Hahn Cultural Consulting的动态

How did we, intercultural professionals, think about culture before we learnt the current vocabulary of interculturalism? This was a question posed by Jane Everett at the tail end of a very interesting talk by Prof. Carlos Antonio González-Carrasco at a SIETAR Polska event. And that gave me pause! It was such a profound question, especially for someone like me, who landed in intercultural coaching through accident and serendipity. My journey to becoming an intercultural coach was less about planning and more about creating an opening wherever I spotted a sliver of light.?If you look at my profile, you can see it has been a convoluted path from a girl fleeing civil war to Aerospace Engineering to software development to intercultural coaching! So how did I think about cultures and their interactions? I don't have a brilliant answer to that. Actually, it is slightly embarrassing for an intercultural/diversity coach to admit: I probably didn’t think too much about the word "culture" at all, let alone the complex role culture plays in moulding us. I grew up in a multicultural, multiethnic, multilingual environment with a family that was respectful of differences. I just assumed everyone is different anyway. Did I some times think that “they” are weird and we are “better”? Honest answer is, sometimes, yes ?? In my defence, I was a teen and I thought even city people were weird compared to us small town people! Growing up in India, I quite often heard the phrase “Unity in diversity” but didn’t always understand what it meant.?It took me years through school and college, meeting people from various societal backgrounds and cultures to appreciate the word “diversity”. That is why, when I hear “wish we had known this earlier” at the end of my intercultural workshops, it doesn’t surprise me at all! We just don’t know what the challenge is, till we actually sit with it and take it apart.?Unfortunately most of the times, the trainings and workshops are requested only when misunderstandings have already occurred ?? But, better late than never! Whatever maybe our starting point, the only way to move forward is finding a way to build real human connections and work together as equals. I always end my workshops with the motto: Cultures can be complementary! As one of my favourite comedians Wanda Sykes says: “No, we are not all the same, but we are equal”. Now I would like to put this question to you (expanding Jane’s question to include all kinds of diversity topics)? ?? How did you think about [insert diversity topic] before you adopted the vocabulary? ? #InterculturalCompetency #Diversity

It’s important to define the terms we use. A term I often use in my work is intercultural competence (somewhat interchangeably with intercultural development and intercultural learning). I define intercultural competence as the capacity to communicate and act effectively, appropriately, and authentically across cultural differences, locally and globally. Becoming interculturally competent is an ongoing, developmental process. This month’s blog post is the first in a series in which I dive deeper into this definition. In September, I’m discussing what I mean by “effective.” The next two months, I’ll explore what it means to be “appropriate” and “authentic.” Click here to read the full post: https://lnkd.in/gprkEeHv #interculturalcompetence #interculturaldevelopment #interculturallearning #culturalintelligence #globallearning #highereducation

We all face annoying incidents. Our CEO, Prof Helen Spencer-Oatey, will be explaining in a free webinar how the Reaction Management Tool can help everyone - whatever their role - handle such incidents more successfully. In the webinar you'll discover: ? How to turn negative intercultural experiences into valuable learning opportunities. ? How the Reaction Management Tool can help enhance your intercultural sensitivity through mindful reflection. ? How to use the three key steps of the Tool—Record, Reflect, Reassess—to manage your emotions and adjust your interpretations. ? How to apply the key features of the TRIPS rapport management framework. This session is ideal for individuals seeking to improve their intercultural awareness and for educators or trainers supporting others in this journey. Don’t miss the chance to see how an authentic intercultural incident can be transformed into a powerful learning experience! Date: 21 August 2024 Time: BST (British Summer Time): 09:00 - 10:00 CEST (Central European Summer Time): 10:00 - 11:00 TRT (Turkey Time): 11:00 - 12:00 CST (China Standard Time): 16:00 - 17:00 JST (Japan Standard Time): 17:00 - 18:00 AEST (Australian Eastern Standard Time): 18:00 - 19:00 To register, please go here: https://lnkd.in/g5xrQkDi Helen is author of many books and articles in the intercultural field, including 'Global Fitness for Global People' and 'Making Working Relationships Work' #relationships #culture

