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Training for cultural competence

Training for cultural competence Purpose – The purpose of this paper is to examine the best ways for an organization to instil cultural intelligence and international success in to its workforce. Design/methodology/approach – Possible methods examined include highly tailored cross‐cultural curricula, virtual training, global leadership programs, international team building exercises, and knowledge management systems. The recommendation and analysis of these methods is based on 25 years of Global Dynamics experience in training executives in cross‐cultural skills. Findings – The author's research has found that complete implementation of the recommended methods result in optimal performance in a global market. Making employees aware of their own cultural perspectives and misunderstandings enables the development of a larger world view. Leadership involvement in the direction of organization's cultural competence strategy helps employees hone their skills on specific points of emphasis. Additionally, metrics should be used to gauge the effectiveness of the cultural intelligence strategy in order to continually improve elements of the overarching program. Practical implications – By having more direct involvement in the learning process, leadership can strengthen the organization's cultural intelligence and ensure that the learnings are directly applicable. Originality/value – This paper is based on more than 25 years of experience working with the world's leading international organizations to enhance their global performance. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Industrial and Commercial Training Emerald Publishing

Training for cultural competence

Neal Goodman
Industrial and Commercial Training , Volume 44 (1): 4 – Jan 27, 2012
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Publisher
Emerald Publishing
Copyright
Copyright © 2012 Emerald Group Publishing Limited. All rights reserved.
ISSN
0019-7858
DOI
10.1108/00197851211193426
Publisher site
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Abstract

Purpose – The purpose of this paper is to examine the best ways for an organization to instil cultural intelligence and international success in to its workforce. Design/methodology/approach – Possible methods examined include highly tailored cross‐cultural curricula, virtual training, global leadership programs, international team building exercises, and knowledge management systems. The recommendation and analysis of these methods is based on 25 years of Global Dynamics experience in training executives in cross‐cultural skills. Findings – The author's research has found that complete implementation of the recommended methods result in optimal performance in a global market. Making employees aware of their own cultural perspectives and misunderstandings enables the development of a larger world view. Leadership involvement in the direction of organization's cultural competence strategy helps employees hone their skills on specific points of emphasis. Additionally, metrics should be used to gauge the effectiveness of the cultural intelligence strategy in order to continually improve elements of the overarching program. Practical implications – By having more direct involvement in the learning process, leadership can strengthen the organization's cultural intelligence and ensure that the learnings are directly applicable. Originality/value – This paper is based on more than 25 years of experience working with the world's leading international organizations to enhance their global performance.

Journal

Industrial and Commercial Training – Emerald Publishing

Published: Jan 27, 2012

Keywords: Learning organizations; Team building; Competences; National cultures; Cross‐cultural management; Cultural competence; Cross‐cultural training; International team building; Cultural intelligence

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