Areté Leadership’s Post

Foreign business owners in Bali faced several challenges when working with their local teams day to day! Some common challenges might be : 🔸Communication barriers: Differences in language and communication styles can lead to misunderstandings and hinder effective teamwork. 🔸Cultural differences: Varied cultural norms, values, and work practices can impact collaboration and team dynamics. 🔸Management styles: Varying approaches to leadership and decision-making between foreign owners and local team members can create conflicts. 🔸Work ethics: Differences in work ethics, expectations, and attitudes towards work may affect productivity and team cohesion. 🔸Training and development: Providing adequate training and development opportunities for local team members to align with the business goals and standards. 🔸Trust-building: Building trust and rapport with local team members to foster a positive work environment and enhance collaboration. These challenges can be addressed through effective communication, cultural sensitivity, training programs, and fostering a supportive work culture that values diversity and teamwork. FEEL FREE TO CONNECT WITH ME IF YOU CAN RELATE with this post! 🤓 #guidinggrowing#LeadershipSkills#ManagerialTips#Empowerment#balileadership#LeadershipMatters#leadbyexample#LeadershipJourney https://lnkd.in/ghg46Pfe

Happy Friday Everyone! Today I would like to talk about an important aspect of Filipino culture that can significantly influence workplace interactions: Pakikisama. Pakikisama is a concept that emphasizes getting along with others, helping foster harmony and solidarity among friends, family, and coworkers. It's deeply rooted in Filipino society and plays a vital role in creating a positive, cooperative atmosphere. 🤝 In the workplace, pakikisama can be a powerful tool for fostering collaboration and building strong, supportive relationships. It helps create a sense of unity, making people feel connected and engaged. However, there’s also a potential challenge. In some cases, the desire to maintain peace and avoid conflict might lead people to hold back feedback or shy away from expressing their opinions in group settings. This can unintentionally stifle growth and innovation. To ensure that pakikisama is used effectively, it's important to encourage open communication. Creating an environment where constructive feedback is welcomed, can encourage individuals to express their ideas and concerns without fear of upsetting the group. This can be achieved by focusing on constructive conversations rather than direct confrontation. 💬 Embracing the positive aspects of pakikisama while balancing it with transparency and open dialogue, can help to build more cohesive and innovative teams. 💡 #DiversityandInclusion #CrossCulturalCommunication #CulturalAwareness 

It is high time Filipino leaders and employees realize that it is critically important for them to speak up and share their thoughts and ideas. When individuals share their ideas, it leads to a culture of innovation. Diverse perspectives can lead to creative solutions that might not emerge in a more closed environment. This can drive an organization forward and keep it competitive. Open communication allows different viewpoints to be considered, improving problem-solving. Employees at various levels have unique insights into operational challenges and potential improvements, leading to more effective and comprehensive solutions. A culture where people feel free to express their ideas builds trust between employees and management. It shows that their opinions are valued, which can boost morale, job satisfaction, and overall workplace happiness. Employees who feel heard are more likely to be engaged and committed to their work. Speaking up helps in personal and professional development. It builds confidence and communication skills, which are essential for career advancement. Constructive feedback and open discussions can also provide learning opportunities. When leaders have access to a broader range of information and viewpoints, their decision-making improves. They can make more informed choices that take into account various aspects of an issue, leading to better outcomes for the organization. When employees are involved in discussions and decisions, they are more likely to take ownership of their work. This sense of accountability can lead to higher quality work and a more responsible approach to tasks and projects. Open communication helps prevent misunderstandings and conflicts. When employees feel that they can express concerns and ideas freely, issues can be addressed proactively rather than escalating into bigger problems. The ability to adapt is crucial. Open communication allows for quicker adjustments to new strategies, technologies, and market conditions, as employees can share insights and suggestions on how best to implement changes. When leaders and employees communicate openly, it ensures that everyone is aligned with the organization's goals and vision. Clear communication helps in understanding expectations, which can improve coordination and collaboration towards common objectives. In the Filipino context, where "hiya" (shame) and "pakikisama" (smooth interpersonal relationships) are cultural values, encouraging open communication can be challenging but essential. Overcoming these cultural barriers can lead to a more dynamic and progressive workplace. Encouraging Filipino leaders and employees to speak up not only benefits the organization but also empowers individuals to contribute meaningfully to their workplace, driving personal and collective success. #speakup #leadership #Philippines #benefitsofspeakingup

