The newsletter provides an overview of Globalinx Corp.'s activities in Q1 2013 and plans for the future. Key points include: 1) Globalinx saw increased demand in 2012 for cross-cultural training and will continue focusing on developing these programs. 2) In 2013, Globalinx will offer its management seminars publicly for the first time and expand its eLearning offerings. 3) The president expresses excitement about reaching a wider audience and providing essential skills for global business.

1. GLOBALINX CORP.
International Training Consultants Newsletter - Quarter 1 2013
Happy New Year - from everyone at Globalinx
I hope you could achieve your projects and teams. Many of these ment seminars, we are planning to
goals that you set for yourself in requests are for pre-departure train- conduct a series of public seminars
2012. It was certainly a busy year ing programs to help develop the to develop Global Business Com-
for many of our clients as they communication and managerial munication skills and Global Lead-
continued to expand their global skills of employees assigned to over- ership skills. These seminars provide
operations. In fact the latest data seas positions. the essential communication and
from Dealogic shows the value of leadership skills required for global
Last year I wrote about the shift
deals by Japanese firms abroad business. The Global Communica-
towards the implementation of new
was over $110 billion dollars. tions skills seminar is designed for
technologies to provide a more
The most notable deals in 2012 employees assigned to work in an
flexible and individual learning en-
included Softbank’s $20 billion take oversea’s office or international
vironment. This trend has certainly
over of Sprint Nextel, Mitsubishi Cor- business sections as support staff.
started, although not as much as
poration’s $6.1 billion investment in The Global Leadership program is
I anticipated. However, I believe
Canadian shale gas, and Dentsu’s designed for managers assigned
that as work forces become more
$5 Billion purchase of Britain’s Aegis. to take responsibility for overseas
dispersed and diverse training solu-
operations and employees. Par-
This may remind many of you of the tions will need to be more scalable
ticipants can either apply through
late 1980’s when large Japanese and global, so we are continuing to
their organization or as individuals.
companies made huge invest- invest our resources in this area. This
ments overseas. At that time many includes publishing our materials As I'm sure you know, Globalinx has
investments did not go well and in formats that easily accessible to been conducting these seminars
Japan’s business image was some- our clients in different parts of the for major Japanese and foreign
what tarnished. The incentives for world. For example, we will publish capital companies for many years,
investing and expanding opera- our popular books in ebook format however, this will be the first time
tions overseas may be different this so that they can be downloaded in we offer these program as public
time around, driven by a shrinking different languages and accessed seminars. So as you can imagine
domestic market and a strong yen. on various multimedia devices. We we are very excited about this
However, Japanese companies are also planning to develop our prospect and opportunity for us
must lean from past mistakes and popular range of Windows pro- to reach out to a wider audience.
ensure that these major invest- grams to new formats compatible These seminars will be conducted
ments are managed better. with various multimedia devices in March, so we'll send out details
and operating systems. very soon.
So given the continued expansion
of Japanese businesses overseas, We also recognized that our clients So that’s a quick reflection on the
what trends can we expect to see require training programs to be past year and summary of our
in the training and development much more results oriented and goals and expectations for 2013.
industry in 2013? The need for ef- focused on specific work-related
From all of us at Globalinx Corp.
fective training and development demands. This often means that
may we wish you all a joyous holi-
of employee’s skills to meet the we are tailoring our seminars and
day season and a prosperous 2013.
challenges of working in multicultur- training services to meet specific
al environments is likely to expand requirements. Philip Deane
further. In 2012 we provided far President
Another big change for Globalinx
more cross-cultural communication
in 2013 will be the move to more
skills training and multicultural team
open or public seminars. We are
management training than in previ-
receiving request from medium
ous years. We are expecting this
and smaller organizations that do
trend to continue and have recent-
not have the resources or number
ly hired new specialist instructors
of employees to cost effectively
to help us meet the demand and
conduct seminars within their or-
further develop the range of pro-
ganization. These organizations are
grams we are offering our clients.
