: In cultures with "high power distance" (strong hierarchy), secure high-level local management buy-in to champion the project. In "low power distance" (egalitarian) cultures, focus on empowering local teams and providing platforms for open feedback.
: Secure executive sponsorship at the headquarters level but build internal competencies and a "common language for change" at every local branch. : In cultures with "high power distance" (strong
: Form a team including representatives from IT, HR, operations, and finance to ensure the transition is managed with both technical structure and local empathy. : In cultures with "high power distance" (strong