The meeting ends. You presented the numbers. Clear. Precise.
But it’s not your idea that gets attention.
Five minutes later, a colleague rephrases it—almost word for word.
And he’s the one who gets the nods, the support, the following steps.
As you leave the room, you wonder:
Did I choose the wrong words? Was the timing off? Did I miss something obvious?
The truth is, you didn’t miss a thing.
You simply stepped into what I sometimes call—with a touch of irony—a parallel dimension:
the realm of informal power dynamics.
An uncharted space, yet one that profoundly shapes who is heard, recognized, or quietly sidelined.
We often speak of office politics in a negative light.
But they reveal interpersonal dynamics: how influence is built, decisions are made, and alliances are formed.
In an intercultural environment, these dynamics become even more subtle.
What’s seen as assertive in one culture might be perceived as aggressive in another.
Some teams value consensus; others expect fast, leadership-driven decisions.
Signals, expectations, and reactions are filtered through implicit—and often invisible—cultural norms.
Everything starts with Presence.
When you are fully connected to your values, your perceptions, and your stance, you gain clarity.
You’re less vulnerable to influence games—and more capable of making grounded, coherent choices.
In multicultural settings, the rules of the game are rarely explicit.
It takes Courage to question what may seem obvious to others.
Observe how people speak, how trust is built, and how disagreement is expressed.
Then, with curiosity and respect, ask simple questions—and, when relevant, share your own surprise or perspective.
In power dynamics, isolation is a common trap.
Connection becomes a strategic resource.
Identify allies, cultural mediators, and bridge-builders—people who can navigate across different frames of reference.
Influence grows in relationships, not just in status.
Leadership isn’t just about big decisions.
It shows up in the “in-between moments”: the silence after a suggestion, the informal hallway exchange, the follow-up email.
Inclusive leaders learn to observe these invisible dynamics with Presence, question them with Courage, and transform them through Connection.
This isn’t about playing a role.
It’s about being fully present, making conscious and courageous choices, and creating clarity where the rules are unclear.
Working with colleagues from diverse cultural backgrounds can bring unique perspectives and communication challenges. Active listening is crucial in overcoming these obstacles. Here are eight techniques for improving active listening.
Journaling empowers inclusive leaders by fostering self-reflection, emotional intelligence, and cultural agility. Through regular writing, leaders gain insights into biases, enhance decision-making, and create inclusive environments. It transforms their approach, leading to positive organizational change and a culture of respect and collaboration.
Organizations often fall short in promoting Diversity and Inclusion, leading to feelings of exclusion and undervaluation among employees. Initiatives around awareness and connections across social groups must be embedded in a sustainable and inclusive culture. Cultivating Cultural Agility and Inclusive Leadership requires ongoing commitment and effort at all levels of the organization.
