Managing International Project Teams

𝗧𝗼𝗱𝗮𝘆, 𝗣𝗠𝗜 𝗿𝗲𝗹𝗲𝗮𝘀𝗲𝘀 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗹𝗮𝗿𝗴𝗲𝘀𝘁 𝘀𝘁𝘂𝗱𝘆 𝘄𝗲’𝘃𝗲 𝗲𝘃𝗲𝗿 𝗰𝗼𝗻𝗱𝘂𝗰𝘁𝗲𝗱 - 𝗼𝗻 𝗮 𝘁𝗼𝗽𝗶𝗰 𝘁𝗵𝗮𝘁 𝗶𝘀 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝘁𝗼 𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻: 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗦𝘂𝗰𝗰𝗲𝘀𝘀. 📚 Read the report: https://lnkd.in/ekRmSj_h With this report, we are introducing a simple and scalable way to measure project success. A successful project is one that 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝘀 𝘃𝗮𝗹𝘂𝗲 𝘄𝗼𝗿𝘁𝗵 𝘁𝗵𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗻𝘀𝗲, as perceived by key stakeholders. This clearly represents a shift for our profession, where beyond execution excellence we also feel accountable for doing anything in our power to improve the impact of our work and the value it generates at large. The implications for project professionals can be summarized in a framework for delivering 𝗠𝗢𝗥𝗘 success: 📚𝗠anage Perceptions For a project to be considered successful, the key stakeholders - customers, executives, or others - must perceive that the project’s outcomes provide sufficient value relative to the perceived investment of resources. 📚𝗢wn Project Success beyond Project Management Success Project professionals need to take any opportunity to move beyond literal mandates and feel accountable for improving outcomes while minimizing waste. 📚𝗥elentlessly Reassess Project Parameters Project professionals need to recognize the reality of inevitable and ongoing change, and continuously, in collaboration with stakeholders, reassess the perception of value and adjust plans. 📚𝗘xpand Perspective All projects have impacts beyond just the scope of the project itself. Even if we do not control all parameters, we must consider the broader picture and how the project fits within the larger business, goals, or objectives of the enterprise, and ultimately, our world. I believe executives will be excited about this work. It highlights the value project professionals can bring to their organizations and clarifies the vital role they play in driving transformation, delivering business results, and positively impacting the world. The shift in mindset will encourage project professionals to consider the perceptions of all stakeholders- not just the c-suite, but also customers and communities. To deliver more successful projects, business leaders must create environments that empower project professionals. They need to involve them in defining - and continuously reassessing and challenging - project value. Leverage their expertise. Invest in their work. And hold them accountable for contributing to maximize the perception of project value at all phases of the project - beyond excellence in execution. 📚 Please read the report, reflect on its findings, and share it broadly. And comment! Project Management Institute #ProjectSuccess #PMI #Leadership #ProjectManagementToday

Are you ready to take your business global? Here are five things to keep in mind. As an entrepreneur, I know that expanding your business internationally can be daunting. But if you do your homework and plan carefully, it can be a hugely rewarding experience. Here are five things I learned while expanding CSB internationally: 1. Local Flavor, Global Vision: Before you set sail, take the time to truly understand the culture, preferences, and nuances of your target market. Adapting your product or service with a local touch doesn't just make you relatable; it makes you unforgettable. 2. Build a Network of Navigators: Take your time! Forge alliances with local partners, distributors, or influencers who understand the lay of the land. These connections can open doors and help you navigate the maze of a new market. 3. Legalities and Logistics Matter: International expansion isn't just about trading products; it's navigating legal frameworks and supply chains. Don't skimp on the legal nitty-gritty and ensure a smooth logistical flow – your business's lifelines abroad. 4. Flex Those Adaptability Muscles: Like packing extra socks for a journey, be prepared to pivot and adapt. Cultural norms, business practices, local language, and even customer behaviors might differ from what you're used to. Embrace change as your co-pilot. 5. Research is Your Jet Fuel: Buckle up because research is your turbocharged engine. Study the market trends, competition, and regulatory landscapes like your business's success depends on it – because it does. Knowledge is power; in a new market, it's your lifeline. Lastly, patience is the key to everything. Take your time with things. Building a business in a different country takes a lot of work and time. So be patient and trust your hard work. Now, it's your turn! Take the first step by researching, connecting, and adapting. Embrace the challenges as growth opportunities, and let your business story resonate across borders. #linkedincreators #startups #globalexpansion

