The love of the boss

While actively promoting the company's overseas expansion, Lin Xiao and Su Yao deeply felt the collision and conflict between cultures of different countries.

In a certain country in Southeast Asia, their education platform encountered challenges from local cultural traditions when it was being promoted. The country’s education concept is relatively conservative and the acceptance of new online education models is low.

"Lin Xiao, parents here prefer traditional face-to-face teaching and have many doubts about our online courses." Su Yao held the market research report with a worried look on her face.

After thinking for a moment, Lin Xiao said, "We need to have a deep understanding of their culture, find the points of convergence with our products, and show them the advantages and value of online education."

So, they organized a series of offline exchange activities, invited local education experts and parent representatives to participate, and patiently explained how online education can be combined with traditional education to better meet children's learning needs.

However, in another market in Europe, localization of language and teaching content became a thorny issue.

"Su Yao, the translated course content always feels not authentic enough and cannot fully meet the local education standards and cultural background." The employee in charge of localization said distressedly.

Su Yao realized: "We can't just rely on machine translation and simple adaptation. We need to hire local educators and professional writers to rewrite and review the curriculum."

In the process of cooperation with local partners, differences in working methods and communication styles often lead to misunderstandings and conflicts.

"Lin Xiao, this meeting with our partners did not go smoothly. They have completely different views on the project progress and responsibility allocation." The project leader reported to Lin Xiao helplessly.

Lin Xiao decided to personally communicate with the other party in depth: "We must respect their culture and work habits and find a solution that both parties can accept."

At the same time, the company's management philosophy has also caused some controversy among overseas teams.

"Su Yao, overseas employees are somewhat dissatisfied with our performance appraisal system and work schedule arrangement. They think it is too strict and lacks flexibility." The HR manager reported to Su Yao.

After thinking about it, Su Yao said: "We need to make certain adjustments and optimizations to the management system to adapt to the local labor culture and laws and regulations."

In order to solve the problems caused by these cultural conflicts, Lin Xiao and Su Yao organized cross-cultural training courses to enable domestic and overseas employees to better understand each other's cultural differences and working methods.

"We must learn to think from other people's perspectives, respect and tolerate different cultures, so that we can truly achieve global integrated teamwork." Lin Xiao emphasized in the training class.

After a period of hard work and trial and error, the company gradually found suitable development models and strategies in various overseas markets.

"Su Yao, although the process is difficult, we are gradually overcoming the obstacles brought about by cultural differences." Lin Xiao said with relief as he looked at the gradually improving overseas business data.

Su Yao raised the corners of her mouth, revealing a confident smile. She looked into the distance with a firm gaze and said softly, "Yes, as long as we persevere, we will be able to gain a foothold in the international market." Her voice was full of strength and determination, as if declaring their goals and beliefs to the world.