looking for public seminars that will
We have also received more help them to training their key em-
requests for teleconferencing skills ployees for overseas assignments
training, assertive communication and projects. Therefore, in addition
skills, and managing multicultural to our public Project Manage-
www.globalinx.co.jp

2. GLOBALINX CORP.
Developing Global Leaders - Philip Deane
As Japanese organizations con- basic framework usually includes Leaders need to learn and un-
tinue to expand their businesses the following steps: derstand the perceptions of their
overseas, the need to develop ef- global workforce, as well as the
1. Identify your organization’s
fective global leaders and manag- expectations of their global cus-
potential global leaders
ers is becoming an urgent issues tomers and vendors. This means
for many organizations. providing training and coaching to
help leaders acquire higher-level
However, the definition of an "ef-
management skills and develop
fective leader" varies from one cul-
their leadership competencies.
ture to another. In fact, effective
HRD managers need to define
leadership behavior in one culture
the abilities and competences
could be completely ineffective in
required to be an effective leader
others. Whilst true leaders can envi-
in their organization. The basic
sion what they want to achieve,
key competencies required by all
and take appropriate steps to
global leaders are:
make that vision a reality, how they
communicate and interact with • Lead multicultural teams
the people they lead will usually (talent pool / succession effectively
define their success. planning) • Communicate clearly and
Leading across cultures is natu- 2. Assess their capabilities and decisively
rally more complex and requires a development needs • Use authority with confidence,
broader range of skills, abilities and 3. Develop and implement ap- accountability and integrity
awareness. Therefore it is important propriate learning and Effective training and coaching
to recognize that successful lead- training programs focuses on preparing potential
ers in Japan may not necessarily 4. Create opportunities through leaders and helps them achieve
be successful leaders overseas, work assignments for leaders to more personal satisfaction whilst
and vise versa. develop their skills achieving the strategic business
So how can your organization de- 5. Measure progress to track ac- objectives of the organization.
velop effective global leaders? The tual development and progress
Communicating Effective Change - The 3 Cs - Michael McCoy
As far back as March 1995, Har- positive force from which they can Compelling
vard Business Review warned and do benefit, not something that The change vision must be clear,
that most Change Management must be feared. They know that aligned with the company’s cul-
initiatives were doomed, in one of poorly communicated Change ture, and a compelling argument,
its best ever selling articles, Lead- initiatives come to nothing, and regardless of whether the compa-
ing Change: Why Transformation often cause more damage to a ny is in crisis or a successful market
Efforts Fail, by John Kotter. company’s culture, morale and leader.
bottom line.
Compare March 1995 with today's Consistent
world: To win the maximum possible buy-
in, management, in all their words
• amazon.com had not yet
and actions, must be ‘on-mes-
been launched;
sage’, unambiguously supporting
• Google was still three years and championing the change.
away;
Continuous
• Wikipedia was six years away Change can only successfully be
in the future. anchored in the company’s cul-
ture through continued engage-
Today’s pace of business, where
ment with all stakeholders before,
even new and best practices soon
during and after the project to
become obsolete, demands that
successfully plan, implement and
the most competitive companies To be effective, management’s
safeguard the change.
have speed, agility and innovation communication regarding
built into their DNA. Change must be Compelling, Con-
Stakeholders in these excellent sistent and Continuous, throughout
companies embrace Change as a and well after the process.
www.globalinx.co.jp

3. International Training Consultants
Managing Presentation Nerves - Joseph Hull
I have recognized that many ineffective if your presentation rehearse out loud. The purpose is
participants in our business presen- style contradicts or detracts from to practice how you are going to
tation seminars feel that a lack of your message. Basically decide powerfully deliver the presenta-
confidence or nervousness is the whether your purpose is to inform or tion and engage your audience.
main reason they need to develop persuade. Then, logically structure If you can persuade a few of your
their presentation skills. They also your presentation content using a colleagues to be your audience
recognize that to be successful in simple structure that builds on the and give you some feedback that
international business they need to audience's level of knowledge for would be great. If not try using a
be good at presenting their ideas, informative style presentations. For web cam to record your presen-
products and services in English. persuasive style presentations start tation and then review from the
Which means having the confi- with the audience's problem or viewpoint of your audience. A few
dence to stand up in front of an need and then present your solu- more tips:
international audience and clearly tion and show how your solution
• Practice emphasizing key
and confidently present their ideas. solves the problem or satisfies their
words.
