"Emotional intelligence for mutual understanding" - eMag Interview (6)

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Life in a strange culture is full of the potential for unexpected social mistakes, the stumbling blocks in the professional paths of employees working abroad. Cross-cultural trainers are here to prepare our colleagues for unfamiliar territory and to help them reflect about other cultures based on existing clichés. The eMag series "Cultures, Communication and Clichés" is dedicated to this fascinating vocation. Today Sabine Amend speaks with us about cross-cultural learning strategies and tells us about the connection between cross-cultural skills and the development of emotional intelligence. Her specialty area: development of international leadership skills in the USA.

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Intercultural Sensitivity Workshop & World Café at Robert Bosch GmbH

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Robert-Bosch-EN

In the realm of intercultural training, intensive cooperation is already taking place between Robert Bosch GmbH and ti communication, especially regarding the preparation of employees being sent on foreign assignments. It hardly even matters where they are going; our network of experts spans the globe: from Singapore to Portugal, the Netherlands, China and Saudi Arabia, all the way to Australia.

This year, we had the opportunity to support the Robert Bosch company using a different format: On the occasion of an international conference with participants from Germany, China, the USA and Japan, our trainers Anna Corbett and Susanne Taylor conducted a 2.5-hour workshop.

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Podcast: Global business communication and culture

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Sabine-Amend

What do US-Americans have to keep in mind when working with Germans? What can be considered “typically German”, or “typically American”? What incidents could cause irritations on both sides? During her interview with Globig’s CEO Anke Corbin, our senior trainer Sabine Amend invites you to change perspectives.

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Different Countries, different customs - intercultural training measures at Rausch & Pausch GmbH

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For years now, Rausch & Pausch GmbH (abbreviated RAPA) has been among the world's leading developers of hydraulic and pneumatic valve systems for vehicle construction. The German company with its headquarters in the Upper Franconian Selb today employs more than 950 employees at three locations in Germany and in the US. To ensure that all communication and cooperation between the different locations runs smoothly, ti communication periodically supports RAPA with intercultural training and coaching measures. To properly inform its employees about the wide-ranging training measures, RAPAs internal newsletter ("Ventilpost") recently featured an interesting interview with our senior trainer Sabine Wagner, which you can now read in full length in this blog:

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Welcome to Germany

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Welcome to Germany

In this Blog article our partner Palladium Mobility Group points out some difficulties foreigners might encounter when moving to Germany and how to overcome these easily by making use of their professional relocation expertise.

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German food culture, from the asparagus to the potato

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German food culture, from the asparagus to the potato

ti cooking culture autor Christoph Hauser provides food for thought about our habits of consumption and a delicious idea on how to prepare potatoes

Asparagus is probably the only vegetable of which people know the exact season. The asparagus season ends on the 24th of June, Midsummer Day. That much we know. But when does it start? From that point in time when the soil is warm enough to allow the tips of the white asparagus to peek out. Or from that point in time in which ground heating on the fields makes the asparagus shoot up?
And what about potatoes? The small, young ones with the thin skins? They are gradually becoming ripe now. And yet I've been seeing them for weeks. The ones from Egypt. And here is where people's lack of patience is really noticeable.

This is how these potatoes are produced:

Irrigation and fertilization systems are installed in sandy African ground. These systems require 428 litres of Egyptian water per kilogramme of potatoes. Germany imports 130,000 tonnes of potatoes. This means that, essentially, Germany is importing 55,640,000,000 litres of water from Africa! These potatoes are transported in the kind of sturdy plastic bags also used to transport paving stones. Peat is used as a filler. Since peat is not harvested in Egypt, but rather in Ireland, it begs the question as to why such irrevocable destruction of land and CO2 emissions are accepted for the transport. The answer: because the potatoes are supposed to look like they've been growing in dirt, not in sand!

International environmental protection– it's this easy:

The carbon footprint of a single imported potato from southerly countries thus weighs in at more than 500 mg per kilo in comparison to the 3 mg/kg of regional potato farming. Germany itself produces 11 million tonnes of potatoes per year, whereby only a certain percentage is destined to become table potatoes, while the majority is transformed, using even more energy, into potato starch, further processed products, flours, etc.
What would international environmental protection look like?

