Here you'll find answers to frequently asked questions about our services. If you don't find the answer to your question, please contact us directly!

Intercultural Leadership through Psychology & Strategy

About our offer & approach

Q: What exactly do you offer?

A: We are a hybrid consulting firm specializing in combining psychological insights with global leadership strategy. We offer customized programs for intercultural competence development (training, blended learning) and international leadership coaching to support organizations, leaders, and teams in addressing intercultural challenges.

Q: What is special about your approach (USP)?

A: Our unique selling point is the

Innovative mix: We combine proven models of intercultural psychology with systemic coaching and the targeted promotion of mental resilience. This helps you not only understand cultural differences, but also actively leverage them as a strategic advantage for your company and bring about lasting change.

Q: What do you mean by “hybrid consulting”?

A: For us, "hybrid" means flexibility and individuality. We combine proven face-to-face formats (workshops, seminars) with modern digital learning methods (e-learning, blended learning) and individual coaching. This allows us to optimally adapt learning processes to the needs of your organization and your employees – in terms of time, location, and content.

Q: What are “creative formats” such as “Growth Workshop” or “Next Level Talk”?

A: We believe that learning and development take place best in stimulating and practical environments. Formats like the "Growth Workshop" enable leaders to work on real-world challenges and develop solutions. "Next Level Talks" are moderated dialogue sessions that promote in-depth reflection and strategic reorientation. They go beyond traditional training and create space for transformation.

Q: How do you combine psychology and leadership?

A: We always approach leadership from a psychological perspective. This means we look at thought patterns, emotional intelligence, tolerance of ambiguity, and mental resilience. By integrating these aspects into our coaching and training, we enable leaders not only to understand what they should do, but also why they do it—and how they can sustainably adapt their behavior.

Who is the offer suitable for?

Q: Who is your primary target audience?

A: We work primarily with international organizations (corporations, SMEs, NGOs) and educational institutions. Within these organizations, we specifically target

 C-level executives, HR managers, human resource developers, team and project leaders as well as coaches and lecturers who operate in a global environment and value transformation, diversity and sustainable development.

Q: We're an SME. Aren't your offerings more suited to large corporations? A: Absolutely not! We understand the specific challenges of SMEs, especially during growth. Our offerings are scalable and can be adapted to your size and budget. Especially for SMEs, it's often crucial to establish a strong intercultural foundation early on to avoid later friction and obstacles to growth. We also offer introductory formats such as mini-workshops.

Q: Do you also offer support to NGOs?

A: Yes, absolutely. We understand the unique challenges faced by NGOs, such as the high level of cross-cultural communication and the emotional strain on operational teams. Our psychologically sound training, with its focus on resilience and intercultural conflict management skills, is specifically designed to strengthen NGOs in their important work.

Q: Can educational institutions also benefit from your offer?

A: Yes. We support business schools and universities in optimally preparing their students for the globalized job market and train faculty in dealing with culturally diverse groups. We offer curricula development, seminars, digital learning modules, and train-the-trainer programs.

Concerns & Benefits

Q: We've done intercultural training before, but the impact was minimal. What do you do differently?

A: We hear this often and take these concerns very seriously. Our focus is on transfer and sustainability. We go beyond pure knowledge and focus on:

Practice-oriented, immersive formats: You work on real cases, including simulations.

Personality-centered work: We encourage self-reflection and connect insights with individual behavior.

Psychological foundation: We strengthen core competencies such as resilience and emotional intelligence.

Measurable impact: We use tools (e.g., IDI tests) and define KPIs to make success visible. We want what we learn to be not only understood, but also internalized and applied.

Q: Our managers and teams have little time for additional training.

A: We understand the operational pressure. Don't think of our offerings as "additional" services, but rather as an investment in efficiency. One day of targeted training or coaching can save you weeks of misunderstandings, conflict, and demotivation. Our hybrid formats also offer maximum flexibility to integrate into your daily work routine.

Q: How can you measure the benefit of your consulting (ROI)?

A: The benefits are evident on many levels: reduced conflict, improved team performance, lower turnover, faster integration of international employees and a stronger, more inclusive leadership culture.

We work with you to define relevant key performance indicators (KPIs) and use recognized diagnostic tools (e.g. the Intercultural Development Inventory, IDI) to make progress measurable before and after our collaboration.

Q: Aren't psychological topics too "soft" for our business?

A: We're convinced that the so-called "soft" factors are often the toughest nuts to crack in global business. Cultural misunderstandings cost time, money, and nerves. Our approaches are scientifically sound and aim for concrete, business-relevant results. We translate psychological insights into practical tools and strategies that your leaders can apply directly.

Process & Costs

Q: How does a collaboration typically work?

