Leading Across Cultures Programme

Harnessing the potential of people to work together with anyone, anywhere

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Organisations operate in a global market and being able to operate effectively from anywhere in the world is now a given.  Leading across global and cross-cultural teams requires a different set of leadership skills much more than the traditional skills of setting direction, inspiring others and delivering operational success. 

Leading across Cultures is a reflective and highly interactive programme that will explore the different dimensions of cultural differences and challenge leaders to flex their leadership approaches to build trust and collaboration as leaders of intercultural teams.

This programme is a process. It is designed to work in 4 phases:

Icon representing engage phase of learning journey   ENGAGE – Involve stakeholders, establish context, practice tool and techniques

Icon representing workplace practice   WORKPLACE PRACTICE – Work with stakeholders to practice learned skills and tools

Leading across cultures 7   CONNECT AND REFLECT – Review progress, practise through role-play, refine understanding

Leading across cultures 6   CHANGE AND GROW – Sustain your change through continuing practice and feedback

Why this programme now?

As the nature of business continues to shift towards global and interconnected virtual environments, organisations need to have managers and leaders with cultural competence to achieve success when working across cultures.

You will leave with:

An awareness of how to bridge cultural gaps and turn differences into positive action

An understanding of how to transform your team so they have the confidence and capability to succeed

An enhanced perspective on understanding the challenges of leading across cultures

Approaches to create an inclusive, thriving organisation where people bring their best selves to work

Who is this programme for?

  • Managers who lead cross-cultural teams.
  • Organisational leaders who lead international functions.
  • Anyone on, or about to embark on, an international assignment.

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Leading Across Cultures Programme Outline

The face-to-face programme structure is 2 days plus 1 day, with a 1-2 month workplace impact element between the two parts.

The virtual programme structure is 4 half days plus 2 half days, with a 1-2 month workplace impact element between the two parts.

Organisational Context and Goals
Globalisation and growth of virtual working internationally
Growing recognition of diverse cultural identities within workplaces
Increased need to embed Diversity and Inclusion within business strategy
Equity, Diversity and Inclusion critical to employer brand
Enhanced focus on leveraging the benefits of diversity
Integrating cultural competence into leadership performance
Personal Skills and AttributesInterpersonal Skills and Behaviours
Leadership skills
Self-management and motivation
Critical self-reflection
Communication skills

Cultural awareness
Emotional intelligence
Cultural intelligence
Influencing skills
Change management
Conflict management

Stakeholder Engagement

Throughout the programme, learners will engage with key stakeholders to clearly define their goals for the programme and track progress against these objectives. Stakeholders and learners will be surveyed at key points to review the impact they are making in the workplace. This feedback and stakeholder engagement will inform facilitated sessions, adding depth and  value to these interactions.

  • Each programme includes pre-work when you and your stakeholders will be asked to complete a review questionnaire focused on your development goals for the programme. This is done electronically, and results are shared with you to help focus your development.
  • During the programme another review will be sent to you and your stakeholders to identify the successes and challenges you have experienced so far and what should be focused on to continue improvement.
  • Following the programme, two final reviews will be sent over a period of five months, exploring progress over time and reflecting on growth during the programme.

Phase 1 – Engage

Prior to Phase 1, learners are asked to complete between 2-3 hours of pre-work. The most important part of this pre-work will be selecting and contacting stakeholders who will engage with learners across the programme, providing feedback and insight on their development and impact. This includes taking part in an online review questionnaire before the first live session that helps to develop a shared understanding of context and aims for the programme. Learners will then take this insight into their facilitated sessions.

Phase 1 engages learners to uncover:

  1. Their understanding of the context of their team and organisation
  2. How this context is changing the nature of the leadership challenge they face
  3. The factors that have the most impact on their team and organisational resilience
  4. What impacts they want to have as a result of the programme

Having established the context and priorities of the learners, Phase 1 of the programme then moves on to explore:

  1. The challenges associated with working with different cultures and approaches to bridge cultural gaps.
  2. Essential personal skills, including:
    Leadership approaches that support working across cultures, inclusive leadership, self-management and motivation, critical self-reflection and communication skills.
  3. Essential interpersonal skills and approaches, including:
    Cultural awareness, understanding national cultural characteristics, Emotional Intelligence and Cultural intelligence, challenging unconscious bias and ethnocentricity, promoting Equity, Diversity and Inclusion, networking, influencing skills, change management and conflict management.

Finally, an action plan is generated that aligns context and priority to their development of skills, giving clear development and performance objectives for phase two.

Phase 2 – Workplace Practice

Phase 2 sees the learner return to their workplace, ready to execute on the action plan formulated in phase 1.

This will offer the chance to:

  • Engage with key stakeholders to inform them of learning and action goals
  • Implement and gain feedback on those learning and action goals
  • Refine and improve practice, based on feedback
  • Complete a PULSE learning journal to aid reflection and to use as part of Phase 3 review process.

To support learners throughout this phase, we provide online material for on a range of topics related to the programme, which we call Building Blocks. These are available to learners on demand, through their link to the Roffey Park Institute online platform.

Towards the end of this phase, learners and stakeholders will be asked to complete another online review of their progress so far and what they think is important to focus on in the next phase. This feedback will influence what happens in the reflect and connect sessions.

Phase 3 – Connect and Reflect

During this phase, learners focus on sharing their experiences of their learning journey with programme peers. This brings opportunities for fresh perspectives, new insights, and new energy. A Roffey Park International faculty member will facilitate the Connect and Reflect phase which is designed to create time and space for learners to reflect on, practice and make sense of their experiences to date. Learners are invited to assess the positives and the challenges they have experienced in relation to their own behaviour change and team and organisational impact.

Sessions in this phase are active, focused and fun – bringing a mix of energy and quiet space to enable learners to maximise their thinking and planning. You will be involved in discussion and inquiry with your programme peers as well as ideation and planning. This phase closes with the refinement of the Engagement Plan for the final phase of their journey.

Gaining the most from this phase requires energy, questioning, introspection, interest in others, openness to ideas, willingness to share highs and lows of your journey, creativity and imagination.

Phase 4 – Change and Grow

The final phase is focused on helping learners to create sustainable change and impact in their workplace context by embedding new behaviours, methods and thinking and add value to their organisation at different levels.

Learners will continue to work on their action plans to embed their learning and create impact. They will maintain engagement with stakeholders as they do this, applying good practices like communication, inquiry, seeking feedback and collecting evidence.

Learners will continue to work on their action plans to embed their learning and create impact. They will maintain engagement with stakeholders as they do this, applying good practices like communication, inquiry, seeking feedback and collecting evidence.

Gaining the most from this phase requires an attitude of continuous improvement, resilience, energy perspective, collaboration and an ability to share stories of success as well as challenge.

Leading Across Cultures – Dates and Fees

The Leading Across Cultures Programme consists of eight sessions plus two half-day Action Learning Sets. 

The face-to-face programme is delivered as a two-day plus one day programme 

The online programme is facilitated live over 4 half days.  

Online sessions will begin at 09:00 (UK time). Check your local time here


Online programmeResidential Programme
S$1 580*
€ 990*
£1 390*

*The price is net of any chargeable VAT or GST

July 2022 – Virtual

Session 1: 5 July 2022
Session 2: 7 July 2022
Session 3: 19 July 2022
Session 4: 21 July 2022
Session 5: 18 August 2022
Session 6: 19 August 2022

October 2022 – Virtual

Session 1: 4 October 2022
Session 2: 6 October 2022
Session 3: 18 October 2022
Session 4: 20 October 2022
Session 5: 15 November 2022
Session 6: 16 December 2022

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