?? ?? "Just do it! Stop overthinking. Just do it!" That was my motto for 2024, and it inspired me to step out of my comfort zone and take action. ?? Last year, I delivered my first training on the topic of Intercultural Communication to 7 IT managers at my German company. ?? I graduated in 2018 with a Master’s degree in Intercultural Communication and Translation from ISIT. Since then, I’ve aspired to deliver training on this topic and share my expertise. So, why did it take me some time to get started? - ?? Even though, as a French citizen with a Senegalese background living in Germany, I feel at home in intercultural environments and have over 5 years of experience managing projects in 4 countries, I never felt "expert" enough to share my knowledge. - ? That inner critic—the voice that says, "If it’s easy for me, it must be common knowledge for everyone"—was holding me back. How did I tackle my impostor syndrome? Mainly by changing my inner narrative to gain confidence. Here’s what helped: - ?? Joining the Sistas Journey coaching program, where my mentor, Elo?se CANGOU, helped me realize that my expertise is valuable and worth sharing. - ?? Reminding myself of my achievements: I am resourceful and capable of achieving any goal I set for myself. - ?? Letting go of perfectionism: Progress matters more than perfection—take it one step at a time. - ?? Refreshing my knowledge with books and earning a certification in Intercultural Communication & Conflict Resolution. With renewed confidence, I pitched my idea to my manager, delivered a 1.5-hour training session (fully in German!), and saw great outcomes: - ? Participants appreciated the insights. - ? My manager valued the training and suggested I give the same training to another department in charge of international projects. - ? Another manager asked me to organize a workshop for her team. My message to you: I hope this experience inspires you to “just do it” and take action on that idea you’ve been thinking about. If you have experience organizing workshops for multicultural teams, I’d love to hear your best practices! Feel free to DM me—I’d be happy to exchange ideas. ? For 2025, I’ll keep the same motto: "Just do it!" Wishing you a happy new year full of ideas and action. Take care! #JustDoIt #InterculturalCommunication #ImpostorSyndrome #ProfessionalGrowth #PersonalGrowth #LifelongLearning #CulturalDiversity #LeadershipDevelopment?

Embracing Intercultural Awareness and Interconnectedness in Our Global Environment In today’s interconnected world, intercultural competence is essential for personal and professional success. Navigating different cultures enriches our lives and broadens our perspectives. Intercultural Competence: Key Considerations 1. Cultural Sensitivity: Avoid making assumptions based on your own norms. Approach new situations with curiosity and respect. 2. Active Listening: Pay attention to both what people say and how they say it. This helps you understand the context and nuances of their communication. 3. Open-Mindedness: Embrace new ideas and perspectives to grow personally and build stronger relationships. Neurological Factors of Changing Countries Moving to a new country can be challenging due to the significant stress it places on the brain. Understanding these impacts can help manage the adaptation process: 1. Stress Management: Practice mindfulness and deep breathing techniques to manage stress. 2. Language Learning: Engage in language learning activities to ease communication barriers and stimulate brain activity. 3. Social Connection: Build a support network of locals and fellow expatriates for emotional support and practical advice. Tips for Embracing Intercultural Awareness 1. Educate Yourself: Learn about the new culture through reading, workshops, and cultural immersion experiences. 2. Practice Empathy: Make an effort to understand the perspectives and challenges of others. 3. Seek Feedback: Regularly ask for feedback on your intercultural interactions to improve and adapt your approach. By embracing intercultural awareness and interconnectedness, we can create more inclusive and harmonious environments. Let’s commit to being more culturally sensitive and adaptive in our ever-changing global landscape. #InterculturalAwareness #GlobalMindset #CulturalCompetence #Adaptation #EmbraceDiversity #Mindfulness #GlobalBusiness #CulturalSensitivity #PersonalGrowth #ProfessionalDevelopment

Are you ready to harness your intercultural potential? While the Intercultural Development Inventory (IDI) offers significant opportunities for personal and professional growth, it's not uncommon for individuals to feel hesitant about engaging with it. Here are three reasons why some may hesitate: ·???????Fear of Uncovering Unconscious Biases: The IDI delves into individuals' intercultural competence, potentially revealing unconscious biases or stereotypes about other cultures. This discomfort in confronting personal biases may deter individuals from embracing the assessment process. ·???????Concerns About Being Judged: Reflecting on intercultural experiences can lead to worries about being evaluated based on IDI results. Fear of judgment from peers or supervisors might discourage participation or prompt individuals to present themselves in a more favorable light. ·???????Anxiety about Cultural Competence Skills: Some may feel anxious about perceived deficiencies in intercultural skills, fearing that assessment results will confirm their concerns. This anxiety, stemming from worries about relationships or career progression, could hinder engagement with the IDI. Despite these concerns, embracing the IDI can foster invaluable personal growth, self-awareness, and improved intercultural communication skills. As a certified IDI administrator, I'm here to guide you through this transformative journey. Let's break down barriers and embrace the richness of cultural diversity together! Reach out to me to learn more about how we can unlock your intercultural potential. #InterculturalDevelopment #DiversityandInclusion #ProfessionalGrowth I look forward to connecting with you all! Warm regards, Dr. Yvette Pye https://lnkd.in/etQs4zH [email protected]

"Cultures don't meet, people do." (Edwin Hoffman) After attending the TOPOI certification training, I've come home inspired and very satisfied. It was a pleasure to learn how to work with the TOPOI model, discuss intercultural dilemmas and meet so many fellow intercultural trainers. My main insights from the training? ?? Our encounters are influenced by national, family, team, organizational culture and many other aspects. The differences within one group can be more pronounced than the differences between groups. ?? In intercultural contexts - and in fact in any relationship - we often face a tough choice: Either we adapt to what's new and different/ expect others to adapt to what we perceive as "normal" or we tolerate what seems foreign to us. However, there is a third way which is based on acknowledging differences and establishing a genuine dialogue. ?? Being an interculturalist does not mean having all the answers, but asking good questions. Intercultural competence is a life-long journey. Thank you, Edwin Hoffman, Arjan Verdooren and SIETAR Deutschland e.V., for these insightful days!

