The most intelligent, and viable, way of enabling global organizations to understand and manage the influence cultural differences on cross-border collaboration is by embedding that competence into their organizations.
The first step is to do a culture survey: focused, simple, quick. And you do it. The survey will tell you which interactions, and among which country-cultures, are critical to your organization’s success. Survey and Survey+
The second step is to provide access to Contrasting Cultures, which addresses three key questions: Where do we differ in how we think, therefore in how we work? What influence do the differences have on our collaboration? How can we get the differences to work for instead of against us? CC
DIY – Do it Yourself
The third step is to use Contrasting Cultures as both tool and platform to manage the influence of culture. DIY enables your organization to reduce, perhaps even eliminate, the need for culture trainers, consultants, and coaches. Putting you in control of cross-border collaboration. DIY
I have gone deep into the differences between how Americans and Germans think, therefore in how they work. This is how I personally work with your organanization, so that cross-border collaboration succeeds:
I am available to address specific topics. The team chooses the topic. I prepare the content. We then discuss together. The goal is deeper understanding of the influence of cultural differences on collaboration. Talks
And I can address specific questions. Difficult ones, causing problems. The team formulates them. I prepare my responses. We discuss. The goal is solving specific problems and strengthening faith in collaboration. Q+A
I guide global organizations to solutions to particularly complex problems. By first addressing the deeper-lying cultural drivers. These are highly customized solutions, arrived at after extensive interviews, analysis and guided disussions. Cases and Method
Specialists often make the best generalists. Because of the depth and breadth of their insight. I help colleagues and teams within global organizations – not just Americans and Germans – to collaborate better. Here’s how:
This is about achieving alignment. Both within teams and between teams. The focus is not only on getting clarity about roles and responsibilities. But on all key aspects of internal collaboration. We’ll take three steps. Together. Alignment
I support executive-level management. Your task is complex. To lead entire sets of global teams. You know business. I know the influence of culture. I have the questions. You have the answers. Together we will get to them.