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Understanding Indonesia

@gene_sugandy

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Gene Sugandy - Cultural Trainer / 14+Years Experience
🏢Worked with top MNC in Indonesia
✈️Supporting expats arriving in 🇮🇩
📩 me for how I can help

POSTS STORIES REELS

A look beneath Jakarta—and a glimpse of what’s coming! 🚇

Last Thursday, I visited the Monas MRT station construction site at the invitation of the MRT development team and the Women’s International Club. I came away very impressed by the progress and the thought behind this project.

The team explained the challenges of building beneath an older part of Jakarta: limited space, groundwater conditions, restrictions near the presidential palace and the need to protect historic buildings.

Further along Phase 2A, narrow streets mean some northbound and southbound tunnels are being built one above the other, rather than side by side. An impressive solution to a difficult space challenge!

Japan’s Shimizu Corporation and Indonesia’s PT Adhi Karya are working together on Monas station. One detail I particularly liked was the planned view of Monas as passengers emerge from the station. Even the arrival experience has been carefully considered.

After more than 30 years living in Jakarta, I’m excited to see the city moving towards a more reliable, integrated public transport system. It is a major investment, but one I believe Jakarta needs for the long term.

I’m looking forward to Monas station’s targeted opening in 2027!

Thank you to the MRT team and the Women’s International Club for such an informative visit.

Would an expanded MRT network change how you travel around Jakarta?

#MRTJakarta #Monas #Jakarta #PublicTransport #LivingInIndonesia #JakartaLife #UnderstandingIndonesia by @gene_sugandy

Still Waiting for an Email Response?

You have emailed a colleague in Indonesia asking for an update, but nothing comes back. Before assuming nothing is happening, consider these three possibilities:

1. You are asking for a written commitment.
“Can you confirm Friday?” may feel like a promise they cannot make until other people have delivered their part.

Try: “Is Friday looking realistic? An estimate is fine.”

2. You want an update; they think you want a complete answer.
They may be waiting until everything is checked, concerned that an incomplete reply will make them appear unprepared.

Try: “Please share where things stand, even if some details are still outstanding.”

3. They are thinking about who else might read their reply.

Emails can be forwarded. Information about colleagues, suppliers or internal arrangements may need careful handling.

Explain who needs the information and how it will be used.

Language also matters. A word that seems straightforward to you may carry a different meaning when read in a second language or translated. “Confirm” might sound like a firm guarantee when you intended a quick check.

These situations will not apply to everyone, but making clear whether you need an estimate, an update or a final commitment can make replying easier.

Before sending another “Any update?” email, check: Have I made the response I need clear?

#UnderstandingIndonesia #CrossCulturalCommunication #WorkingInIndonesia #ExpatLife #Leadership #BusinessCommunication by @gene_sugandy

Coaching vs Dictating: What Indonesian Teams Need From You

You may have been sent to Indonesia because you led a successful project elsewhere. You know what worked, and you can picture the result you want here.

Your team cannot see that picture unless you share it. They have not had the same experiences or seen the outcomes you have. A brief instruction may leave out the very information they need to make good decisions.

So how do you bring them along?

Explain why it matters.

Don’t just describe the task. Tell your team what you are trying to achieve and why. Then ask how they would approach it. Their knowledge of the local situation may improve your plan.

Look beyond a quiet response.

If nobody raises a question, ask someone to talk you through their next steps. Find out what might be difficult and whose help they may need.

Give capable people room to work.

Once someone understands the assignment and has shown they can handle it, let them use their judgment. Stay available, and be open to an approach you might not have considered.

Your experience brought you to Indonesia. What you accomplish here will also depend on what you learn from your team.

Have you ever learned something valuable from a team member’s approach?

#LeadingInIndonesia #CrossCulturalLeadership #IndonesianWorkplace #LeadershipCoaching #ExpatLeadership by @gene_sugandy

From my experience working with leaders in Indonesia, I’d focus on three things in the first 90 days:

1️⃣ Get to know people beyond your direct reports.
Talk with the people doing the day-to-day work. Ask what’s working, where they run into difficulties, and what they think you should know. Relationships matter here.

2️⃣ Find out why things are done the way they are.
Something that looks slow may have a history behind it. There may be practical, logistical, or regulatory reasons you haven’t yet seen. Understanding those reasons helps you decide what to change.

3️⃣ Share the direction with your team.
Once you have a good understanding of the situation, explain what you want to achieve and why. The goal is the finish line. Talk with your team about the journey there and how you’ll support each other along the way.

Credibility grows when people see that you listen, understand their situation, and stay involved.

#LeadershipInIndonesia #ExpatLeadership #CrossCulturalLeadership by @gene_sugandy

Why Performance Reviews Sometimes Miss Underlying Issues

When an employee is not meeting expectations, it is easy to assume that the employee is the problem.

But in an Indonesian workplace, the person sitting in front of you during the performance review may not be the real issue.

They may be waiting for approval from someone more senior.

