Cultural Sensitivity in Global Leadership: Insight with Vanessa Teo

We had the incredible privilege of speaking with Vanessa Teo, Senior Vice President of Global Human Resources at ST Engineering. This insightful conversation is adapted from the “Making Sense of Work” podcast with Jean Balfour in July 2023.

This episode is a must-listen for leaders managing global teams who are seeking ways to make a more significant impact and influence change.

Vanessa Teo’s Professional Journey

Vanessa is a strategic, business-focused HR leader with a passion for transforming human capital into a competitive advantage by developing people to their fullest potential. With over 20 years of experience spanning both HR and commercial functions, she brings a wealth of expertise to her roles.

In 2023, Vanessa joined ST Engineering as Senior Vice President of Global Human Resources. She is also an adjunct faculty member for postgraduate HR modules at the Singapore University of Social Sciences (SUSS).

Previously, Vanessa worked at AbbVie, where she led Strategy Planning for the Medical Aesthetics function.

Her HR career includes various leadership roles, such as Director of Talent Management (Intercontinental), Director of Talent Management and Development (JAPAC), Talent Acquisition (Japan), and HR Director for Singapore (JAPAC HQ and site operations).

Vanessa holds an Executive Master’s in Change (Organisational Psychology) from INSEAD and a Bachelor’s in Business Administration from Indiana University, Bloomington.

You can follow her on LinkedIn.

Vanessa’s journey offers powerful lessons on how to approach global roles with respect, empathy, and adaptability.

Here’s how she navigated cultural nuances and created meaningful impact across diverse regions.

Five Strategies You Can Use to Lead Global Teams Effectively

1. Observe and Listen First

Vanessa emphasises the importance of “listening first before making a judgment.”

In each new country or setting, her approach starts with observing what’s acceptable and what’s not in that specific environment.

By taking a step back to understand cultural cues, she learned to see where different attitudes and behaviours stem from. Living in various places taught her that immediate assumptions can miss deep-rooted context.

As she explains, each country has its own ways of thinking and acting, which requires a different approach. This openness to listening and observing first allowed Vanessa to understand each culture’s unique values, forming a strong foundation for building trust.

She shared how these experiences deepened her self-awareness. Observing others also made her more conscious of her own assumptions and communication style, helping her adjust to different cultural environments effectively.

For Vanessa, each new setting served as a reminder to remain open and receptive to the cues around her, which fostered both respect and mutual understanding with her colleagues.

2. Make Global Messages Land Locally

Vanessa noted that so much of what is defined as culture within the organisation at headquarters can be interpreted differently across regions. In her experience, a well-crafted global message may fall flat if it doesn’t account for local nuances. “The biggest risk is that when it doesn’t land, it doesn’t matter how well done it was at headquarters. If it doesn’t land, then it’s a wasted effort.”

To prevent this, Vanessa suggests involving “thought partners from those countries” who can help shape and validate materials before they reach the local teams.

This inclusive process ensures that the message doesn’t just align with global standards but resonates with people in different regions, making them feel respected and valued.

For her, cultural sensitivity means investing time upfront to make sure messages are all-inclusive and relevant locally. 

By working closely with regional teams, she made sure these materials were adapted appropriately, which improved engagement and made the global initiatives more successful locally.

3. Balance Global and Local Needs

Vanessa also acknowledges the very good balance between global and local that multinational organisations need to strike.

While global organisations want a cohesive culture, they must recognise what might work in a local culture and what doesn’t. She believes that taking this balanced approach leads to better outcomes for both the organisation and its people.

She emphasises that finding this balance is not always easy. Sometimes, it involves compromising on timelines to allow for local input.

In Vanessa’s view, it might take a longer time, but it’s worth it. Slowing down to incorporate feedback from local teams not only ensures that the messages are well received but also shows a commitment to respecting regional differences.

Vanessa points out that this approach requires patience from global leaders who may want to move faster.

