TopicInternational Team collaboration, Project groups. Including a note about change and tranistion processes.
GoalTo get an understanding of the different cultural backgrounds team members bring to the table. Reconcile differences in order to create a winning team.

Members of international teams or project groups may all be subject to the same corporate culture, but each individual member is a product of his or her country culture and experiences.
This means that team members differ in how they work or communicate, or how they view hierarchical relationships. One team member might leave a meeting with the idea that additional decisions have to be made, while another believes that everything has been settled.
Cultural differences become even more critical when there are several teams in various countries. It is to the benefit of individuals within the team, the team as a whole and the organisation(s) they work for to avoid time-consuming misunderstandings.

The programme helps team members to reflect on the way they interact with other team members or with people from different cultural backgrounds. They will learn about hidden assumptions, perceptions and ways of communication in order to develop sensitivity in intercultural situations. They will get practical tools to weigh up complex arguments.

KIT Intercultural Professionals has a proven track record in providing a true picture of thinking in an organisation. We combine solid experience in change management with state-of-the-art technology for employee surveying. We select the right surveying tools to suit the target group, either online, on paper, or in future using an app for mobile or tablet.

During a change process in an organisation, there is no shortage of bad information – anecdotes, rumours, guesswork. Much harder to come by is real, reliable data on the acceptance, progress and the effectiveness of management interventions. Surveying for this kind of information is a science. Data will only be reliable if it is gathered by an external party to ensure confidentiality and impartiality.

  • We can help you set up a regular long-term surveying methodology. A one-off survey provides only a snapshot of your organisation; far better to produce a film. A valuable record you can refer back to and build on in years to come.
  • Where surveys produce results that are hard to understand, we help you produce a high-resolution photo of the issue, using focus groups or a precision targeted survey.
  • Together we will devise a digital dashboard providing easy access to the data you need to monitor change and make effective management interventions.

Change is a challenge. Organisations need to push forward, but a fresh course can make staff feel disorientated and vulnerable. For organisational change to be successful, leaders need to be aligned in their objectives. And staff need to feel persuaded both intellectually and emotionally that the organisation is heading in the right new direction. Only with an understanding of what people in an organisation are thinking and feeling is it possible to make management interventions that encourage the positivity you need to make change a success.