They may be receiving conflicting instructions from different managers.

Another department may not be giving them the information they need.

Or they may not believe they have the authority to make the decision needed to move forward.

To an expat manager, this can look like poor performance or a lack of initiative. But the employee may be doing everything they believe they are permitted to do.

Before deciding that someone is underperforming, ask:

What is preventing this person from doing their job well?

The answer may not be another warning or training course.

It may be clearer authority, faster approvals, better coordination or more consistent direction from management.

Sometimes the employee does not need to change.

The working environment around them does.

#UnderstandingIndonesia #ExpatLeadership #LeadershipInIndonesia #PerformanceManagement #IndonesianWorkplace #CrossCulturalLeadership by @gene_sugandy

3 Times When Making a Quick Decision Is Not a Good Idea

When you arrive in Indonesia as an expat manager, you may feel pressure to show strong leadership by making decisions quickly.

But being decisive does not always mean deciding immediately.

Sometimes, good leadership means knowing when to pause.

1. When local knowledge matters

Something that worked well in another country may have a very different result in Indonesia. Before deciding, ask your Indonesian colleagues what you may be missing.

2. When your team must implement the decision

A decision may look sensible from the management office but be difficult to carry out in practice.

Ask your team:

“What difficulties could we face?”

“What should I consider before we move ahead?”

3. When the decision is difficult to reverse

Decisions involving jobs, salaries, reporting lines or someone’s professional reputation should not be rushed.

Even if you reverse the decision later, the effect on trust and morale may remain.

Good leadership is not about making every decision quickly.

It is about knowing when to act—and when to listen first.

How do you decide when to move quickly and when to wait?

#LeadershipInIndonesia #ExpatLeadership #CrossCulturalManagement #GlobalLeadership #WorkingInIndonesia by @gene_sugandy

The Growing Generational Divide in Indonesian Workplaces

What happens when the employee best qualified to lead a team is also one of the youngest?

An expat manager may see someone with strong technical knowledge, current skills and the ability to take the company forward.

But in Indonesia, age and length of service can also influence how that promotion is received.

An older employee who has worked for the company for many years may feel that loyalty and experience should naturally lead to a senior position. However, long service does not always mean that someone’s skills have kept pace with changes in the workplace.

AI has made this challenge even greater.

The developments we have seen over the past 18 months can be a huge adjustment for employees who are comfortable with existing ways of working. Some may think, “If it isn’t broken, why fix it?”

But customers expect the companies serving them to keep pace.

This does not mean dismissing experienced employees. Companies can provide practical training, explain why new skills are necessary and make continued learning an expectation for everyone.

Older employees bring experience, relationships and valuable company knowledge. Younger employees may bring newer technical skills and greater familiarity with changing technology.

Respecting age does not mean ignoring ability.

Recognizing younger talent does not mean dismissing experience.

The challenge is creating a workplace where both generations can contribute—and where everyone continues learning.

#LeadershipInIndonesia #IndonesianWorkCulture #GenerationalLeadership #WorkplaceLearning #CrossCulturalLeadership by @gene_sugandy

Influencers Aren’t Just on Instagram. Pay Attention in Your Office.

The organizational chart shows you who has the highest title.

But it may not show you who has the most influence.

In an Indonesian office, the informal influencer may be the person who:

• Always has colleagues gathered around their desk
• Goes to lunch with many different people
• Seems to know everyone
• Is regularly asked for advice
• Connects people from different departments

This person may not have the most senior position, but colleagues know and trust them.

For an expat manager, identifying these informal influencers can be very helpful. Take the time to get to know them and explain what you are trying to achieve.

When they understand and trust you, they can help your message travel through the office much faster than a formal email. They may also help you understand how your team is really feeling—especially when employees are hesitant to speak openly with the boss.

This is not about manipulating people.

It is about understanding how trust and communication really work in a collective workplace.

When you arrive in a new Indonesian office, don’t only study the organizational chart.

Look around the room.

The person with the most influence may not be the person with the highest title.

#UnderstandingIndonesia #IndonesianBusinessCulture #WorkingInIndonesia #ExpatInIndonesia #ExpatLeadership #CrossCulturalManagement #LeadershipTips #WorkplaceCulture by @gene_sugandy

You Came to Discuss Business. They Need to Understand You.

When meeting a government official for the first time, many businesspeople arrive prepared to discuss their proposal.

They are ready to talk about the product, price, timeline and, benefits.

However, the official may not be ready to discuss business yet.

In Indonesia, a government official is expected to be respected because of the position they hold. Using the correct title, dressing appropriately, and allowing the most senior person to guide the meeting are all important.

This is not just about respecting the individual. It is also about respecting the office they represent.

The official may also want to know more about you before discussing your proposal.

Who are you? Who introduced you? How long has your company been operating in Indonesia? What is your company’s reputation? Are you here for a quick opportunity, or are you making a long-term commitment to Indonesia?

You may be thinking about costs, contracts, and deadlines.