There are certain questions and requests I receive a lot from RMCs and global mobility folks regarding intercultural training. To assist my connections, I thought it would be helpful to address these common inquiries here. One request that comes up a lot is, "Can you send us a sample agenda/outline for a 1-day program & for a 2-day program?" Listen...I understand where this request is coming from, but it's unnecessary. A better question would be, "Can you tell us the difference between a 1-day & 2-day training?" Here's why. A good intercultural training company does not have preset agendas for programs based on length. They shouldn't be deciding on the topics covered - the learner should. What you want is an intercultural training company that is going to customize and tailor the training to your learner's needs. So, agendas for 1-day & 2-day programs don't really tell you much. My standard answer is that we have a sample of topics covered that we can share (a sample agenda) but that based on the learners, the program will be tailored to cover their topics of concern. For example, you might have a learner who wants to do a deep dive into leadership styles or building a strong global team. Or, you might have a learner who wants to focus on making friends, increasing their belonging, and finding community. If you don't want cookie-cutter programs, don't ask for specific agendas. Ask if the intercultural training company customizes their trainings and how they accomplish that. Hope that helps! ?? ~ Nicole #intercultural #globalmobility #culturaltraining #belonging

Recognize, Respect, Reconcile, and Realize: My Journey with Intercultural Competence Do I have the skills to tackle the cultural challenges in my role? Sometimes I wonder if I’m up to the task, so I turn to Fons Trompenaars’ Intercultural Competence Profiler. This diagnostic tool measures my ability to handle cultural differences without bias and provides guidance to be more effective in diverse environments – bearing in mind that the profile feedback is about how I described myself so that I can reflect how I see myself like looking in a mirror. From my profile feedback, I am pretty good at recognizing diverse ideas and practices, though I can be a bit of a control freak and tend to focus on one task at a time. So, how do I turn what I know into what I do? What am I going to do? Time to reflect on how I see myself, warts and all, and decide what changes to make. I’ll aim to understand both shared and diverse worldviews better, accepting that reality is a mosaic of different perspectives. This should help improve my communications and interactions by listening to different viewpoints in my decision-making and encouraging others to do the same, aiming for a richer, more inclusive approach to problem-solving. Regarding my approach to task control, I was quite surprised by the assessment highlighting my rigid method and tendency to focus on one task at a time. I had always considered myself a multi-tasker, but it appears that my intense focus on completing one task (the completer/finisher syndrome) may be making my multi-tasking efforts inefficient and not good for work-life balance. Moving forward, I aim to incorporate more flexibility in my task management and balance multiple tasks simultaneously to achieve my daily goals more efficiently. Committed to daily progress, even if it's a rocky start (today wasn’t great!). With some coaching and humility, I'll track my journey and reassess with the Intercultural Competence Profiler in 3 to 6 months. Here’s to improvement because it matters to me and not a tick box. Intercultural Competence Profiler: https://lnkd.in/eJppmxBf #InterculturalCompetence #CulturalDiversity #InclusiveLeadership

?? Yesterday 28 January 2025, the intercultures Espa?a & LATAM team brought the objectives and ideas of the ELEVATE project to the "Intercultural Competence in/of Organizations" Zoom workshop! ?? The fantastic moderator Matthew Hill - Corporate Presentation Trainer directed conversation from our three panellists Anna Zelno, Diversity & Innovation Strategist and Trainer and Mentor for Intercultural Trainers and DEIB Consultant at intercultures, Prof. Dr. Andrea Cnyrim, Professor at Karlsruhe University of Applied Sciences, and Aneta Dlugopolska-Mikonowicz, President at WrOpenUp foundation and Leadership & Organizational Development Director Europe & Africa at Lear Corporation. Panelists discussed important components of the ELEVATE project and steps that experts must take to improve the methodology of intercultural competence training:? 1?? Bringing together both academic and business professionals? 2?? Extend the process of intercultural competence development - it must be developed over a long period of time! 3?? Help practitioners have more meaningful conversations with clients The ELEVATE aims to address the real life need to improve the structure of intercultural competence training in workplaces. One step of that process is promoting the benefits of intercultural competence training, and this Zoom session was a strong step in this process. The panelists discussed the real need for intercultural competence at both the individual and organizational level, and discuss how the ELEVATE project will address these needs with the development of a new training methodology and an Intercultural Competence Training Handbook. ?? Tune in for the next Zoom workshop to learn more about the ELEVATE project, and discover how improved intercultural competence training can improve the modern global workplace! ??