Clients on Leland hail from over 130 countries, and is quickly expanding. As a coach on Leland, you will most likely coach a client that does not live in the United States. We sourced the besttips and tricks from top international coaches to help you be the most effective coach to those from other cultures. If you grew up and currently reside in the United States, this article is for you.
1. Encourage self-advocacy: Many non-US cultures are less individualistic. Emphasize the importance of using “I” statements. Coach applicants to clearly claim credit for their own contributions and achievements instead of only attributing success to “the team.”
2. Frame results effectively: Explain that outcomes are most compelling when they are quantifiable, visible, and tied to metrics. Clarify that external validation (e.g., praise from a senior leader) - often seen as the ultimate win in Asian cultures - usually carries less weight than demonstrable impact.
3. Avoid culture-specific language: Refrain from using Americanisms like sports metaphors, slang, acronyms, or brand references (e.g., “at bats,” “GSB,” “drinking the Kool-Aid”). Opt for clear, universal language.
4. Coach towards confidence in networking: Non-American cultures do not think about networking like we do. Normalize the idea of cold outreach on LinkedIn and explain that it’s a common, accepted practice. Provide sample outreach messages. Encourage applicants to reach beyond their home-country networks to build broader connections.
5. Guide recommender strategy: If your client is applying to undergraduate or graduate programs, ensure that you help them with their recommender strategy International candidates can be shy about reaching out to recommenders, and international recommenders are much less likely to know what a letter of recommendation may require. Emphasize the need to give recommenders specific examples and guidance. Explain that strong recommendation letters should address weak points, or amplify key themes in the application. Recognize cultural hesitations, especially in more hierarchical contexts, and give applicants extra time and encouragement here.
6. Draw out their personal story: Few non-US applicants realize the importance of showing their personality in applications. Encourage applicants to share personal background, values, and motivations, not just professional achievements. Reassure them that weaving in their personal side strengthens their application and is expected.