I feel bad when I see job postings advertising for "low-cost offshore talent." It's like watching someone make the same business mistake that countless others have made before them. The race to the bottom in offshoring is ethically questionable. But also, I think it's a flawed business strategy that I have witnessed fail repeatedly. Companies enter markets like the Philippines seeing only one thing, which is lower salary requirements. They congratulate themselves on their cost-cutting brilliance while completely missing what actually makes global talent valuable. This opportunistic race to the bottom does not internalize the true cost of this approach. When professionals are treated as disposable and underpaid, essentially as a commodity, they respond rationally by treating the job as temporary while searching for better opportunities. The supposed savings quickly evaporate in the face of constant turnover, labor claims and low performance. By the time someone becomes fully productive in their role, they are already interviewing elsewhere. And that is if they even get there. The cycle of recruitment, onboarding, and training becomes endless. Meanwhile, I have observed the contrasting results when companies take an ethical approach to offshoring. Businesses that pay fair wages, provide growth opportunities, and create supportive environments build remarkably stable teams. Their Filipino professionals develop deeper expertise, stronger relationships with clients, and deliver consistently higher quality work. As an evidence of our enduring partnerships, a number of our clients who joined us at our founding year 10 years ago have since built their core teams with us that remain integral to their operations today. The irony is striking. By trying to extract maximum value at minimum cost, companies actually receive less value. By investing fairly in their offshore teams, they receive exponentially more. The most successful offshore partnerships I have seen are not built on exploitation. They have established mutual respect, fair compensation, and shared growth. This approach is not just about being morally right. It delivers substantially better business outcomes. The real competitive advantage of offshoring is building relationships with exceptional professionals who become genuinely invested in your success.

Atlassian has been fully distributed for almost five years. We don’t have all the answers, but we’ve learned a lot about how to keep teams thriving across time zones—and we’re applying those insights every day.  ➡️ Asynchronous work: Async tools are at the core of how we operate. Confluence is our virtual hub where we share stories, celebrate new hires, and collaborate effortlessly. We also use Loom to share videos and give feedback on our own time—avoiding those dreaded “this could have been an email” moments. In fact, we’ve saved nearly half a million meetings using Loom! ➡️ Designing workdays: We’ve learned to structure workdays for focus, collaboration, and meetings (only when absolutely necessary). Teams work across no more than two time zones, ensuring at least four hours of overlap to get things done together. ➡️ Intentional connection: Data shows that real connection happens when teams meet regularly—not sporadically in an office. We provide Intentional Togetherness Gatherings (ITGs), curated experiences, and focused in-person time to collaborate. ➡️ Adapting for different needs: It’s not one-size-fits-all. For example, new hires and grads often benefit from more frequent in-person meetups, so we make sure to offer opportunities for them to connect early on. https://lnkd.in/g2sSbe3v

Are they slow to speak up... or are you just American? In many U.S. teams, jumping in, talking fast, and speaking up assertively are seen as signs of confidence and competence. Silence, on the other hand? Often misunderstood as disengagement, hesitation, or lack of ideas. But in many cultures—Japan, Korea, Finland, Thailand—pausing before speaking is a sign of respect. You wait. You listen fully. You consider your words carefully. Interrupting or talking without preparing isn't seen as self-confidence. It’s seen as arrogance—or selfishness. If you're leading or collaborating globally, it’s worth asking: Do they really have nothing to say—or perhaps the context doesn't facilitate diverse interaction? In cross-cultural teams, listening through silence is just as important as listening to what’s said out loud. #TheCultureMap #ErinMeyer #CrossCulturalCommunication #GlobalTeams #CulturalFluency #WorkplaceCulture #CulturalIntelligence #InternationalBusiness #WorkAcrossBorders

