Innovation through diversity: success with intercultural teams

In an increasingly globalised world, companies are required to face up to the challenges and opportunities of a diverse workforce. For us at Rejlek, diversity is not just a buzzword, but a lived reality, as our employees come from many different cultures, countries and speak different languages. This diversity helps to overcome challenges and is a source of innovation and success. You can find out more about intercultural teams in this article.

The advantages of intercultural teams

Diversity in a company not only means different cultural backgrounds, but also enrichment through different perspectives, experiences and approaches to work. Intercultural teams are a decisive success factor, especially in a networked world in which many companies operate globally. They bring new perspectives to decision-making processes, facilitate access to international markets and promote innovative ideas. But what exactly makes intercultural teams so valuable?

• Customer proximity and market development: If the heterogeneity of customers is reflected in the employee structure, the company gains valuable insights and can better tailor offers to different target groups. This strengthens customer loyalty and increases competitiveness.
• Creativity and problem solving: The diversity of perspectives in intercultural teams promotes creativity and leads to innovative solutions. Different cultural backgrounds bring with them different approaches that are helpful in overcoming complex challenges.
• Flexibility and adaptability: Intercultural teams are less prone to rigid routines. The members bring different ways of working and approaches to the table, which leads to greater flexibility and adaptability.

A study by McKinsey & Company also found that companies with a high level of cultural diversity are 36% more likely to achieve above-average financial returns. This emphasises the economic relevance of diversity as a competitive advantage.

At the same time, however, research also emphasises that cultural diversity alone is not enough – the success of intercultural teams depends heavily on how well the collaboration is structured and supported – for example through intercultural training, conflict management and inclusive leadership styles.

Challenges and how to overcome them

As inspiring as intercultural teams are, working together with people from different cultural backgrounds can sometimes be challenging. For example, misunderstandings or different communication styles can make everyday working life more difficult. However, these challenges are by no means insurmountable – on the contrary, they offer the opportunity to organise structures and processes in such a way that they meet the requirements of a diverse workforce.

• Communication barriers: Different languages and communication styles can lead to misunderstandings. Direct or indirect forms of expression as well as different expectations of hierarchies and feedback culture can cause difficulties in an international environment.
• Conflicts due to cultural differences: Different values, norms and work perceptions can also trigger tensions within the team. For example, there are cultures in which decision-making tends to be hierarchical, while others favour consensus.
• Different ways of working: Cultural influences affect the approach to tasks and projects. While some employees prefer structured and detailed planning, others may be more flexible and spontaneous in their working methods.

In order to overcome these and other hurdles, targeted measures can be taken to promote successful collaboration between intercultural teams. The following strategies help to turn the diversity of the workforce into a real competitive advantage:

• Promoting intercultural competence: Training courses and workshops sensitise employees to cultural differences and teach them how to deal with them effectively. The best way to do this is through practical training sessions in which case studies and real-life situations from everyday working life are dealt with.
• Clear communication: Transparent and clear communication channels are particularly valuable when it comes to minimising misunderstandings. This includes regular team meetings, clear documentation and a conscious approach to multilingualism within the company.
• Mediation and conflict management: When cultural differences lead to tensions, specially trained facilitators or mediators can also help to find solutions and build bridges between different perspectives.
• Shared values and goals: Despite cultural differences, shared values such as respect, openness and team spirit should also take centre stage in a joint operation and be recognised by all employees. These overarching principles promote cohesion and facilitate cooperation.

Conclusion: Diversity as a competitive advantage

Companies that specifically support and promote intercultural teams benefit in the long term from greater innovative strength, better adaptability and economic success. At Rejlek, we therefore see diversity as a strength – our intercultural teams are the key to innovation and success in a globalised world. By consciously promoting diversity and implementing suitable strategies to overcome challenges, we utilise the opportunities that arise from cooperation between different cultures on a daily basis.

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