A: The first step is always a free, no-obligation consultation in which we gain a detailed understanding of your situation, goals, and challenges. Based on this, we develop a customized concept—be it for a training program, a coaching program, or a consulting process. Together, we define goals and metrics and support you during implementation and beyond to ensure transfer.

Q: How much do your services cost?

A: Our prices depend on the type, scope, and degree of customization of the desired service. We offer several models:

Fixed fees for workshops and training courses. Licensing models for our e-learning offerings.

Retainer models for long-term consulting projects.

Individual coaching packages. After our initial consultation, you will receive a

transparent and detailed offer tailored to your specific needs.

Q: How much does a consultation or training cost?

A: Costs depend on the format, scope, and individual objectives. A one-hour impulse webinar will cost a different price than a six-month support program for an entire leadership team. Contact us for a free consultation where we'll outline a solution tailored to your needs and budget.

Q: Do you also offer digital products such as e-learning modules or white papers?

A: Yes, we offer both e-learning modules for licensing, which companies can flexibly integrate into their learning environments, as well as in-depth materials such as white papers or tools on specific topics of intercultural (self-)leadership.

practical questions

Q: Our budget is limited / We're just a small SME. Is your offer suitable for us?

A: Absolutely. Our offerings are scalable. We also offer compact introductory workshops or digital modules specifically tailored to the needs and budgets of SMEs. Remember: An early investment in intercultural clarity often avoids costly conflicts and growth blocks later on.

Q: Our employees don't have time for days of training. How do you handle this?

A: We understand the operational pressure. That's why we've developed efficient formats. A focused training day can save you weeks of lost productivity due to misunderstandings. Furthermore, our blended learning and e-learning offerings enable time- and location-independent learning that can be flexibly integrated into your daily work routine.

Q: How can we get started?

A: The best way to start is with a short, non-binding

Introductory conversation.

Book at https://calendly.com/inter-cultural-dynamics-info or email us at info@inter-cultural-dynamics.com. We look forward to learning more about your goals.

Q: How quickly can we expect to see the first positive changes?

A: That depends on the initial situation and the scope of the measures. Depending on the participants' prior knowledge, important "aha moments" and initial behavioral changes may occur after the first workshops or coaching sessions. However, sustainable changes at the leadership level, team level, or organizational level require time and continuous commitment. We focus on gradual development and measurable progress.

Q: How do you support the transfer of what has been learned into everyday work beyond the actual training/coaching?

A: Transfer is extremely important to us. We integrate transfer tasks into our programs and offer optional follow-up coaching or peer group exchange formats.

In-depth study of methods and content

 Q: How do you ensure that your training and coaching sessions are truly tailored to our specific industry and corporate culture?

A: Before every collaboration, we conduct a detailed needs analysis. We want to fully understand your specific challenges, your industry, your corporate culture, and your strategic goals. Based on this, we tailor content, examples, and exercises to ensure maximum relevance and impact. We don't offer one-size-fits-all solutions.

Q: Do you use specific psychometric tests or assessments (e.g. to measure intercultural competence)?

A: Yes, depending on the needs and objectives, we use recognized diagnostic tools, such as the Intercultural Development Inventory (IDI®), to assess intercultural competencies and identify development potential. Such assessments often serve as a valuable basis for individual coaching or to measure the success of development measures.

Q: How interactive do you make your trainings and workshops? Is the focus primarily on knowledge transfer or experiential learning?

A: Our focus is clearly on experiential learning and interaction. Merely imparting knowledge is ineffective in the long term. We use a variety of methods – from case studies and simulations to group work and reflection exercises and creative formats. The goal is for participants to actively learn, experience, experiment, and apply what they have learned directly to their practice.

Q: Do you also offer "train-the-trainer" programs so that we can develop intercultural competences internally over the long term?

A: Yes, that's an option we'd be happy to discuss with you. For organizations that want to sustainably embed intercultural competence development internally, we design customized "train-the-trainer" programs. This enables your internal multipliers to successfully pass on our methods and content.

Q: How do you specifically address the “knowledge vs. application” gap you mentioned?

A: This is a core aspect of our approach. We close this gap through: Strong practical relevance: Concrete tools, techniques, and case studies from everyday work.

Experience orientation: simulations and exercises that promote internalization.

Reflection & transfer planning: Targeted support to integrate what has been learned into everyday work and to create action plans.

 Follow-up measures: Optional support after the training/coaching to ensure implementation.

Practical & organizational matters

Q: In which languages do you offer your services?

A: Our core languages for training and coaching are German and English. Depending on the project and needs, we can also utilize AI-supported models from partners for other languages. Please contact us if you have specific requests.

Q: What is the typical duration of a workshop or coaching process?

