Delilah And Julius Global Assignment Training

From the Magazine, Leadership Development

Make the Most of Global Development Assignments

Too few international assignments result in better leadership. Here’s a model for how to better develop global leadership skills and maximize your investment.

Cross-border development assignments for leaders and high potential talent are complicated and expensive. Learning can be powerful and long lasting but too few result in higher levels of global competency. Assignments can be a waste of investment if the assignee does not receive the preparation, assessment, development training and coaching needed for success.

Over the past few years, learning and development function has become an important priority for global organizations. Of heightened priority for chief learning officers and their high-potential talent is the development of intercultural competency.

The successful implementation of global business strategy by interculturally competent people is required to effectively compete across borders, cultures and time zones. A 2011 study of 1,500 CEOs by IBM and another study that same year of more than 14,000 HR professionals conduced by leadership development consultancy DDI showed that a majority of companies do not have the leaders needed to keep up with the speed of business, are not satisfied with the quality of their leaders (particularly in Asia) and do not have bench strength to meet future needs.

That same year, a study by Right Management and the Chally Group found that 80 percent of HR professionals rated cultural assimilation as the greatest challenge facing successful leaders outside of their home country. In short, cultural issues will dominate the new competencies required for global leaders over the next 10 years.

Chief learning officers know that global developmental assignments are an important part of efforts to develop intercultural competency and to move leaders and high-potential employees to expand responsibilities and add greater value in their global businesses. These cross-border assignments require significant investments on the part of the company and the employee. But how can they be assured that these assignments are doing all that they are supposed to do? Will the assignment itself result in higher levels of understanding and skills needed to lead global business? The answer consistently is no.

A New Model for Global Development

Global businesses need a new model for more effective global leadership development that integrates assessment, training and coaching into the assignment to maximize the process and outcomes. (See Fig. 1)

“We have applied this model over the past 18 years in our U.S. Mobility Program to help prepare our employees for international assignments,” said Lynne Vasconcellos, executive director, global mobility, Americas for the global professional services firm KPMG. “We’ve found it to be a good predictor of assignment success or failure.”

It starts with the end in mind. On the right side of the investment model is the global learning expected as a result of the international assignment process. According to social learning theory, developed by psychologist Albert Bandura, people develop through learning from their surroundings, either by interacting with people or observing others’ behavior. This suggests that on a global development assignment in a country other than one’s own if a leader is well prepared they will pay attention to appropriate intercultural leadership behaviors and these behaviors will be retained and reproduced when appropriate.

Predisposition for learning is also important. The more interaction a person has with people from a given cultural group, the more positive his or her attitudes will be toward the people from that group. But the reverse can be true, as well. It depends on predispositions or intercultural competencies. For example, if a non-Muslim Westerner is not open-minded to other cultures and not respectful of other spiritual beliefs, he or she will not do well in the Middle East. Longer term contact for that person with those in the Middle East will not lead to positive attitudes and more likely will lead to negative attitudes.

The Model in Action

So how can CLOs prepare for this higher level of global learning? The investment model suggests this can be done through enhanced intercultural adjustment during the assignment (step 3), which can be assured through high quality, individually customized intercultural training and coaching (step 2). However, all of this should start with individual assessment to ensure predisposition to even engage in meaningful cross-cultural interactions (step 1).

Step 1: Intercultural Competencies

The first part of the investment model contains a set of intercultural competencies that predict adjustment on international assignment over time. Each of these individual competencies interact with developmental interventions differently. This means that each individual set of competencies will lead the employee through a different path to global learning and this path can be laid out through competency assessment, feedback and development, followed by training and coaching.

These competencies are not personality traits, which are consistent over time and not particularly amenable to change. Rather, they are behavioral styles or tendencies that are amenable to change through feedback and development.

Michael Bowling, head of the northern Latin American region for ATT/Direct TV, experienced this model personally when he was assigned from the United States to Mexico and applies it with his MBA students at Vanderbilt University.

“Being aware of our need to apply these competencies helped me and my wife to successfully adjust to Mexico, especially in the area of patience,” he said.

Time is viewed very differently in the U.S. than in Mexico and requires a high level of patience from Americans to adapt to Mexican culture. Time is money in the U.S. and people arrange their lives by the clock, valuing being on time and getting things done as quickly as possible. In Mexico, maintaining relationships and one’s place in the relationship network is how their lives are arranged. A more relaxed attention to time and timeliness is the norm.

Step 2: Intercultural Training and Coaching

Once an understanding of intercultural competency strengths and areas in need of development are clarified, it remains important to learn how these apply to different countries and cultures.

