{"id":167739,"date":"2025-09-05T10:21:54","date_gmt":"2025-09-05T08:21:54","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/factorial-play\/videos\/is-it-better-to-speak-the-same-language-or-adapt-to-each-context\/"},"modified":"2025-09-05T10:21:54","modified_gmt":"2025-09-05T08:21:54","slug":"is-it-better-to-speak-the-same-language-or-adapt-to-each-context","status":"publish","type":"factorial_video","link":"https:\/\/factorial.pl\/blog\/factorial-play\/videos\/is-it-better-to-speak-the-same-language-or-adapt-to-each-context\/","title":{"rendered":"Is it better to speak the same language or adapt to each context?"},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_video_type":"highlight","_related_series":167174,"_related_episode":167372,"_related_season":0,"_video_source":"vimeo","_youtube_video_id":"","_vimeo_video_id":"1113299491","_speaker_id":167137,"_video_description":"In multicultural teams, effective leadership hinges on establishing universal principles that foster strong communication and alignment with company values. Jaime de Mora emphasizes that while ideas can be debated, agreed-upon principles are non-negotiable, serving as foundational values for team management. By clearly defining these values during the hiring process, leaders can cultivate a cohesive environment, regardless of diverse backgrounds. For instance, cultural differences in punctuality highlight the importance of understanding varying perspectives. Emphasizing these principles not only enhances team dynamics but also supports individual career plans within the organization. According to Jaime de Mora, the key to unity in a diverse team lies in shared principles. Don\u2019t miss more tips and insights on effective team management in the full episode.","_video_transcription":"00:08 - Well, I always start with the globe, don't I?I can start wherever you want.\n00:15 - Ugh, okay.So, when should we speak the same language?\n00:19 - Or, is it important to speak the same language when the team has a multicultural background or adapting to each context?\n00:26 - Here I think I have something to say in the sense that, well, I've been fortunate working on five different continents, apart from traveling, of course,a lot, because of my work and leading multicultural teams around the world.\n00:41 - And yes, it is true that it is a significant challenge.\n00:44 - And if you add to that the fact that you're working remotely,the complexity multiplies.\n00:50 - There is one important thing that I always mention: ideas can be debate and perceptions, even more.\n00:59 - But principles are not up for debate.So, always with multicultural teams, for me the most important thing is The first step is to establish a set of basic principles that everyone we agree on, in which we all firmly believe.\n01:14 - And then, from there, everything else just falls into place.\n01:17 - Because in the end, as I say, you can argue with an idea,but not with a principle that you have previously agreed upon.\n01:23 - And that's also why, when I bring new, diverse people into my teams,It is always important, even during the interview stage,make it very clear what the principles are, what is non-negotiable.\n01:35 - For example, a bad attitude is non-negotiable.Assuming bad intentions on the part of a colleague is not negotiable.\n01:42 - So, it is always important, as I say, to lay those common foundations.\n01:48 - Which are ultimately universal.No matter where you come from, what kind of background you have.\n01:52 - You're going to have to believe in them, and you're going to have to behave accordingly with those same principles.\n01:56 - And I think that's the easiest way to ensure that everyone speaks the same language in the end.\n02:00 - I'll use an analogy.If you look, for example, at the Universal Declaration of Human Rights,that applies to everyone.\n02:07 - It doesn't matter if you're from the United States, Peru, or Australia.\n02:12 - In the end, everyone has to abide by the same rules, and ultimately, in a company where things work the same when there's a clear set of rules that apply to everyone.\n02:22 - I have countless stories here, starting with Microsoft, for example.\n02:26 - I have a story about one that is in Finland and one in Portugal.\n02:30 - They are like night and day.The Finnish guy always arrives at meetings three minutes early,Three, no more, no less.\n02:37 - The one from Portugal always arrives two to three minutes late.\n02:41 - And for Finns, that is disrespectful.For example, for Portuguese speakers, it's their modus operandi;it's a cultural thing.\n02:49 - But then at the same time, for example, it's how you resolve conflicts.\n02:53 - There are people who are more confrontational, for example some Israelis, or people who avoid conflict more, almost all South American cultures,It depends, obviously.\n03:02 - But it is also important to understand how each person thinks and, as I say,In the end, you always go back to the basics, which is what it's all about.to reign above all else.","_has_trailer":false,"_trailer_vimeo_id":""},"categories":[935,937],"factorial-categories":[],"class_list":["post-167739","factorial_video","type-factorial_video","status-publish","hentry","category-leadership-insights","category-team-growth"],"acf":[],"yoast_head":"\nIs it better to speak the same language or adapt to each context? 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