in English, the gap gets even bigger … you miss cultural references, or people use the right words in the wrong way. Meaning gets lost in translation.
👉 My tip: Don’t see intercultural communication as a constraint. Use it as an asset, and it will become one of your biggest strengths.
Let me share a few thoughts with you on how to make cultural differences your secret weapon:
If you have not already done that, you can:
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Read our blog (articles and downloads), and listen to my podcast “Go to Germany Stories”.
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1. Awareness is the first step
Before you can build bridges, you need to notice that there are rivers. Many teams think they’re “multicultural” just because people from different countries sit in the same meetings. But real multicultural teamwork starts with awareness: understanding that not everyone hears, speaks, or reacts in the same way.
➡️ Practical tip: In your next team meeting, take two minutes to reflect together: “What cultural differences might influence how we work and communicate?” This simple exercise builds awareness and helps surface the invisible barriers that might otherwise slow you down.
2. Management needs to drive it
If leadership doesn’t take intercultural communication seriously, the team won’t either. People often sense cultural gaps but don’t dare to address them unless management shows that it’s a priority. Building a strong multicultural team isn’t just about individual goodwill … it’s about creating a safe environment where differences can be discussed openly. That responsibility sits at the top.
➡️ Practical tip: As a manager, set the tone by talking openly about cultural differences. Share your own blind spots, and invite the team to do the same. If you treat this as a natural part of teamwork, others will follow.
3. Stereotypes are lazy shortcuts
We all carry them. Maybe you think “Germans are always on time” or “French people love to debate.” These shortcuts are built into us through upbringing, school, or TV. The problem? In a global team, they quickly become obstacles.
➡️ Practical tip: Instead of assuming, observe. Next time you feel a colleague is “too direct” or “too vague,” ask yourself: could this be cultural? Then talk about it, make intercultural topics a fun element to talk about. No taboo!
4. Communication: How much is enough?
Here’s a fascinating concept from E.T. Hall’s intercultural theory:
Germany = low-context: people need clear, explicit information. If you don’t say it, it doesn’t exist.
France = intermediary-context: people assume a lot is “understood,” so they don’t repeat it. Tone, silence, and body language matter a lot.
Now imagine a French manager says to her German colleague: “We’ll handle it soon.”
For the French side, this means: “It’s obvious, you don’t need every detail, trust me.”
For the German side, it can sound like: “Wait, I don’t have enough info, who will do what with whom, are we even aligned?” And then they get frustrated and stressed.
➡️ Practical tip: If you manage international teams, over-communicate at the start. Write things down, summarise meetings, and make sure everyone leaves with the same understanding. Germans will feel reassured, and the French won’t mind—it just feels a bit more structured.
5. Use cultural diversity as fuel, not friction
Different cultural lenses bring more than challenges, they bring creativity. A multicultural team is like having multiple “operating systems” in one room. Problems are spotted earlier, solutions are more diverse, and innovations come from combining different approaches.
➡️ Practical tip: Organise “culture swaps” in your team.
For example, at the start of team meetings, take 5 minutes to address one topic:
A Spanish colleague explains how meetings work in Spain.
A Dutch teammate shares their view on hierarchy.
A French colleague shows how business meals shape trust.
These informal moments build empathy and reduce tension before it ever happens. And they will make you laugh, that’s for sure.
6. Take it slow
Don’t try to “force” cultural diversity overnight. Let teams experiment, share, and learn step by step. For instance, start with mixed working groups on small projects. People will discover each other’s styles in a safe space, before jumping into big strategic missions.
👉 My takeaway for you: Cultural differences are not a bug, they are a feature. They make your company stronger if you treat them with curiosity, openness, and a bit of structure.
What’s been your funniest or toughest intercultural misunderstanding at work? Hit reply, I’d love to collect some stories for future editions!
Warm regards,
Andrea