We worked closely with an international team of illustrators to carefully examine typical situations that occur in teams and organizations. These ideas then flowed into the creation of 50 high-quality visual metaphors that shift the focus onto the truly significant themes of our work: transformation, development, conflict and communication, resources, leadership, goals and vision. The cards provide a new dimension as “conversational pacemakers,” making it easier to gain access to motives and emotional states and bring people in organizations a step closer to open dialog. They are the perfect tool for well-versed trainers to quickly pinpoint core issues, making it easier for participants to recognize and talk about them. They are a must-have for anyone who wants to quickly get to the heart of the matter.

The fantastic feedback we received about ScenarioCards 1 Team & Organization motivated us to develop a second new set of ScenarioCards: ScenarioCards 2 Stereotypes & Diversity

Intercultural skills and the ability to deal with differences are without doubt core competencies in our modern world. Intercultural learning is now not only an established element of almost every school curriculum, but also in practically all companies. In collaboration with our graphics team, we developed 50 image metaphors to support intercultural learning that cover the entire intercultural spectrum, allowing you to address topics such as stereotypes, prejudices, diversity and inclusion. Our “conversational pacemakers” assist you in working with critical incidents, culture shock, with cultural models in particular, and of course with intercultural communication in general. The picture cards enable even more direct access to your participants’ genuine motivations and emotions and hence contribute to a meeting of minds. They are the perfect tool to help well-versed (intercultural) trainers quickly pinpoint core issues, making it easier for participants to recognize and talk about them. They are a must-have for anyone who wants to quickly get to the heart of the matter.

ScenarioCards are robust, water resistant and still look good after extensive use

Excerpt from the instruction manual:

Kickoff

Getting to know each other in an intercultural context: To get to know each other in an intercultural workshop, everyone chooses a card that reflects their own experience(s) in a foreign country. The participants share their experiences in small groups. Key experiences are then shared in the whole group.

Re-interpreting cultural differences

The participants select five cards which, for example, represent typical characteristics of Chinese culture, and another five cards for their own culture. The individual characteristics are explained. Then the trainer swaps the cards assigned to the respective cultures and assigns all five cards to the other culture. By asking “To what extent can the five cards also stand for each of the other cultures?” the trainer instigates a change of perspective.

Perspectives 

Two partners jointly choose two cards that, in their opinion, represent stereotypes. The aim is to discuss what negative and what positive effects these stereotypes would have if they were true. In the next round, the group discusses the results.

Preparation for international assignments

Each participant chooses one card for the hopes and a second card for the fears that he or she may have about a future international assignment. The participants share their thoughts in small groups.

Critical incidents

Small groups work with critical incidents and then present a summary of their results using a ScenarioCard. For example: “Our critical incident was about the different treatment of men and women, which is why we chose this card...”

Strategy collage and gallery

Towards the end of an intercultural seminar, small groups develop strategies for dealing with intercultural situations. The participants’ task is to illustrate the five most important strategies on a flip chart. ScenarioCards and self-drawn pictures are to be included. At the end, the flip charts are hung on the wall and inspected by the entire group as if in a gallery. The creators of the flip charts explain their collages.

Kick-off

In order to get the team talking about the intended topic of your workshop/seminar, invite each of the participants to choose two similar or different cards. Possible questions that they could use to help them make their selection: How is everyone? What needs do you have? Where do we want to go to? Where do the individual members feel the team experience is the same and where is it different? Who needs help and support?

 My team is like …

Each participant selects one of the cards that they think represents a metaphor for the team. Then, each participant presents his or her card in turn.

 Team vitality

Focus on the team’s resources by working with the question: “What are some of the most powerful resources and key strengths in your team? Select one or two similar or different cards.”

“Under pressure” vs. “energetic optimism”

Each participant is invited to select a card for their team that represents when the team acts under pressure and one for when it is in an energetic and optimistic state. The participants then share their thoughts on the differences and develop the best possible way of communicating under pressure.

 Planning goals

Use the cards at the end of a team development workshop or seminar by getting the team to combine their cards and develop a joint “goal collage,” that of course can also contain pictures drawn by the participants themselves.

 Appreciative feedback

The members of the team each choose a card that they think represents a special quality that another team member possesses. They all find at least one card for one other member of the team. Then, each team member gives the other team member their cards and their feedback.

Getting to know each other in an intercultural context: To get to know each other in an intercultural workshop, everyone chooses a card that reflects their own experience(s) in a foreign country. The participants share their experiences in small groups. Key experiences are then shared in the whole group.

 Re-interpreting cultural differences: The participants select five cards which, for example, represent typical characteristics of Chinese culture, and another five cards for their own (e.g. English) culture. The individual characteristics are explained. Then the trainer swaps the cards assigned to the respective cultures and assigns all five cards to the other culture. By asking “To what extent can the five cards also stand for each of the other cultures?” the trainer instigates a change of perspective.

 Perspectives: Two partners jointly choose two cards that, in their opinion, represent stereotypes. The aim is to discuss what negative and what positive effects these stereotypes would have if they were true. In the next round, the group discusses the results.

 Preparation for international assignments: Each participant chooses one card representing the hopes and a second card representing the fears that he or she may have about a future international assignment. The participants share their thoughts in small groups.

 Critical incidents: Small groups work with critical incidents and then present a summary of their results using a ScenarioCard, for example: “Our critical incident was about the different treatment of men and women, which is why we chose this card...”

 Strategy collage and gallery: Towards the end of an intercultural seminar, small groups develop strategies for dealing with intercultural situations. The participants’ task is to illustrate the five most important strategies on a flipchart. ScenarioCards and self-drawn pictures are to be included. At the end, the flipcharts are hung on the wall and inspected by the entire group as if in a gallery. The creators of the flipcharts explain their collages.