1. GLOBALINX CORP.
International Training Consultants Newsletter - Winter 2012
◆Happy New Year - Philip Deane -
May I take this opportunity to the benefits and opportunities of the business needs.
thank you all for your continued new learning technologies called In the next newsletter (Spring
support and wish you all a very e-learning. At that time we devel- 2012) I’ll talk about using social
happy and prosperous year of oped a new learning system called media for learning and develop-
the dragon. I know that many SMILE – Self-Managed Interactive ment. The trends for learning and
of us will be happy to see the Learning Environment, which at development in 2012 are likely
back of 2011, it was an awful year the time we thought was pretty to be the evolution and appli-
for many Japanese people. For cool and would revolutionize the cation of ‘webinars’ and more
the victims of the earthquake training industry. We were wrong, acceptance of social media for the
and tsunami, 2012 will be about nobody was interested and noth- purposes of learning and develop-
rebuilding lives and communities, ing really changed. So here I am ment.
and recovering businesses and 14 years later saying the same Of course I may be wrong, I was 14
industries. Therefore, I’d also like to thing again. However, a lot has years ago. However, we are taking
take this opportunity to wish the changed in the last 14 years. The no chances; we have been waiting
people of the Tohoku region the technology and infrastructure that for this opportunity for a long time
very best of luck for 2012. supports e-learning has developed and are ready to support you with
beyond all recognition, and there training and consulting services to
are several other factors that have smoothly implement these new
also changed that has resulted in technologies and learning tools in
the need for a more flexible and to your training and development
individualized learning environ- curriculum.
ment. All the very best for 2012
So what’s changed over the last 14
Phil Deane
years? Quite a lot actually, how-
President
ever, there are three major de-
Globalinx Corp.
So what are the trends and influ- velopments that have influenced
ence in the training and develop- how we learn; new technologies,
ment industry that we need to social platforms, and the internet
be ready for in 2012? There will of search engine. The search engine
course be the continued global- has become a ubiquitous tool
ization of business and the need for resolving information chal-
for effective training and devel- lenges large and small. For many
opment of employee’s skills to businesspeople the Internet has
meet the challenges of working in become the first option as they
multicultural environments. The take greater responsibility for their
traditional process and methods of own learning needs. As training
pre-departure training programs professionals we need to adjust to
and skill development seminars this new era by creating personal
will no doubt continue, however, I learning environments aimed at
believe that there will be a shift to- assisting employee’s learning and
wards the implementation of new supporting strategic business
technologies to provide a more needs. This means re-evaluating
flexible and individual learning traditional learning systems and
environment. Actually, I’ve been implementing new learning
predicting this for some time, in systems that can provide flexible,
1998 Globalinx held its first open individual learning environments
seminar setsumeikai introducing that are strategically aligned with
www.globalinx.co.jp 1

2. GLOBALINX CORP.
International Training Consultants Newsletter - Winter 2012
☆Proposals from the consultants☆
Training dispersed workforces - Philip Deane
Situation
To meet the training and
development needs of a globally
dispersed workforce, HR and
training managers must start to
consider implementing web-
based learning programs that
will save money and increase
the breadth of organizational
learning. A globally dispersed
workforce needs a combination of
formal and informal learning with
an emphasis on collaboration,
knowledge sharing and coaching.
Solution
Due to the rapid development of
web-based learning and meeting
software, high quality training
solutions can now be provided
to a globally dispersed workforce
at relatively low cost. These
technologies enable companies
to conduct a wide range of live
events ranging from informal
discussion and knowledge
sharing meetings to elaborate
virtual classroom training within many organizations. number of courses delivered
sessions (Webinars) attended For example, one of our clients and employee satisfaction levels,
by participants from all over the needed to provide company but by the achievement of key
world. administration training to over performance benchmarks and
These technologies can be 2000 multinational overseas staff bottom line impact. It is nothing
implemented relatively quickly located in 20 different countries. less than a paradigm shift from
and provide secure, high-impact Using web-based learning and training to performance, made
multi-media training sessions meeting software, we were possible largely by advances in
that can be recorded and able to propose a relatively low web-based learning and meeting
archived for future access from cost solution saving the client software.
any geographical location. They thousands of dollars whilst
are primarily designed to meet increasing the effectiveness and
the needs of global businesses quality of the training.
clamoring for convenient, secure New learning models will
and cost-effective alternatives to feature short and tightly focused
in-person gatherings. However, instruction sessions (Webinars)
another key driver is the increased delivered to globally dispersed
emphasis on “informal” learning, individuals or groups that need
which comprises most of the it at precisely the right times.
corporate knowledge transfer Results are measured not by the
www.globalinx.co.jp 2

