ELC Teaching Trust Building

New ICE train-the-trainer courses Coming UpIntercultural Competence Training:

Using Both Classroom Techniques and Blended Learning

FRANKFURT / MAIN Saturday 20th / Sunday  21st January 2018

 

Teaching trust-building is important when it comes to preparing professionals and students for intercultural encounters of all kinds. Our focus in doing so lies on first/second/third encounters, since often it is during the initial phase of relationships that trust-building succeeds or fails.

The topics we address in our intercultural training principally focus on ‘difficult’ FUNCTIONS which, in intercultural environments, may prevent a trustful relationship from developing. Typical examples are criticizing, refusing, giving advice, giving/accepting compliments etc. which follow different ’cultural scripts’ and, thus, have been a frequent source of culture-based misunderstanding.

Other DISCOURSE FEATURES addressed in the course are Directness, Enthusiasm, Formality, Assertiveness, Self-promotion, Personal   disclosure etc. which may contribute to mutual trust-building, or the opposite.

Critical issues connected with GENDER, HIERARCHY and CONFLICT are also addressed. Although highly sensitive subjects in any context, they bear particular risks when culture-based values, roles and identities clash.

Case studies are used to demonstrate the importance of appropriate communication both at PERSONAL and ORGANISATIONAL levels. Well-researched examples are e.g. the DaimlerChrysler take-over, the BMW-Rover merger, the LA Riots of 1992 and others. More recent examples include the AirFrance-KLM culture clash, or, as an example of successful intercultural corporate co-operation, the Renault-Nissan collaboration.

The ICE Blended Learning course includes exercises, role plays and case studies to practise a variety of communication strategies both in BRITISH-AMERICAN and in INTERNATIONAL ENGLISH which may help to establish trustful relationships in a great variety of international situations.

Contact ELC; info@elc-consult.com

 

 

 

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Yvonne Van de Pol – Train the trainer workshop: Mind, Brain and Culture

New Paradigms in Intercultural Understanding Burg Reichenstein, Germany,

22-24th February 2018

New research in cognitive neuroscience is revolutionizing our understanding of culture and mind. This creates challenges and opportunities for intercultural trainers and educators as paradigms are shifting. This workshop will introduce new research in culture and cognition that can inform intercultural training and education. It will reexamine basic concepts from this new perspective, including: definitions of culture, cultural difference, bias, language and culture, culture and identity. We will examine how these new conceptualizations are currently being applied in specific training contexts, and in the current climate of increased intercultural tension.

This train the trainer workshop is a co-creation of Joseph Shaules, Matthieu Köllig and Yvonne Van de Pol

For the Flyer click here; http://www.luzazultrainingen.nl/wp-content/uploads/2017/07/T4T_Mind_Brain_Culture_Flyer_Feb2018.pdf 

Yvonne Van de Pol Yvonne Van de Pol

 

Independant Trainer Webinar – Getting Growth in 2017

What will you achieve in 2017?

We have 3 Questions for you – What are the Biggest barriers STOPPING you growing your trainer / coaching business this year? Where does it continue to go wrong? AND How can you get it right?

Group Of Young Business PeopleWill you grow in 2017?

These barriers block critical activity, necessary organisation and positive dynamism (we fall into the trap of doing stuff that PREVENTS rather than produces growth.)

  1. ACTIVITY– What did you do in 2016? Send your profile / CV out to known training providers, put up a basic (non optimized) LinkedIn profile and attended local chamber events with other service providers where you failed to engage with business decision makers? And what results did you get? – A new sub contract relationship that provided 7 training days? A two day training or 3 new coaching customers? AND – Was that enough growth for you?

With your energy invested in more proactive and interactive methods you will generate interest, passion and action – the phone will ring, live opportunities will land in your inbox and your business will grow – You will experience meaningful cash-flow, more hour’s and day’s work, a boost in your charge out rates and the choice to take or decline work, along with the self-confidence and business freedom that comes with knowing how to market and sell yourself effectively and comfortably.

  1. ORGANISATION – How was 2016? You added 74 connections on LinkedIn, collected 47 business cards and put them in your desk draw and found the physical address of 9 companies. – Did this provide the momentum you needed for your dynamic business growth in 2017?

