COURSE CATALOG. Cultural Training and Workforce Development PROGRAM DESCRIPTIONS

Transcription

1 COURSE CATALOG Cultural Training and Workforce Development PROGRAM DESCRIPTIONS

2 COURSE CATALOG Cultural Training and Workforce Development Whether supporting an Expat move, enabling a business unit to better support global projects, or increasing the productivity of cross-cultural groups, GLT offers CCT programs to specifically address your company s unique requirements. Being aware of the differences in values, behaviors, and thought patterns of individuals from other cultures greatly impacts every social and professional interaction. Global LT s cultural training goes far beyond the basic do s and don ts to provide you with the necessary awareness and skills to work across cultures. These tools allow you and your staff to deliver the highest level of performance possible and to be more effective in diverse environments. Global LT has over 35 years of experience in providing Cultural Training in the USA, Europe, Asia and Latin America. Our programs have evolved and adapted to the changing times, as have our highly skilled, experienced, professional trainers who focus on working with adult learners to offer practical solutions. Global LT s programs are designed to provide more than just culture to culture facts and information and strive to respond creatively to the needs and objectives of your team. Tailored, convenient, and individualized approaches ensure that employees can function, communicate and be most effective, globally. Our solutions can help your company create competitive advantage, accelerate global revenue, increase employee productivity and satisfaction, and empower your workforce to live and work anywhere in the world. Global LT s portfolio of Cultural Training solutions equips corporate employees and groups with the necessary tools to function, communicate, and work more effectively across cultures in the global marketplace. Course Descriptions This Course Description Catalog outlines Global LT s most frequently provided Cultural Training and Workforce Development programs and is designed to help you identify the workshop or program that will address your organization s needs. Since our hallmark is customization, all of the following courses can be adapted to meet your specific objectives and to ensure application to the job. If you don t see what you need, our consultants and team of instructional designers can develop a program tailored to all aspects of organizational and individual performance improvement. This series of innovative courses is specifically designed to develop the skills, adaptive behaviors, and competencies that will improve and enhance an individual s ability to understand, communicate, and interact across cultures with co-workers, customers, suppliers, and global partners. Each course will reduce misunderstanding and mistakes, build cooperation, collaboration and teamwork, and improve productivity. 2

3 COURSE CATALOG Delivery Options Instructor Led, classroom - The majority of our learning interventions are designed to develop skills/ competencies and result in behavioral changes that are applied at work to improve job performance. We believe that instructor led classes (using our insructors or yours) that include a variety of instructional methods, group interaction, and practice opportunities can deliver desired results. Ready to Go, customized for you - Many basic courses are ready to go and adequately address many learning and development needs. However, it is our preference to customize courses to reflect the specific needs of your organization and the backgrounds of the participants. This includes adding organization specific examples, unique case studies as well as developing customized elements. Webinars - Whether using go to training or your own platform, instructor led courses are often enhanced with post class webinars to anchor learning, identify on-the-job application problems, and provide additional learning activities and resources. For information and knowledge courses, live, instructor led webinars are also available. Programs and stand alone courses - There are programs that include a series of courses and other learning activities designed as a comprehensive development solution such as Developing Future Leaders, Supervisor Boot Camp, and Talent Development Across Cultures. Half-day and full day courses are designed to impart information and to develop a specific skill set. This guide includes our most frequently provided learning and development courses and is designed to help you identify courses and content to address your organization s needs. All of the courses can be customized to meet your specific objectives and to ensure application to your workplace. These descriptions provide a starting point for adapting a Ready to Go course to meet your needs. Content outlines are available upon request. If you don t see what you need, our team can develop a program to meet your criteria. For more information about Global LT, Inc. please visit our website or contact us at It would be our pleasure to personally meet with you to discuss your needs and how we can assist you. 3

