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Training for cultural competence

机译：培训文化能力

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Purpose - The purpose of this paper is to examine the best ways for an organization to instil cultural intelligence and international success in to its workforce. Design/methodology/approach - Possible methods examined include highly tailored cross-cultural curricula, virtual training, global leadership programs, international team building exercises, and knowledge management systems. The recommendation and analysis of these methods is based on 25 years of Global Dynamics experience in training executives in cross-cultural skills. Findings - The author's research has found that complete implementation of the recommended methods result in optimal performance in a global market. Making employees aware of their own cultural perspectives and misunderstandings enables the development of a larger world view. Leadership involvement in the direction of organization's cultural competence strategy helps employees hone their skills on specific points of emphasis. Additionally, metrics should be used to gauge the effectiveness of the cultural intelligence strategy in order to continually improve elements of the overarching program. Practical implications - By having more direct involvement in the learning process, leadership can strengthen the organization's cultural intelligence and ensure that the learnings are directly applicable. Originality/value - This paper is based on more than 25 years of experience working with the world's leading international organizations to enhance their global performance.
机译：目的-本文的目的是研究组织将文化智慧和国际成功注入其员工队伍的最佳方法。设计/方法/方法-研究的可能方法包括高度定制的跨文化课程，虚拟培训，全球领导力计划，国际团队建设活动和知识管理系统。对这些方法的推荐和分析是基于25年的全球动力培训跨文化技能的高管的经验。研究结果-作者的研究发现，完全实施推荐的方法可以在全球市场上实现最佳性能。让员工意识到他们自己的文化观点和误解，可以发展更大的世界观。领导参与组织文化能力战略的方向有助于员工在特定的重点上磨练自己的技能。此外，应使用度量标准来评估文化情报策略的有效性，以便不断改进总体计划的要素。实际意义-通过更直接地参与学习过程，领导层可以增强组织的文化智慧，并确保学习直接适用。原创性/价值-本文基于与全球领先的国际组织合作超过25年的经验，以提高其全球绩效。

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