When you know what to do and execute clever marketing and social media moves, you will gain presence, currency and relevance with actual decision makers (and- they will LIKE and RESPECT you). They will ask your advice, do as you advise and pay what you ask because they value your input and take you seriously as a coaching / training professional. AND it will have been your marketing activity that has made the difference and lead them to a positive conclusion about you and your services.

  1. DYNAMISM – How was 2016? Sitting by the phone waiting for incoming calls, checking every e mail ping and generally living on Hopium (the expensive drug that favours hope over action.)

How will 2017 be different? Will you hone your identity statement to perfection? Will you be super CLEAR about what you offer? Will you build your BRAND promise to a level where you are taken seriously? Will you know your Marketing AVATAR? Will you learn to write SUPER-COPY? Will you SEQUENCE your marketing communication to be maximally effective? Will you be ready to launch your informational attention grabbers on Social Media? Will you build a quality DATABASE with high value business contacts? Will you be networking like a HUSTLING pro? Will you master NEW SALES? Will you create a CORE MODEL that describes your offering? Will you generate enough REFERRALS to make a significant difference to your income and business growth?

AND

Will you look back on 2017 and say, “I learnt, laughed and lead my company to profitable GROWTH. What a great year?”

Join us for this 55 minute energy boosting webinar (with 10 – 15 minutes Q&A and get your business growing in 2017)

To Register click on; https://attendee.gotowebinar.com/register/9072445755469609986 

The webinar is on Tuesday, 21st March 2017 at 7PM Paris time, 6PM London time.

Thanks and see you there

Group of diverse designers in their modern officeWe are growing!

What knowledge and skills do intercultural trainers need and how can they acquire them?

An opinion piece by one of the most experienced intercultural trainers in the UK – Adrian Pilbeam of LTS in Bath

A recent SIETAR UK professional development event run by Cathy Wellings and me was on the theme of ‘Developing your career as an intercultural trainer’. About 30 trainers of varied experience attended. We started with a group activity organised around the responses to four questions. The first was ‘What knowledge, skills and experience do intercultural trainers need?’ The answers included knowledge and experience of other cultures, knowledge about the intercultural field, skills to be able to design and deliver intercultural training, and skills as a facilitator and trainer. A second question was ‘What practical steps can you take to improve your knowledge, skills and experience?’ In terms of knowledge and skills, attending training courses and workshops was one of the responses.

For trainers with only limited experience as intercultural trainers, often coming from fields such as foreign language or management communication training, attending a structured train the trainer course should equip them with the necessary tools to begin to be able to plan and deliver a range of intercultural courses, The alternative is attending talks and short workshop sessions spread over months and even years, picking up information and ideas in a rather piecemeal fashion.

The word Culture. Vector banner with the text colored rainbow.

What should such a structured course for intercultural trainers include?

Firstly there should be an overview and review of some of the key concepts about intercultural communication – what we understand by culture, the effects of perceptions and stereotypes, different cultural values and practices, and some of the key theories. But what is important is that these concepts should be introduced in an engaging and interactive way, using a variety of activities and exercises that the participants can later use themselves in their future courses.

A second important component is to become familiar with, try out and practise using a wide range of activities and exercises – simulations, role plays, critical incidents, case studies, group and pair work exercises, use of video/DVD/YouTube clips, and the use of artefacts and realia. They need to know when to use them, how to set them up and how to debrief them.

Finally, they need to know how to combine concepts and activities into a course, which means they need to know how to analyse a client’s needs, and then go on to design an appropriate course and deliver it in an an appropriate style.

When I started out as an intercultural trainer, it took me quite a few years picking up ideas and techniques in a very piecemeal fashion, which is why ten years ago I decided to offer a structured train the trainer course to shorten and compress the learning process. The result is a 5-day course called ‘Developing intercultural training skills’ that we have now run more than 60 times, as well as a more advanced, follow-up course called ‘Designing and delivering intercultural training’. For more details, see www.lts-training.com/ICTTcourse.htm or contact adrian.pilbeam@lts-training.com.

