7 Steps Toward Managing a Diverse Workforce (Part 3)

7 steps toward managing a diverse workforce: a series of workplace diversity articles

In 7 steps toward managing a diverse workforce part 2, we learned about forming a community outreach, flexible holiday schedules, and the open door policy. Part 3 of this series focuses on translation work as well as evaluating your diversity planning.

If you missed it, you should go back and check out part 1 and part 2 of the series before moving on. They can be found here:

7 Steps Toward Managing a Diverse Workforce (part 1)
7 Steps Toward Managing a Diverse Workforce (part 2)

Step 6 – Translations

In order to facilitate communication, important company documents should be translated into several languages that will meet the needs of your employees. The languages you choose to have documents translated into should close match the demographics of the company. Furthermore, they should also be reflective of local language laws. This becomes even more crucial when the same documents are used in foreign-operated company offices.

To minimize risk, translations should be accurate and complete. Be sure to use a qualified translator from a reputable company like Able Translations. The company you choose should have experience in the translation of technical manuals. Additionally, look for a company that offers cultural consulting to ensure that your company documents are reflective of the cultural nuances associated with the target language.

Some documents that could be translated to meet your diversity needs can include:

Employee manuals
• Worker safety information
• Request for time off forms
• Application forms
• Employee application forms
• Policy books
• Employee welcome packages

Beyond the translation of company documents, if your company uses proprietary software (software built specifically for your company), you may want to get it localized. Localized software would allow the user to change the language used on the user interface. This could result in improved usability for multilingual staff.

If you’d like to get company documents translated, Able Translations offers free quotes. You can call us at 1-800-840-5370 or email us at info@abletranslations.com.

Step 7 –Assessment

Assessment is a critical step in managing a diverse workforce, one that is often overlooked. It is imperative that you take accurate measurements of every diversity and inclusionary initiative you take. These measurements are used during the assessment phase. During this step, you review all of the initiatives you have put in place to ensure that they are operating as expected.

There are three basic ways to assess the effectiveness of the programs and policies you have put in place.

Surveys:

Surveys are a great way to find out the opinions of others. They could provide valuable insights into whether your diversity/inclusion initiatives are effective. In order to set up a proper survey, you must first think about what you would like to find out. In general, surveys that use a rating system (on a scale of 1-10) provide the most useful data for statistical analysis. However, when evaluating initiatives that involve an affective component, it is best to use a combination of open-ended questions and rating systems.

Tip: find a neutral person to hand out the surveys. Having a supervisor give them out could bias the surveys. I.e. the participants may feel obligated to be positive about your diversity strategy if they feel it may affect their supervisor.

Pre-test/post-test:

The pre-test/post-test is the simplest method for evaluating the effectiveness of your initiatives. It requires that you have some data from before you begin your initiative and some data collected at a milestone. You compare your past information with your current information.

Example:

Number of employees that applied for promotions in 2011 = 10
—————————–Mentorship program started Jan. 1/2012————–
Number of employees that applied for promotions in 2012 = 17

Of course, you would have to control for other factors such as turnover and recruitment. If you’d like to look deeper into the relationship, you could survey employees and find out if mentoring was a factor in their decision to apply for a promotion.

Time-series Analysis:

In a time series analysis, is a little bit more difficult to do but well worth it. I highly recommend that your time-series be set up by someone familiar with statistical analysis. The idea behind it is that you have data points arranged according to time. You should have several data points for before the initiative was implemented and after. This allows you to see how things are changing over time and gives you insight into any trends that may be occurring.

For the best possible data output, use a Box-Jenkins time-series. It is the standard in program evaluation.

Final Thoughts

Planning and implementing a diversity and inclusion strategy takes a great deal of time and forethought but most of all, it needs to be genuine. To implement these initiatives because it is “standard practice” or a passing interest will lead to lack luster results.

