1. learningforeverand evera pictureexperienceis worth athousand words,an experience Reasonis worth aEmotionthousand pictures ValuesInterContrEnExtractingaction without reflection there is no learning1

2. Cross-Cultural ManagementWorkshopswhat we do2 3. Conceptual framework Five cultural dimensions have been identified through research:Power Distance(PDI)Individualism (IDV)Performance Orientation (PER)Uncertainty Avoidance (UAI)Long Term Orientation (LTO) Research studies were pioneered by Prof. Geert Hofstede (University of Maastricht) in 1970and later expanded and updated by many others, detailing practical applications of the fivedimensions (5D). Latest research is dated 2010.3 4. The worlds most widely used culture model Hofstedes pioneer model was adopted as a practical reference by manyinternational organizations world-wide. Hofstede is the most cited author as bibliography references in MBApapers in the US. In 2008 he was the only non-American author among the top 20 mostinfluential management authors in a survey of CEOs carried out by theWall Street Journal. Up to 2011, hundreds of research studies have been carried out based onhis model, involving hundreds of thousands of people in over one hundredcountries.4 5. The Cross-Cultural Management WorkshopDeriving from the five dimensions, six basic management models have been identifiedas existing in different cultures. Organizations typically adopt one of these six basicmodels, without realizing it.In a typical two-day cross-cultural management workshop, the flow is as follows (it maybe adapted and customized according to specific client interests): Introduction to the five culture dimensions and to the six basic management models. Identifying each participants personal cultural values profile and the management modeladopted by their organization. Discussing practical applications of these concepts in work situations, such as: Meetings Negotiation Communication Recruitment & Selection Leadership Goal-setting and delegation Learning & Development Decision making Rewards Performance Appraisal Other situations raised by participants 5 6. The Cross-Cultural Management Workshop (2) Behaviours leading to cross-cultural management effectiveness and how todevelop them Case studies Discussing cases brought by participants Identifying Cross-cultural competencies and how to develop them Individual Action Plans to increase cross-cultural effectivenessWorkshops may be followed by individual coaching sessions as needed, face-to-face or via Skype/telephone.Workshops may be organized in two days or as half-day modules, at theorganizations convenience. 6 7. Other services we offer7 8. Partnerships with clients and learning institutions to assesssituations and design taylor-made interventions Each organization is unique and requires a different approach8 9. Assessing Individuals, Teams and Organizations Cultural assessment of expatriate assignment candidates Pre-assignment preparation for a certain country Leadership Profile Assessment Team Self-Assessment (TEA Team Effectiveness Assessment) Assessing the effectiveness of the HR function (HEAT Human ResourcesEffectiveness Assessment Tool) Organizational Culture Assessment (ITIM Focus Organizational CultureAssessment Tool and/or Reddin Corporate Culture assessment Tools) 9 10. Development Programmes Managing Across Cultures Excellent Teams Organizational Culture Organizational Change Two Cultures Managing People From Different Cultures Becoming A Leader Transforming HR Career Development Programme10 11. we are in this togetherthis is our vision face the facts who are youwww.LCOpartners.comand what do you want?11