A Rare Opportunity to Learn from one of the World's Leading Management Thinkers - Dr Fons Trompenaars
Leveraging Diversity and Inclusion to Drive Performance - Masterclass with Fons Trompenaars
Kerridge & Partners is delighted to announce that Dr Fons Trompenaars (Thinkers50 Hall of Fame 2017) will be leading a one-day masterclass in Auckland on 27 Sep 2019.
Often compared to global thought leaders such as Michael Porter and Tom Peters, Fons is recognised around the world for his work as a consultant, trainer, motivational speaker and author of various books on all subjects of culture and business. He has spent over 30 years helping Fortune 500 leaders solve their business and cultural dilemmas to increase global effectiveness and performance, particularly in the areas of globalisation, mergers and acquisition, HR and leadership development. Listed regularly as one of the world’s most influential management thinkers, he was inducted into the Thinkers50 Hall of Fame in 2017 which salutes distinguished individuals who have made a lasting and vital impact on how organizations are led and managed.
Fons delivered a keynote address as part of our 2018 Leadership Conference and based on the tremendous feedback received, we have invited Fons to lead a masterclass on “Leveraging Diversity and Inclusion to Drive Performance”.
In the one-day session, Fons Trompenaars in an entertaining, thought-provoking way will give an interactive introduction into the topic of leading globally, showing lots of examples, best practices, etc. that relate to the audience’s daily work situation. To further reinforce the lessons learned in the New Zealand context, the masterclass will conclude with a panel discussion with Fons and 2-3 senior business leaders.
Further details on the one day programme can be found below.
Capacity is limited – please sign up early to reserve a place!
Cost: $1,500 + GST per participant
Date: Friday 27 September 2019
Time: 8:00am – 5:00pm
Location: Generator at The Grid, 12 Madden Street, Wynyard Quarter, Auckland
Please contact Amelia Long ([email protected]; 09 969 9900) for registration, group rates and reduced rates for public sector and not-for-profit organisations.
Leading successful organizations consider diversity a strategic advantage; increased globalisation, demographic and societal changes, as well as competition are some of the reasons for the drive to recruit, develop and retain diverse talent. These organizations face the challenge of attracting, developing and retaining a workforce in order to compete effectively in the present and future and are able to harness the rich value of diversity. They find ways to profit from the opportunities, and to overcome the barriers and constraints that diversity encompasses.
The challenges organizations face are not only in attracting and developing a workforce needed to compete effectively in the present and future, but in harnessing the rich value of diversity. The rewards for organizations that find ways to overcome the barriers and constraints that currently limit the role and contribution of diverse people are considerable. What potentially makes an organization more effective is the inclusion of different values, ideas and points of view, which are genuinely different from the ones you already have.
Diversity is no longer just one type of diversity in a single person. Colleagues and business associates often contain more than one type of diversity in the same person: female of color, older person with disability, etc. This needs a new approach to looking at issues of diversity through including rather than separating them. After having devoted much attention to the issues pertaining to diversity, organizations are now focusing on what values are shared, what binds the different populations and cultures together. Inclusion will help people know what they share. The way an organization reconciles the inclusive values with the diverse values is a measure of its maturity. One of the main competencies underlying this maturity is the degree to which it can reconcile value differences.
About Trompenaars Hampden-Turner
Trompenaars Hampden-Turner is a leading innovative center of excellence focusing on managing (cultural) diversity. We aim to improve global effectiveness of organizations through our constant innovation of best practice consulting, training, research, and publishing in the field of culture and the link to business issues, covering the issues and challenges of internationalization, integration, corporate identity, diversity and leadership development. The company has conducted over 30 years of research on differences in terms of national, functional and corporate culture issues. Our capabilities derive from our research database (currently the largest database of its kind in the world), from our theory of the Seven Dimension of Culture Model, our unique dilemma-reconciliation methodology and our culture-for-business consulting practices.
Fons Trompenaars who has been a permanent fixture in the prestigious global ranking since its inception in 2001 was inducted in the Thinkers50 Hall of Fame in November 2017. The Thinkers50 ranking, often described as the Oscars of management thinking, is a “celebration of the very best new management thinking as well as those ideas which stand the test of time”.
Our approach focuses on providing participants with a frame of reference, a mindset, and practical tools and tips enabling them to successfully manage diversity and realize the advantages of inclusion. We link diversity and inclusion to the real-life business issues and challenges the participants are facing in order for them to gain the maximum benefit from our contribution.
Trompenaars Hampden-Turner’s work is based on a four-step process:
- Recognition or Awareness of the influence of all types of diversity (gender, age, national, functional and corporate) both in connection with self and other and their implications in co-operation, business and management.
- Respect for differences in values, styles, and approaches, including the ability to resolve cultural differences without recourse to destructive stereotyping.
- Reconciliation of differences, enabling people to think about integrating different value orientations in order to benefit from differences and reach win-win solutions.
- Realization: realizing the change achieved through the first three Rs’ in a structured way to ensure success.
We have developed a unique approach on how to bridge differences in a business environment, to challenge the way in which people think and act, and to initiate a dialogue about organizational choices.
The objectives are:
- To increase participants’ awareness of their own values and respect for other perspectives, and to create a shared frame of reference by increasing their understanding about the basic assumptions behind those (cultural) value differences.
- To enable participants to better understand the implications of all types of diversity for leadership and inclusion; both the pitfalls and critical success factors in business.
- Reinforcing the business impact diverse teams have and creating a shift in mindset on the business imperative of diverse teams
- To raise participants’ awareness and competence to deal with complex situations.
- To introduce the concept of dilemmas stemming from the tensions between values deriving from diversity and of Dilemma Reconciliation - our core methodology of reconciling value differences to improve team and personal effectiveness and organizational sustainability.
- Learning how to reconcile dilemmas and create awareness of the link between leaders’ behavioral styles and dilemma reconciliation
Our WebCue, an online questionnaire, will be used to draw out some of the basic issues or perceptions that exist among the participants in respect of diversity and globalization. We collect and analyze the information to uncover common thoughts, perceptions or concerns.
All responses will be considered in total confidence and only be used to prepare for the session. No information from this WebCue will be passed back to the organization in any way that may enable the source from any individual to be identified.
As part of the WebCue we would like participants to reflect on their organization’s readiness to be effective in international/global business. It uses the Trompenaars Hampden-Turner methodology of Dilemma Reconciliation to analyze responses from multiple choice questions on the way in which their organization and various functional disciplines operate across the world.
Intercultural Awareness Profile (IAP)
The IAP is designed to assess the personal orientation of choices that individuals make when dealing with aspects of diversity. This questionnaire allows us to perform a comprehensive analysis of participants’ cultural value orientation, by having them think about real-life dilemmas that reveal the variety of interpretations caused by different value orientations. Upon completion or at the workshop participants will receive their personal cultural profile. This profile provides awareness of cultural differences in conjunction with the Seven Dimensions of Culture model.