4 COURSE CATALOG Table of Contents CULTURAL ASSESSMENT TOOLS The Peterson Cultural Style Indicator TMA World s Country Navagator The Discovering Diversity Profile EXPATRIATE PROGRAMS: PREPARING FOR GLOBAL ASSIGNMENT-DEPARTURE & RETURN Expatriate Orientation, Country Specific (60+ countries) Expatriate Repatriation Short Term Assignees: Online Consultation INTERCULTURAL PROGRAMS Cross-Cultural Programs (60+ countries) Building High Performance Multi-Cultural Teams Communicating Effectively in the Global Workplace Understanding and Adapting to Cultural Changes Conflict Resolution and Sharing Information in the Multicultural Workplace Management Style: Adapting, Adjusting and Working with Cultural Differences Effective Use of and Etiquette Time Management and Cultural Orientations to Time Leadership in a Global Corporation Recruiting and Retaining Multi-Cultural Staff Storytelling: Leading, Motivating, and Supporting Your Workforce LEADERSHIP, ORGANIZATIONAL & WORKFORCE DEVELOPMENT Diversity Awareness & Inclusion Leading and Managing Generations: Challenges and Opportunities Leading and Managing for Cultural Inclusion and Engagement LEADERSHIP & MANAGEMENT Art of Leadership Leading and Managing Changes in the Global Workplace Developing Effective Cross Cultural Teams.. 28 Leading and Managing High Performing Teams: Locally, Remotely, and Virtually OTHER LEADERSHIP, ORGANIZATIONAL & WORKFORCE DEVELOPMENT PROGRAMS

5 CULTURAL ASSESSMENT TOOLS Cultural Assessment Tools 1. THE PETERSON CULTURAL STYLE INDICATOR (PCSI ) Who should attend: Any individual or couple considering an expatriate assignment, Corporate managers and employees conducting global business The Peterson Cultural Style Indicator is the ground-breaking first tool of its type that allows internationallyfocused groups and/or individuals to compare their cultural style to the typical style of people in over 70 countries. It is meant to offer a quick yet meaningful first look at how one s cultural style might affect social and professional relationships such as decision making, communication and management style in interaction with people from other cultures. Highlights/Dimensions: The Peterson Cultural Style Indicator identifies and measures relative cultural differences on five dimensions: Equality/Hierarchy Direct/Indirect Individual/Group Task/Relationship Risk/Caution Upon completion a personalized report is generated offering suggestions for optimal behavior based on individual scores. The tool can be accessed again and again to measure and increase cultural intelligence. Online: 2 hours, assessment tool and culture - specific debrief In person: as a component of an 8-12 hour expatriate program On site at Global LT (Up to 10 participants) Client s facility (Up to 25 participants) Family s Home 5

6 CULTURAL ASSESSMENT TOOLS 2. TMA WORLD S COUNTRY NAVIGATOR Who should attend: Any individual or couple considering an expatriate assignment, Corporate Managers and employees conducting global business. TMA World s Country Navigator is a powerful e-learning tool that allows users to learn more about over 65 business cultures, helping to ensure outstanding international collaboration and working practices through deeper cross-cultural understanding. The unique, integrated profiling tool, TMA World Prism Profiler, enables the user to assess their own dominant cultural orientations and compare these to their chosen focus country, colleague, or team. Once potential areas of similarity and difference have been identified, advice is provided to the user on how to manage and resolve any issues that might arise. Available in English, Brazilian Portuguese, French, German, Italian, Russian and Spanish, the Country Navigator offers in-depth information on culture and lifestyle, business skills, security and travel information for over 60 of the world s leading business cultures. Highlights/Dimensions: The Country Navigator s insightful content and user friendly features include: Team profiling Peer to peer networking Integrated e-learning modules Quiz and knowledge tests Upon completion a personalized report is generated offering suggestions for optimal behavior based on individual scores. The tool can be accessed again and again to measure and increase cultural intelligence. Online: 2 hours, assessment tool and culture-specific debrief In person: as a component of an 8-12 hour expatriate program * (Please note: included in the cost of the tool is a 12 month license for the Country Navigator) On site at Global LT (Up to 10 participants) Client s facility (Up to 25 participants) 6

7 CULTURAL ASSESSMENT TOOLS 3. THE DISCOVERING DIVERSITY PROFILE Who should attend: Business groups working and committing to value diversity in the U.S. workplace. The Discovering Diversity Profile. As the dramatic shift to a highly diverse workplace continues, organizations large and small know they must help all workers understand, accept, and capitalize on differences which can enrich the organization by making it more innovative and competitive. The Discovering Diversity Profile helps employees learn how they personally respond to cultural diversity issues and how their viewpoints and behaviors affect others. Through self-awareness, understanding and commitment, employees build a foundation of authentic communication, acceptance and teamwork upon which successful futures will be built. Highlights/Dimensions: Explore diversity in four key areas: KNOWLEDGE: Stereotypes and information are assessed UNDERSTANDING: Awareness and empathy are measured ACCEPTANCE: Tolerance and respect are examined BEHAVIOR: Self-awareness and interpersonal skills are measured and insights are provided regarding employees actions and attitudes Online: 2 hours, assessment tool and debrief In person: 4-8 hour Appreciating Diversity program incorporating the Discovering Diversity Profile On site at Global LT (Up to 10 participants) Client s facility (Up to 25 participants) 7

