Global organisations

Everything begins with a strategy. A company has been very successful in one country or one region. Therefore, it is believed to succeed in other countries too - without impacting on organizational processes, on motivation methods and on the leadership and selection of people. If the system of individual bonuses works perfectly in Germany, it must work similarly in India, mustn't it? All of a sudden, sales in India start falling and, unexpectedly, employees give notice.

Many acquisitions, business expansions to foreign countries and joint ventures have not been successful. Not so much due to missing experience or insufficient know-how. Up to 70 % actually fail due to various intercultural misunderstanding.

More and more managers understand that the way out of this pattern is to increase investment in their employees' intercultural competences and in integrating those competences in organisational processes such as strategy, performance management, employee development and selection, or PR.

    We deliver intercultural consultancy for organizations in the following areas:

  • The setup of expatriation and repatriation processes,
  • Mergers&Acqusitions (Post Merger Integration Process),
  • Transformation of organizational culture,
  • Team cooperation in international projects,
  • Selection of candidates for job positions abroad,
  • Change management.

What distinguishes an interculturally competent organization?
The kebab effect - building a third culture