When
a organization goes to a different country or region of the world, they must expect things to be
different, perhaps wildly so and need to be taken into account when planning training. An author on international project/programme purpose, Sylvia
Oldenwald, has proposed certain guidelines to deal with cultural and project/programme purpose differences.
The
six guidelines proposed by Oldenwald in adapting training to local conditions are as
follows:
1) Provide opportunities for trainers to apply the learning to their own cultural situation through case studies and role plays;
2) Listen to feedback from trainers from both the verbal and non-verbal perspective, realizing both will be different in different cultures;
3) Look for opportunities to take advantage of cultural differences, asking how various ideas and practices would be modified to fit local practices;
4) Be flexible in adapting to local cultural learning methods. In some cultures, lecture is more accepted than experiential learning;
5) Learn about the local region and the available technology so that training designs make sense. Sophisticated computer programs may not make sense if the trainees are used to chalk boards; and,
6) As a trainer from outside the culture, remember that you will probably not know or recognize the nuances of the trainees’ culture. Flexibility in training content and design are imperative.