However, she insists that the extra time is valuable because it builds a more unified organisation where employees across regions feel included in decision making processes.

For Vanessa, a successful global culture is one where local adaptations are embraced, not overlooked. 

Part of what Vanessa shares embodies what it means to be a transformational leader. Are you one? You can evaluate yourself  in our Leadership Self-Audit Tool.

4. Lead with Empathy and Respect

For Vanessa, cultural sensitivity goes beyond just effective messaging; it’s about understanding people’s core motivations.

Working across different regions has taught her that cultural differences are often a result of that country’s culture, and respecting these differences is essential for trust.

Her approach includes first observing what the other person is saying to understand their perspective. She stresses the need to appreciate “how someone of a different culture is thinking and acting,” which helps build a better sense of self-awareness and patience.

Through this respect and empathy, she has been able to navigate different cultural settings effectively.

If you want your teams to trust you, we share more on how you can build trust with them here.

5. Use Cultural Sensitivity as a Business Asset

Vanessa views cultural sensitivity not just as a skill but as an essential part of driving business success. When a global message resonates locally, it builds stronger teams, and when people feel understood, they’re more motivated to contribute fully to the organisation.

She explains that cultural awareness helps bring individuals into your business who can think differently, and who approach problems from a different point of view.

She encourages leaders to embrace cross-functional moves, international relocations, and short-term assignments as opportunities for employees to gain diverse perspectives.

This stretch will enable you to grow as a leader and she shares more on how to step out of your comfort zone and come out of it strong. 

These experiences challenge people to “think differently” and encourage them to look beyond their usual roles, which benefits both individuals and the organisation. Vanessa believes that these experiences broaden an employee’s skill set and build a more culturally aware workforce, which is important for global success.

Vanessa’s approach also highlights the importance of cultural diversity within teams. She believes that having colleagues from different cultural backgrounds brings in fresh perspectives that lead to innovative solutions.

In her view, an organisation that values cultural sensitivity will attract and retain diverse talent, ultimately fostering a culture of inclusivity and creativity that benefits the business.

To sum up…

Vanessa Teo’s experiences offer invaluable lessons on cultural sensitivity. By “observing first,” ensuring messages “land” with local teams, finding the right global local balance, leading with respect, and treating cultural awareness as a business strength, she’s created a model for how leaders can succeed in global roles.

Her approach shows that cultural sensitivity is about much more than just avoiding misunderstandings; it’s about building a workplace where everyone feels respected, heard, and motivated to contribute. Vanessa’s story is a testament to the power of cultural empathy not just for building relationships, but for driving organisational success across diverse regions.

By taking these steps, global leaders can ensure their initiatives resonate in every corner of the organisation, creating a cohesive yet adaptable culture that supports both people and business goals.

Be sure to check out the full episode on Apple or Spotify 

Here are more resources:

Making Bold Career Move with Vanessa Teo
How to Have Courageous Career Conversations with Vanessa Iloste
The Impact of Coaching on Leadership
Check out her podcast on Career Transitions

At Bailey Balfour, we offer an ICF Level 1 coach certification programme designed for coaches and leaders interested in pursuing executive and career coaching. If you’re interested in learning more, you can download our brochure to review our curriculum or reach out to us for further information.

Making Sense of Work Podcast

How’s Work at the Moment? We all work – and yet we often struggle with work. Even very ambitious people find parts of work difficult. This podcast is for you if you’d like to build a new and better relationships with your working life. Join Jean Balfour and guests as they explore everything to do with our working lives, starting with how do we find our purpose, how do make sense of our organisations and what major movements are we seeing in the workplace today?

About the Author

Jean Balfour is Managing Director of Bailey Balfour and Programme Director of our ICF Accredited Coach Training Programmes. Jean is passionate about helping people to have good conversations both at work and at home. She believes that coaching is a life skill and that you never regret learning to coach.

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