How I conduct the training
Basically, I use three methodological approaches: 1) interactive lectures, 2) group discussions and activities and 3) role plays.
As my seminar style is very content-intensive, facts and figures make up a large part of the training. I provide the participants with results from intercultural management research and this necessarily requires some measure of one-way communication. However, as participants usually have several years of work experience and like to ask questions or make comments, my presentation style is very interactive. This also helps guard against any seminar "fatigue" that some of the more skeptical participants might experience.
Group discussions and activities such as creating several smaller groups for brainstorming and other tasks have proven to be effective ways in animating the participants. For example, the sub-groups can discuss the same or different topics among themselves and then have their results presented to the rest of the participants by a group speaker, using a flip chart and other tools. Competition among these groups can release surprisingly creative energies!
Role plays are particularly effective with Asian participants, as they enjoy group work and social games. But also Western participants tend to find role plays very educational. This is because role plays allow the participants to put their newly gained knowledge into practice and thus engage in learning-by-doing. I like to stress that making mistakes during these simulations is good because trial-and-error is an effective educational method. All role plays follow real business cases and are thus highly relevant to the participants.