The Hidden Reality of What’s Really Holding You Back From Global Leadership

I recently met María, a talented legal counsel working at a Korean OEM in Mexico City. She’s had solid career growth, and on paper, her trajectory looks impressive. But when we spoke in person, María shared something that struck me—she felt like there was no real path for her to rise further in her company.

Her reasoning? Her major global automotive manufacturer; like many large Korean corporations, tends to favor male and Korean leadership at the highest levels.

This isn’t the first time I’ve heard this from professionals in multinational companies. But as María explained her situation, I couldn’t help but wonder if there was more to it than just company preferences. I’ve worked with many talented professionals who reach a certain level of success and then hit what feels like an impenetrable ceiling. Now, although a "glass ceiling" and preferences for who corporations want to have as their spokesperson (especially in leadership) DO exist, The truth is, when you’re aiming for the top—especially in global leadership—it takes more than just talent to break through. And that’s where soft skills come into play.

Oh, and then I took a look at her Linkedin Photo - Then everything MADE SENSE ??

What’s Going On Beneath the Surface?

María’s skills as a lawyer are beyond question, but when we dive deeper, it becomes clear that there’s a crucial layer she might be missing. When you work for international companies, especially a Korean corporation, cultural awareness and soft skills are just as critical as legal expertise. You need to understand the unspoken rules—the values, the sensitivities, and the historical context that influences decision-making at the top.

For example, María recently posted a LinkedIn photo of her travels in Japan, a trip she found both fascinating and enriching. But what she might not have considered is how this could be perceived by her Korean colleagues and superiors. The complicated historical relationship between Korea and Japan is still very much alive in the minds of many Koreans, and a seemingly innocent vacation post could be seen as a lack of cultural sensitivity. In the context of her corporate culture, it might raise questions about her alignment with the company’s values and awareness of its cultural dynamics.

The Role of Soft Skills in Global Leadership

María has worked hard to build her career, but as we spoke, it became apparent that she may not have realized how much soft skills can impact her rise to the next level. It’s not just about her legal acumen—there’s a whole layer of cultural and emotional intelligence that she needs to master to step into leadership roles at a global level.

In Korean corporate culture, which is heavily influenced by Confucian values, hierarchy, loyalty, and group harmony are paramount. Even subtle actions—like social media posts—can be interpreted as indicators of how well you understand and respect these values. This is where cultural awareness comes into play. María's post about Japan, while personally meaningful, could unintentionally undermine her promotability in a Korean company.

The higher you climb in any global organization, the more these nuances matter. It's no longer just about what you know, but how well you navigate the cultural landscape of the company and the broader world.

What María Could Have Done Differently

1. Embrace Cultural Sensitivity: While María might not be directly impacted by Korean-Japanese tensions, her leadership likely is. Understanding the historical and cultural sensitivities that come with working in a multinational company is crucial. Before sharing personal experiences, it’s important to consider how they may be perceived by colleagues from different backgrounds.
2. Develop Emotional Intelligence (EI): María's legal expertise is undeniable, but EI is what can set her apart in a leadership context. This involves reading between the lines, understanding unspoken expectations, and aligning her actions with the corporate culture of her company.
3. Leverage LinkedIn Strategically: Social media platforms, especially LinkedIn, are powerful tools for building a professional brand. María could have balanced personal experiences with posts that showcase her alignment with her Korean company's values and her deep understanding of Korean corporate culture. This would not only demonstrate cultural awareness but also position her as someone capable of global leadership - even someone who can serve as a liaison between the two cultures.
4. Bridge the Cultural Gap: The key to thriving in a global company is developing cross-cultural competencies. María would benefit from participating in initiatives that help her understand Confucian values, the cultural nuances of Korean corporate life, and the expectations of leaders in her organization.

The Missing Ingredient for Global Success

María’s story is a reminder that technical skills alone won’t propel you into global leadership. Once you reach the top of your field, it’s your soft skills—cultural awareness, emotional intelligence, adaptability—that determine whether you’ll break through that invisible ceiling.

María’s frustrations are valid. Navigating a Korean company’s preference for Korean leadership and male superiors is challenging. But at the same time, this challenge presents an opportunity to sharpen the soft skills necessary for global leadership. María has demonstrated her legal expertise, but she now needs to refine her ability to understand and adapt to the unspoken cultural dynamics at play.

Key Takeaway

To anyone aiming for a leadership position in a global company, ask yourself: Are you only focused on your technical skills, or are you actively cultivating the soft skills needed to thrive across borders? As María’s case shows, cultural intelligence and emotional awareness are not optional—they are critical to breaking through and truly thriving in the world of global business.

By approaching leadership with this awareness, María—and professionals like her—can unlock doors that might seem closed, not by working harder but by working smarter. Global leadership requires talent, yes, but it also demands cultural savvy, emotional intelligence, and the ability to align oneself with the deeper values of the organization.

Think back to the frustrations in your career - Is it really your superiors or colleagues being unfair to you or have you not been able to demonstrate your abilities as a global leader?

And if you can't quite answer - we can find out together. Schedule your consultation call with me here.

Until next week!

Yours Truly,

Coco