When marketing internationally, it’s easy to assume that a well-crafted, thoughtful campaign will have the same impact across multiple markets – but that’s not a given.

Marketers are well-versed in using emotion to convey a message—but does that emotional knowledge differ when our marketing spans multiple cultures?

Training that is locally sensitive drives engagement, understanding, inclusivity and better learner outcomes. I spoke to L&D experts to see what impact language and culture has on training global teams and they shared their top tips.

The challenge of how to communicate across regions is not a new one. But one aspect of comms that the pandemic has amplified is the need to think both globally and locally.

Understanding different regional cultures offers critical insight for marketing managers. Culture is generally accepted by marketing researchers as one of the most important influences on buying behaviour.

The world is more open than ever – although it may not feel like it right now. Digital advancements and a shift in the way we work means that expanding overseas and working with dispersed teams feels like a greater possibility.

2020 was the year of staying home. When offices closed and the government told us to stay inside, organisations and their employees had to adapt. With some people furloughed and others trying to work from home – amidst domestic distractions – L&D teams were called to action.

When it comes to collaborating, there are often two schools of thought: two heads are better than one or too many cooks spoil the broth. Finding the balance between centralising your Internal Comms translations and keeping local-market teams in the loop, can be tricky.

We’ll start this blog with a word of caution: English is not a universal language. Whilst believing that won’t stop you ordering a croissant in Paris, it could be very damaging for a global workplace.