Multinational teams are a unique tapestry of cultural learning, innovation, and collaboration. They offer a rich environment where diverse perspectives can thrive, leading to creative solutions and personal growth. Yet, as beautiful as these teams can be, they are not without challenges. Language barriers, cultural differences, and misunderstandings can create friction and frustration.
Throughout my time in the Canadian Armed Forces, I have had the privilege of working with teams worldwide. I’ve trained, deployed, and collaborated with colleagues from various nations, including a NATO Headquarters posting to which 74 countries contributed. These experiences taught me invaluable lessons that I still apply today.
Here are the three key lessons for anyone working in a multinational setting.
1. Overcoming Language Barriers in Multinational Teams
How to Manage Language Barriers in Multinational Teams
In many multinational teams, English serves as the working language. For native English speakers, this provides a significant advantage. However, for non-native speakers, fluency in the language doesn’t always reflect intelligence or competence.
I’ve witnessed this firsthand. One of my superiors in a multinational team frequently complained about the team’s inability to “use the Queen’s English properly.” Instead of focusing on the content of their reports, he nitpicked grammar and phrasing. This not only alienated team members but also frustrated them. Recognizing the damage this caused, I suggested an alternative approach:
- If a report is unclear, ask for specific clarifications.
- When reviewing submissions, focus on intent rather than perfect phrasing. If the message is clear, minor grammar issues don’t matter.
- Offer suggestions only when someone wants to improve their writing.
This small shift made a big difference. My superior listened, and over time, team morale improved, and written communication became clearer.
The key takeaway? Don’t judge someone’s intelligence or ability by their command of English. Trust their expertise and help them succeed by fostering clarity, not criticism.
2. Making Training and Meetings Accessible for Everyone
How to Design Effective Multinational Training and Meetings
In the military, training is constant—field exercises, workshops, and lectures are routine. When I attended courses delivered in English, I often saw my non-native English-speaking colleagues struggle. Instructors spoke too fast, used jargon, or relied on unnecessarily complex language. It seemed as though they were more focused on proving their expertise than ensuring understanding.
This isn’t just a problem for non-native speakers. Even native speakers can struggle when language or processes are unclear. After training sessions, our group would often come together to “fill in the gaps,” reviewing what was missed.
Over time, I realized how to make training and meetings more inclusive and effective:
- Use simple, clear words and avoid jargon.
- Speak slowly and pause frequently for understanding.
- Share agendas, handouts, or reading materials ahead of time.
- Provide concrete examples to explain complex ideas.
- Leave enough time for discussion and questions.
For instance, when I lead training, I prioritize simplicity and structure. Instead of rushing through the material, I ensure everyone understands the key concepts. This approach not only supports non-native speakers but also fosters stronger team cohesion.
The lesson here is simple: The goal of training or meetings isn’t to demonstrate one’s intelligence—it’s to ensure that everyone understands the message.
3. Building Trust and Understanding Cultural Differences
How to Build Inclusive and Culturally Aware Teams
One of the greatest strengths of multinational teams is their diversity. Different cultural norms, work routines, and decision-making processes can bring fresh ideas to the table. However, these same differences can cause tension if they aren’t understood or respected.
In my experience, the simplest things—like reaching a consensus or managing work hours—create the biggest challenges. Cultural understanding is key to creating inclusive and productive environments for leaders and team members.
For Team Members:
- Focus on your own workload and avoid micromanaging others.
- Take time to connect with colleagues from different cultures. For me, sitting with someone new each week broadened my understanding and made me a better teammate.
- Be patient—processes that feel slow may simply reflect cultural approaches to collaboration.
For Leaders:
- Set clear expectations around working hours, task completion, and decision-making timelines.
- Adapt your leadership style to accommodate cultural differences.
- Balance empathy with accountability to create an environment where everyone can thrive.
I’ll admit—patience has been my greatest challenge. In some multinational teams, reaching consensus felt painstakingly slow. I’d often feel frustrated, believing the delay was hindering progress. But over time, I learned that impatience only made things worse. I became a more effective leader and team player by understanding cultural differences and embracing alternative approaches.
Tools and Strategies for Success in Multinational Teams
Practical Tools to Overcome Multinational Team Challenges
To bridge gaps in communication and collaboration, leaders can use practical tools and strategies:
- Language Tools: Apps like Google Translate or Grammarly can help clarify messages.
- Collaboration Platforms: Tools like Slack, Microsoft Teams, or Trello facilitate organized, clear communication.
- Templates and Handouts: Share meeting agendas and training materials in advance to give everyone time to prepare.
Additionally, fostering an environment of psychological safety—where team members feel comfortable sharing ideas—can unlock a team’s full potential.
The Benefits of Multinational Teams
Why Multinational Teams Are an Asset to Organizations
Despite their challenges, multinational teams are rich with opportunity. They bring together diverse perspectives, innovative ideas, and unique problem-solving approaches. Working in such environments strengthens teams and helps leaders develop critical skills: empathy, patience, and adaptability.
When you embrace cultural diversity and foster clear communication, you create a workplace where everyone can contribute their best. The result? Stronger individuals, stronger teams, and better outcomes.
Conclusion
Working in a multinational setting is both a challenge and an opportunity. By overcoming language barriers, designing accessible training, and understanding cultural differences, you can build inclusive, resilient, and high-performing teams.
For leaders, multinational teams offer a chance to grow and adapt. Who knows? You may even discover new ways of leading that will transform your leadership journey.
Original article written by Cindy Legarie
Gasparotto Group helps organizations create cultures that develop highly effective leaders and build strong, resilient teams.