It happens all too often: One step forward; two steps backward. Red tape. More harm than help. Counterintuitive. Counterproductive. There is a reason we humans have come up with all kinds of descriptors for that phenomenon when a system or structure actually begins to undermine what it was originally intended to facilitate.
It may surprise you to learn what these colleagues found out about themselves as individuals and as a team when they studied Inter-Cultural Intelligence together. They certainly were surprised!
As we explained in Part 1, having engaged the services of a terrific web development company who mapped out and carefully documented all our requirements ahead of time according to our specifications, we were very hopeful until things unexpectedly fell apart, both transactionally and relationally.
This story took place several years ago. We had just made the decision to build our brand by enhancing our online presence.
A multinational corporation’s recruitment team is experiencing firsthand the benefits of having in-house colleagues who had participated in Inter-Cultural Intelligence certification training.
This past May, a multinational corporation’s recruitment team experienced firsthand the benefits of having someone in-house who has been trained in Inter-Cultural Intelligence and in how to facilitate ICI workshops.
So many voices are speaking to the topic of global leadership development. But do those who claim to know really know? What pieces are essential for developing a leader who can operate globally, who truly thinks globally?
Although most of KnowledgeWorkx’s Inter-Cultural Intelligence certification workshops are conducted in the UAE or Europe, the southeastern USA has now been graced twice in recent months—in March and July 2016.
Key competencies and meta-competencies for successful global leaders must prioritize both Inter-Cultural Intelligence and People Skills.
Key competencies leaders need to develop further
17 recommended competencies developed by the Kozai Group.