• Detection of high potential international profiles and training of global managers.
   
• Pre-expatriation HR diagnostic of psychological profiles and social skills in comparison with the culture of the target country and detection of potential intercultural risks (past success doesn’t guarantee the comprehension and success with an other culture!).
   
• Post-expatriation diagnostic to guarantee the success of return and the re-integration of the employee into the company. Monitoring to guarantee the return of expatriates (and family) and help the re-integration in the country and the original company. Help for valorization of the intercultural experience inside the company.
   
• Audit of multicultural structures or analysis of risks and opportunities before the purchase of a foreign company or a merger and acquisition.
   
• Monitoring of a council/coaching plan and training adapted to the company problemsans suited to its available resources. This kind of plan considers the current development of the company, its history, its competitive environment, its project, etc.
   
• Sometimes there is a need to work on the company culture in collaboration with the the company board of managers because it’s a work with a strong and strategic impact. This kind of work has to be done with great rigor with a long term view.

See as well the column “intercultural training” and “council for change management in a multicultural environment”.