Book this 2-day intensive workshop for executives on how to become a better global leader.

1. GLOBAL LEADERSHIP SKILLS
2-day intensive and interactive workshop
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

2. ADD GLOBAL LEADERSHIP
COMPETENCESTOYOUR EXISTING
LEADERSHIP SKILLS
This 2-day intensive workshop will enhance your
global leadership competences so you become
better at managing and leading culturally diverse
teams.The workshop is for you who already
have leadership experience but would like to
enhance the ability to use these skills on a global
scale.
Possessing global leadership skills enables you
and your organisation to engage in international
ventures with less risks and a knowledge about
how to benefit from the Cultural Diversity.
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

3. DAY ONE
1. Introduction to the course and expectation setting
The overall theme of the course is introduced and we explain how the different components play to get in achieving our objective. It
is also here we check the participants expectations to the course and make sure that we will meet these expectations if possible.
2. What is true leadership? And how do you become a leader instead of a manager?
It is important to distinguish between being a leader and a manager. It requires two different set of skills and personalities and here we
will explore these and find out what characterises a good leader
3. Introduction to Cultural Intelligence
One of the core qualities successful global leaders possess is the ability to create results across cultures.They are successful in doing
this because they possess a high level of cultural intelligence.Through this douse we will develop the participant’s cultural intelligence
4. The Cultural Iceberg
The first step in developing cultural intelligence is to understand the different layers that forms any culture.When understanding this
we can much better analyse an unfamiliar situation and avoid falling into the cultural traps that courses lost opportunities, reputation
damage less credibility.
5. The Cultural Dimensions
In order to understand and manage cultural differences, we need to break a culture down into components we can work with.We
therefore introduce the participants to 6 cultural dimensions. It is along these dimensions most synergies - and clashes happen. By
understanding that next level in cultural intelligence we can avoid destructive stereotyping and understand why people do as they do.
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

4. DAYTWO
1. Introduction to cultural dilemmas - and how important they are
We usually end up in conflicts when we are in a dilemmas and usually it ends with a compromise. But compromises are bad because none of the
parties involved get what they originally aimed at.There is a better solution namely reconciliation, but first we have to learn how to identify the
key cultural dilemmas.
2. Cultural reconciliation
When we have identified the cultural dilemmas it is time to stand out from the crowd and find solutions though reconciliation instead of
compromised. In a reconciliation the parties involved get more than they originally aimed at.You will learn how to facilitate a reconciliation process
and stand out as a true leader.
3. To to manage your fear
We don’t like to talk about it, but fear is nevertheless the most important motivation factor we have as human beings.When you stand out as a
leader a lot of people depend on you, so as a leader you are more likely to have fears than other people - but you can’t tell anyone. To become
successful as a leader it is important to know your own fears and what is the best way to deal with them.We will provide some important tools all
leaders can benefit from.
4. Innovation across Cultures
A cultural diverse team has many advantages. One of the most significant ones is that these teams have much more potential innovation power
than monocultural teams.As a global leader you will benefit form knowing how you can unleash that potential and make your cultural diverse team
excel in innovation.
5. Managing virtual teams
A major challenge for many leaders today is how to manage, lead and motivate virtual teams, that might even exist for a shorter period of time. In
Gugin we have conducted several research projects on this and we will share our findings and best practices with you
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

5. WHAT DOYOU GET OUT OFTHIS COURSE?
• You will have a number of new tools which are useful when managing and leading
cultural diverse teams
• You will have a deep understanding of how we can benefit from the cultural
diversity and how we can avoid potential conflicts and turn them in to sources of
synergies
• After the course you will be invited to take a test, which - if you pass, will enable
Gugin to issue a certificate to you.
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

6. ABOUT GUGIN
ABOUT GUGIN
We are specialised in helping companies succeed across cultures, by reconciling the differences and turn them
into sources of Syngergy. Our clients are companies who are moving into new areas, companies who are going
through a merger or acquisition or companies who need to become better at utilising the cultural diversity within
their own organisation.
BACKGROUND
Gugin was established in 2001 by Finn Majlergaard with the purpose to create an international business
consulting firm, which could help companies succeed in a globalised world. Gugin has its headquarter in
Copenhagen, Denmark, but works on projects all over the world.
In a world with rapid change you constantly need to change your processes and operating models in order to
stay competitive and being able to pursue the opportunities that arise. Therefore we found it crucial to invest a
lot of resources in development of tools and frameworks for companies facing these challenges of globalisation,
commoditisation and global alliances.
We have 3 main areas of activities; research, training and consulting. They fuel each other, and this way we
continously deliver solutions based on experience and innovation.
In 2013 we spent more than 5000 hours on research.
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com

7. ABOUT DR. FINN MAJLERGAARD
Dr. Finn Majlergaard, 47 has always been working internationally. Before founding Gugin he has held
international leadership positions with IBM, CSC and Arthur Andersen Business Consulting.
From the beginning of his working life it quickly showed that one of his core competences was to reconcile
differences and create strategic and operational advantages by utilising the cultural diversity. In 2001 he
decided to pursue the idea of developing a global operating consulting firm specialised in helping companies
and organisations to take advantage of the cultural diversity.
Finn Majlergaard holds a doctorate from International School of Management in Paris, New York, Tokyo and
Shanghai. He wrote his dissertation on how global operating companies can create competitive advantage
from cultural diversity. He also holds an MBA from Henley Management College (now Henley Business School).
He has held hundreds of workshops around the world for business executives, global organisations and NGO’s.
Apart from heading Gugin he is also the vice dean of academic affairs at International Institute of Paris and a
professor at several business schools around the world.
He is also on the council of and fellow member of the World Certification Institute
Copyright Gugin, 2014 - all rights reserved ::-:: Gugin: www.gugin.com E: gugin@gugin.com