Leading In Asia
Key outcomes:​
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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.
The challenge:
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Influx of expatriate delegates into management roles in a predominantly Malaysian work environment in an airline company
Our approach: Living & Working in Malaysia workshop series
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3 segment sessions for expats on understanding the Malaysian cultural framework, functioning effectively in Malaysia’s work culture, and reconciling dilemmas
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Key discussions include understanding the Malaysian context, reconciling expectations, multicultural team dynamics, and managing &motivating staff
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Working better together
Key outcomes:
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creation of a common language and behaviors around key corporate concepts and value
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a road map to improve communication and collaboration
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Internal sessions led by the Asian team to coach their Dutch colleagues on how to work effectively with local stakeholders
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The challenge:
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Lack of common ground & common language that led to negative impact on collaboration and performance between Malaysian and Dutch teams.
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to create a culture truly shared by Malaysia based team and team in the Netherlands (HQ)
Our approach: online survey + group facilitation
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We identified gaps between perspectives, expectations & values at work of both teams.
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All stakeholders in both team completed the IRC assessment
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Workshops with both teams in each geographic location to open the minds of stakeholders to the differences between the cultures at play
Growth Mindset Culture
Key outcomes:
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90mn of intense creativity, reflection and action
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Clearly identifying a corpus of typical behaviors and attitudes to be improved during company meetings
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Leadership development programs are now being developed
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The problem:
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developing a more collaborative corporate culture @ Microsoft Malaysia
Our approach: an “experiential audit”
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Interview with key people in different layers of the organization
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Verification of findings from interviews and surveys
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On that basis, we created an exchange theatre play for the company meeting to stimulate a larger conversation on obstacles & options in typical work situations.
A Culture of Safety
Key outcomes:
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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
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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:
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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: online survey + group facilitation
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The program was developed after a series of interviews and focus group discussions with key stakeholders.
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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.
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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.
A Culture of Inclusivity
Key outcomes:​
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The program brought clarity and understanding of each party preferred way of collaborating and communicating
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It brought greater empathy from all sides and enhanced the commitment to build a successful team.
The challenge:
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On-boarding and integrating the first team of Malaysian hires in a global organisation
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Optimizing collaboration within Malaysian-French teams
Our approach: Intercultural competencies building and developing a roadmap of working together
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Assess individual Intercultural competencies with the IRC© self-assessment tool
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Develop a series of workshop to deepen participants mutual understanding of their respective cultures
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Provide a common framework to address cultural challenges and biases
Translating global culture to local context
Key outcomes:
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Creation of a common language and behaviors around key corporate concepts and values that enable participants to address unconscious biases.
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Higher levels of communication and cooperation resulting in greater efficiency.
The challenge:
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To create greater awareness of how unconscious biases impact how Lhoist values and desired behaviours are understood within the APAC team and how this can affect performance
Our approach: Building an APAC Culture with Aligned Understanding of Values and Desired Behaviors
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An online audit to identify gaps between perspectives, expectations and values at work of Lhoist Asia teams both at managerial and executive levels. The audit is used in a training series implemented to guide participants to achieve a mind-set shift and make the necessary behavioural changes.
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To provide the team with a framework and skills needed to align Lhoist values and the team values and local context in order to define the behaviours needed to enhance performance within Lhoist Asia.
Strategic planning and organisational audit to perform in a challenging environment
Key outcomes:
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Clarity on team members team roles, cultural unconscious biases creating greater empathy within the team
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Team alignment on objectives, goals and desired behaviours leading to higher levels of communication and cooperation and greater team efficiency.
The challenge:
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Create better cultural understanding and open clear and honest communication among the leadership team members (4 different nationalities, 3 corporate cultures)
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Revisiting the organizational structure
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Optimizing communication through out the organization
Our approach:
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Cultural and organisational audit through online survey
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Interview with key people in different layers of the organization
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Facilitation of a three day retreat for leadership team to refine strategy and develop action plan for the 3 years to come
Case Studies
Cultural Impact has carried out programs involving: Working in a multicultural organization, Boosting multicultural teams, Working across borders, Building an effective team culture, Develop an inclusive leadership mindset, Living and working in a new culture and Communicating effectively across cultures.