Cultural intelligence is vital for successful organizational leadership because it enables leaders to better understand and connect to employees from various cultural backgrounds (Alon & Higgins, 2005). As a result of their cultural backgrounds, team members may express themselves in a variety of ways (Druskat & Wolff, 2001). This is essential because it may promote organizational effectiveness by promoting trust and communication between leaders and workers (Elenkov & Manev, 2009). Additionally, cultural intelligence may assist executives to become more aware of the influence that possible cultural variations may have on corporate operations (Ng et al., 2009). This is important because it will help leaders avoid or solve conflicts that could come up because of cultural differences (Moore, 2014). Cultural intelligence can help leaders understand their employees from different cultures better, tap into their creative potential and it can help the organization come up with new ideas and be more creative (Livermore & Ang, 2015).

Cultural knowledge is important even if you don't manage a remote (Shachaf, 2008) or international workforce (Rosen et al., 2000). That's because everyone's unique set of experiences and backgrounds makes them valuable contributors (Livermore, 2011). Leader effectiveness may be increased by exploring the cultural influences on team members (House et al., 1999).

Knowing how the culture of a team member varies from your own allows you to be a more welcoming, helpful, and effective manager(Rahim & Bonoma, 1979). All managers, regardless of whether they oversee a local or international team, would benefit from a higher level of cultural knowledge(Livermore & Ang, 2015). Cultural intelligence is a skill that is increasingly important in business due to its implications for team growth. One of the best parts of being a team leader is working with team members who have unique perspectives and skills. Develop cross-cultural empathy, take into account different cultural backgrounds, and bring cultural understanding to the table to enhance your leadership qualities(Alon & Higgins, 2005).

Culturally knowledgeable individuals may improve innovation and creativity by integrating diverse resources and using a multicultural workforce's numerous perspectives(Reich & Reich, 2006). High levels of cross-cultural awareness and sensitivity are required to successfully negotiate this growing diversity in the workplace (Lillis & Tian, 2009).

In the workplace, creativity and innovation go hand in hand. Any firm seeking a competitive edge in today's corporate environment must create a culture that fosters and encourages creativity and innovation (Ali Taha et al., 2016). Creativity includes developing innovative processes, concepts for a product or process, management strategies, and organizational structures that improve business performance and competitiveness (Lin, 2011). In contrast, innovation is the effective investigation of ideas or, more broadly, the consequence of the creative process (Anderson et al., 2012) . Keeping an organization competitive in the current environment is primarily dependent on how creativity and innovation are encouraged at work (Davila et al., 2012).

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