Oct 09

Deputy Prime Minister’s Bid to Gain New Business with Turkey

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management No Comments »

Radio 5 Live’s ‘On the Money’ recently brought to our attention Turkey’s attractive position as an emerging market and potential trade partner for the UK. Last week Nick Clegg lead a trade delegation to Turkey with the purpose of seeking new investment in Britain and increasing UK exports to this fast growing market that spans Europe and Asia. The Deputy Prime Minister was joined by Business Minister Michael Fallon and a business delegation of 18 CEOs and Senior Executives from companies including Arup, Mott McDonald, AECOM, Lloyd’s of London and Cella Energy. Together they discussed possible new business ventures with their Turkish counterparts which could be worth up to half a billion pounds.

With new business deals already agreed between a number of British companies and their Turkish counterparts, other UK businesses will also be eager to develop business partnerships with Turkey. Already Turkish company HDM Steel Pipe is opening a £7 million factory in Cardiff , creating 38 jobs Wolverhampton based Concept Steels signing a £5 million contract with a Turkish firm to export alloys, metals and components for the oil and gas and chemical industries.

Istanbul Aya Sofya Mosque Tulay Over i Deputy Prime Ministers Bid to Gain New Business with Turkey

©iStockphoto.com

What do we know about Turkey?

Turkey is now Europe’s seventh largest economy and is one of the world’s largest markets. Turkey bridges both Europe and Asia, making it an appealing country for UK businesses to invest in. However, even though Turkey’s modernisation is rapid it still holds traditional values and cultures at its heart. It has a combination of two unique cultures creating a diverse collection of ideas and beliefs. Therefore an understanding and awareness of its culture in business is an essential tool to Britain’s success.

Top tips: key concepts and values

  • Family – The most essential social unit in Turkish culture is the family
  • Multitasking – Turks tend to juggle multiple activities at the same time and continue several conversations simultaneously. Thus, in a Turkish business environment, it is not uncommon for phone calls to be taken during scheduled meetings
  • Islam – Modern day Turkey is a secular state; however the philosophy and ideology of Islam still remains a prevalent feature of Turkish culture

Tips for doing business in Turkey:

  • Schedule business appointments in advance to ensure that you avoid Turkish holiday’s e.g Ramadan
  • Given the influence of Islam on Turkish society, daily routines, appointments and meetings must be fitted around each of the five daily prayer times
  • Decisions are always made by the most senior business people. However, due to the strong sense of collectivism that underlines Turkish business culture, the decision maker will often consider the group involved in that decision
  • At the start of any business meeting or social gathering, it is customary to greet your Turkish counterparts with a handshake; failure to do so may be considered rude
  • Engaging in small talk before beginning business discussions is important for establishing rapport in Turkey. It is a good idea to get to know your Turkish counterpart on a personal level

The deputy prime ministers goal is ‘…to double bilateral trade by 2015…’ For the UK to achieve these far reaching goals an understanding of Turkey’s cultural makeup is essential. Cross cultural awareness training programmes such as doing business in Turkey or living and working in Turkey can provide executives and employees with the essential knowledge they need to know about the country and its culture. Showing an understanding of Turkish customs and traditions will enable British businesses to mitigate against any risks associated with cultural misunderstanding and build a more successful social and business relationship for the future.

© Communicaid Group Ltd. 2012

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Sep 02

Cross Cultural Training: How to Compete Successfully on the Global Market

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

Organisations increasingly send employees abroad on international assignments all over the world. While this has several advantages such as an increased global reach for the organisation and access to a broader talent pool, it also creates a large array of new challenges for international assignees who have to adapt to new working practices and communication styles. Helping international assignees to develop their intercultural skills through cross cultural training is crucial for global organisations that require successful communication and collaboration across cultures.

Globes Mike Bentley i1 Cross Cultural Training: How to Compete Successfully on the Global Market

© istockphoto.com/ Mike Bentley

Understanding the impact of culture on business and working practices is vital. Our behaviours and values are widely influenced by our cultural background but this can sometimes be difficult for foreigners to decipher without the right cultural tools and understanding. A comprehensive analysis of cultural values in specific countries can significantly help employees to decipher key cross cultural attitudes towards aspects such as time, hierarchy or risk. Culture also influences how we communicate verbally, non-verbally and virtually. All these cultural elements can hinder effective communication within international teams and cause cross cultural misunderstandings and frustrations if not understood or managed.

