Executive Development Workshops

Intercultural Transformational Leadership – Self-Development Workshop

1- day workshop for Executive Team, GM, Department Heads/Division Managers, Supervisors, and Associates being groomed for promotion, as well as Associates being evaluated for promotion potential

Transformational leaders are servant leaders who enable continual change through establishing a “learning organization.” As they lead by example, they are continually developing themselves toward becoming authentic, compassionate, whole human beings in addition to expert craftspeople. Intercultural Transformational Leaders are able to leverage cultural diversity for competitive advantage through integrating intercultural knowledge and skills with leadership skills. These self-development processes are driven by self-awareness, awareness of those from diverse cultures, and an awareness of the organizational culture unique to their corporation, division, department, and “Tribe.”

Participants leave with:

- A clear understanding of Intercultural Transformational Leadership values, competencies, and characteristics and how to develop those within themselves and apply them for change management and communication
- A clear understanding of the difference between leading and managing
- A clear understanding of different leadership style
- An understanding of and the skills to apply the principles of interculturalism
- An awareness of his or her leadership competency weaknesses and strengths
- Interventions for enabling teamwork and creating networks based on core values
- Interventions for maturing the “Tribes” within their business unit toward “achievement beyond expectation.”
- Skills for motivating through: noble causes, emotional rewards, and intellectual stimulation
- An Intercultural Transformational Leadership Self-Development Plan with evaluation criteria and 360 degree feedback procedure

Values, Vision, Mission, Motto – Serving Internal Customers
A 1 day workshop for Department Heads/Division Managers, Supervisors, and Associates being groomed for promotion, as well as Associates being evaluated for promotion potential.

This workshop is not designed to create corporate messages, but instead departmental/division messages that are in alignment with the corporate messages already in place. (We will use your existing corporate credos, mottos, vision and mission statements in the training program.)

Participants leave with inspiring messages for their department that were created through a deeper understanding the values, needs and desires of others as well as themselves. These messages include: Vision, Values, Mission, Mottos, Slogans, and Credos. Often this new awareness of other departments and people leads to the creation of new programs and policies back on the job.

Participants leave with the knowledge and skills for evaluating emotionally inspiring messages and the process knowledge to revise the messages resulting from this workshop.

Teamwork Skills

2-day workshop for Executive Team, GM, Department Heads/Division Managers, Supervisors, and Associates being groomed for promotion, as well as Associates being evaluated for promotion potential.

If you have had a chronic cooperation problem, this workshop will likely eliminate it, or give your people the tools to eliminate it back on the job. Our clients report a clear improvement of teamwork 2 weeks after t his workshop. What is surprising is that they report an improvement in teamwork among those who did not participate in this workshop! Apparently having one team member who participated in the workshop was enough to improve the cooperation of the entire team. The reason is participants applied interventions from this workshop to facilitate the maturation of their team/department/division through the 5 stages of team development.

All participants will leave with the content knowledge, process knowledge, and skills to facilitate teams through the 5 stages of team development: 1) Politeness and pretending, 2) Chaos, 3) Testing Roles & Assuming Roles, 4) Trust Building, and 5) Productive Teamwork.

Intercultural Transformational Leadership skills will be emphasized, including: using stakeholder values to make teams and make decisions, reflective listening, observing & reporting, delegating, coaching, and creative outside-the-box problem solving.

Opportunity for Observation – HR Report (Optional) If you are assessing individuals for promotion potential or performance appraisals, or trying to understand teamwork problems in your origination, you will see more in this one day of this workshop than in 6 months of on the job observation. We can further assist you by following this workshop with a detailed HR report (optional) of the behaviors we observed and suggest interventions.

Participants come away with an improvement in the following skills, regardless of their skill competency level or knowledge of teamwork before the workshop because the workshop uses tasks facilitate skill development.

• Leading with core values and 100% consensus – (emotional buy-in)… not by democracy where the majority rules and tyrannizes minorities.
• Resolving conflicts – especially cross-cultural conflicts
• Communicating through reflective listening and reading body language
• Observing behaviors to recognize values, desires, fears, needs, competencies, and the stage the team is in at the moment
• Identifying values and enabling trust for successful cooperation and negotiation
• Motivating through emotional rewards
• Planning
• Coordinating
• Delegating
• Giving effective status reports at the right time
• Creative problem solving as a team - “thinking outside the box”

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Creative Problem Solving and Decision Making: A Systematic Approach

A 1 day workshop for Executive Team, GM, Department Heads/Division Managers, and Supervisors.

Problem solving and decision making tools will be understood as they are applied to a variety of cases studies and/or on the job experience – current problems you are facing as an individual, department, or organization. Toolkit Tools include: Problem or Symptom, Thinking Outside-the-box, Problem Clarification, Brainstorming, Six Hats – Generating Ideas, Affinity Diagram, Options/Criteria Matrix, Morphological Analysis, Pareto Analysis, Grid Analysis, Paired Comparison Analysis, Reframing Matrix, Quality/Acceptance Matrix, Force Field Analysis, Risk/Payoff Matrix, Cost/Benefit Analysis, and Pluses-Minuses & Implications.

