Archive for July, 2009|Monthly archive page

10 Golden Objectives for Cross Cultural Training

In cross culture, global communication competence, globalization, multi culture on July 29, 2009 at 5:24 pm

The objectives for any organization’s cross cultural training need to be designed to meet the organization’s specific needs.  But there are some objectives that are common, and these 10 Golden Rules will bring you ahead of the competition:

  1. To encourage more sensitivity in observing, and in interaction with, people of different cultural background.
  2. To improve the understanding of micro-cultures in ones own culture.
  3. To improve the relationship between employees and customers through better awareness about cultural differences, and their impact on behavior.
  4. To develop more cosmopolitans who not only understand cultural differences, but are able to apply this knowledge in their work in a multi-cultural organization.
  5. To improve management’s efficiency in international business and their cross cultural controlling, negotiating, decision making, customer service and other vital administrative routines.
  6. To improve cultural awareness for employees stationed abroad, or re-located in their own country.
  7. To reduce the effect of cultural shock for employees stationed abroad, and to build cultural competence.
  8. To apply behavioral science – like psychology and anthropology – in international management.
  9. To improve job efficiency through knowledge of human behavior and how culture influence behavior.
  10. To build global communication competence in key employees.

Copyright 2009 Anders Haug Thomassen, Gjøvik, Norway.

Follow my blog on globalization too;  Globalization 4 U – How to excel in the flat world.

Global Communication Competence

In cross culture, globalization, multi culture on July 16, 2009 at 12:52 pm

The flat new world requires some new models, concepts and skills, and the one I find most critical is covered by the term “global communication competence” .

What does it mean, and where does it come from?

Management literature has for decades recognized the fact that managers typically excel in analytical matters, and too often lack people skills and empathy.  So we have seen literature and training focusing heavily on building/developing emotional intelligence among leaders and managers.  The beauty of a management team is that such skills are not necessarily needed by each manager, but the team is malfunctioning if none in the team posses such skills.

In any organization, the dynamics between people need to be nurtured, guided and managed in order to function well, and work efficiently towards common goals.  Adding the multi cultural aspect into these dynamics is like putting a magnifier there.  Management becomes even more important, and first of all the basics:

  • people skills
  • empathy
  • presence and availability

Diversity of different cultures and nationalities requires in addition, among other things;

  • theoretical knowledge, models and tools
  • language skills, not only for communication but for understanding
  • knowledge of the other cultures, to understand behavior, and to “decode” management style

All together, we here talk about global communication competence.

Anders, from a sunny Horten, Norway

Copyright 2009, Anders Haug Thomassen.

T.S. Elliot – Relevant Quote

In cross culture, globalization, multi culture on July 12, 2009 at 8:03 pm

“We shall not cease from exploration

And the end of all our exploring

Will be to arrive where we started

And know the place for the first time…”

What is Culture?

In cross culture, globalization, Uncategorized on July 12, 2009 at 7:58 pm

A basic definition of culture: Those ideas, values, set of rules and norms shared among a group of people and transferred from one generation to another, and that the next generation try to pass on, somewhat changed, though. (A.M.Klausen)

“Believing with Max Weber that man is an animal suspended in webs of significance he himself has spun, I take culture to be those webs and the analysis of it to be therefore not an experimental science in search of law but an interpretive one in search of meaning,” Clifford Geertz wrote in his 1973 book, “The Interpretation of Cultures” (Basic Books).