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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Aug 26

The Intercultural Challenges of Expatriations: A Look at the Difficulties Partners Face

Cross Cultural Training, Cultural training for Relocation No Comments »

A recent article in the New York Times highlighted how expatriations can be hindered by how well partners integrate to the new culture. As the number of expatriates around the world increases, the number of partners who fail to successfully adapt to the new culture multiplies. Many partners lack the appropriate spouse and family training and supportand are therefore often unprepared for their relocation. Difficulties finding a job abroad, creating new networks and adapting to life in the new country as a result can add a lot of pressure on the employee and their relationship with their partner, thereby jeopardising the whole expatriation.

Family looking at globe Константин Чагин i The Intercultural Challenges of Expatriations: A Look at the Difficulties Partners Face

© istockphoto.com/Константин Чагин)

Tell me about yourself

One of the first barriers that partners face is in finding a job which is a very important and often stressful step for the partner. Using a new language, creating a CV and cover letter and applying for roles in unfamiliar companies can be source of anxiety. Statistics show it is now increasingly complex for partners to find jobs successfully in the target culture. In 2006 the number of partners who were able to find a job in the new country decreased by about 10%. The lack of employment opportunities for partners can sometimes create anxiety about the expatriation which can put immense pressure on the success of the assignment.

Building a new web

Moving to a new culture means leaving behind a network of friends, family and co-workers. Without this support network, partners can sometimes feel alone in the new environment and struggle to create a new group of friends and contacts. Meeting new people and being able to socialise are both essential to the partner’s enjoyment and success of the expatriation as they can provide the support they require to manage culture shock and the adaptation process.

When in Rome…

Another factor that can hinder the success of expatriations is how well partners adapt to life in the new country and the many new cultural values and traditions. A lack of cultural awareness and understanding can lead to many misunderstandings and often culture shock which can have long-lasting effects if not anticipated and managed effectively. Spouse and family training and support can provide partners with the knowledge, skills and support they need to settle into life in the new country quickly and find success for the duration of the expatriation.

These challenges and others often leave partners and families feeling less motivated to go an expatriation. This in turn impacts the level of interest employees will show in international roles. As a result, many companies are finding it difficult to find employees who are not only qualified but also interested in going on an expatriation.

Showing employees that they and their family will receive partner and family training and support can encourage more interest in international roles. By providing expats with the appropriate training they will also be better prepared for the adjustment they will have to go through and they will be more likely to stay for the duration of the assignment. Reducing the chances of an early return can help companies increase their ROI on expatriations while it can also improve the family’s enjoyment of the whole experience.

© Communicaid Group Ltd. 2011

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Jul 01

Living and Working Abroad – The Expatriate Experience

Cross Cultural Training, Cultural training for Relocation No Comments »

Recent research by Mercer, quoted in an article by the Financial Times, suggests the number of expatriates around the world has increased by 4% since 2009 despite the economic downturn and the many cuts companies are implementing. As more and more companies send employees to live and work abroad, they need to consider a number of key factors including the importance of selecting the right location, understanding the local culture and providing the right level of cultural awareness training for relocation initiatives.

Airplane Maurits Vink i Living and Working Abroad The Expatriate Experience

© istockphoto.com/Maurits Vink

Location, Location, Location.

Current expat trends show that Western Europe and the US are the two biggest poles sending and receiving expats. London and Geneva are considered to be the best cities in Europe while New York seems to be the favourite in the US, especially for bankers. The Asia-Pacific zone is currently experiencing an important rise in expatriates, especially in Shanghai, Singapore and Hong Kong. However, there is a visible drop in expatriations in Africa due to the current political tensions and wars.

Sending employees abroad can provide significant opportunities for companies as well as for employees.  For expatriations to be a success for both parties, however, companies must carefully consider the following aspects when selecting a location:

  • Current market situation and opportunities
  • Added value of the country and its knowledge in a specific field
  • Local savoir-faire and experiences that can be shared with other parts of the business
  • Expat expectations and specialisations. For example, engineers in the oil and gas industry are ideal for assignments in the Middle East or Africa
  • Expat profile and situation (gender, family, etc.) which determines the level of living conditions required

The Pros and Cons of Expatriations

Attitudes towards expatriations can be very mixed. While some see the benefits, many employees are often more worried about the many challenges international assignments can present. From losing touch with the parent company to not receiving adequate cultural awareness training support, employees can sometimes fail to see the many benefits an international assignment can bring both personally and professionally.