For example, the application of social adaptability in Japan is quite different than the U.S. An assignment to Japan requires an understanding and pronunciation of Japanese names and appropriate participation in long after-hours socializing, usually without one’s spouse. Japanese leaders assigned to the U.S. will face what appears to be superficial friendliness of Americans. The common phrase “let’s get together soon” may not mean a genuine social invitation and the use of first names when talking to others may seem strange.

An effective way to learn how to apply competencies to other cultures is through high-quality intercultural training and coaching. This is best achieved when a learning professional works like a consultant, gaining deep understanding of the client’s global business strategy and how the development assignment fits the strategy. Training and coaching then are highly customized to each employee and these interventions incorporate individual differences on intercultural competencies.

Step 3: Enhanced Intercultural Adjustment

As the investment model shows, intercultural competency assessment and development followed by high quality training and coaching, leads to enhanced intercultural adjustment on international assignments. Leaders who exhibit higher levels of competency development are able to achieve six measurable factors that define intercultural adjustment and are more successful on their international assignments. The six factors are:

  • Acceptance: Those who accept the culture of the country of assignment show respect for local customs and behavior They do not criticize or make light of the culture but accept it as different from their own but entirely natural for local people.
  • Knowledge: Successful international assignees are genuinely interested in their country of assignment. They learn historical and contemporary information about the country and are able to engage in conversation with local people about subjects of interest to them.
  • Affect: Successful intercultural adjustment leads to positive feelings of well- These feelings in turn are associated with a positive self-concept and positive attitudes about the country and its people.
  • Lifestyle: International assignees who adjust well lead an active and rewarding They are able to do some of the things that they enjoyed back home as well as engage in activities that are unique to their country of assignment.
  • Interaction: Successful adjusters engage themselves in the country of assignment. They choose to be with local nationals not only on the job but during their discretionary time as They make local friendships that replace those left back home and help support their new lifestyle.
  • Communication: Intercultural adjustment means learning the language as well as time, business and other constraints allow. It also means learning the non-verbal communication systems of the local culture and using that system to demonstrate respect and understanding.

A number of studies have investigated the relationship between intercultural adjustment and job performance on international assignments. One study of 100 employees assigned to 29 countries working for 17 companies found that those who were doing well on their jobs were also the ones who had adapted the best and achieved the six factors described above.

International assignments for development purposes are an important part of talent management and an important goal of the assignment is the development of intercultural competency. These assignments are expensive and time-consuming so it is imperative they deliver top value return for theirinvestments.

The investment model described here can guide this process by beginning with an assessment of pre-dispositions for intercultural learning and delivering high-quality intercultural training and coaching. Developmental activities will then ensure enhanced intercultural adjustment and job performance on international assignments which   in turn leads to the highest levels of global learning and application.

Michael Tucker is an industrial/organizational psychologist and president and founder of Tucker International. He is the author of many assessment and development tools including the TAP and SETD. He can be reached at editor@CLOmedia.com.

Tags: global development, leadership development, u.s. mobility program

Delilah and Julius
Created by
  • Suzanne Chapman
  • Steven J.P Comeau
Developed byLienne Sawatsky
Daniel Williams
Voices of
Composer(s)Pure West
Country of originCanada
Original language(s)
No. of seasons2
No. of episodes52 (list of episodes)
Production
Running time22 minutes
Release
Original network
Original releaseAugust 14, 2005 (2005-08-14) – August 16, 2008 (2008-08-16)

Delilah & Julius is a Canadian animated series which is targeted at children and young teens and is animated using Macromedia Flash technology.

Plot[edit]

The series is centered on a pair of highly trained young adults, Delilah and Julius, who were both orphaned children of special agents. Together, they graduated from the Academy, a training facility headed by Al, a free-spirited special agent who brought the duo together, and fight international crime and a myriad of villains as a pair of savvy, well-trained spies.

Episode list[edit]

With Teletoon original airdates in parentheses:[1]

Season one[edit]

