As executive teams grow more geographically dispersed and culturally complex, leadership influence is increasingly defined by what leaders understand rather than what they direct. Cultural intelligence has become a strategic capability, shaping how decisions are made, how trust is built, and how organizations sustain performance across borders. Kanthi Ford, Managing Director of KFV Consulting Ltd, has spent more than two decades working with senior leaders to embed this capability where it matters most: at the executive table.
Ford frames cultural intelligence not as a soft skill, but as a leadership discipline that determines whether strategy succeeds or stalls. “Cultural intelligence is the ability to recognize and respond effectively to different cultural perspectives,” she says. “It’s crucial for executives to appreciate diverse viewpoints to foster inclusion and innovation.” For global leadership teams, that appreciation is foundational to influence.
Culture as a Strategic Lever
Too often, culture is treated as an outcome rather than an input. Drawing on experience across energy, infrastructure, aviation, telecoms, and financial services, Ford approaches culture as an operating system that shapes behavior, risk, and performance. Even the most robust strategies can fracture under pressure if the cultural lever is ignored. Executive teams sit at the point where culture and strategy intersect. Their decisions ripple through organizations, setting norms for how disagreement is handled, whose voices are heard, and how accountability is enforced. Cultural intelligence allows leaders to read these dynamics in real time and respond with intention. “Mastering this skill allows teams to avoid misunderstandings and build stronger relationships.”
Communicating Across Difference
At the heart of cultural intelligence is communication. Executive influence is not about saying more, but about being understood. “Effective communication means tailoring your message to resonate with diverse cultural backgrounds,” she says. “Be mindful of language, tone, and nonverbal cues.” This sensitivity becomes especially critical in executive settings, where unspoken assumptions often shape outcomes. A direct communication style may signal clarity in one context and aggression in another. Silence may indicate agreement, reflection, or dissent depending on cultural norms.
Ford’s background in broadcast media and strategic communications informs her approach here and her attention to nuance in communication. She views leadership communication as narrative work, where meaning is co-created rather than transmitted. Executives who adapt their communication build legitimacy across cultures, creating space for honest dialogue and better decisions.
Modelling Behaviour at the Top
Cultural intelligence cannot be delegated. Executive teams set the tone through what they model. “Lead by example,” she says. “Executives should model culturally intelligent behaviour by actively listening, showing empathy, and embracing diversity.” This modelling has a cascading effect. When senior leaders demonstrate curiosity and respect, it signals that difference is an asset rather than a risk. Trust grows, and teams are more willing to surface dissenting views before they harden into conflict. Over time, this openness strengthens collaboration and resilience.
Ford’s coaching work with board-level and C-suite leaders often focuses on self-awareness. Leaders must first recognize their own cultural lenses before they can effectively engage with others. That awareness allows them to pause, ask better questions, and respond rather than react, particularly under pressure.
Embedding Cultural Intelligence Into Systems
Ford advocates for integrating cultural intelligence into the systems that govern how executive teams operate. “Integrate cultural intelligence into team processes, such as meetings, decision-making, and conflict resolution,” she says. When these practices are embedded, they create consistency and psychological safety. This systems-level approach reflects Ford’s broader people and systems thinking. Culture is reinforced through routines, incentives, and governance, not slogans. Executive teams that codify inclusive practices are better equipped to navigate complexity and maintain alignment as organizations scale or enter new markets.
Leadership is Earned Through Understanding
The implications extend beyond team dynamics. Organizations led by culturally intelligent executives are better positioned to innovate, manage risk, and engage stakeholders across regions. They are also more likely to retain talent and uphold their commitments to inclusion, health and safety, and ESG priorities. Ford’s work underscores the simple truth that influence in global leadership is earned through understanding. Cultural intelligence enables executives to move beyond assumption, building relationships that support performance and purpose alike.
Follow Kanthi Ford on LinkedIn or visit her website for more insights.
