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Expatriate Effectiveness Solutions
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Expatriate Group Training
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GROVEWELL has enjoyed many notable success in providing group training for expatriates and, in some cases, their family members.  For example, one long-term client for our training services wrote, in part...
"Your programs have been outstanding.  [Your] on-going dialogue to assess the needs of our specific population and the individual follow-up with our employees is evidence of your interest in the success of each person who participates in one of your programs.
    "The programs are comprehensive and clear in content, while remaining personal, allowing for sharing among participants.  Our employees and their families consistently rate the cultural training programs among the best and most important aspect of their preparation for life abroad."
Julie Hoesterey, Deloitte & Touche
For additional testimonials, click here
Group training is effective in enabling assignees and spouses/partners to adapt more readily to the business and social cultures of an unfamiliar country.  In our experience, most clients who request training ask for a single day.  In this case, we recommend post-arrival training.  We are also willing to provide a day of pre-departure training.

We expect trainee groups of 15 or fewer.  We can train assignees and their spouses/partners together or separately.  We have been especially successful with one day of training for them together, followed by a half-day for the spouses/partners only.  This is because non-employed spouses/partners face exceptional challenges when living abroad.

We also offer country-specific business briefings for business assignees who are going abroad for short or long durations.  Focused, tailored briefings can be a full- or half-day in length, and may be conducted “live” or via phone- or video-conferencing.


Additional Information
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For details about GROVEWELL's best-practice standard for large-group cross-cultural training, click here to read "On the Design and Delivery of Intercultural Training (Properly Understood)." 
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Randömia Balloon Factory, GROVEWELL's unique, published, intercultural business simulation, is perfect for expatriate group training; click here.
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Research in Australia has recently reaffirmed the value of cross-cultural training.  Click here for a few key findings of this research.
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To obtain specific information, or to inquire about engaging GROVEWELL's services, contact info@grovewell.com.
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To discover our signature COACHING FOR GLOBAL ADVANTAGESM, click here.
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To discover our strategic GLOBAL LEADERSHIP PROGRAMS, click here.
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To discover our informative PROFESSIONAL KNOWLEDGE CENTER, click here.

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Additional Expatriate Effectiveness Solutions
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360º Candidate Assessment
Expatriate Coaching
Female Assignee Coaching
Spouse/Children Coaching
Repatriation Coaching
Our Expatriate Process
Our Repatriate Process
Expatriate Group Training
International Parenting: A Self-Study Guide
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Recent Research on the Value of Cross-Cultural Training
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Research recently completed in Australia shows that among the strongest indicators of the perceived value of cross-cultural training were the following:
  • 82% rated the importance of cultural competence to their jobs as above average or high;
  • 61% would like more cross-cultural training;
  • 73% said that CCT should be compulsory for everyone in their organization;
  • 88% said that CCT should be compulsory for all staff in customer contact positions.
Findings included expressions of surprise that such short programs could result in such longer-term gains.  Effective CCT provides opportunities for participants to reflect on and discuss a lifetime of experiences. It elucidates and provides a conceptual framework for understanding these experiences, leading to new perspectives and attitudes which, for many participants, are sustained long after the training event. 
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While most participants remained satisfied with the training experience over time, there was a reduction of 10.9 percentage points in the number reporting above average or high levels of satisfaction.  This reduced rating reflects findings that for many participants, the training was not long enough, did not go into sufficient depth, did not address expected issues, or was not subsequently transferable to the workplace.  It may also be a result of participants’ increased knowledge and awareness leading them to recognize the depth and complexity of the subject and the limitations of short, basic training programs.
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Robert Bean, "Australia Measuring the Value of Cross-Cultural Training," The Diversity Factor, Spring 2007, pp. 2-3.
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For the full report of the Australian research, visit www.immi.gov.au/media/publications/research/cross_cultural/index.htm
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