KnowledgeWorkx knows how to ask tough, culturally relevant questions. You might not always like our questions; but if you are serious about creating an organization that resonates with your context, it's important to learn how to ask and answer tough questions.
KnowledgeWorkx knows how to ask tough, interculturally relevant questions. You might not always like our questions; but if you are serious about creating an organization that resonates with your context, it's important to learn how to ask and answer tough questions.
What makes us different
We believe Inter-Cultural Intelligence should be at the core of any organization that deals with global or interculturally complex environments. And in today's world, there are few organizations that don't operate in interculturally complex environments. This is why we have developed consulting processes that use ICI like a spotlight on your core processes, systems, and disciplines within your organization.
We focus on four key areas
Globalizing your DNA
The geographical footprint of your organization might have recently grown; or maybe it is about the increase significantly? Your organization might be geographically global, but the question you should be asking today is,
How global is the DNA or our organization? The KnowledgeWorkx ICI methodology will allow you to assess the DNA of your organization, and identify areas where the DNA needs calibration to better engage your world. This will lead to global practices that resonate locally; and to local practices that will in turn help you to develop the global DNA of your organization.
Mergers and Acquisitions
Most M&A journeys tick the financial and legal boxes; but do they tick the people and corporate culture boxes as well? Conservative failure rates of cross-border M&A's are 30 - 40%; and when Fortune 500 CFOs reflected on the reasons these M&A's went wrong, 45% attributed M&A failure to “unexpected post-deal people problems”. KnowledgeWorkx will journey with you, and will equip key people in your organization with powerful tools to create the 'third cultural space' in an M&A process.
HR alignment for a global world
We used to think that HR practices, policies, and procedures could be designed at headquarter-level and then disseminated to the rest of the world with the global HR team as their custodian. Global market realities require HR to become much more consultative and agile; Inter-Cultural Intelligence is a must!
In order to attract, develop, and retain local talent, it is crucial to calibrate HR practices with local market realities. Also, the local alignment of HR practices is essential for developing a strong organizational culture. Inter-Cultural Intelligence is required to fine-tune behavioral expectations at the local context, while at the same time helping you stay true to the core values of your organization. Carrying this out well is crucial for global and intercultural success.