Any company hoping to send employees abroad therefore needs to actively present international assignments as positive opportunities by emphasising their advantages.  Highlighting some of the following topics can help companies avoid creating mistrust or misunderstanding with potential expatriates:

  • Potential for career progression
  • Increased salary or compensation in many cases
  • Attractive perks and benefits for the whole family
  • Development of professional skills that could lead to future promotion
  • Enhanced personal experiences and potential opportunities for travel they will have abroad
  • Discovery of new people, traditions, landscapes and ways of working
  • Familiarise kids to a new language and culture and open their mind
  • Added values and benefits that the employee will contribute to the company

Expatriates need to understand that it is the right moment to go abroad and that it will result in benefits not only for the company but for themselves.

“Fortune favours the prepared mind” – Louis Pasteur

When relocating abroad, expatriates face a whole new set of cultural norms, attitudes and behaviours. Their ability to integrate their new cultural surroundings with their own unique cultural background and expectations is paramount to the success of the expatriation.

Expatriates must have an in-depth understanding of the destination country in order to avoid culture shock and to build more profitable relationships with locals. Living and working in another country can be radically different so it’s essential that expats have the cultural skills they need to adapt to and understand the new customs and traditions they encounter to optimise the expatriation.

Cultural awareness training for relocation programmes such as Living and Working in China can vastly help to improve an expatriate’s experience and success when living and working abroad. Cultural awareness training helps to prepare future expatriates and their families for their relocation abroad and provides them with a global understanding of the culture, values, customs and traditions of the new country.

The family should also be involved in cultural awareness training, as studies show that if the family does not successfully adapt to the host country, the whole expatriation could be in jeopardy. By having expatriates and their families participate in a culture for relocation programme, companies will get the most out of the employee’s assignment, thereby increasing their ROI.

Expatriations offer a unique experience for both the expatriate employee and their family. As such the importance of cultural awareness training programmes should not be underestimated. Providing the right level of cultural support and training combined with selecting the most appropriate location and marketing the benefits of the assignment, companies can truly benefit from sending their employees to live and work abroad.

© Communicaid Group Ltd. 2011

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May 06

Understanding the World of ‘Third Culture Kids’

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 »

What do Yoko Ono, Carlos Fuente and Barack Obama all have in common? A shared cultural identity based on similar upbringings: they are Third Culture Kids.

Third Culture Kids spend their developmental years in a fusion of multiple cultures, typically growing up in countries different from their parents’ ‘passport country’. Dr. Ruth Hill Useem first coined the phrase in the 1950s when she was conducting primary research on American children in India. Useem recognised that children growing up in this fusion of cultures exhibited elements of their parents’ cultural background as well as facets of their immediate cultural surroundings, thereby creating their own ‘third culture’.

Flower Tulips Maria Pavlova i Understanding the World of ‘Third Culture Kids’

© istockphoto.com/ Maria Pavlova

TCKs have an innate open-mindedness and cross-cultural awareness that significantly helps them to cope with their unique cultural make-up and use it to their advantage. They usually come from globally mobile groups such as expatriate communities, the military, governmental bodies or missionaries.

When parents decide to accept an international assignment they must consider the long-term impact that exposure to multiple cultures will have on their children. Unlike adults, children and teenagers can be more deeply affected by their experiences abroad. Why? Because, unlike their parents, they are in a natural process of developing their identity.  Exposure to multiple cultures at an early age means that each new experience will be embedded in their identities for life. This is a key characteristic of TCKs and a massively potential tool for their future professional lives. Given the implications that international assignments can have on families, spouse and family training can be worth its weight in gold.

