In their focal article, Holt and Seki (2012) point out the importance of focusing on individual uniqueness when leading in culturally diverse environments. We agree that this is a critical point, as leaders must recognize and appreciate the unique contributions that each follower can make based on his or her cultural complexities in order to lead to successful collaborations and outcomes. However, what does a global leader do when the person or group they are attempting to influence has drastically different beliefs or values to the point of hostility? How should a global leader appreciate uniqueness in and respond to groups that may in fact be largely hostile to that leader and his or her goals? In today's global economy, the idea of leaders operating in culturally hostile environments is not just an issue faced by the military. Government agencies such as USAID, as well as nongovernment organizations (NGOs) and government contractors often operate in environments where individuals and groups may subtly or actively oppose the work of these organizations' leadership. For example, numerous NGOs and government agencies work hard to provide food, water, medical care, and other basic resources for famine-stricken countries such as Somalia (Associated Press, 2011). Leaders of these organizations may often find themselves working hard to win