Leading beyond borders: what we should look for when hiring expat leaders in Asia

Published
June 5, 2025
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2 minutes
Leading beyond borders: what we should look for when hiring expat leaders in Asia
Recently, our esteemed member from Malaysia had the opportunity to speak at a panel discussion hosted by their client, held as part of a global development programme for senior leaders. The event focused on immersing future leaders in the local business environment, including regulatory frameworks, cultural dynamics and industry shifts.

Unlike typical panels, this discussion was driven by live questions from participants, creating an open, energising and thought-provoking atmosphere. One standout question was: “What do you look for when hiring expatriates for leadership roles?” It’s a crucial topic and one worth exploring further here.

At Kestria Malaysia and Kestria, we explore how leaders lead, adapt and align across diverse and complex environments, particularly in Asia. Here’s what we look for:

1. Cultural intelligence, not just awareness

Leaders who don’t just “tolerate” differences but thrive through them. Those who listen, observe and adapt without losing their sense of identity, are highly valued.

2. Navigating the unknown

The ability to operate in ambiguity is essential—being resourceful in building local networks, understanding power dynamics and finding answers through influence rather than control.

3. Trust-building across borders

Trust takes time in many Asian cultures. The key question is: how is trust earned in environments where relationships outweigh contracts?

4. Alignment with ESG & purpose-led growth

Asia is experiencing a rise in ESG regulations and social expectations. Leaders must prioritise environmental and social outcomes while balancing performance. Those who take ESG seriously, not as a checkbox but as part of long-term value creation, stand out.

5. Digital fluency in the age of transformation

Digital transformation isn’t just about systems, it’s about mindset. A key question is: how is digital adoption led across culturally diverse teams? Expat leaders need to be change agents who simplify complexity and align technology with people strategies.

6. Respect for local regulations and governance

From tax and labour laws to sustainability disclosures, leaders must be accountable, informed and proactive. Relying on “HQ knows best” approaches is unlikely to lead to success.

7. Leading through diversity to deliver results

The ability to engage across generations, languages and work styles is essential. Leaders who co-create rather than command - building high-performing teams by amplifying local talent - are highly valued.

8. Managing competing priorities in real time

The modern leader must constantly balance short-term pressures with long-term vision. A key question is: how are decisions made when ESG, digital, regulatory and cultural expectations all converge?

In a global world, leadership remains deeply local. Success in Asia isn’t defined by titles or credentials, but by a leader’s ability to adapt with humility, lead with cultural sensitivity and create meaningful impact in unfamiliar contexts. The most effective expat leaders bring a mindset of learning, not imposition. They respect the nuances of local business landscapes, remain resilient in the face of ambiguity and stay relevant by aligning global strategy with local needs. Ultimately, it’s not just about managing across borders, it’s about building trust, empowering people and delivering results that matter in each unique setting.

Raj Kumar Paramanathan