Global talent will get to the next level by combining technical skills with intercultural competence – whether creating high performing global teams, managing people from multiple cultural backgrounds, or supporting employees on international relocation assignments. This year, Cartus delivered cross-cultural coaching to over 1,400 international assignees and their families in more than 200 countries around the world. We surveyed 76 intercultural coaches from our global network to get the latest in intercultural program trends:
Almost a third of our survey respondents highlighted an increase in employees accepting international assignments early in their careers. And more than half of the coaches surveyed also deliver programs for non-relocating talent. “Companies are more pro-active,” observes one, “they plan intercultural training program[s] early in the process of intercultural cooperation and don’t wait until issues arise… programs are increasingly meant [for] everyone.” Cultural competence remains essential to the success of international assignments and projects; nowadays, however, it’s also recognized as key for boosting performance and communication throughout organizations. When offering intercultural coaching or training, consider the impact not only for that specific project or assignment, but for the wider team and organization as a whole.
Today’s learners already bring a variety of levels of cultural knowledge to their programs, and from Wikipedia to social media, the internet can instantly fill many gaps. Cartus’ research shows that it’s not enough for program facilitators to be industry experts–instead, their role is to guide and enable each learner to navigate that sea of information in relation to their individual needs and learning goals, leveraging the latest technology from virtual reality to AI. “AI will play a role not only in intercultural programs but also in the professional lives of our assignees,” explains one survey participant. “We must make sure to stay on top, not merely ‘catching up’ with this new tech, but actually being proactive about it and innovating!” Whether it is adapting to a learner’s preferred videoconferencing software, obtaining insights from our digital intercultural assessment tool, or using AI to create tailored role plays for a specific industry, the best intercultural coaches are tech savvy and flexible as facilitators of learning.
Our survey findings reveal shifting assignee demographics, including increased proportions in women of all ages, people with more understanding of cultural differences, and participants with more international and intercultural experiences. What’s more, when asked what additional themes they see emerging in intercultural programs, more than half of respondents mentioned some combination of safety, security, inclusion, and/or belonging as key participant concerns.
When asked to indicate top trends in intercultural coaching today, one recurring theme that emerged was that participants were more likely to see the topic of “culture” positioned as part of a larger discussion of Diversity, Equity & Inclusion (DEI). Today, intercultural programs need to take into consideration not only the learner’s cultural background, which may already be complex, but also other characteristics that contribute to their uniqueness as an individual and inform their perspective, whether they are embarking on an international assignment, or working on an intercultural team.
No one disputes that the more time you devote to cultural learning, the greater the benefit. But when asked to identify today’s industry trends, it is probably no surprise that more than 30% of coaches delivering non-relocation coaching reported an increase in demand by companies and employees/participants for shorter, more flexible sessions. Flexible delivery is key. “We are meeting anytime, anywhere,” reports one, “and this is having a very positive impact on sessions and participants.”
We are proud of our coaches’ ability to utilize technology, learning content, and teaching techniques to deliver engaging, interactive sessions with clear, relevant and actionable takeaways within the timeframes and connection methods that fit in with the learner’s other commitments. Tailoring sessions and programs to each learners’ unique availability, learning style, priorities, and objectives requires much higher levels of agility, creativity and resourcefulness from coaches.
Whether they are moving abroad or working globally, today’s intercultural learners expect to leave each session with relevant takeaways they can use immediately, as well as insights to help keep the big picture in view. From knowing the best way to give feedback to a colleague from a different culture, or a list of personal development questions to consider as they embark on an international assignment, intercultural learning is less about gathering knowledge, and more about self-reflection and behavioral change. Each session should offer tools and insights to apply right away.
At Cartus, we are passionate about cultural learning because we understand that when we help our clients and their employees succeed in a global environment, we contribute to a safer, kinder, and richer world. What do intercultural coaches really want us to understand? It may be as simple as appreciating how critical cultural awareness is to the future of humanity. “The trend that I can’t wait for,” writes one survey participant, “is when everyone knows what an interculturalist does and why the world needs more of us.”
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