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
It’s a tool to help you working internationally, anywhere in the world.
It’s a questionnaire for future expats, people working internationally.
You fill it in on the internet. Then you get the results about the energy you put into 22 international skills, and your three strongest and weakest points.
You will discuss them with Kerstin during one hour and find out, where you’d like to put more or less energy to manage your challenges more easily.
Then you build an action plan.
Often people are for example very focus oriented and forget about adopting flexible behaviour when working internationally. So they might take decisions too quickly without having the approval of the international team, which will then slow everything down or make life really hard.
Another example is stress management. It requires a lot more energy if you have to accept another culture, adapt your behaviour and still fulfill your objectives. So if your stress management is low in the test, you can find means of how to prevent a burnout or a stressful life.
- Give leaders and managers the best preparation for their international assignments
- Produce personal-development agendas tailored to specific cross-cultural contexts
- Build self-awareness and perspective for working in a global environment
- Make people rapidly effective in unfamiliar cultural settings
The International Profiler is a tool to facilitate international business relationships. It helps anybody working with partners from other cultures to build effective international links, taking into account their particular role and context.
The emphasis is on personal development and raising cultural awareness. The feedback report, linked to the Development Resources Manual, enables an individual to plan and implement a practical development plan to become more effective at working with people from different cultural backgrounds.
- A web based psychometric questionnaire and feedback process
- Develops an individual’s ability to operate effectively in unfamiliar cultutural contexts
- Measures the emphasis and energy an individual gives to 10 competencies, with 22 associated skills, attitudes and knowledge areas
- Available in English, French, German, Italian, Polish and Spanish
1. Intercultural mind-set
We are more and more dependent on doing business in developing countries in order to reach our global targets, and have identified people in head office and at local level who need to build stronger bridges between geographical zones. We now need a tool that can help us understand the specific qualities that these individuals need to develop in order to be more effective in working internationally, and support them in planning their development needs.
L & D Manager
2. Global mobility
We have over 100 people a year involved in international assignments where they spend over 6 months abroad. We are conscious of the potential risks of failing to prepare managers for the professional challenges they face in moving to an unfamiliar cultural background. We also realise that the secret of a successful assignment is greater self-awareness and understanding of others.
How can we find a tool that helps managers to ‘hit the ground running’ when they arrive in a new cultural location, through a clear sense of their own development needs.
Manager in International Assignments Department
3. Global mobility re-entry
Like many organisations we face the challenge of supporting those returning to work in Head Office after a number of years abroad. We know that this can prove an even greater challenge than embarking on an international assignment in the first place. We cannot guarantee the perfect job on their return so we need to find ways to validate their experience in other ways. Do you have a tool that can recognise and formulate what they have learnt from the people side of their international assignment? We can then use them to mentor others embarking on the international assignment process for the first time.
4. Global leadership
We have a Leadership Development programme where we bring our high- potential managers together from around the world. Some of them have achieved their success in assignments outside their home culture, while others haven’t. We would like a tool to help those with international experience to reflect on where they have learnt new skills in the service of the organisation’s international strategies, and formulate stories to communicate these to their less internationally experienced colleagues. What tool can support us to do this?
Head of Leadership Development
5. Personal development
As an organisation we believe strongly in the importance of executive coaching. What tool can provide a platform and language for helping our pool of coaches to reflect on their development needs in working across cultural boundaries?