Nov 3 • General discussion
Daily SJQ
A U.S.-based multinational recently promoted a highly competent female manager from the Middle East to lead a diverse, cross-regional project team. Shortly after, several male employees from her home region express resistance, citing “traditional norms.” Others in the global office applaud the promotion as progressive. You’re tasked with resolving the conflict without undermining cultural respect or corporate values.
Questions:
- What is the best first action to take?
- How should you support the promoted manager?
- What message should you send to the organization?
- How should you navigate pushback from the regional HR lead who supports the dissenting employees?
- How can you make lasting improvements?
- A. Redesign the promotion process to filter potential regional conflicts.
- B. Launch a global inclusion strategy that embeds cultural competence.
- C. Mandate global unconscious bias training with no exceptions.
- D. Create separate leadership paths by region.
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