By Joanne Danehl (pictured), Global Director of Intercultural, Language and Partner Support Services at Crown World Mobility
For international assignees, adapting to new working environments is a fundamental part of the experience. With changes ranging from learning a new language to mastering new technology, when embarking on assignments abroad, a whole host of challenges arise. But often, the most significant adjustment arises from a change in culture.
An increasing number of global organisations are prioritising ‘intercultural training’ as a crucial component of their employee mobility programmes. Intercultural training may initially be associated with practical skills, like knowing when to exchange business cards during overseas meetings or how to use chopsticks at a business lunch. But it goes far beyond these surface-level aspects.
Intercultural training is about equipping assignees with an understanding of diverse cultural norms and behaviours, both in their professional and personal lives. Providing this support, which can take the form of insights and awareness of unfamiliar cultures, can alleviate the stress of relocating and contribute to a successful overseas assignment. Crown World Mobility’s new podcast, ‘Culture Talks’, explores all this and more, as their experts delve into all things ‘culture’, sharing stories, tips and advice for those about to go on assignments abroad, or those managing mobility programmes for their staff. But here, we explore the key elements of an effective cultural training program, and how they have the power to improve assignee performance abroad.
Looking beyond surface-level understanding
Culture is a multifaceted concept that constantly evolves and varies hugely worldwide. Intercultural training must acknowledge these nuances, helping employees develop the necessary skills to function effectively in foreign countries. It’s not a one-size-fits-all approach or a mere list of ‘do’s’ and ‘don’ts’; instead, effective cultural training delves deeper into the “why’s” and “what’s.”
While surface-level aspects of culture like local customs are useful to be aware of while on assignment, intercultural training aims to understand the underlying drivers of people’s behaviours. For instance, are there different ideals regarding social hierarchy? Do learning and problem-solving styles differ across cultures? To help employees assimilate effectively, it’s crucial to understand how a culture operates and the social structures that underpin it. A well-crafted intercultural training program will focus on these aspects in detail to enhance employees’ ability to adapt to their assigned country.
Supporting the entire assignment cycle
Intercultural training covers the entire assignment cycle, starting before employees travel abroad. To ensure a successful assignment that aligns with both business objectives and employees’ career goals, certain tools can assess whether an employee may face challenges in a particular location or adapt more seamlessly in another.
Training programmes also address the social aspects of life in a new country, including building relationships with colleagues, making personal connections, expanding professional networks, and even understanding dating norms. For instance, in certain Asian countries, workplace relationship-building often occurs in social settings, like lunch or drinks outings, when in contrast, the US tends to favour more transactional negotiations. Intercultural training bridges these cultural gaps, equipping assignees with the knowledge they need to navigate various business transaction styles across cultures.
Similarly, for senior leaders and executives on assignment, adjusting management styles is crucial, especially when overseeing large teams. Without intercultural training, a US manager relocating to Japan may not understand the intricacies of hierarchy and the value of relationships in Japanese working life. Intercultural training helps individuals become aware of unconscious biases in their management styles, emphasising that no specific strategy is incorrect, but some approaches may be more effective in different cultures.
To complete the cycle, intercultural training also supports assignees upon their return home, enabling them to repatriate smoothly. This often-overlooked phase is vital, as employees need to reintegrate into their home country, articulating what they’ve learned and adjusting to their original way of doing business.
What is the ROI of intercultural training?
Despite the numerous benefits intercultural training offers to employees and businesses, some organisations hesitate to implement it due to budget constraints and misconceptions. Training programs can be costly, particularly within large mobility initiatives, leading some companies to avoid investing in them. However, not appreciating the return on investment can result in the cost of failed or compromised assignments.
Another misconception is that cultural training is overly academic and lacks practical relevance. In reality, intercultural training focuses on skill-building and actionable steps to support employees in adapting to new cultures. It’s as valuable as any career development training and enhances the chances of a successful assignment, benefiting both the business and the employee.
Effective intercultural training is tailored to suit the assignee
Customising intercultural training programs to suit each individual assignee is crucial for success. Every employee is unique, just as every culture is, and employees at different life stages have varying requirements. Each training program should balance corporate objectives and personal needs, considering the complexity within these needs.
For example, an employee’s role, whether in a leadership position or otherwise, affects the training’s focus, covering different hierarchies and culturally expected behaviours at work. Additionally, whether an employee relocates alone or with a spouse requires tailored training on building social connections to avoid isolation.
Intercultural training programs must be customised to reflect individuals’ profiles, addressing their specific needs, requirements, and life stages. The content should include skill-building and relevant examples, ensuring that participants can immediately apply what they learn.
Final words
Intercultural training plays a significant role in helping employees comfortably assimilate into new environments and meet business objectives during overseas relocations. Beyond international assignments, it also contributes to general learning and development. As workplaces become more multicultural, understanding, awareness, and appreciation of diverse cultural behaviours remain crucial. In our increasingly globalised business world, intercultural training will only grow in importance for the employees of tomorrow.
About The Author
Jo Danehl has worked in the commercial training industry for over thirty years and the past twenty years have been within global mobility. In 2004 she relocated from her home country, the UK, to the USA to head up a global account management team where she worked closely with both large multinationals and smaller organizations. She has also held roles in operations and product development.
In 2013, Jo joined Crown to lead the Global Skills team and provide strategic guidance on how clients can best build global competence within their organizations and leverage cultural difference. She has spoken at a number of mobility and HR related conferences linking global skill building to operational success and has been a frequent contributor to Crown and non-Crown publications around the world.