Being aware of cross cultural business practices is sometimes not enough. When organisations decide to send employees to work on short or long international assignments, it’s important that they consider the support options to ensure that expatriates understand the impact of culture on their daily life. How to socialise, hints of the country’s environment and useful information for the other members of the family are just a few examples of what a cross cultural training course can provide international assignees. These elements must be taken into consideration as they can greatly reduce the culture shock upon arrival.

A lack of cultural awareness can harm business opportunities and cause organisations to lose large amounts of money and time spent on human resources. Communicaid’s cross cultural training courses are specifically designed to provide key information and insight needed by the international assignees and their family, enabling an easier adaptation process which is essential for a successful personal and professional experience on the global market.

© Communicaid Group Ltd. 2010

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Aug 12

The Importance of a Global Mindset for Success Overseas

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

In the current worldwide economic situation, being culturally aware and interculturally competent is a must for success in this highly competitive international market. Successful business people from all over the world are competing for top positions in international organisations. Being business savvy and having a good track record at home is no longer enough to secure the best roles in the global arena.

Globe Kasia i The Importance of a Global Mindset for Success Overseas

© istockphoto.com/ Kasia

According to new research published by the Harvard Business Review, a ‘global mindset’ is what candidates need to be successful in a global role in which they will need to be capable of adjusting to different environments and have the ability to work effectively with international colleagues. This ‘global mindset’ is defined as having three key elements: intellectual, psychological, and social capital.

Looking at how two people, one with and one without a global mindset, deal with cultural difference and international situations can give us a very good idea of how important having a global mindset is for anyone in a global role.

Alan, a promising employee at a US-based manufacturer was sent to Beijing as general manager for consumer products. He was excited by the challenge and looked forward to helping his company through a difficult period which was due to internal tensions that were interfering with the growth of the company. Before he started his new role he researched Chinese culture and read that the Chinese tend to think collectively and prioritise the interests of the group. As he started his work in China he emphasised the need for cooperation and teamwork amongst his employees in order to improve the situation and achieve the desired results.

After 60 days however there were no visible improvements and Alan found that although his employees had agreed to all of his suggestions, they had not committed to any specific action and were also not holding anyone accountable for the lack of improvements. Alan soon started to lose confidence in his abilities, took a dislike to Chinese food and Chinese culture and ended up returning to the US before the end of his international assignment in China costing the company wasted time and money.

Debra, Alan’s colleague, had a completely different experience when she was sent to Sao Paulo under similar circumstances. She was expected to turn around operations affected by low productivity and poor staff morale in a short timeframe. Unlike Alan, Debra was born in Venezuela to US military parents, had travelled extensively throughout her life and was fluent in several languages. Debra quickly embraced her new position and sought input from the local staff about what needed to be done to improve productivity. She did her research and took every opportunity she could to reach out to her staff. Within months, her project was back on the right track.

So although Debra’s background was more international than Alan’s, why were their experiences so different?

According to experts, the intellectual, psychological and social capitals that make up a ‘global mindset’ are each comprised of three key attributes that can guarantee organisations that their assignees are ready and likely to succeed in an international assignment. These attributes are:

Intellectual Capital: Global business savvy, cognitive complexity and a cosmopolitan outlook.

Psychological Capital: Passion for diversity, thirst for adventure and self-assurance.

Social Capital: Intercultural empathy, interpersonal impact and diplomacy.

Debra’s previous experiences abroad and her knowledge of other languages and cultures helped her to better understand her new employees and how she needed to deal with them in order to increase staff morale, confidence and productivity. She possessed, apart from talent, the ‘global mindset’ required for the international assignment set by her company. While Alan was talented as well, his skills weren’t as transferable to another culture given his lack of previous exposure to an international environment.

Debra was born into a different culture and had international experiences from an earlier age than Alan. However, the skills necessary for success in international assignments are not necessarily skills you are born with but can be acquired through cross cultural awareness training and international exposure.

