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Your cross-cultural advisor

Analysis

Are you venturing into new markets? Are you planing to merge into or acquire an existing entity? To ensure a smooth and effective process, analyse the cultural differences of all active actors in your project. Only team members with concurrent mind-set will work in a sustainable manner.

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Consulting

Cross-cultural competence is required in every aspect of a successful undertaking. Especially in negotiations, proper contract details and agreeing on fundamental common business objectives. From setting-up, to commissioning and running of plants, a proper understanding of cultural differences will enable you to implement the appropriate tools in project management.

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Training/Coaching

Through case studies and discussions, you will acquire skills to avoid faux pas situations and creating misunderstandings.
Your ability to solving challenges with foreign partners will improve.

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The importance of cross-cultural training

50% and more from all international mergers and acquisitions dissolve after a short period of time. This can be avoided!

Research suggests that intercultural dissonance is one of the major causes of why international mergers and acquisitions fail. Regardless of the objective of the venture, companies should be aware of the cross-cultural risks and opportunities. They go hand-in-hand with the integration of two or more parties and it is imperative to prepare the workforce to cope with these challenges.

Besides financial, legal and commercial due-diligence, a comparison of cultural differences can help to save the venture on a long run.

„You can take a man out of a country but you cannot take the country out of the man“

A persons traits can be tracked back to their country of birth. It would be influenced by the city or village, where they grew up. The habits and core values will accompany this person for most parts of their life.
No matter in which situation the “man” finds himself, he will show characteristics that can be traced back to his roots.
Understanding the general cultural dimensions of a country, can avoid communication misunderstanding. Be it in negotiations, contract agreements or running an entity.

Your benefits from cross-cultural training

Small and medium sized entities

Are you looking or new markets? Interested in distributing you goods and services in India or the ASEAN region? Intend to set-up production in South-East-Asia?

 Small and medium sized entities

In all international ventures, finance and profitability are not always the most important criteria. The harmony and trust between partners decide if the relationship will be successful.

Cross-Cultural Analysis gives you an almost complete picture of your overseas partner. It also shows how compatible your attitude, personality and business styles are compared to the country of intend.

Through this analysis you are informed about necessary threats and challenges to a long term venture.

Expatriats

Will you be sent to: India, Indonesia, Malaysia, Singapre or Thailand for an assignment? Will you be managing an entity and personal? Do you deal with overseas partners or subsidiaries? Are you responsible for projects in new markets ? Do you intend to employ specialists from India or ASEAN?

 Expatriats

Do you intend to spend a couple of years in India, Indonesia, Malaysia, Singapore or Thailand as an expatriate? Do you have to manage people of a differing cultural back ground than yours? Is communicating with business partners and authorities in a foreign land part of your responsibility?

If you have answered “Yes” to one of the above questions, then you need specific cross-cultural training to prepare you for your tasks. What will you achieve through the training/coaching?

  • Increase productivity: An understanding of local work ethics and mentality. Implement Change Management in a smooth manner.
  • Be a successful leader: Adapt your management skills to local expectations. Motivate employees and create a conducive working environment.
  • Reduce risks: If the factor “culture” is not a hindrance, then you have one less hurdle to cross.
Inpatriats

Are you an investor from ASEAN or India looking to merge or acquire European entities? Do you need to mange German staff and specialists?Arbeit definieren und unter w? Oder sind Sie eine Führungskraft, die demnächst selbst Führungsverantwortung in einem deutschen Unternehmen übernehmen wird?

 Inpatriats

Are you planing or merge or acquire an entity in Europe? Do you have to work with or lead German speaking managerial staff? Or do you have to employ specialist of European background?

Learn about attitudes and expectations from Germans/Europeans regarding leadership. Expose your self to information on German/European work and business ethics.

This is how you can avoid any hindernces to your progress.

  • Work ethics and cultural values: Time is a virtue in Germany, why? Quality conciousness play an important role, where? Styles of communication between all hierarchy levels,  What are typical business ethics?
  • German leadership: How are time and check placed in organisation? What are acceptable leadership styles? Hot to conduct employee apraisals?
  • Motivating and Change Managment: How to motivate your German staff? What motivates German in all aspects of life?
Employees

Are you sourcing your products from India or ASEAN? Are you selling your products and services in these regions? Are you planing to assemble machines or products in ASEAN? Are you trading with companies from the region ASEAN or using suppliers from India?

 Employees

Are you sourcing your products from India or ASEAN? Are you selling your products and services in these regions? Are you planing to assemble machines or products in ASEAN? Are you trading with companies from the region ASEAN or using suppliers from India?

You are constantly in contact, with your partners in ASEAN of India. The have been certain misunderstandings and miscommunication that had elevated to management. A cross-cultural awareness through coaching/training will reduce such unproductive matters:

  • Be concious which values the other culture has: Learn about work and private ethics. Which communication modi are effective? What are the fundamental requirements to establish a good working relationship
  • Do’s & Don’ts: Avoid cultural fauxpar. Learn to read body language and facial expressions. Humour and religious topics are they important?
  • Culture shock: Is it unavoidable? How to minimise the symptoms? Home sickness – how to minimise and adapt?
Working in Germany

Are you going to recruit nursing staff from the region ASEAN or India? Do you intend to integrate foreign health specialist into your organisation?

 Working in Germany

Are you going to recruit your work force from the region ASEAN or India? Do you intend to integrate foreign health specialist into your organisation?

In Germany there is a low supply in the labour market for nursing staff. There is a lack of 10,000 personal, which can be covered by recruiting experienced staff from India or ASEAN. These experts have to understand the German culture, in order to work efficiently. Most are learning by doing, which results in frustration and mistakes. In the health sector, communication mistake can lead to loss of lives.

  • Analysing the cooperative willingness: Make you staff be aware of communication with co-workers. What are the cultural values of older/younger generation?
  • Making them be ware of German work ethics: Taking and giving instructions, and communicating within a hierarchy. Making decision according to specifications.
  • Risks: Which staff are not able to adapt? Constantly training the mind-set required from your recruits.
Field Force / Commissioning Engineers

Are you a specialist belonging to the field force ? Are you constantly in the region ASEAN or India solving problems? Do you commission plants and train the local staff on running the machines/plants?

 Field Force / Commissioning Engineers

Are you a specialist belonging to the field force ? Are you constantly in the region ASEAN or India solving problems? Do you commission plants and train the local staff on running the machines/plants?

If the answer to one or more questions is “yes” then a one-on-one coaching will help you to:

  • Analyse the qualification of local staff: How can you test the competency of locals without them loosing face? How to recruit skilled staff? How to transfer your knowledge to local supervisors?
  • Training the locals: How do the locals learn and understand new things? Which methods of knowledge transfer is optimal? How do adults learn and how to implement check measures?
  • Motivations: Which motivational values are important? What are the locals morals and attitude towards work? How to improve the conciousness on quality and costs?

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