Culture icon

Manage Global Teams

Effectively lead a geographically dispersed and culturally diverse team.


This content requires an active subscription.

Access this content by logging in with your McLean & Company membership or contacting one of our representatives for assistance.

Speak With A Representative Sign In
or Call: 1-877-281-0480 (US) or 1-877-281-0480 (CAN)


Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.

View Storyboard

Solution Set Storyboard thumbnail


  • McLean & Company conducted a Global Teams survey that captured responses on current practices and trends from approximately 52 HR and IT professionals in August and September 2012.
  • McLean & Company conducted 11 interviews with thought leaders and HR practitioners between August and September 2012, including:
    • Roald Anderson-Röed, Global IT Manager, OrbusNeich Medical Ltd.
    • George Begg, IT Director, Eastern Region, FMC Technologies
    • Colleen Garton, President of Garton Consulting Group and author of Managing Without Walls
    • Michael Marquardt, President of Global Learning Associates and author of 24 books on leadership, globalization, and action learning
    • Aaron McKenzie, Head of HR, HSBC Private Bank
    • Shahid Najmi, Manager of Training and Development, GENPACT LLC, Johnson Controls
    • Bob Saggers, President, Robert Saggers & Associates

Your Challenge

  • Geographic expansion is a top priority for small to mid-sized companies who recognize the importance of new markets for business sustainability.
  • Because of this expansion, and also due to the increase of computer-mediated communication technologies, global teams are becoming more common.
  • Managing a global team poses challenges that local managers don’t usually encounter, such as understanding different cultures, communicating across time zones, and a lack of face-to-face meetings.

Our Advice

Critical Insight

  • While the competencies required to manage a global team are the same as those needed to manage a local team, managers of global teams must invest time and effort into understanding cultural differences, setting the team’s direction, setting performance expectations, and empowering appropriately.
  • Cultural differences are the most significant difference, and managers are responsible for not only understanding the differences themselves, but also facilitating understanding of the differences among team members.
  • Trust building has the highest impact on global team success and should be a primary area of focus for global team leaders.

Impact and Result

  • This solution set will walk you through the main activity areas by providing best practices associated with setting direction, performance expectations, building trust, and empowering appropriately.
  • It will assist you with a comprehensive list of topics to cover in the first team meeting and also provides tools and templates to help leaders understand team members better, build a project plan, and record team member decision rights.

Research & Tools

1. Effectively manage global teams

Improve global team success.

2. Learn more about my team members

Understand how to best communicate with team members and keep them motivated.

3. Record team details, members, goals, and keep track of milestones

Keep track of project deliverables.

4. Decide on decision-making rights

Appropriately empower team members.

Talk to an Analyst

Our analyst calls are focused on helping our members use the research we produce, and our experts will guide you to successful project completion.

Book an Analyst Call on this topic.

You can start as early as tomorrow morning. Our analysts will explain the process in your first call.

Get advice from a subject matter expert.

Each call will focus on explaining the material and helping you to plan your project, interpret and analyze the results of each project step, and setting the direction for your next project step.