You can find updates on research, projects, programmes and events related to intercultural psychology and social sustainability.
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A curious global leader excels at crossing cultural lines, building bridges, and communicating effectively across diverse environments. This curiosity drives adaptability, allowing leaders to thrive and unite teams with a shared vision across cultures.
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Presenting to a diverse audience, especially across cultures, can be challenging. Limited understanding of the audience and high expectations often heighten stress, affecting performance. Knowing your audience and preparing thoroughly are key to delivering effective, confident presentations.
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Culture shock management is vital for global leaders. Every cultural interaction impacts business. To succeed, stay mindful of stress, foresee challenges, and adopt suitable coping strategies. Grasping culture shock allows leaders to tailor the best approaches for diverse settings.
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Globalization brings distant cultures closer, transforming local neighbourhoods and multinational businesses. Can this cultural convergence foster greater intercultural competence? Developing these skills is essential for success in our increasingly connected world.
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Diversity alone isn't enough to drive change. The real value of diversity emerges when it's paired with inclusive practices that empower all voices in your organization. Inclusivity is the key to unlocking the full potential of a diverse workforce.
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Authenticity and adaptability are often seen as opposites—being true to yourself might seem rigid, while adapting could feel like a loss of self. Yet, in a globalized world, success requires both: staying authentic while flexibly engaging with diverse environments.
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The best way to promote cultural awareness is to create a safe environment for mutual sharing.
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Learning a new language can be challenging. Is it worth learning the language to know a culture?
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Leadership is in the eyes of the beholder. How can leaders in Asia elevate to become global leaders?
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Making friends and building relationships with people from different cultures is challenging enough. How do you do this online?
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Whether you recognise a person by their race (or not) has advantages and disadvantages. Knowing this can help you better tailor your diversity and inclusion initiatives.
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Everyone covers. People cover to tone down a disfavoured identity to fit into the mainstream. What do you cover?