Cultural awareness training programmes can equip you with the relevant tools and strategies to communicate efficiently with foreign counterparts and reduce the stress coming from a new and international context. They can also help you to adapt your management styles and understand the motivation factors and expectations of your new counterparts, ensuring a good working atmosphere. Getting familiar with their cultural values will also help you to decipher their behaviours and thus avoid critical incidents which can jeopardise a project or a profitable business opportunity.

Communicaid’s specialist courses such as cultural training for Relocation, Managing International Teamsor Effective Global Leadership can provide you and your company the necessary knowledge and skills required to thrive in the international arena. By being culturally aware and prepared to work across different cultures, employees of international organisations who posses this ‘global mindset’ are invaluable assets to their company, capable of increasing their chances of success and of profitable international assignments.

© Communicaid Group Ltd. 2010

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Jun 22

International Assignments: Overcoming the Cultural Challenges Together as a Family

Cross Cultural Training, Cultural training for Relocation, Culture No Comments »

The increase in numbers of long-term international business assignments has led employers to look at family relocation as an important element of a successful international assignment.

Successful family relocation is increasingly recognised as a key factor in international assignments for two reasons. Firstly, one of the most common causes of failed international assignments is the employee’s partner’s unhappiness in the new location. Secondly, employees who relocate with their families usually feel more secure in their new environment and are less inclined to travel back to their native country as frequently as those whose families stay behind which saves the organisation time and money.

 

Family H Gall i2 International Assignments: Overcoming the Cultural Challenges Together as a Family

© istockphoto.com/ H Gall

 

Sending employees and their families abroad can present a huge risk to international organisations. If the family members fail to adjust and fit in to their new cultural environment, the company risks huge financial costs. Some estimates put the cost to an organisation of a failed international assignment at $250,000 or more.

Providing cross-cultural training for relocation programmes to the international assignee’s family can help prevent this direct cost to the organisation and lessen the emotional strain of the relocation on the partner and children. Participating in a Living and Working in Saudi Arabia cultural awareness training course, for example, helps families moving to Saudi Arabia anticipate any potential problems they might have in adjusting to the cultural differences while it also equips them with strategies to ensure they maximise their relocation.

Training the family of international assignees provides a unique opportunity for them to experience the target culture as a family and find ways to help each other through any problems during their adjustment to their new life and surroundings. Ensuring the whole family is happy and well adjusted will drastically improve the chances of a successful international assignment and save the organisation time and money.

© Communicaid Group Ltd. 2010

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Jun 17

Living in the UK – Is this the end of the ‘Home Sweet Home?’

Cross Cultural Training, Cultural training for Relocation, Culture 1 Comment »

The latest Mercer Quality of Living City Ranking was published recently and it contains a major surprise: the only United Kingdom city in the top 50 is London, far behind other European countries like Germany which had seven cities in the top 50 and Austria which has the number one rated city Vienna. Even France did better with two cities (Paris and Lyon) being ranked 34th and 38th respectively. With such a disappointing result, some may wonder if it is indeed the end of the “Home Sweet Home” concept cherished by many British.

IMG 1469002 1024x636 Living in the UK Is this the end of the Home Sweet Home?

© Cora Malinak

Living in the United Kingdom is often challenging for newcomers who may find some of the cultural aspects of British culture confusing or difficult to understand. One of the best examples of this is the concept of the British ’stiff upper lip’ which is a term often used to describe the lack of emotions displayed by many British and their preference to maintain a level of formality and detachment in certain situations. This straight face and reserve can often be negatively perceived as cold and uninterested. In fact, it’s one thing that helped the British population get through many historical ordeals like the blitz during the Second World War.

Other cultural factors can get in your way when you are trying to settle in the UK such as the sense of humour. The use of self deprecating irony is common and something you will definitely need to get used to when living in the UK and making new contacts. The same applies for the fairly indirect British communication style which requires a higher level of attention to not only what is being said but also to the tone of voice and facial expression in order to effectively decipher their message.