My advice is to:

• Get excited about celebrating the things that make us unique;
• Get other passionate people on board;
• Listen to the needs of others instead of making assumptions;
• Plan, implement, measure, and re-plan
• Start today

For More Information on This subject visit Able Translations atTranslations Toronto

7 steps toward managing a diverse workforce: a series of workplace diversity articles (part 2)

7 steps toward managing a diverse workforce: a series of workplace diversity articles

In 7 steps toward managing a diverse workforce part 1, we learned about forming a diversity committee and starting a mentorship program. Part 2 of this series focuses on community outreach programs as a teambuilding exercise as well as way to shift your corporate culture toward engaging with community groups that foster an ideology of inclusion. We will also take a quick look at flexible holiday schedules which in recent years has become a popular way to manage your diverse workforce. Finally, we will discuss the “open door” policy. This policy is really the cornerstone of managing a diverse workforce.

Step 3 – Community Outreach

Community outreach or partnerships is a great way for your company to show commitment to managing a diverse workforce. It is also a teambuilding exercise that can unite colleagues in an effort to make the community a better place.

In order to integrate a community outreach strategy into your diversity planning, there are four questions that you should be asking:

Does the organization foster the same inclusive values as your company?

It is important to find a community partner that has mandated and implemented a strategy for inclusiveness and diversity. In their strategy, are their end goals similar to yours? For example, if an organizations goal was to provide skills training to community members to help them access hiring paying jobs and one of your diversity goals is to provide extra training to those that would like to take on a larger role in your organization, I would say that the match is quite good.
Of course, this isn’t a hard and fast rule but it gives your organization and your community partner a common thread and a deeper understanding of each other’s mission.

Is your community partner a religious affiliate?

When choosing a community partner, choose a secular organization. This way, all of your colleagues can get involved without feeling like they have to subscribe to a particular religion.
Is the community partner representative of the diversity of your company?
When choosing a community partner, you should make sure that its structure and the community it serves closely resembles the demographics of your company. Lean towards community partners that employ and serve men and women as well as people from all cultures.

Has Anyone Objected to the Partnership?

After you have chosen a community partner, be sure to reinforce that you have an “open door” policy. That is, any employee should feel welcome to speak freely about any concern they may have with the community organization partnership. Should a diversity-related issue arise out of this partnership, it should be reevaluated to ensure that your team members feel included and represented.
Answering these questions will allow you to commit to a community partner that allows everyone to participate equally. Doing this will help increase company unity and a deeper understanding of each other.

Step 4 –Flexible Holidays

Holiday observances can vary from culture to culture. To ensure that every employee can observe the holidays that they wish, flexible holidays could be offered. For example, employees could swap December holidays with the holidays that are more in line with their culture. If this is not possible, due to business cycles, your holiday policies could be reviewed and revised to allow some flexibility during times of religious celebration.

The take home message here is that employees should be allowed some choice in their availability during religious holiday observances. This shows the company is in-tune with cultural diversity and the needs of their employees. Additionally, it can serve as a way to celebrate the diversity of your company through recognition that not everyone celebrates the same holidays.
Here is an example of a policy addition that can be used when implementing accommodations for religious

holidays:

Religious Accommodation (flexible schedule)
[Your Company Name] offers floating holidays to accommodate various religious observances. Should you require time off during a specific time period due to religious observances, you may do so in lieu of the standard holidays as listed in this document.

Some companies offer additional personal days for those that celebrate various religious holidays. The difficulty with this is that it is not an “inclusive” solution. Those that choose not to take time off or who are not affiliated with any religion may feel that they are being excluded from additional time off. Flexible holiday schedules give every employee the opportunity to organize their holidays according to their preferences.

Step 5 – Open Door Policy

The open door policy has been used successfully by many of the biggest companies in the world. Originally stemming from the idea that managers keep their doors open to encourage other staff members to come in, it is now a wide-spread communication strategy that can be used to enhance your diversity strategy.
The implementation of the open door policy is fairly simple in new companies but can be difficult in established ones. It takes a shift in company culture to successfully implement this policy. In companies where “doors” have been shut for a long time, encouraging senior and non-senior staff to open up lines of communication will take a great deal of time and trust.

