A good way to assess intercultural training is from a total quality, or “best practices” perspective. These components are listed below, along with the Tucker International approach to them.
Design of training in accordance with the needs and circumstances of the participants. Tucker International programs are not open to the public and are not general in nature (“off the shelf”). Instead, they are tailored for the participants by means of written and telephone needs assessment. Although group programs are highly desirable when schedules permit, most programs are private, delivered for one expatriating employee, spouse and family.
Tucker International Training is based on participative, adult learning principles. There is little formal lecturing. Instead, information is presented in an informal, interactive way that meets the needs and learning styles of the participants.
Learning by interacting with people. Tucker International training activities are delivered by means of a Master Trainer and Consultants from the country of assignment interacting directly with the participants.
Training modules designed to facilitate learning through structured exercises. Although Tucker International training is participative and relaxed, each module is guided by models, questionnaires, topic lists and exercises.
Training directed at outcomes proven to lead to intercultural adjustment and expatriate success. Tucker International training is founded on six critical factors that differentiate successful expatriates from those who do not succeed.
Short and long term assessment of training value. Tucker International programs are evaluated at the end of training and again during the expatriate assignment. Data is used for continual improvement of the training process.
In addition to these best practices, Tucker International training features the TAP® Tucker Assessment Profile Assessment and Development Module. Incorporating it into training provides participants with their individual profiles that assess motivations, expectations, attitudes and attributes as compared to a database. The training process then helps them to apply their strengths to the international assignment and to begin to work on areas in need of development.