3. GLOBALINX CORP.
International Training Consultants Newsletter - Winter 2012
☆Proposals from the consultants☆
Global readiness - Mark Beresford
Situation
Globalization is possibly the hot-
test word in business today. And
yet, does anyone really know what
is involved in going global? And if
your company has decided to be-
come a global player, do you really
have what it takes to compete on
the global stage?
The answer is probably “NO.” In
fact, most mid-sized companies
are completely unprepared to
pursue a globalization strategy.
Global readiness is not just about
having the right products, services,
or go-to-market plan. You also
need to think about your organi-
zation’s ability to simultaneously
support existing and new market
organizations without burdening
either with costly or unresponsive Solution rewards risk taking and entrepre-
operations or procedures. For globalization to proceed with neurialism, and that feels account-
Complications minimum risk and maximum able for producing sustainable
While the opportunities presented return the strategy needs to be business results.
by a global expansion are poten- resilient and to be a realistic fit
tially huge, so are the risks and to the organization expected to
barriers. Some of these include: deliver on it.
• The company’s firm specific ad- Strategic Alignment: What we do
vantages and core competencies begins with assessing the firm’s
may not be transferable to the globalization strategy from the top
target market down to identify risks and make
• Economic, political and regula- recommendations.
tory risk can wipe out profits Once the strategy is strong, we
overnight then work with the organization
• Cost advantages in labor, raw to ensure that it is ready to deliver
materials, capital, etc. are usually on the plan. This includes defining
short lived as competitors quickly the new global competency re-
catch up, and can be outweighed quirements, assessing the current
by increased coordination costs competency level of the depart-
• Globalization plans are often ment or business unit, design of
poorly considered, commu- the new organization, aligning
nicated, misunderstood, and and re-designing the hiring and
sometimes sabotaged by internal selection, learning and develop-
resistance ment, performance management,
• Inability to collaborate with for- and compensation strategies to
eign counterparts limits innova- support the global strategy.
tion and consumes profit and The result is an organization that is
time more performance oriented, that
www.globalinx.co.jp 3

4. GLOBALINX CORP.
International Training Consultants Newsletter - Winter 2012
☆Proposals from the consultants☆
Communication skills training for the masses - Joseph Hull
Recently, we were asked by a large These criteria presented us with complete with forms and tem-
Japanese company if we could some unique challenges, espe- plates, and incorporated online
provide business communication cially considering the variation instructor support to evaluate
skills training for around 800 em- in language and communication the student’s work and provide
ployees. The main requirements ability of the target employees. real-time guidance to help each
were: Several years ago, Globalinx de- student achieve a significant and
veloped a new software program measurable improvement.
-Time - As quickly as possible - using the Microsoft Windows plat- The result is that new program
Completed in twelve months form, to provide pre and post sup- can be completed by all target
program port for students participating in employees with 12 months. The
-Cost - As cheap as possible - our business communication skills program is basically a cost effec-
25,000 yen budget per employee seminars. The program proved to tive self-directed program using
for each skill developed be very successful, not only help- the Windows software program
ing students to effectively prepare with support and evaluation from
-Impact - As effective as possible for the seminar but also enabling professional business communica-
-Measurable - significant and them to effectively apply the skills tion skill instructors. All employ-
clearly measurable improvement and techniques they learned and ees are using the same program,
in each skill area continue to improve and develop which by the way is bilingual
their communication skills. (Japanese & English), this means
-Quality - As high as possible However, the program itself was
that we could provide the same
-All - every students should re- not enough to meet our client’s
high impact, high quality program
ceive a consistent high level of needs. So we set about develop-
to all employees and maintain a
training ing the programs by creating a
high quality of consistent training.
clear self-directed learning path
www.globalinx.co.jp 4