Adrian PilbeamAdrian Pilbeam, Author, Trainer and Trainer of Trainers

Rising to the Challenge of the Challenging Delegate Cathy Wellings

Part 4 in the series How to Be an Excellent Intercultural Trainer by Intercultural Trainer Cathy Wellings

This month, Cathy looks at the various breeds of difficult delegate and asks, how can we best manage them during our intercultural training programmes?

Let’s be honest, we have all met those delegates who don’t seem to want to be in the room with us, or who try to dominate every discussion, interrupting their colleagues with their own personal stories or those who say absolutely nothing at all. We can meet these delegates on pretty much any training programme but here we are going to look at some of the challenging behaviours peculiar to intercultural training.

‘Been there, done that, know it all, impress me if you can’

You will meet delegates who have many years of international experience, perhaps they have more experience than you or they have studied cross-cultural management as part of an MBA programme, or perhaps they even grew up in the country you are training on. Most will be humble, keen to extend their knowledge even further and develop new skills and we shouldn’t feel daunted by this experience in itself. However, occasionally these experienced delegates may be waiting for the opportunity to catch you out, disagree with what you say or simply demonstrate their superior knowledge. A key point here is to know and to acknowledge this experience from the outset and to ask for permission to draw on it throughout the day. Make sure you do an individual needs analysis before your training so that you already know what experience you will have in the room and at the start of the training ask each delegate to share what they hope to get from being there so that even the most experienced are pushed to think about gaps they have or new perspectives that might help them. Capitalise on their experience but make sure you also add value through your own expertise – you might also gently challenge some of their assumptions or ask them to think about different approaches to the situations they recount.

‘It depends’

Undoubtedly you will stress the importance of not stereotyping or making sweeping generalisations about cultural groups but you may encounter the delegate who is disinclined to see any kind of cultural norm and can only focus on individuality and exceptions. When asked ‘How might this play out, would this be acceptable, what might be a typical response to this situation in your culture?‘ the response will always be the same: ‘It depends.’ This can be a tricky one to manage as the last thing we want to do is to encourage simplification or over-generalisation but of course when we are talking about culture, particularly on short corporate programmes we do need to make generalisations. Culture is something shared after all. It can help to probe a bit deeper with your questions, to turn them around and perhaps ask what response would be likely when people are stressed or under pressure.

‘When in Rome ok, but this isn’t Rome’

If you are training delegates who work with an international client base or are part of a multicultural workforce but are sat very firmly in their own country you may occasionally hear: ‘Of course I would adapt if I went to visit them in their country but they are here in mine so why should I change the way I normally do things?’ Or perhaps they work for the head office of an organisation that has made an overseas acquisition and feel that; ‘they work for us now and so should adapt to the way we do things.’ It can be helpful to respond to this kind of statement to by asking about desired outcomes. Of course, it’s absolutely fine not to adapt and to do things the way you usually do but what to do you want to get from this particular encounter and how might a slight adaptation in your behaviour help move you both towards a more successful outcome?

‘I’m authentic, take me as you find me’

Sooner or later you will come across the delegate who tells you that it’s much more important to be authentic, to be true to themselves than to try and adjust their behaviour or adapt to the different styles of colleagues or customers from different backgrounds. ‘I prefer to communicate directly, I like to tell it like it is, that’s just me, it’s the way I’ve always been and everyone knows that’s how I am.’   As with the previous example it can be helpful to ask this delegate about desired outcomes and personal impact. Introducing Bennett’s Developmental Model of Intercultural Sensitivity might help them to see the benefits of taking different perspectives.

So be ready for these delegates because at some point you will no doubt encounter them. Allow them space and give them options but if things start to become heated have a private word with them during the coffee break to try and limit their impact on other delegates. Above all else, never take it personally, don’t become defensive and don’t enter into arguments with the difficult delegate.Profile_professional

What is the Intercultural Training Channel?

In this short film we explain the Intercultural Training Channel – A virtual platform for you the intercultural trainer, coach or enthusiast.
If you like what you see, please SUBSCRIBE and comment. Please tell us what you WANT from this channel. Because, in a way it is YOUR channel.