What effects does the dynamic concept of culture have on training and coaching?
In short, it means first of all that all information from different disciplines is selected and presented in such a way that it increases the ability to create a “common culture” with the counterpart.
Above all, this means that business etiquette, a list of do’s and don’ts, and information about the country are not very important. The main reason? That list will never be long enough and you wouldn’t be able to learn it by heart, anyway. It is unfortunately also true that “knowing” does not necessarily mean “doing”.
Furthermore, there are no simple recipes for dealing with people who come from a different cultural area. The only thing that applies here also applies to communication in general: Communication is always fruitful when two people can act constructively with each other in a way that suits the context, personality and situation.
So why bother with intercultural communication at all?
Instead of a list of do’s and dont’s, I offer you and understanding of the basic principles of intercultural communication based on a dynamic concept of culture. This will enable you to adapt them flexibly to yourself and your context and to communicate with your colleagues and in your private life in a goal-oriented way.
Perhaps a short example: Many inquiries I receive from the German side are about understanding the caste system in order to better understand the irritating behaviour of Indian colleagues. As laudable as the fact is that behind the question there may be a little bit of curiosity about Indian history and society, this knowledge is not particularly helpful. In fact, it can be rather the opposite.
How this issue can be resolved, how knowledge can be differentiated, and how irritating behaviour can be understood differently is the content of intercultural training.