Imagine this: You’re delivering a workshop to an international audience. You’ve prepared well, your English is fluent, and yet… something feels off. The participants aren’t responding as expected, there are awkward silences, and by the end, you wonder: “Did they really understand my message?”

This is the reality of intercultural communication. It’s not just about speaking a common language, it’s about understanding how different people process information, engage, and interact based on their backgrounds.

Many professionals assume that as long as they explain their expertise clearly, participants will naturally understand. But have you ever stopped to think about how your audience engages with your content?

Here’s an example: I love to use open questions during my training to start discussions. But over time, I noticed something interesting: the same approach didn’t work for every group. In some sessions, extroverted participants jumped in immediately, dominating the conversation. Meanwhile, other participants stayed silent, even though I knew they had valuable insights as well. The result? Some voices were heard more than others and I wasn’t getting the balanced discussion I had hoped for. I realized that open questions weren’t always enough and that, sometimes, I had to personally invite quieter participants to speak to make sure everyone had a chance to contribute.

💡 Some people thrive on open discussions, while others need a more structured approach. A balance between open-ended engagement and directed facilitation can create a more inclusive learning experience.

You can think about intercultural communication as an onion. What we see on the surface (language, customs, traditions) is only the outer layer. When you start peeling, you reveal the layers underneath that describe how people think and behave:

Many workshop or training struggles happen because we focus on the outer layer (words) and ignore the deeper layers.

💥 How much structure do people need? Some participants (e.g., from Germany or Japan) may expect a step-by-step approach. Others (e.g., from Brazil or the US) may prefer a more flexible, discussion-based format.
💥 How do people respond to silence? For some people, a pause means thinking time. For others, silence can feel awkward, making them hesitant to speak up.
💥 How do people handle feedback? In some cultures, direct feedback is appreciated. In others, people prefer indirect feedback to avoid embarrassment.

Intercultural communication is a key skill when creating and executing a training or workshop. If you’re curious about how well you dominate this skill, I created a self-assessment as part of my free online introduction course. This will help you reflect on your strengths and areas for improvement.

👉 Take the self-assessment here!

Mastering intercultural communication doesn’t mean changing how you are. It means becoming more aware, adaptable, and effective in sharing your expertise.

And remember: there’s no right or wrong, just different perspectives to understand. The more you understand them, the more impactful your training will be!