What We Do

Helping our Clients Develop Global Leaders

All business is global. We live in a rapidly changing, ever more globalized and interconnected world. Virtually all business now is global. Business people increasingly find themselves working in multicultural environments, doing their best to communicate across cultural boundaries. The skills needed to communicate across cultures are becoming ever more critical.

Cultural factors are a huge factor in business success: Most of us are only marginally aware of the implicit cultural rules that guide what we think and do, and that people from other cultural backgrounds are driven by a different underlying cultural logic. Differences in values orientations—ways of seeing power, hierarchy, identity, time, space, communication, context and relationships—lead to daily misunderstandings. These cultural differences are a much greater factor in the success or failure of all our business transactions and international assignments than most people realize.          

Intercultural incompetence is all pervasive. Lack of skills for managing the differences is what we call “intercultural incompetence.” It is all pervasive. And its costs are incalculable: It slows us down, destroys trust, damages reputations, kills deals, ends international assignments prematurely, even causes entire ventures to fail.

Truly global leaders are a rarity. While there are many leaders of global organizations, truly globally minded leaders are still a rarity. Increasingly, it will be the real global leaders—those who can move comfortably from one cultural context to another while conducting business—who will help their organizations thrive in the global marketplace.

Helping our clients build intercultural competence since 1994. An increasingly global workplace means a growing demand for high-quality intercultural consulting, coaching and training services that help develop global leaders. Since 1994, Morgan Intercultural has been working with many of the Fortune 1000 companies in all of the different industries—helping our clients build intercultural competence—variously called “cross-cultural competence,”  “global mindset,” “cultural intelligence,” “cultural empathy,” or “cultural agility”—the global outlook and capability people need to work confidently and effectively across cultural boundaries at home or abroad.

Strong emphasis on customization. To help our clients develop global leaders, Morgan Intercultural offers a wide range of highly customized training, coaching and consulting solutions designed for managers and personnel doing business around the world. When a client asks for our help, we conduct a needs assessment to determine the client’s expectations, business needs and objectives. Together, we determine the type of training, coaching or consulting service required. A strong emphasis on customization is indispensable.


No two trainings exactly alike. When intercultural providers custom-build their programs properly, no two trainings would ever be exactly alike. Given different industries,  different companies, different business needs, different host countries, different interacting cultures, different participant backgrounds and different learning styles—off-the-shelf programs simply don’t meet the need. So we’ll give careful thought to the training design, tailoring the program appropriately and incorporating a wide range of training methods.


Training methods might include:


  • mini lectures

  • structured and unstructured discussions with the coach, trainer or resource person

  • cross-cultural dialogue and critical incident analysis

  • case studies

  • role plays

  • videotapes

  • audiovisual presentations

  • simulations

  • questionnaires or other feedback instruments


Often, we’ll employ cross-culturally valid assessment tools to measure individual or group cultural profiles and developmental stages.


Good intercultural training design is a balancing act. We work hard to get the balance right—including both culture-general material (that is, learning about cultural differences in general) and culture-specific material (learning about a specific culture). Participants emerge from their training or coaching equipped with the new attitudes, knowledge, insights and skills they need for success. Later on, we’ll check in with participants to evaluate how they’re doing: Was the training truly useful for the participants? Did it improve their ability to function confidently and effectively across cultural boundaries?


Overlooking cultural differences can be the costliest mistake you will ever make. Based on this approach—in all the years we’ve been providing intercultural services—we’re proud to say we’ve enjoyed more than a 99 percent positive evaluation track record. Wherever in the world you do business, overlooking cultural differences can be the costliest mistake you will ever make. Morgan Intercultural can help your personnel prepare for success in the global economy.

Developing Interculturally Competent Global Leaders
Effective global leadership requires a global mindset
Morgan Intercultural develops global leaders who possess the capabilities needed to work confidently and effectively across cultural boundaries at home or abroad.

Interculturally Competent Leaders:

  • Have greater understanding of the values and behavior of other cultures

  • Can cope with the stress of working in and adjusting to foreign cultures


  • Enjoy increased satisfaction and comfort level living and working in other countries


  • Have higher levels of cultural self-awareness and understand how they are perceived by others


  • Can shift cultural perspectives, empathize, read culturally diverse situations accurately, and exhibit culturally appropriate behavior in many contexts


  • Have specific knowledge of different pertinent cultures, including their own


  • Are able to build authentic relationships with people who are culturally different


  • Communicate effectively across cultural boundaries

  • Create inclusive cultures and value diversity within their organizations; treat differences as assets to be leveraged rather than risks to be mitigated; solicit different perspectives; accommodate different workstyles; question non-inclusive assumptions, policies, procedures and practices within their organizations


  • Encourage development of intercultural competence for all their personnel, at all levels of their organization

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Delivering High-Quality Intercultural Training,
Coaching and Consulting

"The single biggest barrier to business success    is the one erected by culture."

