In addition to actual business and management consultation, training forms an integral part of the Centre’s mandate and offerings. As with all of our services, course content provides our clients awareness, attitude, knowledge, and skills but at levels customised to meet your internal needs and circumstances. See our courses below, or find out more here.
Offered training packages
- INTERNATIONAL BUSINESS COMMUNICATIONS
- INTERNATIONAL BUSINESS NEGOTIATIONS
- INTERNATIONAL PROJECT MANAGEMENT
- THE SIGNIFICANCE OF CULTURE IN DECISION-TAKING
- CONFLICT AND CULTURE
- CULTURAL DIMENSIONS OF GLOBAL STAFFING
- CULTURAL SHOCK AND THE EXPAT
- CULTURAL DISTANCE AND FOREIGN DIRECT INVESTMENT
- MANAGEMENT, LEADERSHIP AND CULTURAL ANTHROPOLOGY
- NEEDS AND INCENTIVES: CROSS-CULTURAL PERSPECTIVES
- UNDERSTANDING XENOPHOBIA
- DEFINING CULTURAL IDENTITY
- CULTURAL ACCOMMODATION
- RELIGIOUS RADICALISM
INTERNATIONAL BUSINESS COMMUNICATIONS
Audience: Individuals who are required to communicate (verbal and written) using various media on a regular basis outside of their culture.
Level: Cultural Appreciation and Cultural Competency. An introductory course is also available to accommodate Cultural Awareness.
Contents: Listening, communications techniques, media use, letter (e-mail) writing, speech preparation, and the art of PowerPoint tailored to low- and high-context cultures.
Learning outcomes: How to code-switch for efficient and effective communication skills.
INTERNATIONAL BUSINESS NEGOTIATIONS
Audience: Individuals who are required to negotiate with cultures outside of their own.
Level: Cultural Appreciation and Cultural Competency. An introductory course is also available to accommodate Cultural Awareness.
Contents: Agenda-setting, cultural accommodation, individualism versus collectivism in the bargaining process, roles and responsibilities, body language.
Learning outcomes: How to develop better cultural strategies pre-, during, and post the negotiation process.
INTERNATIONAL PROJECT MANAGEMENT
Audience: Individuals who are required to manage projects or are employed as members of a project team with intercultural/international components.
Level: Cultural Competency. An abridged course is also available to accommodate Cultural Awareness and Cultural Appreciation.
Contents: Project management knowledge areas (time, risk, cost, etc.) and culture, interfacing and working with virtual teams, procurement (off-shoring, near-shoring)
Learning outcomes: How to plan and execute projects in an intercultural environment while respecting cost, scope, and schedule constraints.
THE SIGNIFICANCE OF CULTURE IN DECISION-TAKING
Audience: Individuals who work closely with colleagues of another culture often on a daily basis —decision takers, team leads, organisers, Human Resource managers, planners.
Level: Cultural Competency.
Contents: Identifying, and interpreting values, expectations, attitudes, and beliefs; impacts of organisational internal culture interactions with external cultures; the identification and influence of stakeholders; low- and high-context cultures, individualistic versus collectivistic mind-sets.
Learning outcomes: How to cope with culturally diverse decision-taking models while lessening possible negative impacts.
CONFLICT AND CULTURE
Audience: Individuals who work closely with colleagues of another culture often on a daily basis —decision takers, team leads, organisers, and planners.
Level: Cultural Competency.
Contents: Cultural perspectives on conflict and conflict avoidance, the elements of Face, correlates of culture as determinants of conflict, and diversity.
Learning outcomes: How to identify and remedy potential conflictual situations before they occur or resolve those in progress.
CULTURAL DIMENSIONS OF GLOBAL STAFFING
Audience: Human resource managers and general management practitioners.
Level: Cultural Appreciation and Cultural Competency.
Contents: Staffing or managing for control, global staffing choices: expats or local managers, balancing trust and control, retaining local management loyalty, local staffing implications.
Learning outcomes: How to develop and implement an effective culturally-conscious HR and Talent Management programme.
CULTURAL SHOCK AND THE EXPAT
Audience: Human resource managers, general management practitioners, managers scheduled for an international assignment.
Level: Cultural Competency. An abridged course is also available to accommodate Cultural Awareness and Cultural Appreciation.
Contents: Stages of cultural shock, pre-assignment preparedness, acclimatisation, host country code-switching and competency-building techniques.
Learning outcomes: How to recognise the early symptoms of culture shock, cope, and develop personal strategies to combat its effects on professional, social, and family life.
CULTURAL DISTANCE AND FOREIGN DIRECT INVESTMENT
Audience: Strategists, planners, executives.
Level: Cultural Competency. An abridged course is also available to accommodate Cultural Awareness and Cultural Appreciation.
Contents: defining cultural distance, culture and FDI, foreign intervention and the impact on host culture, mathematical formulae used as determinants, culture and FDI fallacies, proponents of critical thinking.
Learning outcomes: How to determine cultural distance and recognise the advantages and disadvantages in the application of FDI strategies.
MANAGEMENT, LEADERSHIP AND CULTURAL ANTHROPOLOGY
Audience: General management practitioners, HR managers.
Level: Cultural Competency. An abridged course is also available to accommodate Cultural Awareness and Cultural Appreciation.
Contents: Culture-based definitions and perspectives of the role of the leader, of management, and their associated roles and responsibilities, comparing attitudes towards managers and leaders.
Learning outcomes: How to interact competently with managers and leaders of different cultures.
NEEDS AND INCENTIVES: CROSS-CULTURAL PERSPECTIVES
Audience: General management practitioners, project managers, HR managers.
Level: Cultural Competency. An abridged course is also available to accommodate Cultural Awareness and Cultural Appreciation.
Contents: Comparing perceptions of the value of work, motivation to work, members’ changing values, needs and wants, and designing and managing incentive systems.
Learning outcomes: How to motivate employees, professionals, and managers of different cultures.
UNDERSTANDING XENOPHOBIA
Audience: Individuals who are required to work or study in regions traditionally outside what they considered to be their comfort zone.
Level: Cultural Awareness
Contents: Understanding stereotypes and their origin.
Learning outcomes: Cultural appreciation and positive reinforcement to seek similarities rather than differences.
DEFINING CULTURAL IDENTITY
Audience: Individuals who wish to increase and enrich their knowledge and study of cultural significance in a globalised environment.
Level: Cultural Competency
Contents: Analyses of the ecological fallacy of national culture. Defining the proponents of culture.
Learning outcomes: Recognition of the variety of cultures resident within one political entity.
CULTURAL ACCOMMODATION
Audience: Individuals who experience initial encounters with migrant populations or refugees.
Level: Cultural Appreciation
Contents: Methods, philosophies, and tested standards relative to co-existence within the adopted culture. Appreciation as to the socioeconomic gains attributed to cultural diversity. ‘Us’ vs ‘them’ mentality.
Learning outcomes: Learning to live positively with difference.
RELIGIOUS RADICALISM
Audience: Individuals interested in the roots of radicalism in the contemporary world.
Level: All
Contents: Cults and extremism. The roots of radicalism and the lack of critical thought.
Learning outcomes: Understanding the conditions associated with radicalism and recognition that extremism is not limited to one religious philosophy.