Multicultural management
become a better international manager
Multicultural and International Management
The challenges of international mobility and multicultural management
Managers who work internationally and/or in an intercultural context may encounter leadership difficulties. With multicultural teams made up of different nationalities, cultures and personalities, the origins of these difficulties can be managerial, cultural, relational, linguistic, etc.
Multicultural management is important to ensure the success of an organisation in a culturally diverse environment. It also offers a competitive advantage that enables an organisation to differentiate itself from its competitors by exploiting the benefits of cultural diversity, such as creativity and innovation.
Multicultural management, a human resources lever, aims to resolve problems linked to cultural differences: these cultural differences can create communication difficulties between team members, collaboration difficulties, adaptation difficulties, culturally inappropriate management strategies, conflicts within an organisation, etc.
But how can you decode the context, understand the intercultural challenges of team management, adjust your leadership and management style, and work together more effectively?
Our approach to better support
multicultural management
The main objectives of my support are to
The advantages of my individual coaching for multicultural management
- We start by getting to know each other to see if we want to work together, during a initial one-hour exchange. If we choose each other, we're in! If we decide not to work together, I won't be billing this first meeting.
- I offer tailor-made coaching I define the number of sessions, duration, frequency and location (face-to-face or remote), depending on the context and needs of each individual. I can also suggest (or not) exercises to do between sessions.
- I work in French or English.
- Your company plays an active role in coaching The line manager and/or HR are present at the start of the coaching process to provide a framework, and then at the end of the coaching to share the results.
- I suggest a systems approach to take into account both the organisational environment and the relational aspects between employees.
- The methodological framework of coaching is guaranteed by a contract and by my compliance with the ethical commitments of the International Coaching FederationThis includes regular professional supervision and intervision between certified peer coaches.
How does one-to-one coaching work?
Duration and frequency
In general, 6 to 12 sessions of 60 to 90 minutes over 4 to 12 months. These sessions are supported by two 1.5-hour tripartite sessions with the company to validate the shared coaching objectives.
Location
Face-to-face in premises that protect the confidentiality of exchanges (Paris 15th arrondissement) and/or remotely via Zoom.
Let's work together!
Multicultural Management support services
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Frequently asked questions about multicultural management
What is the difference between multicultural and intercultural management?
In business, these terms are usually used interchangeably. If we go a step further, multiculturalism refers to several cultural groups that coexist with little interaction between them. Interculturalism, on the other hand, refers to groups where there is a deep mutual understanding and respect for all cultures, and where strong relationships develop. My approach is therefore intercultural. In both cases, it's about individualised management and appropriate managerial practices.
What is intercultural management?
intercultural management aims to improve interactions with and between employees from different cultures. Successfully managing a multicultural team helps to sustain professional relations and develop team cohesion, leading to improved performance.
Why intercultural management?
Intercultural management promotes the cross-cultural development of cultural knowledge, intercultural communication skills, positive intercultural relations and respectful attitudes towards other cultures. It aims to :
- Gain a better understanding of differences in values, standards and ways of thinking, by learning about cultural differences.
- Be aware of your own cultural biases: identify them and show empathy towards people with different cultural perspectives.
- Develop intercultural communication skills, such as the ability to listen actively, adapt one's reading grid, use clear and simple language and, if necessary, clarify misunderstandings.
- Encourage intercultural relations, for example through team-building activities and events that allow team members to show their curiosity and get to know each other better.
- Be more open-minded and respectful of other cultures.
How can collective intelligence be harnessed internationally?
To harness collective intelligence internationally, it is appropriate to encourage diversity and inclusion within the multicultural team. A participative type of team management encourages ideas from all members, values individual skills and facilitates open communication, while respecting the corporate culture. Actively involve international employees in decisions and projects so that they feel integrated and motivated. Foster an international team culture that values cultural differences and encourages collaboration and creativity. This kind of team management will encourage the emergence of synergies to achieve optimum results.
