"Culture influences our interaction with each other."
Engaging in diversity is necessary and enriching.
Cultural Competence allows you and your organisation to...
develop new markets
For example, I was invited by a global marketing team to support them with a global product launch. Typical global – local challenge: rolling out a global strategy consistently vs flexibility and ownership from local perspective plus the feeling of not being told what to do. The increased cultural competence of the global team helped them to adequately address their colleagues in the different markets and set the basis for working together rather than against each other. The product launch turned out to be one of the most successful launches of that global company.
reduce complexity and set a focus
For example, a truly complex case I had been involved in concerned communication with 163 countries with a team of 7 people from Asia, North and South America and Europe. They were responsible for the communication with basically the whole world with the exception of the few defined key markets of that company. Based on the scientifically validated model by Geert Hofstede and taking into consideration the internal grouping of the countries, we could allocate these many countries to 7 cultural regions who could each be effectively addressed with one communication strategy. From 163 countries down to 7 regions! Furthermore, the diverse team itself could improve its own internal communication as much as constructively expand their communication styles based on their own various cultural backgrounds.
effectively complete projects in time
For example, … a global team leader was about to be assigned a team who he knew would be coming from all continents but wouldn’t know who some of the team members were until the very kick-off meeting. He was the only one full-time on the project. The project was planned to be completed within 9 months. Together with a colleague I accompanied him and the team throughout the project with intercultural competence development, coaching and facilitation. The team leader reported that everybody was “unusally well committed” to the project, though some of the tea members were on it only with 20% of their time. It was also unusual, that all team members stayed on the project until the end, which showed an extraordinary group cohesiveness. The same applied to the project efficiency: “the project went ahead much more quickly than originally anticipated” and was completed in time. The diverse and virtual team continued working together on a follow-up project.
be more creative and innovative
For example, … the fact that multicultural teams perform better by being more creative and more innovative has been shown in the studies of Nancy J. Adler (2007) and many others. However, it holds only true for teams that are managed well. If the manager does not recognize the diversity of the team, the different values, styles and approaches, it will even perform worse than a monocultural team. Intercultural fluency is therefore a key competence for international managers. Diversity is a given, to manage it - is a choice.
build trust in virtual teams
For example, … Business Process Outsourcing: all of a sudden there is a new team abroad of, let’s say, 200 people in a so-called best cost country. The team members are expected to deliver services to your western company. What measures would you take if these were new colleagues at your office? What measures do you take to integrate this virtual team? Often the challenges of cultural translation of services are overlooked and even more often not part of the calculation that seeks cost efficiency. It does not necessarily require a big investment in order to steer a trustful and efficient cooperation. However, the earlier the appropriate measures are taken the less effort is needed.
learn more about yourself
For example, … have you ever been abroad for work? With the ambition to achieve a goal? Which is actually different from going on vacation … Then for sure, you have found yourself in ambiguous situations that you couldn’t interpret with what you had learned so far. Or, you felt that your values were challenged. Well, that is the moment when you may learn something new about yourself. Which values are most important for you? What have you always thought to be normal, but found to be not normal in another country? When developing intercultural competence, you set out on a path to learn about yourself and who you are, how your identity was shaped by the culture you’ve been brought up in, and which values you might have adapted unconsciously. You may recognize where emotions come into play and how you can accommodate your need for at least some certainty in unknown situations. Since one is for sure: you will face ambiguous situations in a multicultural setting.
- working on projects in more than 25 countries in Europe, Russia, Asia and USA since 1997
- as professional facilitator and consultant for group processes and organizational development first
- as consultant for the management of different national and organizational cultures since 2004
- preparation of about 100 managers and their family for working and staying abroad
- collaboration with Geert Hofstede and his global network for 14 years
- in various industries for SME‘s and multinationals
- Software - Consumer Goods - Pharmaceuticals - Automobile - Construction - Banks - European Institutions - NGO‘s - etc.
„A very big THANK YOU for the excellent work and delivery at the Leadership Conference in Stockholm. You made a real difference and had a big impact on the overall success of the session. I heard so many good things after the event today about the Cultural Dimensions breakout, that is just wonderful. Your passion coupled with knowledge and capability made it work so well. You can and should feel proud about it. “ - German/British client
„It was amazing two days of learning and laughing! I really liked your very effective yet subtle approach of facilitating and getting us explore each other's cultural challenges and learn together.“ - Indian participant
„It was a pleasure having you in (our meeting). We have all very much appreciated your outstanding personality, incredible experience and all the information you shared. [...] they are indeed very useful tools.“ - Argentinian participant
„Thank you very much for your good coaching and I enjoyed every moment of this workshop!!“ - Chinese participant
“I am writing to express our sincere gratitude to you for conducting the webinar for us. Your bright ideas and insights, knowledge and expertise are precious investment into learning experience of our employees.” - Ukrainian client
“On that note, thank you again for your support and the knowledge you kindly share with our team. It brings us all to a totally new level of expertise.“ - Ukrainian participant
Guest Lectures at other Institutions
- a.o. Rotterdam Business School, Institut des Hautes Études des Communications Sociales (IHECS) in Brussels, University for Psychology in Moscow, University Potsdam, University of Cologne
- Magister Artium for Philosophy, Slavic Languages and Eastern European Law
Group related methods
- Facilitation and Visualization
- Workshop Dramaturgies
- ORSC (Organisation Relationship Systems Coaching)
- Management Drives
- Experienced based Learning and Simulation
- Professional Co-active Coach
- IRC (Intercultural Readiness Check)
- Management Drives
- MS Teams
- Google Classroom
- In-depth know-how of scientific foundation, consistency, validity and applicability of culture models for countries and organizations, acquired over more than 15 years
- German & English fluent, French & Russian
“As a trained philosopher, I have a holistic view and ask the essential questions.”
- to lead responsibly in our globalized world
- to overcome cultural barriers and discover the potential of differences
- set up the space for creativity and innovation by reducing complexity