In order for the open door policy to be successful, all employees should feel like they can approach senior staff with new ideas, solutions to old problems, and questions and concerns they may have. They need to feel like they can communicate openly without reproach. The most successful open door policies have some general guidelines. For example, communicating a problem should be accompanied with a suggested solution. The solution can be as simple as “I think [employee name] might have some good insight into this problem, we should ask him what he thinks”.

Here is an example policy directive that could be added to your policy manual:

[Your Company Name] recognizes that in any company, issues and improvement opportunities will arise. [Your Company Name] is always open to suggestions and encourages employees to communicate these opportunities with management.

[Your Company Name] will make every effort to make sure that:

1. Every employee has the opportunity to speak openly with their supervisor or to anyone else in authority, when an issue arises, with the assurance that it will not be held against them by their supervisor or anyone else in authority.

2. To provide an open door at all times for all employees to discuss with upper management any decision they feel affects them.

One of the main goals of the open door policy is to let every employee know their input is important and to make sure they have a way to be included in the “conversation”.

In Managing a Diverse Workforce part 3, we’ll wrap up by talking about translations and the assessment of your programs.

For More Information on This subject visit Able Translations atTranslations Toronto

7 Steps Toward Managing a Diverse Workforce: A series of diversity in the workplace articles

Thank you for reading

Toronto Translators’ 7 Steps toward managing a diverse workforce.

In this series of workplace diversity articles, you will find 7 steps that can be taken in any organization in order to foster an environment of inclusiveness and diversity. We all want to feel safe, secure, and welcome at work. So, we should all learn how to manage diversity in the workplace.

Generally, diversity planning falls on the shoulders of upper-management but in actual fact the responsibility of being inclusive is everyone’s. Inclusion starts with our own attitudes. We show our attitude toward inclusion in the things we say (and don’t say) and our actions in the office or break room. We need to be mindful and sensitive to the feelings of others at all times.

This series of diversity in the workplace articles is not only for the management team of your organization. It is for anyone that would like to take steps toward improving the workplace environment for the betterment of all employees, as well as themselves. Ultimately, some of the steps in this book should be implemented by management level employees but this series will give anyone that background information as well as some insights in order to make sure that everyone can be part of the conversation so you can take steps toward better managing a diverse workforce.

In this article: Our first article in our series of workplace diversity articles focuses on starting a diversity committee and implementing a mentorship program. Let’s get started, shall we?

Step 1 – Start a Diversity Committee

Implementation

A diversity committee is a great way to gain insight into the diversity issues faced by you and your co-workers and is the first step toward better managing a diverse workforce. Everyone should feel welcome to attend the first diversity committee meeting. After the initial meeting, short interviews should take place to determine interest and dedication to the goals of the committee. The committee members will be chosen according to these factors, along with company demographics to make sure every group is represented.

Electing a chair should be the first job of the committee. For the first committee meeting, usually referred to as the “ad hoc” meeting, a neutral chair should be used. It should be someone everyone will feel comfortable with. After the ad hoc meeting, when the committee is fully formed, members can volunteer to be the chair and from those volunteers, the committee can democratically select one to chair all future meetings. Additionally, a member should be designated to take meeting minutes, that is, notes about what has been discussed and decided on by the committee.
Setting Goals

During the committee’s early stages, short-term and long-term goals should be decided on. These goals should be specific, realistic, and measurable. It is the only way you’ll be able to really measure your improvements in managing a diverse workforce. Here are two examples:

Example 1:

We should make sure that all employees feel represented in all management decisions

Example 2:

By this time next year, we will have all employee manuals translated into French, Spanish, and Tamil.
Which example best represents a “specific, realistic, and measurable” goal? You’re correct, example 2 does. Let’s talk about why.