8 EXPATRIATE PROGRAMS Expatriate Programs: Preparing for Global Assignment Departure & Return 1. EXPATRIATE ORIENTATION, COUNTRY SPECIFIC (60+countries) Who should attend: Expatriating individuals, couple and families. Global LT s Expatriate Orientation prepares individuals and their families to live and work successfully in a new culture. This interactive program focuses on the cultural differences and similarities between the expat s native culture and the destination culture. The topics address business, social, and practical relocation issues while encouraging client participation in learning the skills needed for cultural competence. Our training consultants take pride in customizing all training based on the completion of a needs assessment prior to program development. For the expatriate family, Global LT includes a cultural training program for children over the age of six who will be joining their parents on assignment. These youth programs are conducted in tandem with the adult program and employ age-appropriate activities and information. Our experienced youth trainers address cultural adjustment and practical, destination-country information to encourage a positive and exciting transition for the entire family. Our expatriate preparation addresses the specific concerns of assignees and their families and prepares them for adjustment to the new environment. The program equips them for successful interaction both in daily life and business situations in the destination country. A typical Global LT Expatriate Orientation consists of the following modules: The cultural adjustment cycle and managing culture shock Values and viewpoints of the destination culture Communication style, verbal and non-verbal language Conducting business Daily life and socialization In person: 2 days; 1 day; ½ day On line: ½ day; 1 day On site at Global LT Assignee s office Family s Home 8

9 EXPATRIATE PROGRAMS 2. EXPATRIATE REPATRIATION Who should attend: Expatriating individuals, couple and families. Although it seems counter intuitive, coming home after an international assignment IS a cultural transition. The expat employee has changed; the spouse has changed; the family has changed, the domestic corporation has changed, the definition of home has changed. Expectations are high, as most returning expats believe that things will be familiar and adjustment will be minimal. Research and experience have indicated that this why Reverse Culture Shock occurs, catching the global employee and family off guard. Our Expatriate Repatriation workshop provides an opportunity for the expats to share their international experiences, gaining insight into their challenges, accomplishments, and lessons learned. They are guided through research-based activities offering them the skills and strategies enabling them to leverage the personal and professional benefits of the assignment and continue the growth, new cultural perspective and family cohesion. All of the Repatriation workshops are highly customized, as no two expats, or families are the same. In general, the program seeks to help the repatriating employee and family do the following: Assess the significance of what they have learned on assignment and how it impacts their personal and professional lives Evaluate the most important changes in each individual as the result of the international assignment Identify new skills, interests, and perspectives gained and how to utilize them effectively Examine the difficulties one is likely to encounter in the various phases of readjustment Explore constructive, satisfying ways of dealing with these difficulties In person: 2 day; 1day ; ½ day On Line: 1 day; ½ day On site at Global LT Assignee s office Family s Home 9

10 EXPATRIATE PROGRAMS 3. SHORT TERM ASSIGNEES: ONLINE CONSULTATION Who should attend: Short term assignees, short term assignee s partners Alternatives to long-term, expatriate assignments are on the rise, as surveys from ERC, Brookfield and Mercer have recently indicated. Do we localize our employees, send them on extended business travel, or engage them in cross border commuting? And how do we handle and recognize those stealth expats? The bottom line is.and requires.. more creativity and flexibility in expat placement. Short Term Assignments (STA s) are one of these alternative options. Growing in frequency, STA s present a new set of challenges for the corporation, the global employee, and the employee s family. In a rather limited time, the employee may be tasked with everything from a singular, project-based focus, to technical transfer and training, to responsibility for new business startup! Global LT s 4 hour web-based program provides expert advice for practical, culture-specific, individualized preparation required for the short term expat and, if requested, the home-based partner. Pre-Program Requirements: Needs analysis completed by the attendees at least one week prior to the program, in order to clarify corporate goals and customize program based on assignee s personal and professional needs Employee Expectations and Motivations In destination country On the home front Setting objectives Understanding and Managing Culture Shock Recognizing reactions Hit the ground running! Day to day Life Practical information, country and region specific Communicating and connecting with home What is the role of your HR department? Cultural Conditioning Cultural Contrast and Comparison of Home and Destination Culture - Values and attitudes - Communication style - Thought process and planning - Work-life and leisure - Application to workplace Online: ½ day (groups up to 25 participants) 10