The British Isles are also renowned for the diversity and vast array of people, landscapes and regional differences. Scotland’s landscapes are dramatically different from those in Southern England while there is a significant difference in the English accents of Birmingham and Belfast. This wonderful patchwork makes the British Isles an amazing place to live, full of diversity and new discoveries.

While having only one city in the Mercer Quality of Living City Ranking can seem disappointing to some, the United Kingdom can still be proud of having four cities ranked between the 53rd and 63rd positions, showing that living in the UK can be a great experience thanks to the many wonderful cultural and historical assets added to the overall quality of life in the country.

Regardless of the potential cultural challenges awaiting you, living in the United Kingdom can be a truly enjoyable experience. To fully appreciate British culture and to ensure you have a positive experience, however, it is vitally important that you understand the challenges awaiting you in the UK. Communicaid’s Cultural Awareness Training United Kingdomcourses like Living and Working in the UK can help you to identify and overcome the main cultural differences in the UK and develop appropriate strategies that will ensure you get the most out of your expatriation in the UK.

© Communicaid Group Ltd. 2010

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May 04

Living in France – A Mix of Cultural Pleasures and Challenges

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

A recent article published by CNN presented France as the best place to live worldwide. Its ‘joie de vivre’ and amazing cultural heritage seem to be acknowledged by everyone. But if this sounds like a good reason to try out the French way of life, it can however bring its own set of challenges. Like every country, France has its cultural particularities that need to be understood to ensure the best possible experience of living and working in France.

France is among the most diverse countries in the world in terms of landscape and environment. From high mountains to sea shores, preserved forests and cultivated farm lands combined with an extensive cultural heritage, you will have a lot to discover when living in France.

 

French Cheese Andreas Arnold i Living in France – A Mix of Cultural Pleasures and Challenges

© istockphoto.com/ Andreas Arnold

 

Living in France can bring many unique and different experiences depending on where you are based in the country. There are huge differences between the north and the south of France, not only in the climate and geography but also in the cultural values and attitudes you will find people have who live in each part. For example, in the north of France, people tend to be more task oriented, have a fairly neutral communication style and can be quite monochronic. Conversely in the south, French will tend to have a more affective communication style and a more flexible approach to time than their fellow citizens in the north.

In addition to the north and south divide, there are also many key differences between the cities. France is a heavily centralised country and Paris is the place where key political, economic and cultural events take place. The pace, population, lifestyle and even the wages differ from the other French major cities. Living in Marseille, Lille or Nantes, for example, you will have an entirely different experience.

Wherever you are living in France, you will probably find a set of key cultural values, traditions and customs that influence most aspects of French culture. One of these key values cherished by the French population is the concept that the French are the best. To put it simply, French often give the impression that if it is not French, it is considered of lesser quality or even completely irrelevant. This attitude can be difficult for foreigners who just arrived in France to understand or accept and can often be interpreted negatively as excessive arrogance or cockiness.

That being said, this attitude of national pride is what drove the French to create some of the most famous brands and products in the world. This constant search of having the best living standards is probably one the most enjoyable parts of being an expatriate living in France. Fine brews and of course the famous French cuisine are the best examples of this.

No matter where you live in France, it’s important to understand what communication styles, cultural values and attitudes to expect. Cultural Awareness Training France programmes like Communicaid’s Living and Working in France can help you anticipate any major cross cultural challenges and increase your understanding of life in France to ensure you have a smooth expatriation.

 © Communicaid Group Ltd. 2010

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Mar 03

Cross Cultural Training for Relocation

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Human Resources 1 Comment »

Cross cultural training is extremely important for employees being relocated to another country. Intercultural training programmes for relocation provide the cultural preparation and strategies without which international assignees and their family members could struggle when adapting to life and work in the target country.

The intense cultural transition that follows being relocated to a foreign country can, without adequate preparation, result in significant culture shock. Instead of hitting the ground running, employees may struggle to integrate into their new environment and be unable to effectively cope with their new international assignment. This leads to potentially huge costs for the organisation and a negative impact both on the employee’s emotional resilience and ability to perform well in the future.

iStock 000007068543Medium 300x199 Cross Cultural Training for Relocation

© istockphoto.com/ Neustockimages

In the 2008 Global Relocation Trends Survey Report conducted by GMAC respondents rated cross cultural training for relocation as the third most important initiative to increase ROI of international assignments, claiming that “cross-cultural preparation has a direct impact on the financial success of a relocation/assignment”.