If you're setting goals to create a more inclusive workplace in 2025, my experience may save you time, money, and unmet expectations. ✅ Quick Wins (low effort, high impact) Start with team psychological safety. Inclusion is felt most in everyday team interactions—meetings, feedback, problem-solving. 👇 Use tools like: 1. The Fearless Organization Scan to uncover blind spots and team dynamics. 2. Debrief session with an accredited facilitator to discuss results openly and set clear, actionable improvements. 3. Action plan with small shifts in behavior, like leaders modeling vulnerability, asking for input first, or establishing "speak-up norms" in meetings. These micro-actions quickly build team inclusion and unlock collaboration. 🏗️ Big Projects (high effort, high impact): To create sustainable change, invest in structural inclusion. 👇 Focus on: 1. Inclusive hiring & promotion practices: build diverse candidate pipelines and train interviewers on bias mitigation. 2. Inclusive decision-making: ensure diverse perspectives are integrated into key business decisions. 3. Inclusive leadership: train leaders to actively foster diverse perspectives, intellectual humility, and trust in their teams. Empower leaders to align inclusion with business goals and make it part of their day-to-day behavior. 🎉 Fill-ins (low effort, low impact): Awareness events (like diversity month) are great for building visibility but should educate, not just celebrate. 👇 For example: 1. Pair cultural events with workshops on how diverse values shape workplace communication. 2. Use storytelling to highlight how diverse perspectives lead to tangible business wins. 🚩 Thankless Tasks (high effort, low impact): Avoid resource-heavy initiatives with little ROI. 👇 Examples: 1. Overcomplicated dashboards: focus on 2–3 actionable metrics rather than endless reports that don’t lead to change. 2. Unstructured ERGs: without clear goals and leadership support, these often become frustrating rather than empowering. 3. One-off training programs: A two-day training on unconscious bias without follow-up or practical tools is a missed opportunity. 💡 Key Takeaways 1. Inclusion thrives where it’s felt daily—in teams and decisions. 2. Start with quick wins to build momentum and tackle big projects for systemic change. 3. Avoid symbolic efforts that consume resources without measurable outcomes. 🚀 Let’s turn inclusion into a tangible, strategic advantage that empowers your teams to thrive in 2025 and beyond. _____________________________________________ If you're new here, I’m Susanna—an accredited team psychological safety practitioner with over a decade of experience in DEI and inclusive leadership. I partner with forward-thinking companies to create inclusive, high-performing workplaces where teams thrive. 📩 DM me or visit www if you want to prioritize what truly works for your organization. 

I’ve run a remote team for over 10 years. I don’t watch my team's every move. I don’t chase updates. I don’t check the time stamp on every message. And yet - The work gets done. The quality stays high. The team continues to grow. But it wasn’t always like this. In the beginning, I micromanaged. Not because my team wasn’t capable - But because *I* wasn’t ready to let go. The truth? Micromanagement is often more about your fear and need for control, than your team. Once I addressed my own insecurities, things began to shift. Here’s what I’ve learned from a decade of remote leadership - And what you can apply to help your team thrive without being watched: 1. Ownership breeds innovation → Give people space, and they’ll surprise you. → Problems get solved before you even know they exist - because your team starts thinking like owners. 2. Pride creates quality When people take pride in their work, they don’t need oversight. They self-correct, improve, and aim higher - because it matters to them. People take pride in their work when they feel two things: → When they are respected as professionals → When they feel safe to grow, fail, and still belong 3. Clear deliverables > constant check-ins → Don’t manage hours. Manage outcomes. → Define the “what” clearly, and trust the “how” to unfold. 4. Mission-driven teams self-regulate → When your team believes in the “why,” motivation becomes internal. → Deadlines aren’t chased - they’re honored. 5. Growth fuels loyalty → Channel your energy into building stretch opportunities, not bottlenecks. → People stay where they grow - and where they’re trusted to lead. So if you feel the urge to constantly monitor your team - Pause and ask yourself: 💡 Are they really the issue? Or is something within you asking to be seen, softened, and reset? Conscious leadership doesn’t grip tightly. It creates the conditions for others to rise. Trust isn’t given blindly - it’s extended bravely. And more often than not, your team will rise to meet it. ♻️ Repost if you’re building a culture of trust over control. 🔔 Follow Bhavna Toor for conscious leadership that scales.