The TCK community is vast. TCKid, a non-profit community supporting TCKs around the world, welcomes over 21,000 website members, and that is just the tip of the iceberg. Every TCK possesses a unique multicultural identity but they are all able to lay claim to a common TCK identity. Common behavioural characteristics of TCKs might include the ability to:

  • Build cultural bridges easily
  • Integrate well into new surroundings
  • Adapt well to unfamiliar situations
  • Pick up new languages with ease
  • Adopt an open-minded and flexible approach with others
  • Demonstrate maturity at an earlier age than their non-TCK peers

Although TCKs tend to have a high level of cross-cultural awareness, they also have a concerning identity dilemma. TCKs live in a dichotomy of worlds. They identify with an abundance of cultures but yet they are unable to take full ownership of any. As they get older, questions such as ‘Who am I?’ and ‘Where is home?’ becoming increasingly difficult to answer. For a TCK, home is everywhere and nowhere at the same time.

TCKs have little experience in domestic schools where peers do not fully appreciate their multicultural backgrounds. Often on repatriation to their ‘passport countries’, this can sometimes push them to the fringes of social groups where they are misunderstood or simply do not feel like they fit in. Perhaps unsurprisingly, it is common to find TCKs who possess a deep-rooted wanderlust.

Third Culture Kids are Third Culture Kids for life. When they can recognise their own TCK behaviours, feelings and identity traits they are more likely to realise that they do in fact share a common ground with others. TCKs of all ages can manage their cross-cultural awareness and unique multicultural identities and use them to their advantage rather than a restraint, throughout life.

Parents and TCKs alike can benefit immensely from spouse and family training programmes before, during and after an international assignment. Culture for relocation programmes like these provide opportunities to discuss the challenges of each international assignment and develop strategies for the whole family to ensure they effectively adjust to their new environment, no matter how many cultures may be present.

© Communicaid Group Ltd. 2011

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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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Jun 02

What is the most challenging destination for an international assignment?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 3 Comments »

China and India are often regarded as two of the most challenging destinations for international assignments. However, there are difficulties awaiting every expatriate, regardless of their destination.

Many people assume that cultures which are drastically different to their own will cause them the most challenges, however going to a country that has a similar set of cultural values or language can be even more problematic if international assignees are not prepared for possible pitfalls like assumptions of similarity, stereotypes, cultural differences and a lack of preparation which can lead to a failed expatriation experience.

Flags 2 Daniel Cardiffi1 What is the most challenging destination for an international assignment?

© istockphoto/Daniel Cardiff

 

If we take the example of a British international assignee living and working in the US, the so called cultural closeness between the two countries (and thus strong assumptions of similarity) can create frustration and critical incidents. But there are indeed huge cultural differences between the US and the UK, and the fact that both countries speak the “same” language does not always help.

In fact, speaking the “same” language can actually hurt as many will not expect differences. US natives are not usually familiar with the nuances and turn of phrases used by the British, while the British may be confused by differences in vocabulary and business jargon. Small differences in the way English is spoken and used in each culture can lead to severe misunderstandings. Adding to the language are the many cultural values, attitudes and working habits which are often very different.

An international assignment in India or China presents a unique set of challenges. It is commonly accepted that these countries have their own values and cultural flavour; this is why intercultural training programmes are increasingly offered to expatriates going to work there. However, understanding the culture of these countries is one thing, living there every day is another. Living the rush hour in New Delhi or trying the unusual (from a westerner perspective!) Chinese cuisine cannot be explained, it has to be experienced first hand.

That being said, understanding the cultural drivers, values and traditions and having a set of strategies that help international assignees deal with any challenges they may encounter is essential for anyone going on an international assignment, no matter how ‘challenging’ the destination. This is where cross cultural training for relocation can help, whether it’s for the employee moving or their family or both, any destination which is deemed challenging can be turned into a destination of opportunity and success with the right kind of training and support.

© Communicaid Group Ltd. 2010

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Apr 13

International Assignments – Understanding the Impact of Reverse Culture Shock

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 1 Comment »

‘Culture shock’ is a widely tackled issue in cross cultural and intercultural training programs as it can have a huge impact on the international business community. In its broadest sense most people understand that culture shock can occur to an international assignee on their arrival in a new culture or to a short-term business traveller during their time in another culture. While culture shock is a widely understood concept, people tend to be less familiar with the concept of ‘reverse culture shock’, the condition which can affect international assignees or business travellers arriving back to their home culture after a prolonged period spent living and working in another culture.

