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Training Methods

To ensure sustainable training success our intercultural training focuses on the learners and their specific objectives.

Participants immediately apply the knowledge they have acquired during training in interactive exercises and develop their own action and communication strategies. We use the following instruments and methods for presence training or within the framework of a Blended Learning solution in accordance with the main focus and the objectives of the training.

 

  Prior to training; needs assessment

 Presence Training       Blended Learning

Needs assessment

 

Needs assessment

  • Assignment clarification with the SD
  • avrami TISCA - (avrami Test of Intercultural Sensitivity and Communication Apprehension)
  • Personal interview with the participants for fine-tuning the content
  • Questionnaires on existing knowledge/ objectives/ fields of responsibility
 
  • Assignment clarification with the SD
  • avrami TISCA - (avrami Test of Intercultural Sensitivity and Communication Apprehension)
  • Personal interview with the participants for fine-tuning the content

 

Preparation in the avrami LMS*

  • Introductory round
  • Description of the expectations & experience
  • Tasks in the forum
  • Research tasks
  • Questionnaires on existing knowledge/objectives/fields of responsibility

 

 During the training

Presence training or live components in Blended Learning

  • Execution of the training or individual training sequences in the language of the destination
    culture or in English (if so desired)

  • Preparation for the adaptation processes with expats and inpats via realistic training scenarios

  • Input as needed (information on the culture, geography, history, politics and society)

  • Inclusion of one’s own experience with the destination country and the relation to one’s
    daily work life

  • Discussion and reflection exercises on the culture(s) of the participant’s origin
    and the destination culture(s)

  • Interactive exercises, role-playing and simulations for the development of action options and
    behavioural strategies

  • Utilisation of Personal Action Plans at the end of the training for the targeted further development
    of the skills acquired in the presence training phase

 

 Following the training

 Presence Training       Blended-Learning*

  • Supervision of the participants
    via e-mail or phone
  • Feedback on the learning progress following the training and during the transfer phase
  • Individual support in the implementation of the Personal Action Plan
  • Transfer training
 
 
  • Supervision of the participants in the avrami Learning Management System (LMS)
  • Tasks in the forum
  • Success monitoring
  • Individual support in the implementation of the Personal Action Plan (e.g. via video chats)
  • Peer feedback/Peer review
  • Feedback on the learning progress following the training and during the transfer phase
  • Optional inclusion of internationally experienced employees as mentors/tutors/moderators for the knowledge management/knowledge transfer in the company

* With foreign assignment training, supervision is conducted for the first six months (culture shock phase) following relocation.

 

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