Today, many Danish companies like LEGO, GN Hearing, and Carlsberg have internationalized their leadership. But how do Danish leaders feel about this change?
When I was younger, I was interested in fashion but often found my inspiration outside Copenhagen because everyone there dressed alike.
During a particular winter in the 2000s, a small fur collar became trendy. Soon, all the girls in the street were wearing it. The following year, all the men sported colorful striped scarves. Can you imagine? Some of your Danish colleagues were likely among those following the mass dress code.
When I mention to Danes that I find our culture as homogeneous as the Japanese, they often look surprised and ask what I mean. Being homogeneous is part of how Danes have survived in a climate where it has been demanding to farm the land in the past.
Imagine a cold morning in 1721 in the heath of Jutland. The ground is still frozen. A group of peasants stands in a circle discussing how to begin the collective work to prepare the land for the season.
This hard work requires great collaboration and a harmonious atmosphere. Everyone contributes for the good of the group in order to survive. If someone stands out, speaks differently, or refuses to contribute, it jeopardizes the next harvest and the survival of the village.
This need for conformity makes it difficult to embrace people who are very different, even today.
When someone unintentionally breaks this harmony, it can damage trust and the sense of collaborative spirit. In the Scandinavian model, leadership is collaborative, even within hierarchies. It’s hard to manage 300 people if they’re not collaborating.
Despite internationalization, many Danish companies retain a distinct cultural identity. While most Danish leaders working internationally see the value of external perspectives and skills, many also talk about how the culture has toughened.
Trust can be broken, and the tone within leadership teams can become harsher. Although being direct is socially accepted in Denmark, raising your voice or appearing aggressive is not. Many Danes feel so uncomfortable in such situations that they lose trust and respect for the aggressor.
Creating value-based principles, as we have done in various organizations, and focusing on long-term implementation is key to success. This approach creates a new kind of collaborative glue. It’s not just about how we speak, look, or work, but about consciously deciding how we collaborate towards common goals, rooted in shared values.
Investing in leadership development can yield double-digit growth within a year and offer numerous other benefits. When done in teams, it fosters a harmonious organization that collaborates smoothly.
Understanding and respecting the deep-seated cultural norms of Danish conformity and harmony is crucial for successful leadership in Danish companies.
If you are stepping into a Danish leadership team as an international leader, you might bring innovative ideas and a fresh perspective.
Initially, you might feel like an outsider, struggling to fit into the uniformity. But over time, as you understand the value of collaboration and the implicit ways Danes communicate and work together, you start to see the beauty in their approach.
By combining your unique insights in a gentle tone with their collaborative spirit, you not only gain their trust but also contribute to a more dynamic and resilient organization.
Embracing these cultural nuances is not just about fitting in; it’s about forging a path to more effective leadership.