In example 1, vague statements are made about employees feeling represented, no timeline is given, and it is unrealistic to expect the management team to consult all employees every time a decision needs to be made. Beyond all of that, how do we know when we have successfully completed this goal?

Example 2 takes a far different approach. First, there is a timeline; one year. Second, it specifically mentions that employee manuals need to be translated. Finally, it states three languages, presumably the ones voted as most needed, into which these manuals should be translated. You know you have reached your goal if by next year you have every employee manual translated into French, Spanish, and Tamil.

Creating Action Plans

After establishing the main goals of the diversity committee, you can create subcommittees to focus on different goals and their completion. Using the example above, you could create a subcommittee in-charge of the translation of company materials. That subcommittee would than create an action plan.
The action plan would consist of smaller milestones which eventually lead to the completion of the subcommittee’s task. For instance, the subcommittee in-charge of translations might first review all company manuals to make sure they are up-to-date and consistent with the changes that have been made in the company since they were first published. That would be the first step in their action plan. From there, they would have to make the necessary updates, find a language service provider, have the manuals translated, review the translations, and put the new manuals into production. These steps would all be part of the action plan. Of course, action plans need to be revised along the way to make sure they are compatible with new information that arises.

Along the way

As the committee forges ahead with its goals, you will undoubtedly face setbacks, including the loss and replacement of members, disruptions and postponements due to work fluctuations, and the like. These are all to be expected. What is important is that you keep your long-term goals in mind and find ways to achieve them.

Step 2: Mentoring

Mentoring is about helping empower all employees. It builds self-confidence, a solid support system, and encourages all employees to make use of their abilities. Although it can be time consuming, it is an amazing investment in you and your coworkers. From an employee standpoint, it can help traditionally underrepresented groups move up in the company by giving them an opportunity to learn from more senior members, build the confidence to go after promotions, and help them become part of the conversation about diversity issues. From an organizational standpoint, it helps make sure every employee is able to use their talents to help fulfill the missions of the organization.

Integrating a mentoring program takes planning, especially in established organizations. The most difficult aspect is the “buy-in” from senior staff. The senior staff members have to see this as a worthwhile initiative and must be willing to give their time to help mentor and develop employees. These mentors should apply to the program, be screened, and then trained using a professional mentor training program. The remaining staff members also have to “buy-in”. The easiest way to maneuver with current employees is to offer mentorship as an “opt-in” initiative. Never force anyone to join the mentorship program. The value of this type of program only reveals itself when both the mentor and the mentee are fully committed.

Measuring the success of your mentorship program is critical. One of the simplest ways to do this is to track internal movement within the company. If you find that those enrolled in the mentorship program are more likely to apply for promotions or take on extra responsibilities, I’d say your program is successful. You can also track dropout rates from the program as well as survey for participant’s attitudes toward the initiative. Any of the above methods will work, just make sure that you do take the time to evaluate the effectiveness of the program and make changes where necessary.

In 7 Steps Toward Managing a Diverse Workforce (Part 2), We will discuss community outreach and Flexible Holidays. Follow our blog to make sure you don’t miss it.

Have any tips for managing a diverse workforce? Share them with us.

If you require cultural consulting, you can return to Toronto Translators to grab our contact details or visit www.abletranslations.com for more information

Translate Tweets to Explode in the Twitterverse (and make more cash online)

Translate Tweets to reach other markets

First, if you aren’t on Twitter, get on it! The beauty of Twitter is your ability to have open conversations. You don’t need to wait for friend requests or “likes”. You just tweet and the world can hear you. Ok, I’ll wait while you finish your twitter registration.

Now that you’re all done registering for Twitter, we can talk what you need to do to translate tweets and auto-tweet them. Auto-tweeting is a way for you to automate tweets. You can upload a batch of 140 character messages and they will be released on a schedule. I recommend using TweetDeck. To reach target markets that speak a different language, you should write 6 -12 months worth of Twitter messages and have them translated. You would than slowly release them to the public during hours that you know your target market is online.

