Business Training

If I want to understand something alien, I need to first of all understand and comprehend myself, my own culture and my own historical and social situation (Klaus Roth). The more everyday life confronts us with a great deal of cultural diversity, interculturality has become the new normal. Intercultural competences (as a part of diversity competence) has thus become a key qualification of the 21st century. The globally networked world and the international cooperation that goes hand in hand with it require people to be able to deal constructively and appreciatively with cultural diversity sensu largo. This includes inter alia religious or social diversity in interdisciplinary and multinational companies and teams of knowledge workers, which work digitally and quite long hours. It means being able to understand and comprehend the different communication communities, differentiated bodies of knowledge and forms of linguistic action, systems of values and orientation. It then means being interculturally competent, having developed and internalised attitudes as well as particular skills of action and reflection that enable effective and appropriate interaction in intra- and intercultural situations.

The acquisition of intercultural competences can promote constructive communication and is particularly profitable in international cooperation, expansion projects, multicultural and multinational teams. In the long term, the success, functionality and efficiency of international companies is not only promoted by intercultural training and coaching or targeted expert consulting, but holistically supported by the establishment of a reflected, systemic and high-quality diversity management. Because in order for multinational and multicultural teams to work much more successfully and creatively than single-culture teams, they must be composed accordingly. In a corporate or organisational context, a constructive, appreciative and value-creating approach to otherness must be cultivated, so that different cultures and ultimately differences in themselves no longer appear under the aspect of contrast, polarity, rivalry and competition, but as complementary, interdependent and ultimately also equally valuable parts of a comprehensive whole (Yoshikawa).

Do not hesitate to contact me and I shall work out a concept for your company or for you personally that will be suitable for teaching diversity and intercultural competence (training) or for establishing diversity management. I could also assist you individually in concrete situations (expansion, posting, return, conflicts in an intercultural context).