SEMINAR: MANAGING MULTICULTURAL TEAMS AT A DISTANCE.

The essence of the seminar:

THE ESSENCE OF THE SEMINAR:

With the Covid-19 crisis, remote work, home office has developed and become the norm. We have all had to improvise and reorganize while working from home.

In multinational companies, it is common to work remotely with colleagues based in other countries to develop a common international project.

In this seminar, we will see how to work together on the same project while being thousands of miles apart, i.e., in a multicultural professional context, while remaining efficient from a distance.

SEMINAR OBJECTIVES:

  • To raise awareness among members of multicultural teams about the problem of cultural differences in interpersonal relations and remote management.
  • Know how to use cultural differences to make the team more effective.
  • Know how to collaborate and communicate in a multicultural professional context.
  • How to lead in a multicultural context.
  • How to be a leader at a distance?

SEMINAR DURATION:

  • 2 days/16 hours.

SEMINAR CONTENT:

Definitions and concepts:

  • Definition of culture.
  • Culture: a set of rules.
  • What is intercultural management?

PART 1: UNDERSTANDING OUR CULTURAL DIFFERENCES IN THE TEAM:

  • What do effective multicultural teams look like?
  • The intercultural relationship almost always begins with a culture shock.
  • Cultural adaptation.
  • The process of cultural adaptation.
  • Our perceptions of others.
  • The obstacles to effective multicultural teams.
  • An effective multicultural team is built.
  • The process of building an effective multicultural team.
  • The characteristics of an effective multicultural team.
  • The characteristics of an effective multicultural team leader.

BUILDING AN EFFECTIVE MULTICULTURAL TEAM: UNDERSTANDING THE CULTURES OF EACH TEAM MEMBER:

How do we work effectively with the cultural dimensions of our respective countries?

The relationship to power:

  • Defining the cultural dimension.

Individualism Vs Collectivism:

  • Defining the cultural dimension.

Masculinity Vs Femininity:

  • Defining the cultural dimension.

Uncertainty avoidance:

  • Definition of the cultural dimension.

Long-term vs. short-term orientation:

  • Definition of the cultural dimension.

Complacency and restraint:

  • Defining the cultural dimension.

UNDERSTANDING EACH OTHER BETTER IN ORDER TO WORK TOGETHER BETTER:

The different cultural dimensions that define team members:

  • Universalist cultures vs. particularist cultures.
  • Emotional cultures vs. Intellectual cultures.
  • Specific cultures vs. diffuse cultures.
  • Acquired social status Vs. assigned social status.
  • Time management.

PART 2: COMMUNICATION IN A MULTICULTURAL CONTEXT:

  • Definitions and concepts of intercultural communication.
  • What is communication?

Different types of communication:

  • Verbal communication.
  • Non-verbal communication.

What is intercultural communication?

  • How to have a good intercultural communication with our foreign colleagues/clients?
  • The meaning of words.

Communicating in a multicultural context:

Potential misunderstandings in intercultural communication with our foreign colleagues:

  • Implicit communication Vs explicit communication.
  • Direct communication vs. indirect communication.
  • Affective communication vs. neutral communication.
  • Formal vs. informal communication.

PART 3: WORKING TOGETHER AT A DISTANCE:

The 5 pillars of managing a remote team:

  • Create the team.
  • Define clear roles and objectives.
  • Establish processes.
  • Invest in trust.
  • Recognize the impact of cultural differences.

Essential virtual leadership skills:

  • Stay connected with remote employees.
  • Work on everyone’s expectations and goals.
  • Clear, transparent and concise communication.
  • Lead with empathy and build trust.
  • Encourage open dialogue.
  • Be an accessible leader.
  • Give the team the resources they need.

Create a sustainable virtual culture:

  • Schedule daily check-ins.
  • Over-communicate.
  • Leverage technology
  • Focus on results, not activity.
  • Encourage remote social events.
  • Show flexibility.
  • Be empathetic.
  • Guide rather than direct.

Risks of managing a remote team:

  • Not hiring the right people.
  • Wanting to control everything.
  • Blurring the line between personal and professional life.
  • Not paying attention to signs of discomfort in a team member. 

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