Three Principles of Communication for Virtual Teams
Keeping a virtual team aligned is challenging. Part of the challenge is the relational distance that comes from people working in different locations and time zones.
The Inter-Cultural Manager: Directing and Delegating
“My boss doesn’t give sufficient details when I get delegated a task. But I think that asking clarifying questions is not appropriate, so how do I figure out what to do?”
The Key to Unlock Success in Diversity, Inclusion and Belonging Initiatives
Diversity, Inclusion & Belonging initiatives are more successful if participants are intercultural learners and have developed a personal curiosity and appreciation about those different from themselves.
Four Keys for Building Trust on Teams, part 2
We have found that in different cultural settings behavioral traits can be shaped very differently.
Four Keys for Building Trust on Teams, part 1
Reliability, Openness, Respect, and Honesty. These are words we commonly use to talk about building trust on a team.
Grow your Intercultural Team into a high-performing One
Motivation is high and the team is eager to go. But good intentions, enthusiasm, and a carefully designed strategy too often fall short when the intercultural dynamics are complex.
Compliance and Governance with Global DNA
How do you keep an internationally distributed company on track? What is the best plan of attack for ensuring you meet objectives and stay ethical?
How to Promote Tolerance without Killing Creativity
Fostering a healthy culture on your team goes beyond promoting tolerance. We need management skills that are flexible enough to harness the beauty of tolerance in the workplace while avoiding its dangers.
Recruiting in an Intercultural World
Recruiting tends to focus on very traditional qualifications: references, work experience, and similar "must have's." Yet a high rate of early termination among traditional hires reveals the need for recruiters to focus on competencies of cultural agility as well.
Unity in Diversity in Your Organization
Creating and cultivating an organizational culture that actually honors and capitalizes upon the strengths of all its stakeholders is no small task. Especially when it becomes necessary to shift the focus, first from discerning the ethnic-cultural origins of the organization, to helping its people identify and understanding who they are as individuals.