11 INTERCULTURAL PROGRAMS Intercultural Programs 1. CROSS-CULTURAL PROGRAMS (60+ Countries) Who should attend: Corporate Managers, HR, employees A country s culture influences all aspects of business and social life. Understanding the reasons for certain behavior and learning to make the most of communicating with your counterpart from another culture are essential skills for establishing a successful business relationship. Comparing and contrasting the values, beliefs and behaviors of one s own culture with the other is a basic cultural training format. Our program employs an interactive, participant-focused format and encourages questions, sharing of knowledge and experience through multi-media and discussion. Based on the completion of a corporate or individual needs assessment, program objectives are set and topics for discussion are established. A typical Cross-Culture program will compare and contrast the following points and provide opportunity for addressing challenges which may impede successful culture to culture collaboration. Topics include: Cultural awareness and perceptions The impact of history on a culture s values and behavior Communication style, language, and skills for effective communication Management style, decision making, negotiating Establishing trust and relationships Socializing, holidays, customs In person: 2 day; 1 day; ½ day On line: ½ day; 1day 11

12 INTERCULTURAL PROGRAMS 2. BUILDING HIGH PERFORMANCE MULTI-CULTURAL TEAMS Who should attend: Managers and employees who are involved in faceto-face or virtual global teams Corporate teams come in all shapes and sizes, and global business has added even more variety to traditional teams in the form of culturally conditioned reactions and preferences. Naturally, this additional difference presents many a challenge, but also great opportunity for collaboration and corporate advancement. Managers and team members are tasked with creating their unique identity and managing the differences by choosing an appropriate path for establishing their third culture - one in which there is not a single culture-based solution to achieving corporate and team goals. This course examines the impact that cultural receptivity has in development of multi-cultural teams, and learning how to communicate effectively within. Topics include: Stages of team development Organizational and cultural factors in team development Creating a shared sense of direction Building trust Defining the expectations of leadership Differences and cross-cultural conflict Strategies for creating a third culture Successful communication practices in face-to-face and virtual teams In person: 1 day; ½ day Online: 1day; ½ day 12

13 INTERCULTURAL PROGRAMS 3. COMMUNICATING EFFECTIVELY IN THE GLOBAL WORKPLACE Who should attend: Corporate Managers, employees Another s language, nonverbal behavior, communication style and even cultural values impact the successful transmission of a message. What are the keys to better understanding the differences that impact our day-today communication with our global counterparts in face-to-face or in virtual conversation? Learn about the fascinating theory behind cultural communication, lessons learned in intercultural exchange, and suggestions for improving your listening and speaking skills. Our full day program examines a variety of cultures and their preferences for exchanging information. Understanding our own style and preference for receiving and transmitting information reveals a good deal about our challenges with other cultures. Customization per country or area of the world is also available. Topics include: Impact of cultural values on communication The theory of Contexting - Verbal behavior and language - Nonverbal behavior and retaining respect The investment of time Relative importance of building relationships Speaking and writing for non-native speakers In person: 1 day; ½ day Online: 1 day; ½ day 13

14 INTERCULTURAL PROGRAMS Who should attend: Corporate Managers 4. UNDERSTANDING AND ADAPTING TO CULTURAL CHANGE This course examines basic assumptions about change, how change is perceived by different cultures, how attitudes and behaviors effect change, the leader s role in the acceptance of change, and how to develop an action plan for rapid adaptation to change. With the shift towards globalization, many organizations must undergo change. When employees feel the effects of change in the workplace they are likely to resist or fear it. This course can help you identify and address employee s concerns to help them accept and take advantage of the cultural changes that are happening. Learn how to create a better workplace environment during change and increase productivity. Topics include: Defining Cultural Change Recognizing the Reasons for Change Basic Assumptions about the New Culture(s) How Will the Change Affect Me and my Cultural Orientation? Positive Attitudes and Behaviors for Effective Change Cultural Tolerance for Change: Individualists and Collectivists Individual Response to Change Leadership s Influence on the Acceptance of Change How Will this Change Affect the Bottom Line? Developing an Action Plan for Rapid Adaptation to Change Listening: Culture-to-Culture Stages of Team Development Organizational and Cultural Factors that Impact Team Development Constructive Relationships Defining the Expectations of the Leadership Building and Maintaining Trust Benefits of a Multi-Cultural Team: Accepting and Celebrating Differences In person: 1 day; ½ day Online: 1 day; ½ day 14