5. GLOBALINX CORP.
International Training Consultants Newsletter - Winter 2012
☆Proposals from the consultants☆
The benefits of active listening - Joseph Hull
I have recognized that the ma-
jority of the participants on our
seminars experience difficulty
asking appropriate questions and
understanding the message their
foreign counterpart is trying to
communicate to them. Basically,
their listening skills are quite poor.
Therefore, we spend a lot of time
training the participants to de-
velop their active listening skills.
This means, asking for clarification
where necessary, encouraging
the person you’re communicating
with to speak freely and express
their real concerns and intentions. her father in Miyagi prefecture for Tips on improving your active
The Benefits of Active Listening the first time, I couldn’t under- listening skills include:
Include: stand a word he said because his 1. Ask open questions
1. Building stronger relationships. dialect was completely foreign 2. Encourage elaboration
(Trust and respect) to me. Yet, after a thirty minute 3. Listen empathetically
2. Working together to resolve conversation, my father-in-law was 4. Give feedback to check your
problems. surprised at my ability to under- understanding
3. Creating a safe environment to stand every word he said. How did 5. Be accepting and non-judgmen-
share and discuss different view- this miracle take place? tal
points and ideas. Well, although I didn’t understand 6. Pay attention. Don’t let your
the words he spoke, his body mind wander
Some Barriers to Active Listening
language and tonality revealed his 7. Don’t jump to conclusions
Include:
feelings, which quickly changed 8. Remain open-minded
1. Anticipating what is going to
with each story he told me. So all 9. Don’t finish your counterpart’s
be said instead of being open to
I did was remain in sync with his sentence.
what is being said.
feelings by interjecting generic 10. Check your understanding by
2. Paying too much attention to
phrases to show I understood. At paraphrasing and summarizing
what is being said, rather, than
the appropriate time, I threw in ex- your understanding.
how it is said.
pressions such as, “oh, I see. Really? Think of people as closed treasure
3. Seeking confirmation of your
I understand how you feel. That’s chests. It is only by openly engag-
preconceived ideas, rather than
surprising. Oh, that’s interesting.” ing with them that they open up.
new information.
After my first conversation with The ability to listen with empathy
Active listening is an essential skill my father-in-law, as soon as we left may be the most important at-
as it enables the listener to re- he informed all family members tribute of people who succeed in
ceive and accurately interpret the and friends about my excellent gaining the trust and cooperation
speaker’s message, so that they fluency, making me a welcomed of others.
can then provide an appropriate guest everywhere. The response
and accurate response. I received made my communica- Thank you very much; I look for-
Here’s an example from my ex- tion successful. The response is ward working with all of you again
perience. I have lived in Japan for an integral part of the listening this year.
seven years. My wife is from Tokyo process and can be critical to the
and speaks standard Japanese success of a negotiation or busi-
when she is with me. When I met ness meetings.
www.globalinx.co.jp 5

6. GLOBALINX CORP.
International Training Consultants
Consultative Training Approach
Established in 1968, GLOBALINX now provides
consulting, training, coaching and online
learning services to a wide range of multinational
corporation and government agencies.
Our services are designed to improve and develop
communication skills, workplace management,
and leadership capabilities of employees working
in global business environments.
We develop the true potential of individuals,
enhancing their ability to work in multicultural
teams, manage global projects, and successfully
communicate and implement global business
strategies.
GLOBALINX CORP.
TEL: 81-3-5297-8243
E-mail: info@globalinx.co.jp
URL: www.globalinx.co.jp