Company Human Capital in the global era
“90 percent of leading executives from sixty-eight countries named cross-cultural leadership as the top management challenge”
D. Livemore. Leading with CQ. Amacom, 2009
The Intercultural Communication Center was established in 2012 with the objective to add Intercultural Intelligence in the global organizations and train leaders and international workers to become intercultural aware and effective in their fields.
Cross-cultural differences impact every function of an organization and its people. Being intercultural competent is defined as being able to positively interact with people, co-workers and external stakeholders of different cultures.
Survey data from over 1000 Senior Executives across 40 nations identified a lack of high quality talent that can operate in multiple cultures as the greatest challenge facing global organizations. CEO briefings (2006, 2007)
As the demand for cosmopolitan human capital exceeds its supply, it is vital for firms to develop such global talent internally in order to sustain its competitive advantage.
Just as educated parents are able to create a home environment that transmits values and habits to their children to aid them academically, we propose that organizations that possess global culture capital provide a work environment that fosters the development of human capital through the process of situated learning (Brown et al. 1989; Lave and Wenger 1991)
2 different approaches to Intercultural Communication
If you want to become a better negotiator and / or communicate more effectively, our Intercultural Communication seminars and consulting sessions will help you build cultural intelligence and competence, will increase your productivity, save time and money, improve employee and customer satisfaction and empower your teams.
Choose your international work force effectively, train for international proficiency, assess Intercultural Communication skills, learn about generations’ culture (X,Y, Flux) and make value from that knowledge.
Intercultural Intelligence is one of the basics in HR. Assessment, training and team coordination are fundamental HR tools. One of the common misconceptions is to mix up “Ethan/Culture- knowledge” and “Cultural Intelligence”. One of the reasons why only certified Interculturalists should submit professional training in the field is that Intercultural Intelligence is proved one of the most important work-force pillars.
Develop “Intercultural Intelligence (CQ)” One of the fundamental skills international leaders should not overlook and will make them so much more efficient. CQ is assessed like Intelligence Quotient (IQ) and Emotional Quotient (EQ) and can be taught and improved.
Build profitable workforces. Often virtual teams remain inefficient and act as a source for conflicts, while Project Managers are unaware from the fact that 73% of these conflicts are culture oriented. International and Virtual Teams coordination is a must for international projects success.
Customize sales, according to cultures. Just to get some information about your customer’s culture will not help you when you are unaware of your own culture. Learning how you influence your customers and to manage that influence is fundamental for increasing sales.
Improve Communication. Diplomats understand that communication is the basis of their work. Achieving Intercultural Intelligence is a way to secure switching between cultural attitudes.
Build a Diversity Office. Since Intercultural Communication affects most aspects of a global company, the cheapest solution for it is to have in-house assistance concerning IC issues such as Company Culture Management, Intercultural Marketing, Training, Assessments, Relocation assistance and IC conflict-solutions.
Which method would be the best for you and your team will become clear during our first Path Definition Meeting.
Are you leading the project or is the project leading you?
A well-managed diverse workforce is a principal success factor, but if managed wrong it will become a principal failure potential. 70% percent of all mergers and acquisitions fail to meet their objectives due to cultural clashes.
Our seminars and workshops will acquire you expertise in the following fields.
In the Consulting Journey we will analyze and define the Company’s Culture and outgoing communications. We will increase effective communication in your in-house-teams, your virtual teams and with your external stakeholders. Together we will take the road to global success by achieving intercultural capacities that will affect the bottom line.
Unfortunately often companies call when international projects are already locked. They should have understood that the reason is a lack of healthy communication in their teams.
We will go through a diagnostic journey, detect the issues, develop strategies and implement solutions.
1. List of Conferences
Different Generations working together: The new challenge.
2. List of Seminars and Workshops
Managing Multicultural Teams
Culture Specific Trainings – Etiquette
Intercultural Management and Leadership
3. Regular support and one on one consulting (in virtual format as well)
Intercultural Leadership Support. Building CQ (Cultural Intelligence)
Intercultural Teams Support
Change Management Support
Change Management – Establish the new culture
Ask us for past research information.
6. Customer Journey
The goal of Customer Journeys is to improve the Customer Experience and achieve better bottom line results. We will be in the roll of the customer (or employee) for a specific time and discover, experience, analyze and inform facts to adapt items toward better results or solve issues.
The customer Journey is a very powerful assessment method that will effectively help you solve problems and reach goals.
7. Intercultural Training for International Assignments
Our training is built of 4 steps
Knowledge: Learn vital information about cultural issues that are relevant to this assignment.
Awareness: Be aware of the role of culture in business and social relationships
Drive: Build motivation and self-confidence for the International assignment
Skills to action: Develop the skills to engage in effective, flexible leadership and for successful adaptation to life and work.