Developing Global Leaders Asia

What we offer

Cross-Cultural Competence

Most people are aware that words and behavior used in one cultural context can have entirely different meanings in another cultural context. The real challenge is to go beyond this state of “general awareness” to one of “competence” or even “mastery” in specific situations. We work closely with our clients to solve existing cross-cultural challenges and to identify and manage culture-related opportunities or potential conflicts. We offer a number of options for developing cross-cultural competency, however, in order to match each client's requirements, we customize all our programs. All our programs may be delivered face-to-face or online. The length of the program depends on the client’s needs: it may range from 2 hours to 2 days. Our sessions are highly interactive, and use a variety of methods, including brief lectures, case studies, videos and games. All training programs may be run for individuals or a group.



Our first step is always needs' assessment. Through interviews and pre-program questionnaires we identify where we need to focus our training programs. The tailored content always depends on the number and background of participants, their current cultural competency and their level of international interaction.

Development and Execution

A typical standard program includes a one-two day workshop on understanding and appreciating the impact of cross-culture issues in business. Examples of focus include: Cultural awareness (general and region- and country-specific) program, expatriate training, and international teams.

Results and the Way Forward

Our objective is to create a long-lasting effect, therefore we meaure our training's impact both at the end of the program and a few months after that. Subsequent to the cross-cultural competence program we recommend follow-up. This often takes the form of individual and/or team executive coaching sessions. It helps embed key learnings as well as addresses additional cross-cultural issues that may arise.


Case study: Cross-Cultural Competence - Global Bank


Working internationally

Building on international research findings and focusing on the analysis of real-life scenarios, the program’s overall objective is to increase participants’ cultural awareness and competence. Using the framework of cultural dimensions we discuss real-life scenarios, identify and share best practices for bridging cultural differences. Specific subjects include respect for hierarchy, establishing credibility, building trust, motivating, providing feedback, speaking up, conflict handling, direct and indirect communication styles. Participants will be able to recognize and avoid potential cultural clashes, and to find better solutions for bridging the gap between different cultures. The enhanced cultural competence will help them become more tolerant, open and understanding, and ultimately more successful in their international business interactions. 
Region- and country-specific program

This program goes a step further than the 'Working internationally' program. In addition to introducing various cultural dimensions, we discuss country- and/or region-relevant case studies in order to familiarize the participants with the business culture of the destination.


Multicultural offices

More and more offices have employees with different backgrounds, coming from different nationalities. How to increase their work effectiveness? This training helps individuals learn about their own culture as well as about each other's cultures. As a result, the office will become more effective. 


Relocation Advice, Training and Coaching

Our modules follow the individual and their family from the moment they start thinking about the assignment through the assignment itself and finally onto their repatriation or next move. We strongly recommend that the partner of the expatriate also participates in the training courses.  


Cultural awareness and region- and/or country-specific training for expatriates

The training explores the concept of culture as well as how different cultures perceive and interpret the world around themselves. It prepares the expatriate for business and every-day life situations in the new location. Within the framework of cultural dimensions we discuss real-life scenarios, and prepare the participant to anticipate and solve potential cultural issues at work. We discuss best practices for effective leadership styles, motivating and managing people, establishing credibility, building trust, providing feedback effectively, handling conflicts and using direct and indirect communication styles. Participants are encouraged to prepare an action plan as to how they can apply the learnings once they return to work. In order for the expatriate to have a successful assignment, it is also very important how s/he and the family adjust in the new environment. Therefore the program also includes subjects, such as ‘Moving and adjusting to life in a new country’ and ‘Culture shock’. Special consideration is given to the individuals' cultural background, previous experience as well as to the new position of the expatriate.


Follow-up training – Assumes that the expatriate has already participated in pre-assignment or post-arrival training 

The strength of the follow-up training lies in its practical, "hands-on" use. In order for it to be most effective, we recommend that it is run 4-8 weeks after the arrival. By that time the expatriates and their families are beginning to settle in the new country, and are likely to have experienced issues that need to be addressed.


Repatriation training

Repatriation training is best provided while the expatriate and her/his family are still on the assignment or shortly after their arrival in the home country. The familiar surroundings, the people at home and at work, the expatriates and their families themselves have changed. How to handle the re-entry culture shock? The repatriation training draws the attention to issues that are most likely to occur upon return to the home country. Both general and culture-specific advice is given.


Training the local people

In order for the locals to be better prepared to work with expatriates, cross-cultural training can and should be expanded to the local employees, as well. The training program for local people explores the role of cultures in business behavior, discusses a number of different cultures and working styles as well as looks at the roles expatriates play in an international organization.


Executive Coaching: Working Internationally

Even the best-prepared expatriate can have issues during the assignment where s/he feels that cultural advice could help clarify a situation. Therefore DGL Asia offers on-line, telephone and in-person coaching during the assignment. At the beginning of the assignment it may be done on a week-by-week basis and later on as per request.


Executive Coaching: Global Mobility – Shaping and Managing your International Career

Do companies’ and individuals’ expectations match regarding international mobility of high potentials and executives? We assist individuals in finding answers as to how to balance career, work and non-work life segments, family commitments, the partner’s career and the continuous travel requirements.


Executive Coaching: Assisting the spouse in her/his adjustment

A professional coach will assist the spouse’s adjustment by discussing issues that are most relevant to the spouse. This may include thinking through past achievements, future ambitions and any other subjects that are helpful for the spouse’s adjustment.


Cross-cultural competence as a part of the induction program

We work closely with our clients in order to create a seamless induction program. Sample ideas include: adding a separate section on 'working with different cultures'; adding a cultural section when discussing company values; and providing written cultural information for the new employees.


Outsourcing option: Managing the Cultural and Adjustment Aspects of International Assignment Management

We take care of the cultural and adjustment aspects of the international assignment by providing cultural competence assessment during the selection process, delivering face-to-face and online cross-cultural training, addressing dual-career issues, providing cultural and adjustment coaching during the assignment and re-training upon repatriation.