The good news is that by the end needs.
of the seminar the participants can This will make your presentation • Practice meaningful gestures
do just that, they have successfully easier to follow, understand and • Practice varying the tone and
developed their presentations to a remember for your audience. pace of your voice. Slow down
level suitable for international busi- Remember to use visual aids to for important words and key
ness. They have learned skills and help the audience understand messages.
techniques skills to prepare and and remember your presentation. • Practice eye contact by look-
confidently deliver successful busi- However, keep your visuals simple, ing at the chairs - not the visuals
ness presentations as well as tech- do not use them to help you pres- or notes
niques to manage their nerves and ent, they should be designed to • Check your transitions between
interact with their audience. Notice help the audience understand and each point.
I didn't say to get rid of their ner- remember your key information.
vousness. This is because present- • Rehearse out loud at least
ing is not a natural activity; even
Practice Out Loud three times, or until you feel
As the saying goes "Practice makes confident.
the most experienced presenters
get nervous. The key is to decrease For those who avoid rehearsal:
your level of nervousness so you If you put off or avoid rehearsing,
can use your energy positively and the more you are feeding your
not let your nervousness control anxiety and you will become more
you. To help bring your nervousness anxious and more nervous. You
under control, here are some key have to rehearse to break away
tips to remember. from this mental pattern. Otherwise
the nervous reaction will just con-
Consider Your Audience tinue to grow.
Always start your preparation by
considering your audience. The If you think about why or when
more you know about your audi- perfect". Rehearsal is of course very you get nervous, it is often about
ence the less nervous you will be. important. You must practice or losing control over something: your
Think about your audience's expec- rehearse to check the content and voice waivers, you forget a key
tations: build your confidence. After de- point, your hands shake, you turn
What do they want to learn? veloping your content talk through red in the face, you blank out, etc.
your presentation a few times and Rehearsing helps you gain physical
What is their level of knowledge?
the following points: control to improve your delivery.
How will they use your information?
What need are you serving for? How does it flow? - Logically? On the Day
Are the key messages clear? Lastly, on the day, try to get to your
What problems do they have?
How long does it take? - Time is presentation venue in plenty of
The more confident you are pre-
OK? time, at least thirty minutes before
senting them with useful and inter-
If necessary adjust the content, if the scheduled starting time. Check
esting material that satisfies their
you need to reduce the time de- all the equipment, the room layout,
needs and expectations; the less
lete some content, but move any get a glass of water, get comfort-
nervous you will be overall.
slides after your conclusion slide, able in the room and greet the
Remember that you are there for they may be helpful to answer guests as they arrive. This will help
them and that they want you to questions. you to relax and hopefully, enjoy
succeed. So now you are basically happy your presentation.
with the content. Time to rehearse,
Develop Content Good luck!
the point to remember is - always
Even the best content can be
www.globalinx.co.jp

4. GLOBALINX CORP.
Seminar Report - An Introduction to Business Analysis
Globalinx delivered a special new are becoming critical to success
seminar titled "Business Analy- for their companies.
sis - An Introduction at the Hibiya
Voice of participants
Public Library on Nov 7th.
(questionnaire)
The instructor was Mark Beresford,
• Chance of speaking and vol-
PMP (Project Management Profes-
ume of listening is better than
sional), CBAP (Certified Business
any other seminar
Analysis Professional). According to the definition: “Busi-
ness Analysis is the discipline of • Power Point slides were very
identifying business needs and easy to understand and well
determining solutions to business organized
problems.” This, more general defi- • There are some good exam-
nition, allows us to use BA methods ples and I can use them for my
in any situation where a customer job.
has a need and the vendor is
some kind of solution provider. Content of seminar score 4.7/5.0
Especially where the solution has Instructor score 5.0/5.0
to fit to the unique needs of the
Summary score 4.8/5.0
customer very closely.
The participants learned how using In the last half of seminar, the
Business Analysis methods before participants were able to ap-
starting a project can contribute ply the learning points to a case
to project success, customer satis- study and practice their new skills.
faction, reduce costs and increase Participants came from different
benefits. At the moment there is a industries and they participated
perception that Business Analysis is in the 6-hour seminar very ac-
only for IT projects, but it can add tively and with enthusiasm. They all
value to any kind of project. agreed that Business Analysis skills
What is the Value of Business Analysis?
