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Why 2020 Should Be The Year You Go Global 

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how to take your business global
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According to a recent survey by Gartner, Inc., growth was the top priority for CEOs in 2019, and it will continue to be in 2020. Along with growth, cost and risk management will be the areas that industry-leading executives will focus most of their energy on.

But, next year, with “clouds gathering in the horizon”, as distinguished analyst Mark Raskino said, we shouldn’t put all our eggs in one basket. Regardless of the size of our business, we should be planning for growth. Especially, for the sort of growth that diversifies our risk.

Expanding abroad is one of the most potentially rewarding paths we could take to grow our business. It diversifies our risk, mitigates the effects of negative changes in our home market, and breathes new life into our products and into our company.

When the market you’re in is starting to feel way too small, it might be the right time to look for opportunities away from home. Expansion might also be a great move if your products are seasonal, or if you’ve found a clear market gap in a neighboring and/or thriving economy.

Of course, be careful. The importance of research and ongoing analysis can’t be overstated. Several experts fear of a global recession, so you’ll need to plan for the unexpected.

Is Your Company Ready? 

Whether international expansion is the key to growth for your particular business will depend upon several factors. Some have to do with your industry. Other factors are fully internal, and determine your success in particular. For instance, your business’ current financial conditions and your management style.

First and foremost, carry out extensive research. Find a country that’s culturally, politically, or regulatorily similar to yours — or just one that has a clear market gap that your products could fit right into. Conduct deep market research, take a sober look at country risk, and look for foreign partners who can advise and support you through this process. Remember that success is always driven by amazing human resources.

“Strength and growth come only through continuous effort and struggle.” – Napoleon Hill

Your Competitors Are Your Greatest Teachers

Take a close look at what your competition is doing, both locally and in your target market. Learn from their mistakes and reaffirm (or reconsider) your competitive advantages. Nowadays, and especially in the coming year, expanding your business won’t necessarily be about expanding its physical presence. You can expand from the comfort of your home country. 

Digital Expansion vs. Traditional Expansion

As coach Kev Martin recently wrote, we should invest in our people, not only our stakeholders. But the tools we use and the platforms we take part in are as important as the talent we employ. We need good tools to operate and grow, and we need a proper setting where we could make the most out of them.

When you’re planning to take the exponentially regarding leap of expanding your business to a foreign market, you can rely on a booming B2B sector, to support you. Hunt for innovative, tech-driven solutions to facilitate and optimize all aspects of expansion: From logistics to proper customer service, localized digital marketing, interpreting services,  and website localization.

Expanding a business in the digital age is not about expanding your physical presence. This lowers the cost and risk of expansion, but it doesn’t erase cultural or regulatory differences between your home and target countries.

Even if your expansion will be purely digital, think of it as if you were opening a new physical store. For instance, let’s say your brand is based in New York, and you’re opening a Parisian location. Your storefront should be recognizable as one of your brand — but you wouldn’t make a detailed reproduction of your American storefront. You need to find the common ground between your brand and the preferences of your new customers. 

When you enter the store, the distribution and presentation of the products might be the same, but you’d expect the employees to communicate with customers in their own language — Right? Well, it’s exactly the same for your new online presence. It should be clearly yours, well-branded and consistent with the visual identity of your brand, but it should be localized for your new target audience. 

The internet has reshaped all aspects of our life, especially through social media and the Internet of Things. Businesses now have an ever-growing kit of amazing tools to drive growth. Meanwhile, globalization and dynamic cultural exchange might lead us to believe that expanding digitally will require no major adaptation or learning process. But, globalization doesn’t fully erase cultural differences. And, there are some timeless principles to enticing customers that globalization hasn’t changed: People like to feel that brands understand them, and talk to them in their own terms. 

“100% of customers are people. 100% of employees are people. If you don’t understand people, you don’t understand business.” – Simon Sinek

Engaging International Customers

Now, we can access precise, real information about our target demographic, know what they’re interested in, what they like about our product, and what aspects we should improve. We know where our customers hang out, we know what they’re talking about, and we know how to make them feel closer to our product. And, we have the tools to act accordingly, in real-time.

We can also learn how customers behave on our website, test conversion strategies, and adopt a multichannel approach to marketing and selling without breaking the bank. Gathering this information, learning from it, and using it to constantly improve our processes is key to establishing a robust international business.

Thanks to the increased dominance of e-commerce, and the overpowering and refinement of a data-driven approach, the costs, and risks associated with international expansion are lowering, becoming easier to control and easier to calculate. Analytic tools have also made it possible to get to know our customers before ever interacting with them.

Growing your business in the digital age is a multifaceted creative endeavor. And, in 2020, the most technologically advanced, effective resources to grow, operate and scale an international business will be available to businesses of almost all budgets. So, expanding abroad in 2020 isn’t only highly convenient, it’s also highly comfortable. Today you can operate an international company, without ever setting foot on an airport. Make the most out of it, and good luck!

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

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entrepreneurial leadership skills and traits
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