Our programs move beyond basic cultural awareness, recognising that Cultural Intelligence is a crucial capability for today’s global workforce.

In global organisations, cross-cultural skills are not an add-on. They must become part of our normal way of working; embedded into the way we lead, organise and collaborate. DGL programs move beyond basic cultural awareness through the use of practical business tools for understanding the impact of these differences on work behaviours, and practical processes for developing new ways of working together. Programs include mobility/relocation, virtual communication, regional & global effectiveness, leading across borders.

Leaders have always needed to understand human nature and personality differences. What’s new is the requirement for twenty-first century leaders to be prepared to understand a wider, richer array of work styles than ever before, and to be able to determine what aspects of an interaction are simply a result of personality and which are a result of differences in cultural perspective.

Cross-cultural competence

Cultural Training Asia is a training division of DGL. For over 15 years Cultural Training Asia has been offering impactful and practical cross-cultural training

Working across cultures: Developing cross-cultural competence

Working in an international environment with different nationalities on a regular basis requires effective cross-cultural communication skills. Our ‘Working across cultures’ programs develop cross-cultural awareness and competence for employees working with different cultures across borders or locally, in a multicultural office.

Local multicultural offices: Effective communication in the office

In a growing number of organisations we work alongside different nationalities in our office location. Our ‘Local multicultural offices’ programs aim to help internal interactions become more effective, and create greater understanding and a more harmonious, open working environment.

Leading multicultural, global teams

As a leader you want the best performance from your team. In order to do so, you have to be able to shift your style according to the different cultures you are working with. The ‘Leading multicultural, global teams’ programs develop global leadership skills.

Short-term and long-term (expatriate) international assignments: Country-specific training for international assignees and their families

Longer-term international (expatriate) assignments are the best way to develop global talent and future leaders, but due to cost constraints, family commitments, etc. short-term assignments are also on the rise. Our relocation/ mobility programs help international assignees and their families prepare for the cross-cultural challenges of their role in the new location as well as support them during their adjustment period.

Developing local employees

Expatriates need to learn about local employees, but if we want to increase the effectiveness of expatriate-local interactions, local employees also need to learn about the behaviour and communication styles of expatriates. Our ‘Developing local employees’ programs help prepare local employees to work successfully with expatriates coming from different cultures.

Cross-cultural competence for induction programs

For organisations employing a multicultural workforce it is very important that all employees be culturally aware and competent. One way of ensuring this is to include some cultural awareness building into the new employees’ induction program. Options include preparing written materials for the induction package, adding a cultural interpretation of company values, or providing brief cultural training as a part of the induction program.

Cultural coaching for global success

An international career or a job with international responsibilities requires additional business skills. By addressing the ‘usual’ leadership issues as well as cross-cultural challenges we assist our clients to thrive in the international work environment. This program is a mix of coaching and knowledge input.

Assessments: Cross-Cultural Competence and Global Mind-set

Do you want to know whether your international assignee (expatriate) is well-suited and prepared for the assignment? Would you like to know whether your senior executives or high potentials have a global mind-set? Our assessments will help you identify strengths and potential areas for development. Based on the results we help individuals design their developmental plans.

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Virtual effectiveness
High performing international & virtual teams

Many of us work in several international teams and networks, either face-to-face or virtually. Therefore, we need to be able to communicate effectively across cultures and different time zones by using various forms of technology. Our ‘High performing international teams’ programs focus on the managerial, cultural and technological aspects of international team work while looking at different team development stages.

Effective international meetings

In international meetings there is often an imbalance in terms of participation, idea sharing and decision-making. Our ‘Effective international meetings’ programs enhance the effectiveness and the participation level of these meetings by sharing key cultural insights and group meeting techniques.

Effective global emails

The most commonly used communication tool is email. While it can be efficient, it also represents a potential minefield for misunderstanding. Our short programs help create more clear and effective communication via emails going across cultures. Please see our advice The Culture Key: Global Email.

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Cultural consulting
M&A cultural integration

Our programs cover three critical areas in the management of the cultural integration that follows M&As, joint ventures and the formation of many other alliances:

  • Diagnosis: Assessment of the compatibility of organisational andnational cultures
  • Development and Execution: Preparing and implementing solutions to pre-empt and/or to solve conflict situations. A very important part of this is the Communication Plan
  • Results and the Way Forward: Ongoing support
Cultural Audit – Turning cultural diversity into competitive advantage

While it is generally accepted that diversity brings new ideas, problem solving techniques, flexibility and versatility to our workplace, it is also generally understood that it only works if it is very well managed. We also believe that not only individuals should be culturally competent but also the whole organisation. Through our Cultural Audit we aim to help your organisation to reach this stage.

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Online cultural coaching and training

In order to provide the cultural support when it’s most needed, we also offer both coaching and training virtually. These services include:

  • Virtual relocation/ mobility programs for international assignments
  • On-demand cultural coaching
  • Culture 101 webinars
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Culture 101 Train The Trainer

The objective of the program is to train HR and talent professionals to facilitate cultural awareness and competence programs within their organisations.

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Cultural Awareness Assessment:

GlobeSmart allows us to measure your cultural orientation on five cultural dimensions, including 1. individual and group orientation, 2. status and equality orientation, 3. direct and indirect communication, 4. your approach to risk and 5. preference for task completion and/ or relationship building. You can then compare your own results with selected cultures’. This will help decide where you may need to adjust your communication style so that you will be effective and successful in your cross-cultural interactions. 

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