Business analysis is the discipline of process analyst, product manager, BA’s have the specialized knowl-
discovering business needs and product owner, enterprise analyst, edge to act as a guide: to lead
proposing solutions to business business architect, management the business from its current state
problems. These solutions may of- consultant, business intelligence to its desired state. The value of
ten include an ICT systems compo- analyst, etc. business analysis is in realization
nent, but may also consist of pro- of benefits, avoidance of risk and
The Business Analyst is a change
cess improvement, organizational cost, identification of new oppor-
agent. Business Analysis is a disci-
change or strategic planning and tunities, understanding of required
plined approach for introducing
policy development. The person capabilities and modeling the
and managing changes to orga-
who carries out this task is called a future state of the organization. It
nizations. Business analysis is used
business analyst or BA. is the role of the BA to ensure an
to identify and communicate the
organization realizes these ben-
Business Analysis is the practice of need for change in how organiza-
efits, ultimately improving the way
enabling change in an organiza- tions work, and to facilitate the
they do business.
tional context, by defining needs delivery of that change.
and recommending solutions that
Business analysts work across all
deliver value to stakeholders and
levels of an organization and may
then tracking the development
be involved in everything from
and delivery of these solutions
defining strategy, to creating
throughout the project (and prod-
enterprise architecture, to tak-
uct) lifecycle to ensure that that
ing a leadership role by defining
value is indeed realized.
the goals and requirements for
Job titles for business analysis programs and projects or support-
practitioners include not only ing continuous improvement in
business analyst, but also systems an organization's technology and
analyst, requirements engineer, processes.
www.globalinx.co.jp

5. International Training Consultants
ROI on Training
In his book “Evaluating Training Programs”, Donald What this means is that both pre-training analysis and
Kirkpatrick proposed four ways of evaluating training post training follow-up must take into account the
programs: whole ecosystem where the knowledge and skills
will be used to produce measurable value for the
Step 1: Reaction - How well did the learners like the
business. Without proper alignment between all the
learning process?
elements in the ecosystem with the content of the
Step 2: Learning - What did they learn? (the extent to training, little can be realistically expected.
which the learners gained new knowledge and skills)
Step 3: Behavior - What changes in job performance
resulted from the learning? (ability to perform the
newly learned skills while on the job)
Step 4: Results - What are the tangible results of the
learning? (in terms of reduced cost, improved quality,
increased productivity, efficiency, etc.)
Many organizations are becoming more serious about
evaluating training from all of these four perspectives
and are therefore asking training vendors to provide
methods for ensuring that training produces positive
ROI, in other words, quantifiable results in excess of
investment cost.
This challenge of course is a complex one because
when the trainee returns to the workplace, they re-
enter a tangled web of interconnected forces and
dependencies, many of which resist the implementa-
tion of new learning on the job.
So a well-designed training program has to take into This is the reason why training programs these days
account the whole context within which the learning must be custom-designed, in a consultative way,
is expected to be implemented, and where the results taking into account all of the forces at play in the
will ultimately be measured. workplace.
Public Seminar Information
We will continue to conduct our 25th January skills. We regularly conduct these
popular one-day project man- Global Team Management seminars for major companies
agement seminars throughout as in-house pre-departure train-
18th February
2013. We are aiming to conduct ing programs. However, to meet
Facilitation for Project Managers
one seminar each month to help the demand from individuals
professional project managers de- 1st March and smaller companies we have
velop their skills and maintain their Business Analysis Skills decided to offer these popular
certification. These seminars are seminars as public seminars. Please
Details are on our homepage un-
provided in a comfortable atmo- see our homepage for details:
der the Public Seminars tab.
sphere and have a good balance http://globalinx.co.jp/event/
of lectures and activities. It’s also a We are constantly creating new
great place to network with other public seminars too, so if there is
project managers from different anything you would like to study in
companies. one of our workshops contact our
Program Director, Mark Beresford:
Because these seminars are
mb@globalinx.co.jp to make sug-
conducted in English, it also gives
gestions. We will be happy to con-
participants a chance to prac-
sider any ideas for future training
tice project management skills in
English as a way of improving their In March, we are conducting ad-
global project communication ditional public seminars for busi-
skills. ness people that need to develop
their global business communica-
Over the next three months we will
tion skills and global leadership
conduct the following seminars.
www.globalinx.co.jp

6. GLOBALINX CORP.
International Training Consultants
Developing the capabilities of organizations and people
working in global business environments.
GLOBALINX CORP.
TEL: 81-3-5297-8243
E-mail: info@globalinx.co.jp
URL: www.globalinx.co.jp