FAQs *

Q: Is Coaching right for me? 
Do you sometimes get the feeling that you are not the best version of yourself?
Are you ready to take steps to challenge your thinking, your beliefs and fears? 
Are you willing to learn new concepts?
Are you willing to change habits and patterns of behaviour which might not serve you anymore? 
Are you willing to stretch yourself outside your comfort zone and try things you have not done before?
Are you willing to share your experiences and receive feedback? 
Are you willing to invest time, effort and money to make a shift towards the life you want?
Working with a coach can make a difference.
You will be challenged and supported.
You will be accountable and able to grow in a safe space.
You will gain knowledge, resources and techniques to thrive.
You will have fun.  

Q: Why is culture important? 
Culture is the lens through which we view our world, every moment of every day.  Culture influences our life in a variety of ways; including values, norms, customs, status, relationships, fears, and worries.  In addition, belonging to a culture (cultural group) provides people with a sense of identity, purpose and belonging. 

Q: Can you learn inter-cultural competence?
Yes. Cultural competence can be learned just like any other skills (language, sports etc…). As with all skills, it is important for cultural competencies to be practiced, updated, and evaluated. Many intercultural skills will serve you well in any global environment, while others will need to be specifically learned and adapted based on target cultures. Cultural competence is a lifelong project. Competence with one group doesn't mean you're competent with another.  So, you have to keep finding ways to expand your learning.

Q: What is the best way to start building inter-cultural competence? 
The first step would be to begin thinking about your own culture; to examine your personal, national or organisational preferences before beginning the process of looking at the other cultures with which you are interacting, so that you can effectively pinpoint any relevant gaps in knowledge or skills. It’s also useful to familiarise yourself with what cultural competence looks like and the aspects that tend to differentiate cultures. This can be accomplished on your own through observation, reading, and cultural self-assessment tools.

Q: What is the difference between cultural sensitivity, cross-cultural, inter-cultural and diversity training?
Cultural sensitivity: the emphasis is on awareness building in order to dispel (racial) bias and stereotypes.
Cross-cultural: focuses on communication effectiveness and productivity enhancement, increasing awareness about two or more cultures, e.g. where the trainee is moving from one culture to another and the training will focus on home and host cultures.
Inter-cultural: focuses is on increasing awareness and learning skills to interact more effectively between a number of different cultures, perhaps where the trainee will be managing a culturally varied group.
Diversity training is more often used where the different cultures are present working together in the same workplace or represented among the client base and focuses on increasing awareness and value of the other cultures.

Q: For relocation / international assignments : when is the best time for inter-cultural training - prior to departure or on arrival? 
The ideal answer is both, as there are advantages to be gained from training at each stage. Training in home country prior to departure prepares the relocatee for the demands of the first stages of adaptation. It calms initial fears, provides confidence and reassurance as well as evaluating and reviewing unrealistic expectations.
Training which uses research on value differences can discuss differences before the emotional context that may be attached when those differences have been experienced. Use of a cultural mentor who is experienced in the host country is important to add validity to the pre-departure training.
Training in the host country can ideally be in the form of follow-up to the earlier training and provide on-the-spot explanations of aspects or situations the relocates have found confusing. While the relocatee is immersed in the culture the trainer can provide support and encouragement in the behaviour and attitude changes needed to adapt well to working in the new location. 

Q: Why provide training for family members?
The most common reason for early return from overseas assignment is partner or family dissatisfaction. In asking your employee to relocate overseas they are committing to a major change for the whole family whether they choose to relocate or commute. Making the adaptation easier for the whole family means your employee is more able to focus on the new work environment and more likely to perform to the level of productivity you are seeking.

Q: Is training really necessary for moving from one English speaking country to another?
Moving to an area of low cultural distance, where the amount of perceived similarity between the cultures (including language) is high is somewhat easier than a move that involves high cultural distance. Many expats report a period of depression or anxiety as they go through the change adjustment cycle.  Many also hold on to stereotypes, prejudices or values that impact on their ability to relate well to workmates or employees.
Training can ease the change process, speed the adaptation and mark the employer who is aware of the needs and acts to anticipate and prevent problems rather than responding later when damage has been done.

Q: What is coaching and why it works? 
The International Coach Federation defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. (ICF website)
Expatriate Executive Coaching can be very effective for two main reasons: (1) It helps to better integrate and balance the business and personal aspects: the expatriate may be coached on behaviours, emotions, family issues while keeping the focus on the strategic and business objectives of the assignment. (2) It assists the company and the expatriate executive before, during and after the assignment, as shown in the picture below.


Book Recommendations 

Seven and a Half Lesson About The Brain by Lisa Feldman Barrett  

The Power Of Knowing What You Don't Know by Adam Grant 

How Emotions Are Made by Lisa Feldman Barrett  

Positive Intelligence by Shirzad Chamine

The Gift of Imperfection by Brene Brown

Mind-Body Code by Dr Mario Martinez 

The Little Book of Stoicism by Jonas Salzgeber

The Four Agreements by Don Miguel Ruiz

Man's Search for Meaning by Victor E. Frankl 

Uncommon Sense in Unusual Times by Csaba Toth 

The Culture Map by Erin Meyer 

The Cultural Intelligence Difference by David Livermore 

Global Dexterity by Andrew Molinsky  

The Handbook of Cultural Intelligence edited by Soon Ang and Linn Van Dyne

Cross-Cultural Management with Insights from Brain Science by Mai Nguyen-Phuong-Mai

Fish Can't See Water by Lewis & Hammerich

Very Short, Fairly Interesting and Reasonable Cheap Book About Cross-Cultural Management by Jasmin Mahadevan

Third Culture Kids - Growing Up Amongst Worlds by Davi C. Pollock and Ruth E. van Reken

The Culture Code by Clotaire Rapaille

The Shadow of the Sun - My African Lifeby Ryszard Kapuscinski 

Good Morning Mr Mandela by Zelda la Grange 

The Kite Runner by Khaled Hosseini

Things Fall Apart by Chinua Achebe

The White Tiger by Aravind Adiga

Disgrace by J.M. Coetzee

July’s People by Nadine Gordimer

Long Walk to Freedom by Nelson Mandela 

The Eternal Audience of One by Remy Ngamije

and many more novels from across the globe