As geopolitical risks continue to evolve and intensify, it is essential for communication leaders to adapt and respond effectively to these challenges.   Recent geopolitical crises have underscored the importance of proactive and strategic communication. According to the AXA Future Risks Report 2024, geopolitical instability is now the second most concerning risk for experts globally, up from third place in 2023. At the same time, disinformation and misinformation on these crises, mainly led by technology, are expanding their potential consequences. This progression highlights the growing impact of geopolitical events on businesses and the need for robust communication strategies. Here are some key insights and thoughts I wanted to share:   👉 Anticipate and Listen: Setting up an infrastructure for listening and scenario planning is crucial. By strengthening our social listening and predictive capacities, we can better anticipate crisis and understand the different perspectives that exist around geopolitical issues. As one Chief Communication Officer (CCO) mentioned in the latest European Communication Monitor (ECM) report, "We need to be prepared every day to react, and at the same time, we have to be very clear about the frames in which we want to react."   👉 Consolidate and Connect: Strengthening internal discussions and nurturing a network of communication experts with diplomatic skills is vital. In a decentralized company, this helps in ensuring that our communication as a Group is sensitive to the nuances of different geopolitical contexts. As another CCO pointed out, "You also need experienced communicators in different countries who not only have a view of their country but also understand that even in a global company there is a global view that is not necessarily congruent with the view of each country.”   👉 Navigate Ambiguity: In a fragmented and polarized world, managing corporate communications means carefully choosing what to say and how to say it. This involves balancing business perspectives with stakeholder expectations and navigating the contradictions that arise from intensifying geopolitical risks.   👉 Engage Proactively: The expectations of stakeholders, including consumers and employees, are evolving. There is an increased demand for companies to take a stand on geopolitical issues. As highlighted in the ECM report, 58.6% of CCOs agree that the geopolitical context has a very concrete impact on business, and companies need to consider this evolution.   On a more specific note, the AXA Future Risks Report 2024 also reveals that 91% of experts believe insurers have a crucial role in safeguarding against emerging risks. As Chief Communications Officer, this is something I truly believe in, and I am grateful to rely on a network of very professional heads of communications, in all AXA entities, to help us spread the word, build resilience and strengthen trust during uncertain times!

Leading across borders is not just about strategy, it’s about adaptability. When I moved to the UK as an Area Manager overseeing operations across the UK, Italy, and Spain, I was stepping into a world of contrasting business cultures. What worked in one country often didn’t translate seamlessly to another. In the UK, efficiency was key. Structured work hours, quick lunches, and firm handshakes defined business interactions. In Spain, negotiations were animated and could stretch for hours; yet the same people who debated over 10 Euros would happily spend 200 on a meal, because trust was built through conversation, not contracts. In Italy, relationships drove business, deals were shaped as much by expertise as by shared values and genuine connections. Navigating these nuances taught me that success in international leadership isn’t about imposing a single leadership style, it’s about understanding, adapting, and aligning teams around a shared vision. What I’ve learned about leading globally: ✔ Cultural intelligence is a leadership skill. It’s not just about etiquette—it’s about understanding decision-making, collaboration, and motivation across different markets. ✔ Influence is built through trust. In international roles, credibility comes from fairness, consistency, and the ability to unify diverse teams. ✔ Adaptability is a competitive advantage. Business operates within cultures, not outside of them. The ability to pivot, listen, and integrate different perspectives is what drives impact. The more adaptable we are, the stronger we lead. How has cultural awareness shaped the way you lead?

The lesson I take from so many dispersed teams I’ve worked with over the years is that great collaboration is not about shrinking the distance. It is about deepening the connection. Time zones, language barriers, and cultural nuances make working together across borders uniquely challenging. I see these dynamics regularly: smart, dedicated people who care deeply about their work but struggle to truly see and understand one another. One of the tools I often use in my work with global teams is the Harvard Business School case titled Greg James at Sun Microsystems. It tells the story of a manager leading a 45-person team spread across the U.S., France, India, and the UAE. When a major client system failed, the issue turned out not to be technical but human. Each location saw the problem differently. Misunderstandings built up across time zones. Tensions grew between teams that rarely met in person. What looked like a system failure was really a connection failure. What I find powerful about this story, and what I see mirrored in so many organizations today, is that the path forward is about rethinking how we create connection, trust, and fairness across distance. It is not where many leaders go naturally: new tools or tighter control. Here are three useful practices for dispersed teams to adopt. (1) Create shared context, not just shared goals. Misalignment often comes from not understanding how others work, not what they’re working on. Try brief “work tours,” where teams explain their daily realities and constraints. Context builds empathy, and empathy builds speed. (2) Build trust through reflection, not just reliability. Trust deepens when people feel seen and understood. After cross-site collaborations, ask: “What surprised you about how others see us?” That simple reflection can transform relationships. (3) Design fairness into the system. Uneven meeting times, visibility, or opportunities quickly erode respect. Rotate schedules, celebrate behind-the-scenes work, and make sure recognition travels across time zones. Fairness is a leadership design choice, not a nice-to-have. Distance will always be part of global work, but disconnection doesn’t have to be. When leaders intentionally design for shared understanding, reflected trust, and structural fairness, I've found, distributed teams flourish. #collaboration #global #learning #leadership #connection Case here: https://lnkd.in/eZfhxnGW