15 INTERCULTURAL PROGRAMS Who should attend: Corporate Managers and employees 5. CONFLICT RESOLUTION AND SHARING INFORMATION IN THE MULTI-CULTURAL WORKPLACE This course identifies the different levels of conflict, the importance of preserving reputation and the view of conflict across cultures, problem solving, reading non-verbal cues, cultural acceptance, and achieving crosscultural synergy. Conflict resolution examines the roles that we play in conflict, discusses the reasons why individuals get upset, and provides you with the tools to successfully navigate your way through these difficult experiences. If your personality and relationship with co-workers often results in you being involved in their conflicts, this course will help you mediate. Or, as a manager you may need to assist in conflict resolution between and among employees. Participants will develop skills for handling personal and work conflict, and develop mediation skills for helping others to resolve conflicts. Case studies and role-plays will be included. Topics include: Identifying Participating Cultural Orientations Identifying Levels of Conflict Establishment of Trust and the Issue of Credibility The Importance of Maintaining Dignity in Conflict Cultural Conceptualization of Problems Reading Non-Verbals and Allowances for Language Differences Open Channels of Communication Purposes of Communication Technology Using Creative Means of Problem Solving: Cultural Acceptance Achieving Cross-Cultural Synergy Comfort Levels with Uncertainty and Predictability Making Decisions: A Cultural Perspective Gaining and Maintaining Respect Across Cultures In person: 1 day; ½ day Online: 1 day; ½ day 15

16 INTERCULTURAL PROGRAMS Who should attend: Corporate Managers 6. MANAGEMENT STYLE: ADAPTING, ADJUSTING and WORKING WITH CULTURAL DIFFERENCES This course provides insight into how various cultures view the role of managers and management. Cultural differences in authority conception, hierarchy, accepting responsibility, information sharing, the ability to give and receive feedback and motivation are discussed. The program will provide managers with the skills to recognize workforce issues and trends that relate to cultural differences; identify specific challenges, potential problems, individual and organizational beliefs, practices, behaviors that are impacted by cultural differences; construct a model for creating a strategy for managing cultures. Topics include: Identifying Existing Cultural Orientations The Concept of Management for Each Representative Culture Management Styles: Formal vs Informal Identifying Goals, Values and Beliefs about Managing The Concepts of Status and Hierarchy in each Culture Accepting Responsibility and Sharing Information Ability to Give and Receive Feedback Relative Concept of Motivation De-motivators Mentoring and Coaching In person: 1 day; ½ day Online: 1 day; ½ day 16

17 INTERCULTURAL PROGRAMS 7. EFFECTIVE USE OF AND ETIQUETTE Who should attend: Corporate Managers and Employees Communicating via has proven to be an efficient way to work with our counterparts around the world. But how effective are we? What are the challenges that we face when we communicate from one culture to another in an ? At what point is a message misinterpreted, taking into consideration the loss of facial expressions and nonverbal nuances that assist in conventional communication? What happens when you are communicating in a second language to a recipient? How do styles vary from company to company, and culture to culture? Our customized four-hour workshop helps create an understanding and awareness of concerns ranging from managing overflow, to privacy and security, to face saving and clarity. In addition, the program will provide guidelines for conveying a professional image within and outside of the company, developing the critical skills that are necessary for communicating what is intended, and avoiding misunderstandings in a multi-cultural workplace. Topics include: Improving online communication skills Managing time and volume Copying: Reply, Reply All Structuring efficient and effective s Consistency within team, department, or corporation Grammar and usage module where requested In person: 1 day; ½ day Online: 1 day; ½ day 17

18 INTERCULTURAL PROGRAMS 8. TIME MANAGEMENT AND CULTURAL ORIENTATIONS TO TIME Who should attend: Corporate Managers and employees Most of us feel pressured to accomplish all that we need to do in the same 24 hour span of time, yet some people do it all with time to spare. How? As individuals, we can only control the moment we are in, not the past, not the future. How do we make the most of that moment? How does that help us shape the future? Many of us work in a multi-cultural environment which also plays a role in how time is viewed, spent or saved. What are the differences in the cultural orientation to time that might impact our time management in the workplace? This interactive program is designed to help employees tap their own ability to organize, prioritize, delegate, and most importantly develop a personal system for managing time. This interactive program employs: A time management assessment tool Checklists Instructive video Practical techniques for identifying time-wasting activities and traps Participants are encouraged to recognize and then follow their own physical and mental energy patterns to structure an individualized plan for resolving time management problems. In person: ½ day Online: ½ day 18

