Inclusive organisational culture
Diversity programs of COME&GROW are specially customized for the client organization’s needs, as a diversity development program can be only made based on an in-depth knowledge of the company’s culture, mission statement and its current degree of diversity. We are convinced, based on our experience, that our clients’ longtime goal entails the realization of an inclusive organizational culture.
What is meant by an inclusive culture? We believe that an organization is inclusive if it does not only recognize and tolerate (“accepts”) differences and diversity. Instead, it seeks and appreciates the diverse nature of its employees and clients. By doing so, the organization creates its own managerial style, systems and structures by always bearing in mind this fundamental principle.
Our supportive cooperation may include the organization of trainings, and our specially trained colleagues are highly innovative in introducing complex diversity management programs. Such programs involve the diversity-centered organizational development aspects of performance management, integration, communication and marketing, aside from the various types of trainings for managers and employees.
One of the basic tenets of today’s organizational success is an in-depth understanding of diversity and its effect on resources, products and services, and it primarily hinges on whether the executive level perceives it as a challenge and a duty to bear in mind.
An executive must be constantly aware of the difficulties arising from diversity and should be aware of ways to handle those, not just by avoiding discrimination and repeating it as a theoretical mantra, but more importantly, by harnessing the potential within the organization to reach its goals. The power of different culture, vantage point, gender, identity and background may serve as a competitive advantage for creative cooperation in the knowledge-based society of the 21st century.
Through our inclusive executive development, our team can assist the executives in achieving a greater degree of understanding of the social psychological background of diversity as well as mastering skills and competencies that enable them to guide, motivate and enhance the performance of colorful groups of people.
One of our top priorities is to turn the executives into veritable role models of diversity-based organizational culture.
“Globalization”, “hyper-accelerated communication by innovations of modern technology, “blurring of geographical and intercultural lines” – these may all sound as mere hackneyed phrases. When it comes to globalization, it is often ignored that the process is not a self-serving change: you have to react to it by a goal-oriented and creative use of diversity through collecting and transferring information. All that in turn gives you a competitive advantage in this business climate. The employees and teams in a multinational company may not be able to automatically master the verbal and nonverbal idiosyncrasies of the multicultural climate or the organizational structure of needs and expectations.
For a higher level of productivity and a better exploitation of possibilities it may be necessary to rely on a tailor-made professional method that helps to bridge the intercultural gap.
Beyond the understanding the theoretical framework of the general social and psychological phenomena, concepts and the idiosyncrasies of the organizational and social culture, participants can gain hands-on experience and try practical tools that can be immediately applied. Our intercultural trainings can be skills-centered (communication, negotiation, etiquette, management) and country-specific, tailor-made for the organization and its needs.
Our target group covers a broad spectrum. We equally deal with C-level executives of Hungary-based multinational companies, as well as assisting staff members and executives on mission in their relocation and integration into the actual organizational culture that is our area of expertise. One of the keys to success of expats is how well their relatives can be integrated into society, which can be efficiently facilitated by coaching and training