Cross-cultural training for relocation programme such as Living and Working in Japan can significantly reduce the risk of international assignments by providing international assignees with the intercultural knowledge and skills required to be successful when working across cultures.

Despite this, many companies still fail to make cross-cultural training for relocation programmes mandatory and therefore risk huge financial loss from early returns or damage to relationships with international counterparts through cultural faux-pas and misunderstandings.

© Communicaid Group Ltd. 2010

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Dec 22

Relocation Training for International Assignees: Why is it so important?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

In this era of increasing globalisation, transnational corporations and cross-cultural mergers and acquisitions, a growing number of people are sent on international assignments around the world.

As organisations continue to outsource their operations to countries like India or the Philippines, or work with clients in countries such as Russia or Brazil, employees relocating for business must face giving up their familiar lifestyle in exchange for a completely new and different culture.

It’s not difficult to imagine the stress an international assignee might experience when changing his/her comfortable London office to an unfamiliar one in Moscow or Riyadh. International assignees often react to stress by expressing some of the following:

• General fatigue
• Lack of efficiency
• Lack of initiative
• Difficulty prioritising
• Slower reaction to time
• Frustration and irritation

Many specialists in cross-cultural communication connect these symptoms of culture shock to a lack of knowledge about the target country and its cultural norms and values. This lack of knowledge and cross-cultural skills can result in massive cross-cultural misunderstanding and failed international assignments costing the organisation a lot of money and time.

Cross-cultural training programmes such as Living and Working in Russia or Partner and Family Cross-Cultural Training can reduce the stress levels associated with international assignments and therefore improve individual business performance.  This in turn will ensure that the organisation saves not only a significant amount of money but time and resources spent on the international assignment.

Many cross-cultural trainers agree that poor performance is connected with the inability to adjust to a new communication style. One example where a lack of cross-cultural understanding resulted in a failed international assignment was when an English businessman recently relocated to Russia and felt his Russian colleagues’ communication style of using imperatives or commands was too direct. Because they were not using a more indirect approach and polite style which is expected in the UK, the English businessman incorrectly misinterpreted his Russian counterparts’ communication style as rude, aggressive and overly directive.

The misunderstanding and offence caused by their inability to effectively communicate with each other resulted in a failed contract negotiation and the departure of the English businessman for another assignment which had huge cost implications for the organisation.

Cross-cultural training programmes for doing business in Russia would have helped to prevent this kind of situation, minimising cross-cultural mistakes and improving cross-cultural communication skills to become more effective in a global context.

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Dec 21

Coming Home: The Hidden Challenges of Repatriation

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Human Resources No Comments »

The thought of returning home after an international assignment usually creates a variety of mixed emotions for international assignees.  The excitement of seeing family and friends, anxiety about how they might be accepted professionally and personally and feelings of sadness about leaving the life they created abroad are all symptoms of reverse culture shock that many international assignees face upon repatriation.

Most people underestimate the potential challenges of readjusting to life back home.  In fact, studies show that repatriation is often the most difficult phase of the international assignment process and that reverse culture shock often affects both professional and personal reintegration.

Major professional challenges may involve the:

• Lack of recognition of improved professional skills
• Lack of an appropriate professional role
• Challenge of integrating into a potentially different organisational culture

On a personal level, international assignees often:

• Have unrealistic expectations of life at home and how it has changed
• Make false assumptions about how easily they will be able to fit back in
• Have difficulty supporting family members experiencing reverse culture shock

Studies show that over 40% of returnees leave their companies within one year of their return.  This has serious direct and indirect cost implications for the company.

Repatriation Training can help international assignees anticipate the challenges of returning home and develop strategies for dealing with them. Repatriation training provides international assignees an understanding of what has changed in their home country, tips for dealing with reverse culture shock and support from an expert to understand the hidden challenges of returning home.  Organisations can also benefit from providing cross-cultural training programmes for relocation to international assignees as it will help them harness their new skills and experience and ensure they have a professional place to come back to.

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