How to ACE
Diversity & Inclusion
Applying Research to Senior Executive Advisory
Questioning others’ professionalism invites an immediate negative reaction that many international executives have when they are facing a behavior which is culturally different from theirs and which they don’t understand in the workplace
Professionalism’ becomes the alibi for ethnocentrism.
Such phenomenon may help explain why 70% of Merger and Acquisitions that fail, are due to cultural differences,. According to another research, 60 to 80% of all difficulties in organizations stem from conflicts between employees. These difficulties increase when cultures collide.
We go beyond individual views of “professionalism” to discuss the complex intercultural conflict phenomenon at work and propose Senior Executives practical ways to resolve it effectively. We base our advisory on a framework for intercultural conflict resolution called ACE:
Attending to the emotions
Contextualizing the conflict
Exploring conflict resolutions
Scientific research shows a positive relationship between Inter-Cultural intelligence and not just visible differences such as ethnicity/race or gender, as well as less visible differences such as gender orientation, sexual orientation, age, personality and corporate performance.
At LeadershipCQ we know that diversity is only effective if managed well and that integrating inclusive practices throughout all processes of your company not only takes best advantage of diversity but also brings significant gains in profitability, value creation and stake holders’ returns.
This training is targeted at forward-looking leaders who wish to challenge and stretch their concrete impact on Diversity, Equity, and Inclusion.
From April 22nd, we propose 4 half-days of Experiential Executive Training in a new grammar to activate diversity potential through Inclusion.
Participants from Mars, Boeing, Procter & Gamble and Jacobs Douwe Egberts have already signed up.