19 INTERCULTURAL PROGRAMS A leader is best when people barely know he exists. When his work is done, his aim fulfilled, they will say: We did it ourselves. 9. LEADERSHIP IN GLOBAL CORPORATION Who should attend: CEOs, corporate leaders, corporate managers This quotation on leadership is from Lao Tzu, the founder of Taoism, which is a very ancient Asian philosophical and religious tradition still practiced in many parts of the world today. One might agree that a Western view of leadership might be similarly stated, yet cultural differences emerge in the many details of leading and managing our multi-cultural workforces. What is seen as a strong characteristic in one culture may be viewed as a negative influence in another. This course examines these differences as well as case studies, providing an opportunity to understand which leadership styles work best in a given culture, and how to best adapt. It expands on leadership skills for application in a multi-cultural organization and will help develop a global mindset. The impact of cultural differences in the workplace Culturally learned attitudes toward leadership: status and hierarchy Making decisions: a cultural perspective Gaining and maintaining respect across cultures Characteristics of a successful global leader In person: 1 day, ½ day Online: 1 day, ½ day 19

20 INTERCULTURAL PROGRAMS 10. RECRUITING AND RETAINING MULTI-CULTURAL STAFF Who should attend: HR Managers, Recruiters Even the way that resumes are constructed and viewed differs from culture to culture. When screening applicants, reviewing qualifications and interviewing candidates from other cultures, how will the process and experience differ? This course focuses on HR recruiting and retaining practices with an intercultural concentration. Topics covered include: Reviewing resumes with a cultural filter Communicating effectively with non-native speakers Being aware of gender roles and cultural differences Understanding views of hierarchy and equality Exploring various expectations regarding recognition and reward In person: 1 day, ½ day Online: 1 day, ½ day 20

21 INTERCULTURAL PROGRAMS 11. STORYTELLING: LEADING, MOTIVATING AND SUPPORTING Who should attend: Corporate Managers and employees YOUR WORKPLACE AND OTHER INTERCULTURAL PROGRAMS What are the lessons, the moments of inspiration, the successes and failures that have impressed us and stay in our memory? Most likely, they came to us in the form of a story. We have stories everywhere in our lives that influence and guide us. They are in our families, in our dealings with friends, and in the workplace. This workshop examines the role of storytelling in business and illustrates how today s successful corporations turn to storytelling for defining their culture and leading, motivating, and supporting their workforce. The value and use of stories in the workplace How stories have emerged as a new tool for managing, coaching, andmentoring The impact that Storytelling can have on your performance and the performance of others How to make a connection between Storytelling and the vision and mission of your corporation How to identify a personal work-related story that needs to be shared How to organize and tell a story for specific work-related purposes In person: 1 day, ½ day Other Intercultural Programs: Cultural Competence for Real Estate Professionals The Benefits of a Multi-Cultural Organization EEO and Harassment Training Simplified Global English for Technical Writing 21

22 LEADERSHIP & WORKFORCE DEVELOPMENT Leadership, Organizational and Workforce Development Workforce learning programs are designed to enhance the knowledge and skills of individuals in order to improve their performance while in their current jobs and to develop capabilities for future opportunities within the organization. Leadership Development programs are designed for leaders and managers with a focus on developing competencies for managing functional responsibilities as well as developing competencies for organizational leadership. All of the courses can be customized to meet your specific objectives and to ensure application to the job. The descriptions and objectives provide a starting point for adapting a core program to meet your needs. Content outlines are available and provide additional information about course content, scope and sequence of activities and instructional methodology. If you don t see what you need, our team of instructional designers can develop a program tailored to your criteria. 1. DIVERSITY AWARENESS AND INCLUSION Who should attend: Corporate Managers and employees We know that the workplace is becoming more diverse, but that doesn t mean that employees and managers are comfortable and knowledgeable about how to function in this changing environment. Understanding, appreciating and utilizing different assets and attributes of individuals is critical to workplace performance and harmony. This course will explore stereotypical beliefs and prejudices about differences in race, age, gender, ethnicity and more in a non-threatening, educational atmosphere. Recognize diversity issues that impact employee, team and organizational effectiveness Identify and use effective strategies and behaviors for working as a member of a diverse work team Identify the benefits of a diverse work team/organization to the individual employee, the work team/organization and to clients In person: 1 day; ½ day On line: 1 day; ½ day 22

