Intercultural Coaching differs from traditional intercultural awareness-, behavior- and communication training in several major respects:

Intercultural Training Intercultural Coaching
Subject of the personnel department Subject of all departments and the top management
Personnel oriented Objective oriented
Main focus on communication- and behavior aspects Taking into account all aspects of intercultural management
Individual person in the center of attention Organization / project team in the center of attention
Off-the-Job - Training On-the-Job - Training as part of a change project
Reactive measure in case of problems Proactive measure
Intercultural Training More intercultural consulting and tailor-made performance training
International personnel development frequently not mature yet International personnel development as success factor, combination of international corporate- and personnel development
Discrepancy between training and in day-to-day business practice Realization and integration of the training in day-to-day business practice stands in the center of attention
Trainer as intercultural expert Self-management by the “person concerned"; Trainer as intercultural coach

Source: Interkulturelles Management, Rolf-Dieter Reineke/Christine Fussinger (publisher), Gabler Verlag, 2001, ISBN 3-409-11794-6, P. 7