In this episode, I explore a question that comes up repeatedly in my work with global, cross-cultural teams and leaders- who should adapt? It is a deceptively simple question, but one that sits at the heart of how teams collaborate, communicate and ultimately perform. When this is unclear, it creates friction, slows progress and can even stop teams from doing their best work. Some assume that the new person should adapt, or that everyone should adapt equally, or that people should simply be authentically themselves. In reality, none of these approaches fully work. The shift is not about deciding who adapts, it is about asking a better question: How do we work smarter together? This requires moving from assumptions to intentions. It means making the invisible visible, being explicit about how you want to work, communicate and collaborate as a team to create momentum. In this latest episode, I share a practical framework based on cultural intelligence to help you do exactly that, from understanding why it matters, to diagnosing differences, to creating clear ways of working and putting them into action. Because the most effective teams do not leave this to chance, they design it intentionally. What you will learn: Why the question of who should adapt often leads to frustration and misalignment The three common assumptions about adaptation, and why they do not work Why shifting to focusing on how you work smarter together creates better outcomes How to use cultural intelligence to understand differences in behaviour and communication How to create clear, explicit ways of working as a team Why small, intentional actions are key to building effective collaboration How to create a new way of working When have you felt expected to adapt in a new environment, and how did that feel? Where might assumptions about adaptation be creating friction in your team today? Have you explicitly discussed how your team works together, or are you relying on assumptions? If this is a challenge you are navigating right now, do not leave it to chance. Start the conversation with your team and define how you want to work together. Test it, refine it, and make it part of how you operate. If you would like support in applying this through a cultural intelligence lens, I would love to explore this with you and your team- message me on LinkedIn or book a clarity call via the link below. Resources: Learn more about Victoria's Cultural Intelligence support- book a time to meet and discuss how she can support you and your team: https://culturecuppa.com/contact/ If Leadership Breakfasts sound like the kind of space you would value, send Victoria a message to be added to the invitation list for future events: https://www.linkedin.com/in/victoria-rennoldson Buy Victoria's book, Become a Global Leader:https://culturecuppa.com/book/ Follow Victoria on LinkedIn for more strategies, skills and tips: https://www.linkedin.com/in/victoria-rennoldson

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“What did the council decide on item 42?” — answered with the speaker and the moment.

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