--Anthropologist and author Edward T. Hall

Morgan Intercultural offers a full spectrum of customized intercultural training, coaching and consulting programs designed for managers and personnel doing business in the U.S. and around the world. Here are some of our most frequently requested types of coaching and training programs: 

  • International Assignment Programs: Preparing employees and accompanying family members for successful foreign assignments.  Learn more >


  • Intercultural Business Seminars: Group business intercultural training focused on your organization’s specific global and domestic intercultural business challenges. Learn more >


  • Executive International Coaching: Executive coaching for intercultural competence and global business success. Learn more >


  • Diversity & inclusion Workshops: Inclusive leadership workshops to help unleash the full potential of diverse talent within your organization. Learn more >   


  • India Specialization: Offering a wide range of India-related training and consulting solutions including pre-departure training, India business briefings, working effectively with people of Indian origin, multicultural and virtual team building, etc., as well as all types of training for Indians working with or coming to the west from India. Learn more >   


  • Multicultural Team Building: Customized team-building workshops to help your team members bridge, navigate and leverage cultural differences to become high-performance teams. Learn more >      


  • Keynote Speaking: Presentations to set the tone for your conference, meeting or event linking intercultural themes to your industry, issues and audience (e.g., cultural differences, intercultural-competence building, global management skills, inclusive leadership and related themes) Learn more >      


  • Intercultural Competence Assessment: Cross-culturally valid and reliable assessment tools provide a basis for developing your personnel and for building intercultural competence. These tools can be profoundly helpful in many different types of organizations and situations. Learn more >      


  • Candidate Assessment: Expatriate assessment, training recommendations and development to help global organizations evaluate and prepare employees for international assignments. Learn more >


  • Repatriation Training: Programs for a smoother cultural adjustment for returning international assignees and their families. Learn more > 

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Assessing Cultural Agility
"What you can measure you can improve."
At the heart of all our work is a deep sense of mission to help our clients build intercultural competence. Do you and your people have the cultural agility needed to function confidently and effectively with people who think and behave differently than you do? Most people don't. In today's global workplace, it's crucial to be able to measure and develop intercultural competence.
Groundbreaking work by Dr. Milton Bennett and Dr. Mitchell Hammer allows us to do so to an unprecedented degree. We’re now able to measure developmental stages or mindsets along a continuum—different ways individuals may understand and relate to cultural differences.


Imagine a continuum representing a series of developmental stages. At one end is the most ethnocentric or “monocultural” mindset. People at this stage tend to judge others ethnocentrically, that is, solely by the values and standards of their own culture. They’re likely not to be interested in cultural differences, and may have difficulty understanding and working effectively with people from other backgrounds. When people at this stage are present in a multicultural business environment, misunderstandings, miscommunication and all sorts of intercultural business problems are likely to occur.


Relatively few people function with a truly global mindset, at the interculturally competent stage at the other end of the continuum. Those who do exhibit a capacity to shift cultural perspectives as needed and adapt their behavior to the cultural context. Research shows, by the way, that most people believe they are functioning at higher levels of intercultural competence than they actually are.


But what we can measure we can change. Measuring stages of intercultural competence lays the foundation for effective training and coaching that helps to develop global leaders.


While there are a number of different kinds of assessment tools that interculturalists use besides the kind we’re discussing here, any global organization can profit from the use of intercultural competence assessment tools. Here are some examples of different kinds of situations in which these tools can be used as part of an effort to “move the needle” towards higher stages of intercultural competence:


  • Preparing assignees who are embarking on international assignments


  • Helping people work effectively in culturally diverse organizations or international companies 

  • Leadership development and development planning for managers


  • Organizational development initiatives focusing on building organization-wide levels of intercultural competence


  • Executive coaching focused on building intercultural effectiveness


  • Multicultural team building involving people from different cultural backgrounds


  • Mergers and acquisitions, joint ventures and other kinds of partnerships involving culturally different organizations


  • Initiatives to create more inclusive organizational cultures and to leverage diverse talent


  • Other types of organizations outside of business can benefit from intercultural competence assessment, as well, including healthcare, governmental, law enforcement and educational organizations

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