How we do it
Individuals, groups, and organizations are motivated to enhance intercultural
competence for a variety reasons: for some it is a matter of doing what they
already do well but doing it well now in the context of intercultural
environments; for others it is a matter of addressing issues of
intercultural conflict; and for others it is a matter of pursuing personal
or collective ideals.
No matter what the motivation, a strategic pursuit of intercultural development is both possible and necessary. The intercultural field has developed to a point where much is known
about the multiple aspects of intercultural environments. The key, then, becomes wading through the multiple aspects of your intercultural environment to determine the most beneficial focus for efficiently pursuing yours or the organization's goals. It is with this in mind that the following process has been developed to allow us,
together, to strategically pursue your goals, no matter what your motivations for enhancing
intercultural competence:
- Identification and
creation of a Stakeholder Team
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Identification of individual or organizational Goals
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Determination of Engagement Objectives and Desired Outcomes
- Identification of individual and organizational intercultural Strengths and
Stress Points
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Determination of applicable Cultural Differences
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Utilization and application of Assessment Tools
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Development of training, coaching, organizational change strategies based
on all of the above
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Implementation of training, coaching, organizational change strategies
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On-going follow up and assessment
Because who it is that you interact with and how it is that you and they interact with each other is a dynamic and ever-changing reality, intercultural development is most effective when it is sustained and integrated into on-going processes. Significant strides are made initially and we sustain this change, then, through regular intervals of assessment, creation, and implementation of intercultural development efforts. Otherwise, development and adaptation become nothing more than goals that are achieved at a particular point in time (and eventually lost) rather than becoming fundamental and essential aspects of who you are and what your organization is.
For more details regarding this process email info@intersights.net