I’ll explain why you should do this. Firstly, 72.1 percent of the consumers spend most or all of their time on sites in their own language. When you translate tweets, you’ll start to engage the population that prefers to browse in their own language. Secondly, 56.2 percent of consumers say that the ability to obtain information in their own language is more important than price. What does this tell you about consumers? What I hear is that people feel more engaged and willing to do business in their first language.

Basically, here’s the deal. The old marketing adage is this: people buy emotionally and justify with facts. You could totally machine translate facts but the emotional component will get lost without someone personally translating your tweets. Beyond that, twitter is built on human interaction. Using machine translation to translate tweets defeats the purpose.

I’ll break this process down into steps.

  1. Write several months worth of tweets.
  2. Send them to Able Translations to professionally translate tweets for you.
  3. Upload the translated tweets into TweetDeck.
  4. Schedule the release of your translated tweets.
  5. Get a bigger wallet to hold all the cash you’ll make.

Pro-Tip: Open a Facebook business page for several different languages and link your twitter and facebook accounts. Your translated tweets will populate on your Facebook page as they are released.

For more information on multilingual internet marketing, check out these posts:

Search Engine Optimization for International Companies

Brand Internationalization Strategy for Small and Mid-sized Companies

Man Vs Machine…Translation

or head back to Toronto Translators

Search Engine Optimization for International Companies

Note: Today is the last day to enter our sweepstakes. Just “like” www.facebook.com/abletranslationsen for a chance to win one of the $20 Amazon.com Gift Cards!

Search Engine Optimization (SEO) is hard enough as is. Throw in multiple languages and different locales and you’re in for a REAL treat. I’m going to talk to you about SEO for international companies but I’m working on the assumption that you know what SEO is and you have an SEO strategy. If you don’t know what SEO is, check this out: http://www.seomoz.org/beginners-guide-to-seo. It’ll give you the basics.

What on Earth is Localization?

Alright, I feel comfortable making the assumption that you know what SEO is but localization is a completely different story. Unless you work in a specific industry like the language services industry, it’s unlikely that you’ve come across this term before. So, let’s dive right in!

Localization involves taking content written for one locale and tailoring it to meet the needs of another.

For Example:

You have an online store that sells, oh I don’t know, custom floor mats for cars. So far, you’re dominating the Canadian floor mat market and you see an opportunity to break into the Japanese market. To carve your niche, you start adding your website to online Japanese floor mat retailer directories.

Six months pass and not a single order has come in from Japan. Time to pack it up, right? Wrong! You need to localize. So, you hire a company to translate all of your text to Japanese and you’re off to the races.

Make Sure You:

• Adjust your website layout to account for an increase/decrease in text. Some languages add up to 40% more characters per body of text

• Update measurements, currency, and date format to fit with local customs

• Update photos to feature places and people that represent your new market’s culture

This is Just the Start…

Translating your text to the language of your market is only the first step in SEO localization. You need to do the exact same things you did for your English website SEO. Let’s review those steps and I’ll explain the localization strategy.

Link Building

You’re going to have to build links that are relevant in your new market. Where does your new market look for your product (directories, blogs, twitter, facebook)? Make sure you’re there and speaking their language. Connect with social media influencers in your target locale.

Keywording

This is where you’re definitely going to need a professional. You can’t just ask someone to translate keywords that are popular in your current location and expect them to be popular in a different country. In Canada, we may search for “social media marketing agencies” but in a different country that string might be useless. The prevailing term for social media marketing in a different country might be “internet advertising companies” in which case you haven’t used any of those words.

I guess this is the perfect time to explain long-tail and short-tail keywords because this will be the most difficult part. In some languages, depending on the context, the form of a word might change (context-sensitive spelling). So a singular keyword planted throughout your content might be useless because people often search using long-tailed strings.

