When you are working with an offshore workforce, the difference between ‘good’ and ‘great’ often depends on how ‘onboard’ your team is. But how do you create this feeling of connection to your team, clients, and results?
We recently asked Mike Grogan, CEO of Kaizen Leadership Asia to share his insights with 5 ELK’s clients. As a Philippines-based business coach, Mike works with international companies to build strong Filipino teams, so he knows a thing or two about overcoming cultural challenges for a happier, more productive offshore operation.
According to Mike, our upbringing, education, and environment significantly impact our behaviours, belief systems, and attitudes. As such, you can expect that working with a team in the Philippines will bring some challenges… but nothing that a good dose of compassion and common sense cannot solve.
Here’s how it’s done.
Be a leader who listens
Filipinos have an ingrained work ethic and often prefer to keep their heads down and work hard rather than raise issues. So, you cannot always expect your teammates to come to you with problems or let you know they are not okay. If you want to get honest feedback (the bad news as well as the good), you will have to establish effective reporting and feedback loops.
Criticise constructively
When you work with new teammates, there are bound to be some hiccups along the way. Use these moments as learning opportunities rather than being overly critical. Rather than telling your teammates what they should have done differently, you could ask them what approach they could have taken and how that would have affected the outcome. This constructive criticism will help create a more independent team capable of taking initiative, problem-solving, and working effectively, even when at the edge of their comfort zones.
Recognition & validation
Never underestimate the power of praise, public recognition and acknowledgement of a job well done. We all like a pat on the back when we’ve done well, but it is even more appreciated here in the Philippines. It’s worth making a conscious effort to draw positive attention to your teammates when it is merited. Create certificates, have a monthly prize, or whatever you choose, and watch your team lift their game!
Sharing & caring
Building rapport with your Filipino teammates is a key element to creating a high-functioning offshore team. Learning a bit more about them, their family set-up and their life outside work will help, but it will also take time. Mike recommends creating opportunities to have open chats, not just about workflow. Being open and sharing information about your own life will encourage your teammates to open up as well. At 5 ELK, we even encourage our clients to visit the Philippines to see our offices and meet their team face-to-face…. it’s a game-changer!
Admit that you’re learning too
We want our teammates to understand that it is okay not to have all the answers… That there’s no such thing as a stupid question and that you will appreciate them taking the initiative to learn by asking for help. So it’s pretty powerful if you can also admit that you are learning how to lead an offshore team and that you could use some feedback, too. Why not ask them what small things you could do better to work with your Filipino teammates?
