Intercultural Training - A Shift from Global Mobility to Learning & Development
COVID-19 has shaken the global mobility world. The pandemic has negatively affected all suppliers, including corporate housing, destination services, immigration, and intercultural training. If people aren't relocating internationally, many of these services are just not needed.
Roughly 4 months ago I posted an article on my predictions for the intercultural training industry - you can read that here. However, since then, I've already seen a shift take place that I want to address.
Intercultural training is moving from Global Mobility to Learning & Development.
Historically, intercultural training has been housed under global mobility (GM). If you have employees relocating to other countries for international assignments, most likely those assignments will be managed by the GM department. If authorized as part of an expat's relocation package, employees will receive intercultural training through an outsourced provider.
But what becomes of intercultural training when there are no international assignees?
Now that most intercultural assignments are on hold, and the future of international assignments is uncertain, we are seeing a shift in the way intercultural training is organized at the company level. Throw in the idea of virtual assignments, and a new wave of intercultural training is emerging.
According to a recent study by my company, NB Intercultural, there has been a 66% increase in those working on global teams since COVID-19 has surfaced. Global teams are on the rise 📈. International assignments are on the decline 📉.
So what does this new wave of intercultural training look like?
Now that expats aren't relocating and international business travel has halted significantly, companies are forced to work across borders virtually.
Some companies have historically provided Global Workforce Development or Global Leadership training to business travelers, international sales reps, global operations leaders, etc.; however, the vast majority (80% to be exact) of global business professionals do not receive any type of cultural training at all.
So how can companies support global teams? How can they support non-relocating employees who are working internationally?
If your organization is not already set up to provide intercultural training through its learning & development (L&D) department, and trainings have stopped because expat assignments have, then your people are not being adequately prepared to do business internationally. Companies must include intercultural training as part of their L&D efforts and leadership training to ensure these skills are being taught to everyone at every level. Trainings such as "Building Global Teams" and "Doing Business Across Cultures" will replace the typical "Living & Working In" programs.
When international assignments cease, intercultural training cannot cease with it.
There needs to be a rethink in terms of where intercultural training should 'live.' I see L&D as the future home of intercultural training, not global mobility. Intercultural training should become part of L&D strategy, and more importantly, your overall company strategy. Intercultural training is not just for those on international assignment. Today, it's for everyone. Intercultural competence is another skill that L&D can teach to employees in order to create positive impact within the organization and create the global leaders of tomorrow.
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To learn more about how to increase cultural competence within your organization contact me at hello@nicolebarile.com or visit me on YouTube.