Website Design and Usability

Your website has to reflect the way users navigate your website. Look at other websites in your target locale and find best practices. Where do they prefer the menu? Do they use “bread crumb links” or navigation side bars? Do they mostly share using Facebook or do they use Twitter? Ultimately, sharing your content will help you leaps and bounds so you need to set sharing features up in a way that your target market is most comfortable with.

This is just a taste of what you’re in for when you decide to do SEO localization. If you have any questions visit Abletranslations.com.

For more on international marketing check out:

Translate Tweets to Explode in the Twitterverse (and make more cash online)

or head back to Toronto Translators

Brand Internationalization Strategy for Small and Mid-sized Companies

Taken from:
http://ezinearticles.com/?Brand-Internationalization-Strategy-for-Small-and-Mid-Sized-Companies&id=7269280

I know I shouldn’t, but I’m going to. After all, I’m a rebel. If you follow the literature on social media, you’ll see that most experts recommend starting online articles with a personal story. But I’m not going to. To be honest, I wracked my brain for a personal story on brand internationalization and finished the day with a blank page. Surprising, right? So, I thought to myself, “Why don’t you just fabricate a story?” And I did. Boy, did it sound disingenuous. Instead, I’m going to approach the subject of brand internationalization from the orientations that I feel most comfortable with, fairy tales and sociology.

A Long, Long Time Ago in a Kingdom, Far, Far Away…

There lived a sociologist, Emile Durkheim, who coined the term “collective consciousness”. Without bombarding you with technical mumbo-jumbo (mumbo-jumbo, being the technical term for boring filler), I’ll skip to the point.

Emile Durkheim suggested that societies are bound together by shared beliefs, values, and attitudes. This was characteristic of groups of people living within a limited proximity. When he coined the term at the end of the 19th century, Durkheim was mainly looking at the beginnings of industrial society, a far cry from the social arrangements that characterize the 2000s.

The Goose That Laid the Global Egg

The internet has blurred borders, both physical and cultural. We live in a global society but because of the spread of information, Durkheim’s perspective still rings true. There are some basic ideas and attitudes that are universal. These universals have become central in brand internationalization.

Enter, the Big Brand Wolf

big brand wolf
He’ll Huff and He’ll Puff and He’ll GROOOOOW Your Brand

Small and mid-sized organizations that haven’t taken steps to internationalize their brand are actually in a position to do so in a more effective way than organizations that have already built up a concrete brand image. You have the luxury of forethought.

Let me explain. There are two major schools of thought when it comes to internationalizing your brand. You can:

a) Re-brand in every market you enter

b) You can choose a universal appeal (remember the global collective conscious?) and make small tweaks in each locale.

Option (B) is cost-effective and efficient at creating a recognizable brand but it involves thinking ahead. You have to decide on a universal value or attitude on which to base your brand before you make your debut on the international stage.

The Seven Dwarves of International Branding

After reviewing your marketing demographics and finding your target market, you’ve got to think a little bit about what makes them tick on a personal level but think big picture. Do they value family? Friendship? Saving money? These are your universals. Your long-term branding strategy should be based on this. The seven dwarves will help you make the brand locally appealing.

Meet the seven dwarves of brand internationalization:

Disney got here first
…Disney got here before you did

Language – this is a given, all marketing material must be distributed in the language of the target market. ’nuff said.

Culture – Get a consultant! Some cultures consider some topics taboo, favor a particular selling environment, or aren’t buying what you’re selling (think winter hats in Morocco)

Graphics – feature local talent, use colors that represent your message (these change by region), and ensure translated text will fit in your logo.

Idioms – For an international message, stay away from English idioms. They don’t translate well.

Content flow – The often forgotten Dwarf. Your text layout should follow local customs.

Software/website – You need to localize your software and website. This means changing the date/time/currency formats/measurements, text field lengths for phone numbers and addresses, as well as everything else that has been mentioned.

