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Cultural Impact Sdn Bhd

B1-42-8 Soho Suites @ KLCC

20 Jalan Perak  

50450 Kuala Lumpur

©2018 by Cultural Impact. 

Cultural Impact Approach

Translating Global Cultures

to

Local Context 

Creating Inclusive and Effective Global  Teams

Developing 

Global Mindset in Asian Managers 

Coaching 

Expatriate Leaders to Succeed in Asia 

Translating Global Corporate Cultures to Local Context 

Creating Inclusive and Effective Global Teams

Working Better Together

 

Key outcomes:

  • Creation of a common language and behaviors around key corporate concepts and value

  • A road map to improve communication and collaboration 

  • Internal sessions led by the Asian team to coach their Dutch colleagues on how to work effectively with local stakeholders

The challenge:

  • Lack of common ground & common language that led to negative impact on collaboration and performance between Malaysian and Dutch teams.

  • To create a culture truly shared by Malaysia based team and team in the Netherlands (HQ)

Our approach: online survey + group facilitation

  • We identified gaps between perspectives, expectations & values at work of both teams.

  • All stakeholders in both team completed the IRC assessment

  • Workshops with both teams in each geographic location to open the minds of stakeholders to the differences between the cultures at play 

.

 
 

A Culture of Safety

Key outcomes:

  • Acquisition of  new skills that strengthen the safety awareness, improves communication and encourage collaborative behaviours among the 3 main cultures interacting off-shore to prevent safety hazards

  • Ability for the crew to translate the 3 key challenges ( Observing/Anticipating, Speaking Up, Being Open)  into culturally congruent (fitting the context) messages leading to safer behaviours.

 

The challenge:

  • Beyond the EHS processes in place,  the company has found that it is a change of mind-set that is necessary to reach Incident and Injury Free (IIF) targets. Regular  safety training for the crew are in place  and the question was:  how to make these trainings equally effective regardless of the nationality and/or context of the participants

 

Our approach:  survey & interviews + group facilitation

  • The program was developed after a series of interviews and focus group discussions with key stakeholders.

  • The programme focuses on  Growth (attitudes)  and Skills (competencies),   encouraging a  shift in mind-set (heart) and  practicing new skills (hands). It provides  theory and models as the basic skeleton of the course, with a focus on experiential and active learning.

  • In addition to reminding participants of the importance of safety tools(Toolbox and Risk Assessment tools) and reflecting on the safety hazards encountered, we provided tools to empower participant to speak up, take action and responsibility,  in the event of a safety hazard situation.

Developing A Global Mindset in Asian Managers  

 

Coaching Expatriate Leaders to Succeed in Asia 

Key outcomes:​

  • The participants gained a deeper understanding of the Asian context  as well as their own strengths and pitfalls.  They felt  better equipped to address their new challenges, to interact  with colleagues and clients  and to lead  their teams. 

  • Deeper understanding and acceptance of all stakeholders’s perspectives and approaches.

  • Clarity on what effective behaviours should look like in the team and how each team member can contribute to the team effectiveness. 

 

The challenge:

  • Equip expatriate executive new to Asia  with relevant knowledge to undestand Asian context.

  • Help participants develop stronger intercultural competences.

 

Our approach: online survey + group facilitation

  • Participants  completed the IRC assessment

  • Individual Coaching session 

 

Leading In Asia

Key outcomes:​

  • The participants gained clarity on leadership and communication style. 

  • They developed cultural nuances in leading and influencing and widened their repertoire of behaviours.

  • They gained confidence to contribute to the success of the organisation in Asia.

  • They acquired new leadership skill that they could immediately apply to their work

 

The challenge:

  • Lack of common ground & common language that led to negative impact on collaboration and performance between Malaysian and European teams.

  • Limited  leadership competences 

  • Lack of alignment

 

Our approach: group facilitation + coaching + online learning 

  • A 8-month program of blended learning