When we think of returning home after time spent abroad, we don’t automatically think there might be problems or obstructions to our readjustment. We might not even think we’ll need to readjust at all – after all, we are returning back home!

Whilst abroad there is the tendency to think that life at home has stood still, that nothing has moved on and that our friends’ and family’s lives have carried on as usual. However, when we get back to our home culture, we often find the opposite has happened. Life has moved on, and we have missed it. Even seemingly trivial things such as television can have an impact on our mood and feelings.

What is more, there is often the expectation that when we return from an extended period abroad, people will want to sit and listen to our stories. This however is often not the case. People might take a passing interest, but the truth is that if they have never had a similar cross cultural experience they will not typically appreciate your situation and may be uninterested in what you did during your time away. This can cause you to either become frustrated, despondent or repress the memories of your time away.

Though you may not realise this, while things have changed at home, you too have changed over the course of your assignment so remember this. You have spent time away from what you know, from the familiar and have been transplanted into the unfamiliar. This will affect you on returning and readjustment to your home culture.

If you are preparing your return from an extended cross cultural experience living or working in another culture, here are some tips to help you deal with the effects of reverse culture shock:

  • Plan in advance and make sure you prepare for your homecoming in the same way you did for your departure.
  • Be aware that things will have moved on and will not have stayed exactly as you left them. If you are prepared for this, then you will not be so surprised by the reality of your return.
  • Find people with similar experiences of living abroad in the same or other culture, with whom you can share stories about your international assignment or travels.
  • Be aware that the business may not recognise or understand what skills you have developed or the knowledge you have gained while living or working abroad. Try to set up meetings with your manager or team to help them harness your new competencies and awareness.
  • If you have family, be aware of the impact your return can have on them. Be sure to set aside time when you can reminisce on your experiences together and talk about how the adjustment process is going.
  • Make occasional trips back to the other culture so you don’t lose touch with it.

While general tips like the above are useful, the effects of reverse culture shock can be as diverse and profound as your experience abroad. No person is the same and we all assimilate and react to different situations in our own way. Communicaid has long recognised this and developed a highly tailored and blended approach to intercultural and cross cultural training to help individuals deal with the complexity of reverse culture shock.

Communicaid’s cross cultural training programs for repatriation provide individuals returning from an extended international experience with skills and strategies to re-assimilate as effectively and smoothly to their home culture. Repatriation Training examines the potential cultural, social and work challenges of returning to your home culture. These cross cultural awareness training programs also provide practical information on recent home country changes and developments and strategies for reintegrating into the organisation. By providing repatriation training to your employees and their families, you can ensure a higher retention and satisfaction rate resulting in improved performance for the organisation.

©  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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Nov 30

Impact of Culture Shock

Cross Cultural Training, Cultural training for Relocation, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 1 Comment »

Culture shock, a natural state of psychological and physical disorientation that can occur when living and working in a new culture, can have a huge impact on international business if not recognised and dealt with effectively.

Most people think about culture shock as something that happens only when they are relocated to another country. In fact, it can also happen when doing business in another culture on a short-term basis, whether you are visiting for a week or a month. Being aware of the cultural differences and having the ability to deal with them is integral to ensuring a successful cross-cultural business endeavour or international assignment.

Cultural training for relocation such as Living and Working in France and cross-cultural business and management training such as Doing Business in India can help you better understand the culture thereby reducing the impact of culture shock.

Another common assumption about culture shock is that it only happens when you go to a culture which is significantly different from your own. However, culture shock can often be more intense when you go to a similar culture.

For example, a business person being relocated from the UK to the US may assume that they will not have difficulty adapting to American culture since they share the same language and have similar values and attitudes. However, what many people don’t recognise are the subtle nuances and behaviours unique to American culture which impact social and business communication and relationships and result in culture shock. Often, because these nuances and behaviours are very subtle, they are interpreted as rudeness or disrespect instead of a cultural difference.

The assumption that doing business in a similar culture will not be very challenging has been proven wrong by numerous studies which show that the majority of international assignments which failed were those where people were relocated to a culture very similar to their own. No matter where you are doing business or relocating to, cross-cultural training can help reduce the impact of culture shock on international assignments and global business.

© Communicaid Group Ltd. 2009

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