How can international organizations improve their performance?

In my experience, I have found that people working across various cultures and back grounds join organisations with their own expectations, experiences and circumstances. What helps is to set up proper internal learning programs. Having in-country learning and development personnel helps bridging these gaps. These people should be in country staff as much as possible. I found that this team helps in making the new team members joining to align with the goal, mission and vision of the organisation.

Working abroad, there are many challenges, in order to prepare for overseas assignment, one of elements oftentimes people forget is to better develop self-awareness, including own personality and personal and cultural values, which will help better understanding the differences between your own culture and the one of the host countries.

Regular alignment on the vision and values is key for international organizations to thrive. From my experience, the top leaders need to intentionally seek out and listen to the diverse voices in the entire company and not just listen to a few in the inner circle or people at HQ. Shape the global vision at the top and give autonomy to the local teams to iterate and execute.

In my experience in some main African countries, the international organization’s vision and values should align with the developmental priorities of the target community. Therefore leaders should plan for actions crafted with the help of the local communities in order to solve its human development issues.

Online calls have become a replacement for face to face meetings. To the point that they’re considered cheaper than regular travel for face to face alignment. In my experience managing offshore teams, it needs to be both: regular calls to manage daily operations, plus quarterly or even monthly face to face interaction (a week each).

Collaboration needs to be “role modeled” and promoted. Humans tend to work with our own tribe and people that we are already familiar. Organizations need to create platforms and opportunities for employees to build trust. F2F meetings are still necessary in the digital world. Setting up the right systems (reward / punishment) and processes is essential as well to promote good behaviors and prevent bad ones.

With the constant focus on efficiency and outcomes, there could be a tendency for members of the organization to see one another simply as "role holders" instead of unique individuals (with distinct skillsets, strengths and life experiences). The social fabric of the organization can be so much richer (leading to enhanced collaboration and learning) when we tap into these "intangibles".

Have a regular meeting to review what is working and what is not, at all levels of the coompany. Implementing a "leassons learned" culture will allow you to avoid mistakes that others have alreay made. Many companies do this in he digital domain, but that isnt enough, you hvve to get together and explain how a problem was overcome.

This entails meticulous planning and budgeting of activities and projects, ensuring transparency and realism in expectations. Having the necessary allocation of funds, appropriate equipment, and a skilled workforce is paramount to successful delivery. Moreover, a savvy international organization proactively identifies potential risks and challenges. These may encompass security concerns, legal complexities, ethical considerations, or environmental factors. Establishing robust contingency plans and protocols becomes indispensable in navigating the complex terrain of global operations. In a nutshell, resource management and risk mitigation in the context of international org is quite fundamental for enriching the overall narrative!

Map out ALL of your risks, fiancial, cyber etc and keep that map up to date and in tune with the strategic planning of the company, updating it every week/month. Include those risks that will exist when your international projects start, so you can prepare for them. For example, review if you are overexposed in foreign currency risk if you enter new market and plan with your financial partners on how you will avoid problems.

One of the key success factors for international organizations to thrive is the ability to listen, trust and respect the deep knowledge of the local staffs. Each specific geographical region is unique in its own way. There is no better person than the local staffs to lead from the front on local and specific ways of doing business. In some huge countries in APAC, even within the same country, different parts of the same country have very different business cultures. We need to always remember that local staffs are our great resource we can and must count on to drive effective stakeholders' engagements.

I can add on to @CK): The copy-past method in what works in the HQ market works for the rest of the world, is not going to work. HQ people: listen to your local leaders. They understand both cultures ( HQ and local ) and can guide and lead there. Also, could you allow your local subsidiaries to adapt to the local market in things like digitalization? Example: - Credit Card payment in B2B is pretty standard in the US, but not in Germany. If your US subsidiary is not accepting credit cards, they may miss out on potential Sales. - Another example is Customer Service: US customers expect more customer service than Germany ( cultural difference). If you provide German-style reactive customer service to your US clients, it's already a fail.

Allow me to share a poignant experience from my tenure with a global bank. In a project aimed at bolstering access to quality education in a remote region, we collaborated closely with local community leaders and educators. Their invaluable insights not only shaped the project's design but also ensured its seamless integration within the existing community framework. Similarly, while spearheading a sustainable development initiative in partnership with a multilateral agency, we recognized the paramount importance of engaging with the local populace. Through open town-hall meetings and facilitated dialogues, we gained profound insights into the community's aspirations and concerns.

Define a clear communications chanel for the stakeholders, listen to them BUT let them know that their input may not be listened to. Explain the why of this if you can. It is very important, because some persons take it as a offence if you do not follow their "advice". Follow up the communications with the positive aspects of your decision.

In my journey, I've found that dedicating time to self-reflection is indispensable. Understanding one's strengths and areas for improvement forms the bedrock of growth. Seeking constructive feedback and guidance from peers, mentors, or coaches has proven instrumental in honing abilities. Moreover, achieving a harmonious work-life balance is paramount. It's imperative to prioritize our physical, mental, and emotional well-being. Only through a holistic approach to self-care can we consistently bring our best to the table. Furthermore, embracing lifelong learning has been a cornerstone of my professional journey. Pursuing new qualifications and staying abreast of emerging trends empowers to navigate dynamic landscapes with confidence.

Throughout my career I have found that learning is a lifelong journey. Continuous learning is an ongoing process to improve skills and develop competencies. I found that the significance of continuous learning lies in its ability to keep individuals relevant in a rapidly evolving world, especially now that technology is more evolved than ever. In the professional realm, it encourages curiosity and innovation, empowering individuals to explore new interests and creative ideas. This mindset also promotes resilience, as the skills gained through lifelong learning help tackle challenges and adapt to change effectively. A pro-active attitude towards development is an important factor to contribute to the success of an international organization.

Flexibility and responsiveness to emerging needs, opportunities, and trends are essential. This demands a keen eye for adjusting plans and actions accordingly. Furthermore, a spirit of creativity and open-mindedness paves the way for exploration of novel ideas, methodologies, and technologies. This infusion of innovation directly amplifies efficiency, effectiveness, and impact. Embracing change and uncertainty not as disruptions, but as catalysts for learning and growth, is where true transformational power resides. By adopting this approach, organizations not only thrive but lead in dynamic environments. At the end, it's all about innovating in the face of an ever-changing landscape!

Implement a culture of adaptation in your company, from the top down and buttom up, inviting everyone into the improvement projects. Be aware that many persons do not like their confort zone to be changed, so explain the whys and how they will profit from your adaptation to the market. If you can, plan ahead and prepare for the market that will exist in several years time.

An important thing to consider when working abroad for an international organization is the unique perspectives you will encounter. Adaptability to different work cultures is important as you find your fit within an organization and the existing structure and systems adjust to the perspective that you bring. Recognizing diverse communication styles is crucial as well, as effective communication varies across cultures, involving different verbal and non-verbal cues. It is important to maintain an open-minded approach. These perspectives shape professional interactions, determining how well one can integrate and collaborate in an international environment.