One of You Can’t Touch the Office Dog Managing an international team in Malaysia? Oh, it’s a wild, unpredictable dance! Picture this: in our office, you’ve got a Chinese Malaysian, a Sri Lankan, a Malay Muslim, a Bulgarian, and a Pole collaborating on a project. It sounds like the start of a bad joke, right? Then throw in Panda, our adorable office dog—who some team members literally can’t touch due to religious beliefs—and you’ve got Kezerk in a nutshell. Here’s what they don’t tell you about managing in such a diverse setting. Diversity is a blessing, but it’s also a logistical headache. First, there’s the language juggle. English might be our official language, but trust me, it’s far from straightforward. And here, I’m not talking about the omnipresent “lah” to emphasize everything. I am talking, for example, about the reluctance to say no among Malaysians. I learned that the hard way when I asked for feedback and got nods all around. Turns out, “yes” didn’t mean “I agree”—it meant, “I hear you, but I’m politely pretending this idea doesn’t suck.” Communication is not just about words; it’s about understanding what’s left unsaid. You ask someone if they can handle a task, and they’ll say, “Can, lah!” whether they can or not. There’s this big push to save face, to keep things harmonious. But harmony doesn’t always get projects done on time, so I’ve had to foster a space where saying “no” is OK. It took us a lot of training to teach that sometimes a no is much more professional than a yes. The beautiful part? When all these backgrounds blend in brainstorming sessions, we get solutions you’d never see coming. It’s like making curry with ingredients from five countries. The process is sometimes unpredictable, but the result? Unmatched. Ever worked on a team this diverse? What’s been your funniest cross-cultural moment? #ExpatLife #CulturalClashes #Malaysia #GlobalTeam

Recently, I was inspired by the Retreat Kabinet Merah Putih program led by President Prabowo at the Akmil Magelang. From what I’ve read, this retreat was a key initiative to strengthen collaboration and coordination among ministers, uniting them under a shared vision for the Prabowo administration. It reminded me of my early days at Telkomsel, back before 2000, when our team went on a memorable teambuilding retreat in Anyer. We camped in nature, tackled physical challenges like trekking and group games, and even built and rowed a boat together on the sea. The bonds we formed back then are still strong, built on trust and collaboration that came from facing challenges as a team. That experience made us feel close and comfortable enough to support one another in ways that maximize collaboration. Some key benefits from team-building retreats like these: 1. Break Down Barriers: Outbound activities take us out of the usual office setting, breaking down formalities and helping us see each other as people beyond our roles. This makes communication more open and encourages everyone to share ideas freely. 2. Develop Trust: Whether through teamwork exercises or physical challenges, outbound activities teach us to rely on one another. Facing challenges together builds trust that carries into the workplace, helping us support each other when it matters most. 3. Shared Experiences that Build Bonds: Facing fun or difficult tasks together creates memories that bring us closer, which is key to forming a cohesive team. 4. Build a Collaborative Team: These activities remind us to celebrate both individual contributions and team successes. Recognizing each other’s efforts builds morale and encourages everyone to strive for their best. I believe as a leader, building a strong team isn’t just about working side-by-side; it’s about creating shared experiences and connections that make us better, together as one team. Wishing the Kabinet Merah Putih under Pak Prabowo’s leadership success in leading Indonesia toward Indonesia Emas 2045. #TeamBuilding #OutboundExperience #Leadership #GrowthMindset #Culture

🤝 After spending 15 years operating businesses in Indonesia, its taught me to always read between the lines. Indonesians are the opposite of direct communicators - they rarely say what they mean. Yes can mean no and no can sometimes mean yes! 💯 This is because Indonesian culture is an example of a high context culture. The concepts of low context and high context cultures were first introduced by anthropologist Edward T. Hall to describe how different societies communicate and share information. More recently it has been popularized by Erin Meyer in her book “The Culture Map: Breaking Through the Invisible Boundaries of Global Business” 📚. Low Context Cultures: ▪ Communication is explicit, literal, and straightforward ▪ Emphasis on precise words/meanings ▪ Value clear and concise communication ▪ Focus on individualism and personal space ▪ Examples: U.S., Germany, Australia High Context Cultures: ▪ Communication is implicit and meanings are inferred ▪ Greater importance on non-verbal cues, context, and relationships ▪ Messages can have deeper, hidden meanings ▪ Build trust slowly over time ▪ Greater emphasis on harmony, hierarchy, status, and saving face ▪ Examples: Indonesia, Japan, China At all times, it's important to understand whether you're operating in a high context or low context cultural environment. Because when people from low and high context cultures interact, there can be misunderstandings and missed nuances. In a multicultural region like Southeast Asia, and with the rise of distributed global teams, these misunderstandings happen every day. ✨ I believe better understanding this cultural dimension (and the cultures themselves) is crucial for effective cross-cultural communication and collaboration. We should all strive to get better at it. Have you experienced any miscommunications related to high vs low context communication? Do you have any strategies for bridging the differences? 💬 Share your stories and perspectives in the comments! #personaldevelopment #indonesia #southeastasia #globalworkforce