  1. The Underground - A missing train full of foreign athletes lead Delilah and Julius to Ms. Deeds and her plot to annihilate the planet and start an underground civilization. (Pilot episode) (October 8, 2005 (2005-10-08))
  2. Fun For All - Dr. Dismay is about to unleash a deadly virus on unsuspecting fun-seekers at an amusement park, thanks to the help of Carlial, A genetic scientist for hire. (September 25, 2005 (2005-09-25))
  3. Ice, Ice Baby - The entire planet is plunged into the Dark Ages when the flirtatiously sexy, yet sinister Ice steals the world's power. (September 17, 2005 (2005-09-17))
  4. The Delilah Identity - Delilah is suspected of being a mole in the Academy, and must go undercover to prove her innocence. (August 14, 2005 (2005-08-14))
  5. Mayans Ruined - D&J head to Mexico to investigate a missing archeologist, and to solve the mystery of an ancient artifact with healing powers. (September 11, 2005 (2005-09-11))
  6. All You Need Is Love - Delilah becomes embroiled in a revenge plot involving her parents, a wrongly imprisoned agent, and a secret Navajo code. (September 10, 2005 (2005-09-10))
  7. Project Greenthumb - D&J head to the fashionable city of London to track down a top agent who has gone missing. (September 4, 2005 (2005-09-04))
  8. The Ratings War - Planet Earth News Network is taking over the airwaves, suspiciously scooping news stories before anyone else. (September 3, 2005 (2005-09-03))
  9. Eye of the Storm - To promote a sense of "oneness" (Al's lexis), Delilah and Julius, Ursula and Emmet are notified that they are to switch partners, for good. (September 24, 2005 (2005-09-24))
  10. Saving Scarlett - Scarlett has been kidnapped and there's a bomb at the Academy and D&J discover that Wednesday is behind the sinister plot. (October 1, 2005 (2005-10-01))
  11. Simple Minds - D&J find themselves on a malfunctioning plane about to crash on the remote "Happy Times Island". (October 2, 2005 (2005-10-02))
  12. Hunk Island - D&J are sent to stop Wednesday Kertsfield, who has been kidnapping young, beautiful male actors and models in order for them to compete, gladiator style, for her affection. (October 9, 2005 (2005-10-09))
  13. Batman of Borneo - D&J and Nosey are sent to Borneo to find an antidote for a deadly virus unleashed through pre-programmed bugs. (October 15, 2005 (2005-10-15))
  14. To Spy or Not to Spy - It's Academy vacation, and much to Delilah's disappointment, they are spending it at a ski resort. But after several big foot sightings, Delilah finds that she's not so bored after all. (October 16, 2005 (2005-10-16))
  15. Last Day of Christmas - It's Christmas, but instead of peace on earth, the Academy and their yacht are being held hostage by a mysterious new villain, and only D&J can pull a Christmas miracle. (December 18, 2005 (2005-12-18))
  16. A Very Important Date - D&J go undercover at a dating service to find out who has been kidnapping the young rich and beautiful people in New York City. And also to find out that they are each other's perfect match in the process. (November 13, 2005 (2005-11-13))
  17. The Ringmaster - D&J are assigned to guard the precocious daughter of a workaholic and genius geneticist. (December 17, 2005 (2005-12-17))
  18. A Dreamer Never Dies - Julius investigates a high number of comas in a hospital, and discovers that Dr. Dismay is stealing people's dreams while about to get his dreams taking away, he starts to dream himself, about Delilah. (January 4, 2006 (2006-01-04))
  19. A New Ice Age - Ice is back with a vengeance, this time with a formula that slowly freezes the earth's oceans causing a new ice age. (January 11, 2006 (2006-01-11))
  20. Paris to Dakar - D&J are undercover drivers in the world longest car race to track down the smugglers of uranium. (January 18, 2006 (2006-01-18))
  21. Game, Set, Match - D&J go undercover as pro tennis players to protect an international tennis star. (March 15, 2006 (2006-03-15))
  22. The Hunter - Temples across China are being robbed, and intel suggests an ex-GIB top spy is behind the robberies. (March 16, 2006 (2006-03-16))
  23. Terror By Tarot - D&J go undercover in New Orleans as World Historical Society agents to guard a three-hundred-year-old voodoo death mask. (March 17, 2006 (2006-03-17))

The episode, The Truth Be Gold is a one-and-a-half-hour-long movie with three parts to it: (June 17, 2006 (2006-06-17))

  1. All That Glitter is Gold - Part One (out of three) of the first season's finale. In this episode, D&J go to the ORB lab in the Yukon to destroy the ORB super computer ran by Klaus. (July 5, 2006 (2006-07-05))
  2. See How They Run - Part Two (out of three) of the first season's finale. D&J go to deliver Klaus but the ORB corporation attacked the plane they were on and they now have to survive in the wild. (July 6, 2006 (2006-07-06))
  3. Heir Apparent - Part Three (out of three) of the first season's finale. D&J head to ORB headquarters and discover the truth about Delilah's parents. (July 7, 2006 (2006-07-07))

Season two[edit]