The sequence of the tools listed, frames a systematic approach for generating, revising, evaluating, shaping, and launching decisions. Establishing a brainstorming culture – the problem of unison in highly collective cultures, how to support a healthy atmosphere for creative problem solving rather than killing someone’s idea, what to do when the discussion gets stuck, discerning problems from symptoms, finding problems, determining who owns the problem, leveraging the forces in a problem to support the solution, transforming problems, evaluating options against each other, etc. Edward De Bono’s lateral thinking and reverse thinking, and separating evaluating from generating ideas/solutions will be applied throughout.

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Communication Skills

1-day workshop for Executive Team, GM, Department Heads/Division Managers, Supervisors, and Associates being groomed for promotion

We have applied intercultural transformational leadership principles to the popular and powerful DISC model for understanding communication styles. Through a variety of simulations, participants acquire skills for understanding the communication styles of others so that they can communicate more effectively. The results of using DISC for honest self assessment, can lead to profound personal transformations and development. Interventions for intercultural communication are highlighted given the mix of cultures represented by individuals in the organization.

Emotional Intelligence

A 1-day workshop for Executives

While one’s IQ (Intelligence Quotient) cannot be improved through training, Emotional Intelligence (EI) can be learned. EI is developed through ones cultural heritage of shared meanings. Thailand is known for being the “land of a thousand smiles,” each one having a different meaning. Through a variety of assessments, simulations, and role plays, participants become aware of their own emotional intelligence and understand how emotions are communicated interculturally. Reading emotions and responding in ways which will be effective in a multicultural organization are demonstrated and practiced. (We recommend participants attend the Communication Skills Workshop prior to this one as the principles and skills of DiSC will be applied.)

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Performance Appraisals

A 1-day workshop for Executives, Managers, and Supervisors

Conducting performance appraisals that motivate, energize, and inspire while changing behavior can be the most challenging of all management duties. Successful performance appraisals in multicultural business settings are even more difficult. However, when conducted with ITL principles they can be an enriching and transforming experience for both supervisor and subordinate.

We have applied Intercultural Transformational Leadership principles along with Emotional Intelligence principles to performance appraisals and developed a new approach: Non-evaluative coaching. It is one of the most effective ways of appraising performance because conclusions about problem areas and suggestions for changes in behavior come from the associate - not the manager. Obviously this reduces barriers/resistance for change and minimizes loss of self-esteem.

Non-evaluative coaching demands excellent observation and reflective listening skills. Armed with these skills and a foundation of ITL principles for performance appraisals: participants conduct appraisals based on case studies and problems from their experience. Then participants apply their coaching/appraisal skills to assist peers with conducting better performance appraisals, and there through further sharpen their mastery of this challenging craft.

The goal of ITL Performance Appraisals is to have Subordinates/Associates leave the managers/supervisors office with higher self-esteem than when they went in, and feel they are highly valued by their boss and the corporation – ready and emotionally motivated to change their behavior.

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Intercultural Transformational Leadership Certificate Programs

Because different levels of management require different skill sets, we offer three certificates:

- Executive Certificate
- Management Certificate
- Supervisor Certificate

All three programs, although tailored, follow the same 64 hour – 9-day structure below:

Day 1 – Intercultural Transformational Teamwork Skills
Day 2 – Intercultural Transformational Leadership Foundations
Day 3 – Values, Visions, Missions, Mottos for Internal Customers
Day 4 – Emotional Intelligence
Day 5 – Systematic Creative Problem-solving and Decision-making
Day 6 – Communication
Day 7 – Performance Appraisals
Day 8 – Skill Consolidation & Reinforcement
Day 9 – Skill Assessment and Certification

Scheduling
The first two workshop days should/could be on consecutive days, then each workshop day (3 to 9) should be scheduled 30 days apart. In this way participants will not be away from their job for more than one day per month (except for the first two days), and have time to apply what they have learned on the job, in order to bring their questions and problems to the next workshop.

Group Size and Composition
Group sizes of 12 or 24 people are best. The group should be comprised of at least two people from the same department, but everyone in the group should not be from the same department. In this way, we can make both intra-departmental teams and inter-departmental teams. We need to understand what departments need from each other, and work on communication/teamwork skills both intra and interdepartmentally.
Training tasks are designed for: pair work, 4 teams of 3, 3 teams of 4, and two teams of 6. If the group size is larger than 24, we may not have time to do all the individual coaching and behavior feedback reviews needed for effective training results. Participants will have email and phone support from the trainer during the entire 8 month program.

Sequencing
The workshops are interdependent: if a participant were to miss one day, they would feel lost and fail at the tasks in the following workshops. The teamwork skills in the first workshop are needed for all the following workshops. In other words, the instructional sequence has been carefully constructed from “foundation to roof.”

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