Developing cultural intelligence facilitates happiness at work, encourages and reinforces inclusion and talent retention. Organisations and individuals need to have the means to ask the right questions of themselves and others, to understand different cultural working styles. By developing this mutual understanding, cultural differences can become strengths in problem solving, rather than obstacles.
With innovation teams working cross culturally it is important that team members developing their own cultural intelligence. This results in faster set up of cross cultural teams and better results because team members start from a point of understanding and appreciation for talents and perspectives each member contributes.
Complete an online CQ test and analyse ways to improve that score
Look at Hofstede's Cultural Dimensions and Hall's High & Low Context cultural models and apply those to different case studies and role plays
Examine a Cultural Intelligence toolkit and develop an action plan to improve CQ levels.
Investing in employee development has proven to not only improve performance, but also to improve retention as employees expect and seek out employers who will provide personal and professional development.
Future Skills workshops are designed to stretch and grow skills AND attributes, recognising that everyone is on their own individual development journey. We use a range of approaches to respond to the various adult development stages that people operate at. The content and activities are rooted in experiential learning which has been proven over 30 years of working with organisations to unlock the self-awareness needed.
Our approach incorporates multiple dimensions which results in longer lasting impact - continuous growth far beyond any programme we deliver.
Increasing self-awareness to self-lead and build better collaborative working relationships by unlocking authentic and best self.
Developing critical skills improves performance: communication, problem-solving, strategic and critical thinking, decision-making and leading high performing teams.
Developing systems awareness and strategic thinking to be able to drive growth in line with the organisation's purpose and future vision.
Developing an awareness of external factors which impact on organisational performance and how to build teams and cultures to thrive in complexity.
Getting future fit means building the mindset to be agile, to be able to operate in complexity, to have the resilience and mental fitness to be able to self-lead and be open to explore, empathise, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorise future skills into 3 key areas. These inform the design of all of our programmes.
To understand more about the skill gaps in your organisation we will design and implement a bespoke Development Needs Assessment, ensuring your L & D investment is targeted to ensure your employees are future fit and equipped with the desired skills and attributes for sustainable and continuous growth, contributing to future growth. Find out more about how you can get future fit as an organisation.
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