Are you having difficulty communicating with employees from cultures other than your own?
Have you discovered a gap between your intentions and the actual outcomes or impact of your communication efforts?
What about your team members?
- Are they having trouble getting along with their colleagues from cultures different from their own?
- Are internal conflicts disrupting the work flow and preventing projects from being completed on time?
Are you spending a lot of time sorting out misunderstandings between team members when you could be maximizing their contributions instead? Does this put you in a difficult situation with your customers?
Would you like to convert the time spent on resolving conflicts to time spent on planning and organizing new ventures and developing new partnerships and markets?
If you see yourself in any of these or similar scenarios, consider this:
Postponing addressing these issues could be seriously affecting your productivity and bottom line. It could also be the reason your employees choose to leave your company or organization.
What’s a viable solution for these issues?
It’s called intercultural competence.
“In the fall of 2016, I was about to embark on a journey to discover a new culture. I considered myself open-minded and progressive, but to make sure that my journey would be a successful one, I decided to do the Intercultural Development Inventory. Ms. Angeline Chia was my consultant and she reviewed the results of the assessment with me. This was a most useful exercise. I became aware that my developmental orientation and my perceived orientation were not always in sync. Ms. Chia was instrumental in the development of a personal intercultural development plan to help me build on my knowledge of cultural differences and to develop adaptive strategies.”
— Sylvain Rheault, Ph.D.
Associate Professor, University of Regina
