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IPI - Intercultural 1

Intercultural Training

Objectives:

Getting insights about the culture, codes, behaviours and values of the specific country. 
Defining and leveraging situations that might be perceived as problematic for one’s own culture.

Benefits:

Being reassured with respect to the DO’s and DON’Ts and the ways how to fully integrate in the new country.

6 hours - videoconference

240€

4 x 1,5 h

2 x 3 h

“Living and working in Spain”
“Living and working in France”
“Living and working in Germany/Austria/Switzerland”

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IPI - Intercultural 2

IPI - The international profiler indicator + Debrief of the questionnaire and action plan

Objectives:

Discovering intercultural skills for working worldwide in general.
Gaining more self-awareness about one’s own intercultural skills in an intercultural environment.

*The International Profiler: is a web-based psychometric questionnaire and personal feedback process which reveals the relative emphasis, attention and energy which individuals bring to a set of 10 international competencies—with 22 associated skills, attitudes and areas of knowledge.

Debrief:

Defining the intercultural skills the person has and how to take them to a level of excellence.
Defining the skills the person wants to put more focus on with respect to his/her challenges.
Defining an individual road-map with adapted smart goals and tasks to develop the skills which will help the person to perform better and easier in his/her job.

Benefits:

Getting a clear analysis and self-awareness for the new non-technical intercultural challenges and the most helpful skills.
Enable agile, efficient and serene behaviours in the new work environment.

1:30 Hour - Videoconference

90 €

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IPI - Intercultural 1

Global cultural awareness

Training:

– What is cultural awareness?
– Cultural values and attitudes (time, space, group dynamics, authority, tasks, relationships).
– Separate cultural differences and individual differences
– Impact of culture on communication.
– Cultural variables and how they play out in business-related situations.
– Cross-cultural management skills.
– Working efficiently across cultures: How to bridge the gaps and how to leverage the different skills in a team.
– Language issues.

At the end of the course, participants will be able to:

– Have a better awareness about their own culture and what distinguishes it from other cultures.
– Acknowledge the language and the mentality barrier.
– Understand cultural differences and their impact on communication and ways of working in their teams.
– Get insights on personal strengths and areas for improvement in working across cultures.
– Define the key skills in order to bridge the cultural gaps.

6 hours - videoconference

4 x 1,5 h or 2 x 3 h

Price € ??

Système paiement à voir....

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IPI - Intercultural 4

Kerstin Brenner

I train and coach in German, English, French and Spanish.

Intercultural Profiler Licence, London
Coach certification in Barcelona
Master PNL Practicioner degree in Barcelona, 
Business Coach Certification in Paris, Linkup, France
Mediator Diploma in Paris, Sorbonne-Assass, France
Lettres Modernes Diploma in Paris, Sorbonne
Psychotherapy Studies, Paris, France
Interpreters Diploma in Munich, Germany
Proficiency Diploma in London

25 years of experience in the Business World

Building awareness of the skills required for working effectively across cultures is a must. It is no longer only about global mobility but also about working in global teams and projects, or managing people at a distance.

IPI helps people identify ways in which they can become more effective when working internationally. It consists of an online questionnaire and personal feedback report, and promotes personal development through self-reflection and peer support in the context of a workshop or training-room environment. It is not only a world-class questionnaire and report, but also a workshop intervention, which helps people to learn about themselves through engaging with others

The tool is based on a competency set that identifies two contrasting approaches to working internationally – ‘Push’ and ‘Pull’ – and the 10 qualities that are connected with these approaches. The online questionnaire takes about 15 minutes to complete, and the resulting report helps participants to reflect on their development needs when transferring their skills into unfamiliar cultural circumstances.

The IPI consists of:

  • An online, self-report questionnaire which each team member completes before a workshop
  • A Personal Feedback Report with scores and detailed analysis of the profile of each participant which includes information on:
  • The 5 push and 5 pull competencies on which IPI is built, all derived from extensive research into the extra, enhanced qualities for transferring professional skills into unfamiliar cultural contexts
  • Individual scores against each of these 10 competencies, and the overall balance of push and pull energy involved
  • 5 international styles that describe how you balance push and pull in handling key international challenges such as interpreting meaning, handling the unknown and retaining balance.

The IPI is designed for all people with an international dimension to their present or future work, and who would like greater self‐awareness and personal effectiveness moving forward.

It can be used for those who:

  • Have a growing requirement for international people skills to succeed in their roles
  • Want to develop their international business careers
  • Are participating in teams that need to deliver results internationally 
  • Operate in multicultural workplaces
  • Need to communicate across cultures, and develop personal resources for operating outside their local operating context


The tool can also be used as part of a business school programme e.g. MBA or EMBA

The following benefits are relevant to the L&D or HR Manager, or a  team/department leader who is interested in integrating the tool in a learning process:

  • Builds a better understanding of what qualities are required of professionals working internationally.
  • Helps individuals to identify the gap between the demands of their role and the people skills they bring to working internationally.
  • Gets individuals and teams to reflect on how they should respond to such challenges as avoiding misunderstandings, maintaining motivation, and dealing with the unknown when working internationally.
The tool was completed on-line by 10 people who were part of a multi-cultural team in the Communications department of a large Energy company. They shared a requirement to deliver effective internal and external communication initiatives across the geographical boundaries in which the company was operating. It was felt that the individuals would benefit from greater self-awareness about the skills they bring to their Communication roles, and from more understanding as to how they could develop more all-round skills moving forward. However, there had also been tensions within the team as a whole as to the degree to which press releases should be a product of consultation within different localities, or created and pushed out consistently from the centre. It was thus felt appropriate to use the tool as a way of getting the team to reflect on differences in approach and build greater trust in the way that they operate moving forward. The output of the tool was explored in a half- day team-building workshop, which included the following stages:

  1. Introduction to competency set: Introducing through fun, interactive activities (including use of a DVD exploration of an individual leader’s style, and the use of a card game) the idea of ‘push’ and ‘pull’ approaches to working
  2. Individual feedback: Using the report as a platform for self-reflection and peer sharing around push/pull skills for working internationally, with the aim of understanding individual development need.
  3. Team coaching: Sharing scores on international styles as way of understanding the different ‘push’ and ‘pull’ energies within the team, and how to resolve this more effectively in meeting the communication and collaboration challenges of the team moving.

The benefit of the process was greater self-awareness at an individual level which enabled each person to think about how to reduce the gap between their own style, and the demands of their team role. It helped the team as whole to build greater trust in each other by understanding that some of the tensions they were facing were linked to different but equally rational approaches to working internationally. It also enabled some useful discussions to be had about how to move forward in reconciling the needs for ‘push out’ consistent messages with the need to ‘pull in’ key stakeholders by creating a sense of inclusion and collaboration.