Susan Wehrspann & Associates
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Initiates and manages cultural change within the organization to impact organizational effectiveness, Values cultural diversity and other differences in the work force. Ensure that the organization build on these differences and that employees are treated in a fair an equitable manner. Participants will be able to identify cultural, ethnic, gender, and other individual differences and how these differences impact the workplace, as well as techniques for respecting these differences.

In today’s workplace, dealing with a diverse work force, creating a diverse team is critical to your organization’s mission. And, it is not only your legal responsibility, it is also a major growing trend that parallels our country’s ever-changing demographics. But how can you support a more diverse workplace? Where can you start:? First you learn effective techniques to adapt your style, break down stereotypes, and improve awareness and skills in the areas of diversity.



·         Identify cultural differences

·         Understand how these differences impact the workplace

·         Practice techniques for managing these differences

·         Recognize the value of individual differences

·         Learn to accept that different cultures have equally valid perspectives

·         Work successfully with people who area different than you

·         Avoid misunderstandings that come from cross-cultural communication

·         Eliminate dissatisfaction without accusing or blaming

·         Learn style differences and how to use it to be heard




·         Recognize the difference culture Exercise

·         Identify the basis of cultural differences: the five orientations in the ways in which human beings deal with each others

·         Look at how culture makes you different than others Self Assessment

·         Valuing diversity -developing compassion for each person’s uniqueness



·         Understand how you think about differences Self Assessment

·         Developing appreciation for each person’s uniqueness- in regard to roles and relationships, working as an individual verses a team player, power and authority, involvement in decision making, use of language Demonstration of Practices



·         Experience the direct impacts of being treated differently, of limited participation attributes, of being misinterpreted, of not feeling included or valued Wheel Chair Demonstration

  • Understand communication breakdowns due to misunderstandings
  • Recognize the reasons for the misconceptions Self Assessment
  • Identify how growing up in different world means we use different words. Understand why the same words, spaces, tone, gestures cause different reactions Demonstration Role Play



·         How to avoid misunderstandings that come from cross cultural communication:

o        Manage your mind - learn how to master what you tell yourself about yourself and others Self Assessment

o        Manage your words - learn how to speak and listen to people with different backgrounds Role Play

o        Manage your non-verbals - know how to pay attention to the nonverbal language of how, when and where you do things Demonstration of Good Management Practices Diversity Video

·         How to use the technique of inquiry for more flexible and open-minded communication. Role Play

·         How to find a common language in which to achieve more professional cooperation

·         How to learn style differences Group Discussion

·         How to supervise people with differences in meaning, pacing, volume, gestures, space and touch. Application Exercise

·         How to adapt to the differences in style for example: how to decide when to-

o        show or not show emotions,

o        decide how far to get involved

o        when and how to acknowledge achievements

o        how and when to exercise control

·         How to use style differences to be heard understood

·         Correct mistakes and deal with issues without escalating conflict Case Study

·         Learn to get into each other’s world, speak each other’s language and enjoy it! Demonstration of Good Management Practices






I have lived a life of extreme diversity and had to turn the adversity into opportunity:

I was a racial minority in high school, I was one of 13 “girls” in law school in 1970, I escaped from the law to become a “lady” guide in Yellowstone Park (and I quote, “What the h... is she doing here?” a female attorney, (and I quote a judge, “Don’t think you can lift your shirts to me!”) A woman business owner, and management trainer (and I quote, “Why I have been managing longer than you have been alive missy!”

All of these experiences made me want to understand more. I do believe that all interactions is cross -cultural interaction, and its not just based on nationality, it is based on the fact we come from different worlds- race, gender, age, nations.

As a result of my studies -George Massy, George Simon, George Manning, Deborah Tannen, I am now able to provide insights into human behavior that improve the way people relate to these differences.


Skills: I have addressed more than 50 organizations in the nineties in the areas:

Personality differences, gender difference, sexual differences, generation differences and ethnic differences. My goal is to provide a forum in which people can identify their attitudes and their fears and have the opportunity to choose a different reaction... and to experience the powerful results if you do!


I also have the privilege to coach professionals from front line workers to CEOs, and work as a communications facilitator with diverse groups moving them from misconception, misgivings to understanding.


Experience: My customized training has been provided for Hewlett Packard, ASTD, Ball Aerospace, Camp Dresser and McKee, MMS, USDA Forest Service, BLM, DOI, Nutritional Services. I provide keynote address across the country on gender and generational diversity. Much of my work now also includes coaching male managers to deal with diversity issues, and coaching female managers to deal with their senior status in organizations.





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