Our latest newsletter May-August is online!

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Spring is here and so is the latest issue of our newsletter

We hope you‘ll enjoy this collection of interesting articles, including on the following topics:

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Global Opportunities at the Focus of SME Support by the Federal Ministry for Economic Affairs and Energy (BMWi)

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Keynote Speaker Gerhard Hain, managing director of ti communication, spoke on the vital significance of intercultural competence.


Stefan Schnorr, head of the Digital and Innovation Policies department at the German Federal Ministry for Economic Affairs and Energy (BMWi), opened the annual convention of ZIM (Central Innovation Program for SMEs) on December 5, 2017 in Berlin. The event was characterized by globalization and its specific challenges for small and medium-sized enterprises. Two hundred representatives from SMEs and interested parties were able to experience a variety of talks on the subject throughout the day.

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ti communication goes USA

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ti communication is growing transatlantically for you, with an office in Portland, Oregon, USA.
Our doors open there right now. With this fixed structure in North America, ti communication’s services will be targeted even more precisely toward your needs:

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Fascinating and entertaining! - Intercultural lectures for company events, conferences, or meetings

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Fascinating and entertaining! - Intercultural lectures for company events, conferences, or meetings

We know the answer!Have you been wondering why your international business associate is constantly late or why the agreed procedure was,once again, ultimately not followed? Learn about intercultural pitfalls regarding your international challenges. Our lecturescan be booked at any time of the year at your convenience for team or business events of all kinds. Contact us atcontact@ticommunication.eu.

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Intercultural Day at the OTH Regensburg - Gerhard Hain lectured on the intercultural challenges of educational work

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Intercultural Day at the OTH Regensburg - Gerhard Hain lectured on the intercultural challenges of educational work

Acquiring intercultural knowledge, applying it in practical circumstances and preparing oneself properly for intercultural situations and assignments – that was the theme of the Intercultural Day in January of 2015 at the Eastern Bavarian Technical University (OTH) Regensburg.

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Internationalization needs structure - Interview with Gerhard Hain and Anna Corbett

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Internationalization needs structure - Interview with Gerhard Hain and Anna Corbett

Today, internationalization and globalization are among the dynamic factors of business. What moves companies to take advantage of your intercultural training courses?

Gerhard Hain: There are a number of typical hurdles in the intercultural realm that can influence business success. Just one example: In China, it is considered unethical to demand the fulfilment of a contract if the framework conditions have changed – that is a conflict of values with which should be dealt with in good time. Another example, also from Asia, relates to communication. Instead of the duty to provide information that is customary in Germany, in India there is a duty to obtain information – you ask about what you need to know. When German executives are the last to find out about important issues, they come to the false conclusion that their employees are sabotaging them.

Anna Corbett: But the most common example is probably time culture. Here, it’s insulting to keep the next person you are meeting with waiting. On the other hand, in other countries, it is impossible to abruptly end a conversation with someone in order to start the next appointment on time.  

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Even the Small Ones need Support

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Even the Small Ones need Support

Frequently, in small and medium-sized companies, professional preparation of employees and their families for foreign assignments is out of the question, due to costs. This is cost-cutting at a high cost.

Multinational corporations employ intercultural specialists to prepare employees and their families for expat assignments. However, the situation is often quite different in medium-sized companies: Many mid-sized firms can often only find a few or sometimes even only one employee willing to go abroad. You would expect the respective candidate to be provided preparation assistance and fussed over. Instead, professional expat preparation is frequently out of the question, since training costs are seen as separate from the consequential costs of a failed foreign assignment, or appear too high in relation to the personnel budget. However: Not preparing expatriates for the special circumstances in their new culture is saving at the wrong end.

What selection criteria play a role?

First of all, it is especially important to select the right person for a foreign assignment. Frequently, professional expertise and language skills, as well as a willingness to leave the country for extended periods, are seen as the most important criteria for employees to be sent abroad. However, these three factors alone are not enough, and repeatedly receive too much emphasis. Additional factors crucial to a specific situation can, for instance, be brought to light through intercultural training courses.

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