Regulations – consult an expert on local regulations. Do they require a specific format on your product labels? Do they have different language and accessibility laws in place? All your work will be for not if you don’t meet local laws.

These points are critical in reaching your target market. You can use a generic marketing message but then you won’t be leveraging your communications.

Live Happily Ever After

Here are the takeaway points:

• Think globally and pick a universally appealing brand value or attitude

• Tweak your message according to cultural nuances and standards

• Avoid generic marketing messages when going international

Article Source: http://EzineArticles.com/7269280

For more on international marketing check out:

Translate Tweets to Explode in the Twitterverse (and make more cash online)

or head back to Toronto Translators

The Difference between Simultaneous Interpreting and Consecutive Interpreting Services

Interpreting comes in two basic forms, simultaneous and consecutive. Both have their strengths and weaknesses. The one you choose is based on the situation in which it will be used but it is also largely personal preference.

Let’s take a look at the difference between simultaneous and consecutive interpreting.

Simultaneous Interpreting

Simultaneous is like the Lamborghini of interpreting. If interpreting was a spaceship, it would be the Millennium Falcon. If it were a couch, it’d be that sweet black leather sectional you saw at the Brick on the weekend. It’s the Big League Chew, Michael Jackson, Coca-Cola, Peanut butter and jelly sandwich of interpreting.
That's right, I referenced Big League Chew
But…I digress.

Simultaneous interpreting involves converting your message into a different language in real-time. A team of interpreters, in special sound booths, hear you speak through headphones and immediately deliver your words in another language to audience members with headsets. This allows you to speak freely and at a natural pace.

Essentially, the process works like this. The speaker will get a few words into his sentence and then the interpreter will start interpreting with a small lag. As the speaker orates, the interpreter listens and speaks at the same time, converting one language into the other.
The amount of mental energy and concentration these interpreters have is, to completely understate it, magnificent. To give you an idea of how mentally taxing simultaneous interpreting is for the interpreters, they generally switch on-and-off every 20 minutes or so.

Consecutive Interpreting

Consecutive interpreting is like the all-terrain-vehicle of interpreting. The setup isn’t nearly as extensive as simultaneous interpreting but it allows for a conversational approach to interpreting.

Consecutive interpreting is as awesome as a Batmobile ATV
Simultaneous interpreting is generally done at conferences when the exchange of information is one-way whereas consecutive interpreting can easily allow two or more people to converse.

Consecutive interpreting has you speaking first, pausing, and then the interpreter interprets. Essentially, your speech or conversation would be divided into chunks, usually by idea, and then delivered by the interpreter.

Which One Should You Choose?

Simultaneous is great for large events and conferences. It allows the speaker to orate naturally, giving a more candid feel to the presentation. With the addition of multiple sound booths, a speech could be interpreted into many different languages to accommodate a highly diverse audience.
Consecutive interpreting is great for business meetings, court hearings, grass roots meetings, and other conversational situations.

visit Able Translations to learn more about Interpreting.

Dogs, Widgets, and Internationalizing Your Brand

Advertising boils down to basic sociology. Of course there are external factors that can change the behavior of consumers, but at the core, society functions on the idea of shared meaning. Shared meaning, or consensus, is at the root of communication. For example, if I type the word dog, in most instances, everyone will picture the same thing.

Well, wait a second, if I said “dog” to a non-English speaker, would they picture the same thing? Perhaps not…but I’ll come back to this later because it’s important.

Okay, where was I? Oh yes, shared meaning. I’ll give you another example. Carl Jung’s work centered on the idea of archetypes. Essentially, he spoke about universal symbols and experiences. These symbols and ideas are recognizable to most people.

They aren’t part of the Jungian archetypes, but I’ll give you an idea of some universal symbols and ideas. Ready? Here are a few to get you thinking: Family, friendship, love, sadness, good and evil, and life and death.

(You might be asking how this fits into brand internationalization. I’m getting there, I promise.)