🫵 𝗧𝗵𝗲 ‘𝗪𝗵𝘆 𝗬𝗼𝘂?’ 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗶𝗻 𝗮 𝗙𝗼𝗿𝗲𝗶𝗴𝗻 𝗠𝗮𝗿𝗸𝗲𝘁: 𝗠𝘆 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 “𝘞𝘩𝘺 𝘴𝘩𝘰𝘶𝘭𝘥 𝘸𝘦 𝘩𝘪𝘳𝘦 𝘺𝘰𝘶 𝘪𝘯𝘴𝘵𝘦𝘢𝘥 𝘰𝘧 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘭𝘰𝘤𝘢𝘭?” This question came up during several interviews in France, where I’ve never worked before. It makes you pause—not out of doubt, but because it forces you to articulate something deeper: 𝘄𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝗺𝗲 𝘂𝗻𝗶𝗾𝘂𝗲? Here’s how I answered: 🌟 𝗜 𝗧𝗵𝗿𝗶𝘃𝗲 𝗶𝗻 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 Growing up and working in Indonesia—one of the world’s most dynamic markets—taught me to 𝗽𝗶𝘃𝗼𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗮𝗰𝗲 𝗼𝗳 𝘂𝗻𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆. Shifting regulations, volatile economies, and diverse stakeholders? I see them as 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘁𝗼 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗲 𝗮𝗻𝗱 𝗮𝗱𝗮𝗽𝘁. 🔗 𝗜 𝗕𝘂𝗶𝗹𝗱 𝗕𝗿𝗶𝗱𝗴𝗲𝘀, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 In Indonesia, 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗮 𝗯𝗼𝗻𝘂𝘀—they’re the foundation of business. I’ve learned to 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗻𝘂𝗮𝗻𝗰𝗲𝘀 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱 𝘁𝗿𝘂𝘀𝘁 across borders and industries. In a globalized workplace like France, this ability to connect authentically is more valuable than ever. 👓 𝗜 𝗕𝗿𝗶𝗻𝗴 𝗮 𝗙𝗿𝗲𝘀𝗵 𝗟𝗲𝗻𝘀 Stepping into the French market as an outsider allows me to 𝘀𝗲𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆. I don’t just adapt to local practices—I combine them with global perspectives to offer innovative solutions. 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗮𝗯𝗼𝘂𝘁 𝗯𝗲𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿; 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗼𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗶𝗻𝗴 𝗹𝗼𝗰𝗮𝗹 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀. 🤝 𝗜’𝘃𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗔𝗱𝗮𝗽𝘁𝗲𝗱 I came to France speaking minimal French, but within months, I immersed myself in the culture and language. My ability to 𝗮𝗱𝗮𝗽𝘁, 𝗹𝗲𝗮𝗿𝗻 𝗮𝗻𝗱 𝘁𝗵𝗿𝗶𝘃𝗲 𝗶𝗻 𝗻𝗲𝘄 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁𝘀 reflects my commitment to growth and resilience. Answering the “𝘄𝗵𝘆 𝘆𝗼𝘂?” question isn’t about dismissing local talent. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝗵𝗼𝘄 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗶𝗻 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝘀𝘆𝗻𝗲𝗿𝗴𝘆. My Indonesian roots and global outlook don’t replace local expertise—they enhance it. To my network: Have you faced the “𝘄𝗵𝘆 𝘆𝗼𝘂?” question, explicitly or implicitly? How did you embrace what makes you different to stand out? Let’s discuss—I’d love to hear your stories! #DiversityAndInclusion #GlobalPerspective #CareerJourney #Leadership #CrossCulturalCollaboration #Resilience #GrowthMindset #ProfessionalDevelopment

Many challenges await the expat leader in the Philippines. So what to prioritize? Understanding the local culture, traditions, and social norms is crucial. Show respect for Filipino values, such as "pakikisama" (getting along with others) and "utang na loob" (debt of gratitude). Adapt communication styles to fit local preferences. Filipinos often use indirect communication to avoid confrontation. Be patient and attentive to non-verbal cues. Create a work environment that values teamwork and camaraderie. Encourage team-building activities and social gatherings. Filipinos appreciate leaders who show genuine concern for their well-being. Be approachable and supportive. Provide opportunities for skill development and career growth. Offer training programs, workshops, and mentorship. Delegate responsibilities and trust your team. Encourage innovation and reward initiative. Define roles, responsibilities, and performance metrics clearly. Regularly review and provide constructive feedback. Acknowledge accomplishments through formal recognition programs, bonuses, or promotions. Celebrate successes together. Adapt business strategies to fit the local market. Consider local preferences, consumer behavior, and regulatory requirements. Be willing to adapt and make changes based on local insights and feedback. Encourage an environment where employees feel comfortable sharing their ideas and perspectives. Just some thoughts. #leadership #philippines #expatleader #beingaleader