23 LEADERSHIP & WORKFORCE DEVELOPMENT 2. LEADING AND MANAGING GENERATIONAL Who should attend: Corporate Managers and HR Managers CHALLENGES AND OPPORTUNITIES As the Boomers start to exit the workforce, the members of Generation X and the Millennials who replace them will share few of the Boomer traits. What can your organization do to modify its culture and practices to attract, keep and maximize the skills of this newest generation of workers the Millennials, and transfer the knowledge of the Boomers to the younger generations? Are managers prepared to empower Millennials with their cutting edge skills? How can Boomers mentor Gen X and continue to contribute and feel valuable? Are the different characteristics of Millenials the same across the globe, or do we see different priorities? Can managers change and accept the different work values and habits of each group? Managers will learn techniques for communicating, motivating, and coaching each generation. Identify the challenges and opportunities that each generation brings to an organization Recognize the expectations, behaviors, values, attitudes and work habits that are typical for each generation Identify the most common areas of conflict among the generations and how to resolve them Examine how the generations differ or share values and priorities in other countries Review the best practices of organizations that have successfully modified their organizational cuture to include all generations Develop interpersonal skills for working with and/or managing across the generation gap In person: 1 day, ½ day Online: 1 day, ½ day 23

24 LEADERSHIP & WORKFORCE DEVELOPMENT 3. LEADING AND MANAGING FOR CULTURAL INCLUSION & ENGAGEMENT Who should attend: Corporate Manager A diverse workforce creates both opportunity and challenge for the organization and its leaders. The business case benefits for a diverse workforce are easy to understand but implementing new organizational strategies for including and engaging employees from a variety of backgrounds is more difficult. Likewise, leading and managing a diverse workforce requires additional knowledge and skills for leaders at all levels. More than ever before, managers are being challenged to recruit, hire, motivate, coach, mentor, develop, evaluate, and retain diverse talent. This program will examine: 1) traditional diversity strategies and the cost of continuing them; 2) best practices for engaging a diverse workforce; and 3) individual skills for managing and leading a diverse team. Identify the specific leadership issues and challenges that are driven by diversity related cases and their impact on the organization Understand personal biases and their impact on the functioning of a diverse work team Understand and demonstrate the management behaviors and skills required to effectively supervise and lead a diverse workforce Identify the benefits of a diverse workforce Recognize the impact that diversity related issues can have on discretionary effort Apply the skills needed to manage a diverse work team with an emphasis on hiring and retention, coaching and mentoring, and performance management In person: 1 day, ½ day Online: 1 day, ½ day 24

25 LEADERSHIP & MANAGEMENT Leadership and Management 1. ART OF LEADERSHIP Who should attend: CEOs, corporate managers Leadership skills are necessary at all levels of an organization and are unique from management skills. Leadership is the catalyst for action, which makes the difference between success and failure. An organization needs leadership to grow, advance and succeed! This class explores the essential skills of leadership and the critical characteristics of a leader. It also addresses how leaders might be chosen and viewed in cultures other than one s own. A self-assessment tool helps identify individual strengths and opportunities for improvement. Objectives: Identify and develop essential leadership skills Identify the different characteristics of a leader in specific countries Define and understand the leader s role in successful work teams Evaluate current leadership skills and identify areas for improvement Develop a specific action plan for improving leadership skills Identify skills needed to effectively coach and mentor team members In person: 1 day; ½ day Online: 1 day; ½ day On site at Global LT (Groups up to 10 participants) Client s facility (Groups up to 25 participants) 25

26 LEADERSHIP & MANAGEMENT Who should attend: Corporate Managers 2. LEADING AND MANAGING CHANGE IN THE GLOBAL WORKPLACE Many organizations today are undergoing change. Whether the change is a planned change initiated by management or a forced change due to global competition or other outside influences, employees feel the effects and often resist and/or fear the change. Managers need to take the time to identify employee concerns and address them appropriately. You will learn what you can do as a manager to soften employee resistance, understand how change is viewed in participating cultures, reduce fear, and effectively manage change in the workplace. Understand the external and internal factors that drive organizational change Identify the benefits of managed change and the costs of change reaction Identify current and future challenges and opportunities Understand the characteristics of change, the change cycle, and individual cultural reactions to change Recognize the concerns and needs of employees during change Develop strategies for including employees in the on-going management of workplace change In person: 1 day; ½ day Online: 1 day; ½ day On site at Global LT (Groups up to 10 participants) Client s facility (Groups up to 25 participants) 26