Let’s revisit my point about the dog. The word “dog” might be meaningless to a non-English speaker but most people would recognize a dog if they saw one. The qualities attributed to the dog might also be different. I think of loyalty, friendship, and family but you might think smelly, dirty, and unruly (my dog storm is a combination of all of those). So depending on your perspective, a dog might mean different things.

The Point

You have two options when internationalizing your brand. You can either create a new brand image in every market OR you can create an international brand identity and make small changes to your graphics, idioms, and language. The second option is not only more efficient at creating a strong brand but it’s also more cost-effective. You won’t have to re-brand in every market.

Basically, you need your brand to be based on a universal but make tweaks to the dog. Confused? Let me clear things up with an example:

Widgets and Doohickeys Canada wants to internationalize their brand. Looking at their sales demographics, they see that their widgets and doohickeys are bought by married couples with two or more children. Naturally, they decide to base their international brand image on the universal idea of family. So, they create their Canadian advertising. It shows a family skating together during a snowy Canadian winter.

The caption reads: “Keeping Families Warm When It’s Cold Outside”.

A great Canadian piece of adverting that absolutely won’t be effective in Puerto Rico.

Widgets and Doohickeys want to keep that “family” message; it symbolizes what their brand is all about. So, they make tweaks. They change the language, the graphic, and the idiomatic expression to suit the tastes of those in Puerto Rico and how they view family togetherness.

With this method, they are cultivating an international brand image using the universal notion of family but are making adjustments for cultural perceptions of what family means.

The Role of the Language Services Provider

Language Services Providers offer what is known as localization. We work with your universal appeal but target it to the tastes of different cultures. This might mean adjusting graphics to give it local appeal, changing colors to those that a culture associates with your main message, arranging typesetting and content flow to appeal to cultural standards, and translating your message to engage your target audience.

The goal is to maintain your global brand image while also carving a niche in a local market. Taking this approach ensures that you avoid a generic marketing message. This helps you leverage your communication efforts and differentiates your product from local offerings.

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Cost More Important Than Quality, Says the Translation Bureau

I was reading the Benchmarking and Comparative Analysis report which was released by the Translation Bureau and a quote caught my attention:

“With some exceptions such as certified or legal documents, quality is not considered as important to clients as cost”.
The Translation Bureau – Benchmarking and Comparative Analysis (2012)

Before delving into what this quote means to translation businesses, I want to explain the “fast, cheap, good” pricing strategy and how it fits into an overall consumer strategy for buying and a company strategy for pricing. This pricing method has been a mainstay in business for decades. Here is a quick rundown:
Essentially, a customer can pick two of three of these qualities when purchasing a product or service: fast, cheap, good”.

• If you want it fast and cheap, it won’t be good
• If you want it cheap and good, it won’t be fast
• If you want it fast and good, it won’t be cheap

In the market in general, we’re seeing a shift in consumer behavior. In my opinion, quality has become assumed and companies are left to compete on price and speed. This isn’t a problem in highly regulated industries but I think it spells disaster for consumers when purchasing services from industries that aren’t required to adhere to national and international standards.

For the translation industry, this purchasing strategy (cheap>quality) is dangerous. With the high availability of machine translation software, consumers may run the risk of improper translations from companies that choose to neglect quality in favor of price and speed.

In our industry, consumers should focus not on cost, but on return-on-investment. If you follow the news, we’re seeing countries spending exorbitant amounts of money correcting poor translations on public signage. What was cheap is no longer. In other areas, just as an example, a poorly translated website may be less costly initially but errors in translation can lead to fewer conversions in international markets. You may even end up offending someone because of differences in cultural context. Before deciding on a company purely from a cost-perspective, at least ensure they adhere to third-party standards. Price is important but quality translations are critical to your organization in the long run.

To my readers, are you finding this in your industries? What effect do you think this has had on your pricing strategy? I’m interested to know.

For More Information on This subject visit Able Translations atTranslations Toronto