Technology has allowed us to be more global. Organizations can hire talent from abroad; people get to be digital nomads, working one month in Portugal, another in Bali, and another in Egypt; and global teams are on the rise. As companies continue to grow internationally, the need for culturally competent employees becomes more critical. Support through intercultural training is needed more than ever. However, intercultural training has remained relatively stagnant over the past two decades, failing to keep up with technological advancements and the changing needs of global professionals.
The Current State of Intercultural Training
Traditional intercultural training methods have long relied on classroom-based sessions, lengthy workshops, and static learning materials. While these approaches have their merits, they often fall short in addressing the unique challenges faced by modern expatriates, business travelers, and remote workers operating in diverse cultural contexts.
One of the most glaring issues in the current intercultural training landscape is the lack of engagement with learning platforms. In studies I conducted at previous organizations, I found that only a small percentage of learners—as low as 5%—regularly access learning management systems (LMS) or learning experience platforms (LXP) that are not internal to their organizations. This startlingly low engagement rate raises serious questions about the effectiveness of traditional training methods and the accessibility of cultural learning resources.
Several factors contribute to this low utilization:
- User experience challenges: Many LMS and LXP platforms suffer from clunky interfaces and poor user experiences, making it difficult for learners to find the information they need quickly and efficiently.
- Technical barriers: Corporate firewalls and security measures often block access to external learning platforms, creating frustrating obstacles for users attempting to access training materials.
- Authentication fatigue: The need to remember multiple passwords for various systems can lead to user frustration, with many simply giving up when they can't recall their login credentials.
- App overload: Employees are increasingly resistant to downloading yet another app, especially if it’s perceived as nonessential to their daily work.
According to go1, a learning and development firm based in Australia, 71% of millennials say they connect more with mobile learning than they do with more formal methods, such as learning delivered via desktop. And 64% of learners want training to be accessible on their mobile phones.
These challenges and insights highlight the need for a fundamental shift in how we approach intercultural training and the tools we use to deliver it.
The Evolving Needs of Global Professionals
To understand how to improve intercultural training, it’s crucial to recognize the changing landscape of global talent mobility and the diverse needs of modern professionals operating in international contexts. Today’s global workforce includes:
- Traditional expatriates: Long-term assignees who relocate to a foreign country for extended periods.
- Short-term business travelers: Professionals who frequently travel internationally for brief periods.
- Digital nomads: Remote workers who move from country to country while maintaining their jobs.
- Virtual team members: Employees who collaborate with colleagues from different cultural backgrounds without leaving their home country.
Each of these groups faces unique challenges in navigating cultural differences and requires tailored support to develop cultural competence effectively.
Key Areas for Improvement in Intercultural Training
To address the shortcomings of traditional approaches and meet the diverse needs of global professionals, several key areas of improvement should be considered:
- Accessibility and flexibility: Training materials and resources should be easily accessible on various devices, allowing learners to engage with content at their convenience.
- Personalization: Learning experiences should be tailored to individual needs, taking into account the learner’s role, destination, and prior cultural experiences.
- Continuous learning: Rather than relying on one-time training sessions, intercultural learning should be an ongoing process that supports professionals throughout their international experiences.
- Practical application: Training should focus on providing practical, actionable insights that can be immediately applied in real-world situations.
- Engagement and interactivity: Utilizing modern technology to create engaging, interactive learning experiences that capture and maintain learners’ attention.
- Cultural intelligence development: Moving beyond surface-level cultural facts to help learners develop deeper cultural intelligence and adaptability skills.
Leveraging Technology for Enhanced Intercultural Learning
Advancements in technology are transforming intercultural training in significant ways. Mobile-first approaches, for example, allow learners to access training materials on their devices wherever they are, making it easier to integrate learning into their daily routines.
Microlearning is another key development, breaking down complex cultural concepts into short, manageable modules that can be understood and retained more easily.
Augmented and virtual reality offer immersive cultural experiences, giving learners a chance to practice navigating challenging scenarios in a controlled, virtual setting. This hands-on method can deepen understanding and build confidence.