In an increasingly globalized world of work, intercultural competence becomes an indispensable ability. IBG expert Ina Lukl speaks about how managers and employees can achieve this competence and what influence they have on the company’s success.
The key role of managers in intercultural cooperation
In order to work successfully with employees for a variety of cultural backgrounds, managers need more than just technical expertise. “In addition to emotional competence, a manager must also have a high level of intercultural sensitivity,” says Ina Lukl. She explains that intercultural competence means to recognize and understand cultural values, norms and ways of thinking. Managers should be able to respond to differences and to promote respectful work relationships. The ability to take different perspectives and maintain appreciative communication is essential for success.
But how can managers acquire these skills? “It is important to watch yourself in meeting other people and also accept that you have your own prejudices,” says Lukl. Self -reflection and respectful handling of differences can be supported by coaching or supervision. “In addition, the theoretical examination of the topic, for example in lectures and webinars, is a good start,” she explains.
Promote employees in intercultural competence
Employees are also required to develop intercultural competence. Ina Lukl emphasizes that it is not just an understanding of other cultures, but above all an awareness of your own prejudices and reviews. “It is about maintaining an open handling of differences and realizing that cooperation does not always require complete unity,” explains the expert. The key is the ability to respect differences and still work constructively together. Training that take up scenarios from everyday work helps to expand personal perspectives and avoid misunderstandings.
The biggest challenges and how to overcome them
Lukl points to the greatest challenge when learning intercultural competence: the assumption that it is already knowing everything about one person due to origin or other characteristics. These assumptions lead to stereotypicals and prevent real encounters. “It takes courage to deal with the stranger and question his own reviews,” says the IBG expert. The path to more intercultural competence requires curiosity, interest and time.
The influence on company success and working atmosphere
Increased intercultural competence can significantly contribute to better cooperation and a positive working atmosphere. “If differences are recognized and not displaced, creative solutions and new perspectives are created,” says Ina Lukl. Conflicts are part of everyday work, but companies that maintain respectful use of differences create a basis for sustainable success in a multicultural world of work.
„Intercultural competence is a key qualification to interact flexibly and adequately in an unpredictable world
“Summarizes Lukl. Companies that specifically promote this ability are not only better prepared for challenges, but also able to develop innovative solutions and to remain successful in the long term.
About Ina Lukl:
Mag. Ina Lukl is the head of company health promotion and generation balance at IBG Innovative Operational Health Management GmbH. She is a magistra of the natural sciences, systemic consultants and coach and works as a work and organizational psychologist as well as health and project managers. Her main areas of work lie in the external management of company health promotion projects, the implementation of behavioral and ratio-oriented BGF measures, the individual and team consultation occupational psychology as well as teaching at the Medical University in Vienna.
IBG GMBHfounded in 1995, is with over 200 employees: inside, including 80 occupational doctors: inside, Austria’s largest management consultancy in the field of occupational health management. IBG is represented throughout Austria.