  1. The Fear Inside - A nearby spy school is dibanded by crippling fear gas and Delilah and Julius race to save the academy from the same fate. (August 31, 2007 (2007-08-31))
  2. Land of the Setting Sun - Delilah and Julius are sent to turn the light back on when someone drains Tokyo's electricity. (September 16, 2007 (2007-09-16))
  3. Homework Detrimental - Going undercover at a girls' school is difficult for Delilah, who's comfortable hunting super villains, but out of her element with regular teenagers. (September 23, 2007 (2007-09-23))
  4. Al Riled Up - Al is accused of treason and has to fight for his life when Dynimo, a blast from his past, takes him hostage. (September 30, 2007 (2007-09-30))
  5. Case of the Comic Capers - Delilah, Julius and Zoe are at a convention when a mysterious villain commits elaborate plans modeled from comic book scenes. (October 7, 2007 (2007-10-07))
  6. Hollywood Plot - Delilah and Julius head for tinsel town when they refuse to believe Dexter J. Hook has become a legitimate movie producer. (October 9, 2007 (2007-10-09))
  7. Blinded by Love - Delilah walks into a deadly trap laid by an eye-patch wearing villain who blames Delilah for his missing eye. (October 21, 2007 (2007-10-21))
  8. A Dirty Job - A garbage barge, a yellow briefcase, and the Zero List all converge at Pier 14 to help D&J bring down an international smuggling ring. (November 4, 2007 (2007-11-04))
  9. Love Bytes - Delilah and Julius have to stop Dollface, a half-human, half-android, from creating a robot army to enslave the human race. (November 11, 2007 (2007-11-11))
  10. Pressure Drop - Delilah and Zoe have to save Julius, Nosey, and Emmet from Ms. Deeds when they travel as backpackers to a monastery in Tibet to find out about the Zero List. (November 12, 2007 (2007-11-12))
  11. Frozen in Time - The Academy comes to the rescue when Delilah and Julius get frozen solid investigating a cryogenics lab. (November 25, 2007 (2007-11-25))
  12. All Along the Clocktower - Rescuing Agent Robinson from the maniacle Timekeeper offers Delilah & Julius a glimpse into the possibility of time travel - and Delilah revisits a memento from her past. (December 2, 2007 (2007-12-02))
  13. The Zero Hour - There's a showdown at high noon when Delilah and Julius travel to a ghost town and discover just how many villains are after the Zero List. (December 9, 2007 (2007-12-09))
  14. Family Pass - Under investigation for treason, Julius flees the Academy only to be thrust into the middle of warring super agents who risk the lives of innocent amusement park goers. (February 21, 2008 (2008-02-21))
  15. Bugged - An insect infestation, that hinders the Academy, from Dr. Thorax threatens Julius with a buggy genetic mutation. (February 21, 2008 (2008-02-21))
  16. Dawn of a New Day - Dollface and Roy, the robotic-romantic duo, reunite with a plan to take over the world with a solar-powered army, and Delilah and Julius have only until sunrise to stop them. (April 28, 2008 (2008-04-28))
  17. Just the Two of Us - Copycats make Delilah and Julius realize that fans can be a lot more than flattering - they can be deadly. (April 29, 2008 (2008-04-29))
  18. Breakout - When Dynimo escapes the GIB with Ursula, Delilah and Julius trail the vengeful duo to a mysterious hidden facility. (May 20, 2008 (2008-05-20))
  19. Every Breath You Take - Deep sea diving for deadly poisons brings Delilah and Julius face-to-face with an even deadlier underwater foe, a scuba-geared Dexter J. Hook. (May 20, 2008 (2008-05-20))
  20. The Traitor Within - Delilah and Julius have to unmask a villain when a deadly microbot is stolen from Scarlett's international spy gadget symposium. (June 20, 2008 (2008-06-20))
  21. The Fugitive Vacationer - Delilah and Julius get very little rest when assassins target an innocent bystander during the Academy vacation. (June 23, 2008 (2008-06-23))
  22. Extreme Measures - When Tibor kidnaps a world class Indian programmer, the Academy agents have to race across the rooftops of India to get him back before he's forced to repair the damaged Zero List. (June 24, 2008 (2008-06-24))
  23. To Dismay's Dismay - An unlikely guest at the Academy sets D&J on the trail of a sleep depriving mad scientist. (June 25, 2008 (2008-06-25))

This is a three part series final to Delilah and Julius. (August 16, 2008 (2008-08-16))

  1. The End of Tomorrow - Part 1 - Delilah and Julius have to stop Tibor when he gets everything he needs to make time travel work. (October 28, 2011 (2011-10-28))
  2. The End of Tomorrow - Part 2 - It's a race to rescue Al when Delilah and Julius learn that he holds the key to the Zero list. (October 31, 2011 (2011-10-31))
  3. The End of Tomorrow - Part 3 - Delilah and Julius travel to the past to stop Tibor when his poorly functioning time machine threatens to tear apart the fabric of space and time. (November 1, 2011 (2011-11-01))

DVD[edit]

Delilah and Julius - The complete first season was released September 9, 2008. It contains the first 13 episodes and has a run time of 290 minutes.

References[edit]

External links[edit]

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