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Fail in foreign trade - Ten ways to waste money abroad: The tenth case: We don’t have any premises and we don’t need a subsidiary

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Fail in foreign trade - Ten ways to waste money abroad: The tenth case: We don’t have any premises and we don’t need a subsidiary

An article of InterGest, partner of ti communication

Ms. Diener runs a industrial-cleaning company at the German- Dutch border, and she has about 200 employees. In Germany, her important customers include Deutsche Bahn and large hotels. Her employees come from all over, mainly from Eastern Europe, but they always have valid German employment contracts and are naturally properly registered.
During a trade association event, Ms. Diener comes in contact with a Dutch businessman who owns a hotel in the Netherlands with more than 200 beds, and who is looking for a company to do the necessary cleaning work. Previously, the hotel had its own cleaners and maids, but the personnel and social security costs have become so large that it seems very reasonable to outsource these activities.
After some negotiation, they come to an agreement, and Ms. Diener is asked to provide the cleaning crews for the hotel immediately. Ms. Diener assigns about 15 people to the Dutch hotel, and every day they drive about 30 km from Germany to their workplace in the neighbouring country.
Some time passes, and both business partners are quite satisfied with the deal they have made. Ms. Diener is earning good money in the Netherlands, and the hotel owner is very pleased. Everything is going perfectly. Everything? Well, yes, as long as you ignore the fact that Ms. Diener is providing services in a foreign country and acting as if there were no tax implications. In fact, it never even occurred to Ms. Diener that she could establish premises in the Netherlandsfor her work; so she conscientiously adds German value-added tax to the invoices for her company’s services and pays taxes on her earnings in Germany.

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German-Polish team building - A successful example in the firm Europoles GmbH & Co. KG

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German-Polish team building - A successful example in the firm Europoles GmbH & Co. KG
Andrea Mewaldt interkulturelles Training Polen
intercultural-trainer Poland-CEE K.Huebner

Poland is a neighbouring country. This leads one to assume that business between Germans and Poles automatically runs smoothly. In principle, this is true: As the economic figures of recent years show, German-Polish business is doing well. Cooperation between the two countries is becoming ever closer. However, there are a few things that should be taken into account from the outset.

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Fit for doing Business with Germany / German-speaking-nations – Our Workshops and Seminars for doing business with German-speaking nations have got a new concept: modular structure for maximum customer satisfaction!

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Fit for doing Business with Germany / German-speaking-nations –  Our Workshops and Seminars for doing business with German-speaking nations have got a new concept: modular structure for maximum customer satisfaction!

The proven concept of practical experience of participates, guided by well experienced Senior Trainers / Consultants / Coaches reaches new levels: participants get input about work- and living environment in Germany, actively acquire hands-on know-how for excellent collaboration (Toolbox) and develop facilities to address various situations adequately: how to avoid conflicts, how to figure out what makes the German’s tick, what are their expectations and how to deal with it efficiently.

Custom-made Training Programs

The modular structure of the workshops allows the “perfect fit Workshop” according to clients’ needs. Various modules can be selected and combined based on client’s key aspects. The result: maximized customer satisfaction!

Depending on requirements 1-day Seminars, 1.5 days Workshops or the optimized version of 2 days Workshop can be arranged.

Based on client’s particular requirements, Seminars and Workshops are available for participants in general with standardized program as well as custom-made in-house trainings. Locations are in India as well as in German-speaking countries in Western Europe. Training languages can be either English or German. Bi-national, Indo-German Trainer Team is on call.

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Children and Parents with a Migration Background – intercultural challenges in educational work at day-care centres

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Children and Parents with a Migration Background – intercultural challenges in educational work at day-care centres

One-third of the children in Germany between the ages of under one year to five years have a migration background. Due to this fact, the integration of families and children is playing an increasingly important role in practical education at day-care centres.

Gerhard Hain, Managing Partner and a trained educator as well as an academically qualified teacher, in cooperation with Susanne Treiber, an employee at ti communication, has developed a seminar for day-care teachers in Germany. In addition to introducing a variety of cultural concepts, the seminar focuses on specific situations in the respective day-care centre.

Special attention is given to work with parents. The demands of parents with migration backgrounds toward their children continually stand in contrast to educational concepts developed in Germany. Different learning and educational goals, hierarchical family relationships, varying ideas about school education at the pre-school stage and a variety of differentiated gender roles are only a few of the points that play a role in this context.

A further critical aspect: Children have another concept of culture than parents. Employees in day-care centres and parents often try to put on their “adult cultural glasses” and, based on them, formulate culture-specific educational goals. The guiding idea of the child’s point of view leads through the entire seminar and also helps to ultimately reveal some of the problems as being uncomplicated situations.

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