『Multi-Cultural Team Building: ACTION LEARNING』
東京都中央区銀座5-8-13 銀座ファイブスタービル 4F
≪費用≫2500円 / 1ドリンク、スナック付き
タイトルに「ACTION LEARNING Workshops」とご記入ください。
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A Comparative Study of Communication Styles among Japanese, Americans, and Chinese:
Toward an Understanding of Inter cultural Friction
Discuss Business Issues in English:
2 Hours of Interactive Learning then relax and enjoy stimulating conversation with Tokyo`s Ambitious Crowd.
Multi-Cultural Team Building Series
In this series, our objective is to introduce the most relevant business theories, models and frameworks in order to:
1- Gain insights into the potential of diversity to increase a team's effectiveness.
2- Identify the factors in our cross-cultural interactions and communication that can either facilitate or hinder the effectiveness of their team.
3- Consider strategies to work in multicultural teams in order to optimize team results.
Read this Important Background information before coming!
MANAGING A MULTICULTURAL TEAM
According to research done by Carol Kovach of UCLA:
Cross-Cultural Teams are almost NEVER average. Diversity increases creativity and decreases 'groupthink' BUT Poor Communication often leads to failure
On August 24, 2014 we considered the 5 Dysfunctions of Teams as described by Patrick Lencioni and then considered using the High Inquiry and High Advocacy Framework as a strategy to improve a team's chances of becoming a successful team.
The following figure shows the relative productivity of a series of 800 four- to six-member teams as observed by Dr. Carol Kovach at UCLA.
This figure from "Working across cultures" by Martin J. Gannon provides some important insights:
- Teams comprised of all members from a single culture tend to be of average effectiveness.
- There is a wide disparity in the effectiveness of multicultural teams: multicultural teams have the potential to be the most effective teams in organizations, but they also can be the least effective. This is the paradox of multicultural team effectiveness.