27 LEADERSHIP & MANAGEMENT Who should attend: Corporate Managers 3. DEVELOPING EFFECTIVE CROSS CULTURAL TEAMS It takes a lot of work to turn a group of people into a team. Developing Effective Cross Cultural Teams will help managers, supervisors and team leaders create high performing work teams. In addition to understanding all of the basics of team development and team dynamics, participants will develop personal attitudes and skills to be role models of team members from various cultures and identify and address organizational processes, systems, policies and practices that support teamwork. Inventories and checklists for determining organizational readiness, types of team structures in place, leadership and member skill requirements will be discussed. Identify appropriate issues/assignments for team involvement Identify cultural characteristics which influence building teams Demonstrate appropriate leadership and management Understand the stages of team development Identify individual and organizational areas of strength s and areas in need of improvement. In person: 1 day, ½ day Online: 1 day, ½ day 27

28 LEADERSHIP & MANAGEMENT Who should attend: Corporate Managers 4. LEADING AND MANAGING HIGH PERFORMING TEAMS: LOCALLY, REMOTELY, AND VIRTUALLY The reality of a global workforce linked through technology but separated by time, distance and culture requires additional leadership and management competencies. This program will help leaders enhance their knowledge and skills for working with various types of teams who are managed locally, remotely, and/or virtually. Based on individual needs and circumstances, leaders will have an opportunity to select those best practices that will work for them, identify additional training needs for themselves and their teams, and develop an action plan for increasing their effectiveness. Apply best practices to increasing team performance locally, remotely, virtually Demonstrate the characteristics of an effective team leader and member Build a high performing team by maximizing the skills and knowledge of team members Implement best practices for planning and facilitating team activities and supporting teamwork Improve teamwork through enhanced relationship and task management Apply appropriate technology and process tools to team activities. Identify learning and development needs for yourself and your team(s) Utilize references and support materials for on-going development In person: 1 day, ½ day Online: 1 day, ½ day 28

29 LEADERSHIP & MANAGEMENT 5. EXECUTIVE COACHING Who should attend: CEOs, VPs, other Executives Companies that want to strive in the future need leaders who excel in a multicultural environment. Executive Coaching helps executives to gain new insights and skills while they are pursuing their business objectives, understanding their own and other people s motives and emotions and learning to manage them more effectively. Acting as global role models by perceiving, thinking and acting in a culturally mindful way Building trustful global relationships to inspire, engage and constructively challenge global staff Proactively managing the impact of cultural dimensions on business practices to effectively focus, align and mobilize global organizations The Coaching Process includes, but is not limited to: Set up a contracting meeting to clearly define expectations Comprehensive assessment Initial workshop Ongoing coaching relationship Review meeting The coaching services support the creation of measurable and observable results. Greater effectiveness of global organizations Improvement of financial measurements Stronger, lasting relationships and higher quality of life Better career enhancement opportunities The Coaching sessions help executives to gain new insights and skills while they are pursuing their business objectives. Understanding their own and other people s motives and emotions better and learning to manage them more effectively Acting as global role models by perceiving, thinking and acting in a culturally mindful way Building trustful global relationships to inspire, engage and constructively challenge global staff Better career enhancement opportunities Proactively managing the impact of cultural dimensions on business practices to effectively focus, align and mobilize global organizations In person: 1 day, ½ day Online: 1 day, ½ day 29

30 OTHER PROGRAMS Other Leadership, Organizational and Workforce Development Programs Communications That Build Bridges Listening Skills Presentation & Public Speaking Skills to Multi Cultural Groups Writing Skills Customer Service is Relationship Management Influencing & Negotiation Skills Decision Making How to Delegate Planning and Conducting Effective Meetings Strategic Thinking New Supervisor Boot Camp Career Connections Harassment Education Preventing Workplace Violence Global LT is proud to offer an extensive array of programs for our clients. These courses, which are individually customized based on participant experience and requests, are constructed on the GLT CULTURE model for optimum understanding of the influence of culture in the workplace. All programs include the following: Highly qualified business and cultural experts Training in the participant target language Global coverage Material/participants manual included in the price. All travel expenses, program development and participant materials included in program price To learn more, contact one of our regional offices for more information. AMERICAS EMEA APAC AMERICAS: 1871 Woodslee Drive Troy, Michigan Toll Free: LTT1 Telephone: Fax: Web: GLOBAL-LT.com INTERNATIONAL OFFICES: APAC Telephone: EMEA Telephone: +44 (0)