The official may be thinking about employment, local investment, regulations, community impact, and whether your proposal supports the priorities of their department or region.

This does not mean that the business discussion is unimportant.

It means that the first meeting may be about showing respect, establishing your credibility, and demonstrating that you understand their responsibilities.

If you push too quickly to get down to business, you may miss what the meeting is actually about.

#DoingBusinessInIndonesia #IndonesianBusinessCulture #GovernmentRelations #CrossCulturalCommunication #Leadership by @gene_sugandy

YOUR PROPOSAL WAS BETTER.
SO WHY DID YOU LOSE?

When I worked in the corporate world, my team regularly participated in tenders.

Many times, I was confident that we had the best product and a competitive price—but we still did not win.

When I looked into the reasons, some of the answers surprised me.

“We have been doing business with them for a long time.”

On one occasion, I was even told that the competing supplier had been the decision-maker’s classmate since primary school!

I had assumed the company would simply choose the best product or price. But business decisions in Indonesia are not always made on paper.

An existing supplier may understand the company, have a history of solving problems and be someone the decision-maker already trusts. Choosing a new supplier—even one offering a better proposal—can feel like taking an unnecessary risk.

It can also mean walking away from a relationship that has been built over many years.

This does not mean that Indonesian companies will not consider new suppliers. It means that a new supplier often needs to offer more than a good product and a competitive price.

Relationships are built through regular contact, face-to-face meetings, consistent follow-up, and showing a genuine interest in the customer’s business.

One strong proposal may not be enough to replace years of trust and loyalty.

If you are entering the Indonesian market, don't just ask whether your proposal is better.

Ask whether the customer knows and trusts you well enough to choose you.

#DoingBusinessInIndonesia #IndonesianBusinessCulture #BusinessRelationships #CrossCulturalManagement

#DoingBusinessInIndonesia #IndonesianBusinessCulture #BusinessRelationships #CrossCulturalManagement by @gene_sugandy

Things are not always as they seem.

When an expat manager first arrives in Indonesia, they may know very little about the history of the office, the relationships that have been built or why certain decisions were made.

The manager may ask:

“Why are we still using this supplier when better suppliers are available?”

What they may not know is that there is a long-standing relationship behind that decision.

The same can happen when the manager introduces a new idea. The team may see problems that the manager cannot yet see. They may believe the idea will not work, but lack the courage to tell the boss directly.

The manager sees a lack of action.

The team may believe they are protecting an important relationship—or even protecting their new manager.

So, before deciding that your team lacks initiative, stop and ask:

“What am I missing?”

Understanding the behaviour should come before judging the performance.

#ExpatLeadership #LeadershipInIndonesia #CrossCulturalLeadership #ManagingInIndonesia #CulturalIntelligence by @gene_sugandy

𝗪𝗵𝘆 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗶𝗻 𝗜𝗻𝗱𝗼𝗻𝗲𝘀𝗶𝗮 𝗖𝗮𝗻'𝘁 𝗕𝗲 𝗥𝘂𝘀𝗵𝗲𝗱

I've spoken before about how important relationship building is in Indonesia.

But in order to have a relationship, there has to be 𝘁𝗿𝘂𝘀𝘁.

And trust normally isn't built in one meeting.

People need time to understand you.

Do I like this person?
Do I trust this person?
Do I want to do business with this person?

And they're also watching what happens 𝗮𝗳𝘁𝗲𝗿 the meeting.

Do you only contact them when you need something?

Or do you stay in touch because you're genuinely interested in maintaining the relationship?

Maybe you send an article you think they'll find interesting.

Maybe you follow up on something you discussed over lunch.

Maybe you simply check in.

This is why I think 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 𝗰𝗮𝗻 𝗯𝗲 𝗺𝗼𝗿𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗵𝗮𝗻 𝗶𝗻𝘁𝗲𝗻𝘀𝗶𝘁𝘆.

Your credentials may get you the introduction.

Your position may get you the meeting.

But your actions over time are what build trust.

And here's the important part:

𝗧𝗿𝘂𝘀𝘁 𝗰𝗮𝗻 𝘁𝗮𝗸𝗲 𝗮 𝗹𝗼𝗻𝗴 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱.
B𝘂𝘁 𝗶𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗱𝗲𝘀𝘁𝗿𝗼𝘆𝗲𝗱 𝘃𝗲𝗿𝘆 𝗾𝘂𝗶𝗰𝗸𝗹𝘆 𝘄𝗶𝘁𝗵 𝗷𝘂𝘀𝘁 𝗼𝗻𝗲 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 𝗼𝗿 𝗼𝗻𝗲 𝗯𝗿𝗼𝗸𝗲𝗻 𝗽𝗿𝗼𝗺𝗶𝘀𝗲.

So don't rush the relationship.

And once you've earned someone's trust, don't take it for granted.

#DoingBusinessInIndonesia #CrossCulturalLeadership #BuildingTrust #LeadershipInIndonesia #ExpatLeadership by @gene_sugandy