Where are you a local?

When I first watched this video, many events in my business life passed through my mind. I realized how much more respectful I could have been by rephrasing my questions in this way. It made me think differently about what true inclusion  means. Do you work in an international context, this is a must read and watch!

Taiye Selasi’s TED Talk, “Don’t ask where I’m from, ask where I’m a local,” has an important message for business leaders, especially those between 40 and 50 years old who are working in today’s globalized world. She challenges the typical question we ask to understand someone’s identity: “Where are you from?” Instead, she suggests asking, “Where are you a local?” This shift helps us connect with others more deeply, beyond national labels or stereotypes.

Moving Beyond National Identity

Selasi explains that in our interconnected world, where many people live in different places and have diverse experiences, national identity doesn’t fully capture who we are. Instead of identifying people by where they were born or what passport they hold, we should focus on where they have built meaningful lives—through Rituals, Relationships, and Restrictions.

For leaders, this is especially relevant. You likely work with people from various backgrounds and locations, each shaped by different experiences. By understanding where someone is “a local,” based on their daily routines (rituals), who they care about (relationships), and the challenges they face (restrictions), you can connect with them on a much deeper level. This can strengthen your team’s trust, communication, and collaboration.

The “Three R’s” of Locality

• Rituals: These are the things people do regularly—how they spend their days, what activities matter most to them. For leaders, recognizing and respecting these rituals, whether they’re work-related or personal, is key to understanding what motivates your team.
• Relationships: These are the connections that shape us, whether with family, friends, or communities. As a leader, you can get a better sense of what drives your team by understanding the important relationships in their lives.
• Restrictions: These are the limits imposed on people, like cultural norms or social expectations. Leaders need to be aware of the restrictions their team members face, whether they’re personal, legal, or societal, to support them more effectively.

Relevance for Leadership

Incorporating Selasi’s ideas into leadership helps you see your team members as multidimensional, not just based on nationality or job title. When you understand where someone is “a local,” you tap into their true selves—what they care about, who influences them, and the unique challenges they face. This knowledge fosters a more inclusive and empathetic leadership style, where people feel valued for their whole identity.

How to Apply These Ideas as a Leader

Here’s a simple, actionable approach to better understand and apply the concept of “locality” in your leadership:

1. Reflect on Your Own Locality
   Start by thinking about your own life. Where are you “a local”? What are the key routines, relationships, and restrictions that have shaped you? This personal reflection will help you understand how your experiences influence your leadership style.Action: Write down your daily habits, key relationships, and any challenges that have shaped your career or worldview. This will help you relate better to others.
2. Have Deeper Conversations with Your Team
   Instead of asking basic questions about where people are from, ask about their experiences: What daily routines matter to them? Who are the key people in their lives? What challenges or restrictions have they faced?Action: Have one-on-one conversations or team meetings where you encourage people to share their personal stories. Ask open-ended questions to learn more about their rituals and relationships.
3. Use What You Learn to Tailor Your Leadership
   Once you’ve gathered this deeper understanding, adjust your approach. For example, if a team member values family time, respect that when scheduling meetings. If someone faces unique challenges, offer support.Action: Incorporate what you learn into how you manage. Show empathy by recognizing how each person’s “locality” affects their work, and be open to adapting your leadership style.
4. Learn to Navigate Different Cultures
   Improve your cultural awareness by learning more about the diverse backgrounds of your team. Take the time to educate yourself about different customs, work styles, and challenges that come with leading across geographies.Action: Attend cultural workshops, read about global leadership, and speak with leaders who have experience in diverse environments. This will make you more agile in managing teams from different backgrounds.
5. Encourage Co-Creation and Collaboration
   Use the diversity within your team to spark innovation. By understanding where your team members are “locals,” you can better facilitate cross-cultural collaboration, leading to creative solutions.Action: Set up cross-team projects where people from different locations or backgrounds can work together. Celebrate the different perspectives and ideas that come from these collaborations.

Conclusion: Leading with Awareness

In today’s diverse business world, leaders need to go beyond surface-level understanding and ask deeper questions about the people they work with. Taiye Selasi’s idea of asking “Where are you a local?” instead of “Where are you from?” helps leaders foster deeper connections with their teams, leading to greater trust, creativity, and collaboration.

By reflecting on your own identity, engaging in meaningful conversations with your team, and continuously learning about different cultures and experiences, you’ll become a more inclusive and empathetic leader. This, in turn, creates a stronger, more connected, and innovative team—one that feels truly understood and valued.