A: It's very variable. A short workshop can last half a day, intensive training sessions often last one to two days, and sometimes a modular series lasting several weeks. Coaching processes are highly individualized and typically extend over several months with regular sessions. We tailor our approach entirely to your needs and goals.

Q: How far in advance should we book a training or coaching session with you?

A: To ensure your desired date and allow sufficient time for careful preparation and design, we recommend a lead time of approximately 4-8 weeks. For shorter-term requests, we are happy to check our capacity.

Economic benefits, ROI & future security

Q: How can the return on investment (ROI) for intercultural training and global leadership coaching be specifically calculated or presented?

A: ROI is made up of various factors, both directly measurable and indirect.

Direct savings/profits (examples):

Reducing project delays: International projects that stall due to cultural friction can cost 20-30% of the project budget. For a project value of €1 million, this translates to additional costs of €200,000-300,000. Improvements here can directly reduce these costs.

Reducing employee turnover: The cost of replacing an international specialist or manager can easily reach 50-200% of an annual salary. Reducing turnover in international teams by just 1% results in significant savings. Companies that implement cultural training reduce turnover rates from 150% to 90% on average over three years.

More efficient market entries: More successful and faster market entries through better cultural preparation can lead to additional sales of 30% higher market penetration within the first 1-2 years.

Indirect profits (monetizable through KPIs):

Improved customer satisfaction in global markets, leading to repeat business and referrals. We're happy to help you define relevant KPIs in advance to make success measurable.

Q: Which specific key performance indicators (KPIs) can be improved through your measures, and what might that look like in numbers?

A: We aim to improve specific KPIs, such as:

Employee engagement & satisfaction:

Companies with solid intercultural training programs see a 20% increase in employee engagement.

Reduction of conflict costs: Reduction of reported intercultural conflicts by 8%, saving an estimated 4 hours of management time or mediation costs per week!

Onboarding efficiency: Reduction in training time for international assignees by approximately 60 days, which equates to direct salary costs. Unilever reduced the time to full productivity for new international hires by 30% through culturally competent onboarding. This means new employees contribute more quickly.

Q: What are the potential costs or risks of not investing in intercultural competence and global leadership – can this be quantified? (Cost of Inaction)

A: Not investing carries significant financial and strategic risks:

Failed international deals: Studies suggest that up to X% of international business negotiations fail due to cultural misunderstandings. A single lost major contract can result in losses of Y€ million.

Project failures: International projects that neglect cultural aspects have a 20% higher probability of failure, which can result in average costs of A € (depending on project size in €) per failed project.

High turnover costs: Without targeted support, turnover rates in international teams often remain unnecessarily high. With B employees and a C% turnover rate

Higher than necessary fluctuation quickly results in avoidable costs in the six- to seven-figure range per year. Worldwide, the costs (as of 2024) are $223 billion over five years.

Reputational damage: A high-profile intercultural faux pas can severely impact brand value and require marketing countermeasures worth millions of euros and delays of up to 8 months.

Missed market opportunities: The inability to operate effectively in global markets can result in millions of euros worth of growth potential going untapped each year.

Q: To what extent is investing in intercultural competence a future-oriented investment for our company, also in terms of numbers?

A: Investments in this area are a direct investment in the future viability and competitiveness of your company:

New market entry: Increases the probability of success when entering new markets by X%, which can unlock additional sales potential of €Y million over the next 3-5 years.

Attractiveness to top talent: Companies with excellent intercultural competence are Z% more attractive to global talent, which reduces recruitment costs and enables access to a broader talent pool (annual savings of approximately A €).

Increased innovation: Studies show that effectively managed, diverse teams produce more actionable innovations that can lead to new product lines. Companies with diverse teams (often culturally diverse) are 35% more likely to outperform their competitors in terms of profitability and financial results. This recurring statistic from McKinsey strongly links diversity to financial success.

Culturally diverse teams achieve 80% better business results because they approach challenges from different perspectives.

Companies with solid intercultural training programs experience a 15% increase in overall productivity.

A Deloitte case study found a 20% increase in successful intercultural collaborations after implementing cultural awareness training. Collaboration is a direct driver of productivity.

Companies with diverse teams are 33% more likely to be leaders in innovation.

Organizations with culturally diverse workforces are 1.7 times more innovative.

Companies with diverse management teams generate 19% more revenue from innovation, which accounts for 45% of their total revenue, compared to 26% for less diverse teams. This quantifies the revenue impact of innovation-driven diversity.

Culturally unaware teams perform 36% worse than others, demonstrating the negative impact of a lack of cultural awareness

Agility and Resilience: Improves your organization's ability to respond to global changes and crises by 10% faster and more effectively, minimizing potential crisis-related damage. This secures long-term market share and profitability.