About Tamerlaine Beasley

Tamerlaine Beasley is an expert who enables effective collaboration and communication in diverse and global workplaces. She is a member of the Board of the Australia-ASEAN Council for the Department of Foreign Affairs and Trade, and founder and Managing Director of Beasley Intercultural, Australia’s premier cross-cultural training and consultancy company. Tamerlaine’s keynote presentations, advisory services and training programs are described by clients as ‘transformational’ and ‘game changing’. Examples of her work include: coaching and advising business leaders in Australia and Asia; working with global teams to optimise performance; developing a framework for training and capability building through international partnerships for APEC; building local staff capacity at the United Nations Economic and Social Commission for Asia and the Pacific; leading the development of diversity and inclusion programs for the Australian Public Service Commission and the Department of Defence.

Building Cultural Capability – What works?

Do you know how to build cultural capability in your organisation?

Cultural capability is an increasingly important skill to enable high performance workplaces. It ensures people at all levels of the organisation communicate effectively, engage respectfully, and collaborate for results.

Culture is not limited to a ‘country’ culture defined by lines on a map. Culture is ‘the way we do things around here’ and consists of learned behaviours and norms shared in a group.

So, what works?

After more than twenty years and supporting thousands of people to develop their skills, we know the pitfalls to avoid. We understand the challenges of negotiating difference, ensuring alignment and driving performance.  Most importantly, we know does work and why.

In order to successfully develop cultural capability across your workforce, training programs and advisory services must be relevant for the context – the type of organisation, the level of seniority and the experience of participants.  Cultural capability development needs to be embedded and supported across the entire organisation.

Where to focus your efforts?

Inclusive recruitment, HR & Onboarding practices:

  • Company PR & marketing teams trained in cross-cultural communication, ensure advertising and company online presence represents a diversity of faces,
  • HR staff trained in cultural capability & mitigating unconscious use inclusive and fair selection processes to ensure hiring based on talent
  • Induction programs develop a ‘shared language’ and baseline foundation understanding of the cultural capability
  • Employee networks and diversity and inclusion strategy built into business strategy

Management and Leadership Development

  • Inclusive Leadership programs ensure leaders know how to access and leverage the breadth of talent in their teams
  • Country-focused programs prepare staff to ‘hit the ground running’ when working with colleagues or clients in new geographies
  • Leadership Masterclasses ensure critical cultural know-how for global M&A, negotiations, global project and JV management, leading diverse teams
  • Resilience and change management when transitioning teams, relocating and leading in complex environments

Strategic support

  • Access expert coaching for leaders stepping into an Asia-Pac role
  • Seek specialist advice for new initiatives – globalising business models, balancing the need for localisation with consistent business practice across borders
  • Use professional facilitation for global or regional strategy meetings, conferences and events

To celebrate 20 years of Beasley Intercultural we’ll be holding events in Sydney and Canberra, sharing lessons learned and strategies to build cultural capability in your organisation.

To book your Canberra tickets on 20 September 2017 click here.

To book your Sydney tickets on 17 October 2017 click here.

Beasley Intercultural

Build capability, raise cultural awareness and develop a global mindset

For over 20 years, we’ve delivered transformational cross-cultural training to more than 15,000 people around the world.

Whether you’re in business, government or an international agency, our programs, advisory services  and executive coaching can support you and your team to build capability, raise cultural awareness and develop a global mindset.

Clients & Results

See our clients and results
2018-08-17T02:52:44+00:00 By |

Leading Asia-Pacific Teams: What works?

It’s cherry blossom season in Tokyo, and I’m here delivering a program on Global Mindset for Asia-Pacific Leaders. This group of leaders have thousands of staff across the region and I am reflecting on the challenges they face. The challenge of creating and maintaining a truly global business, while meeting the needs of, and adapting to local cultures. It’s not an easy task.

One of the biggest challenges of working in Asia as a leader, and a ‘boss’, is that in this context, hierarchy is everything, and unless you can ‘read the air’ as it’s described in Japan, it’s hard to know what’s going on, and can be even harder to influence and get results.

How do you access critical information when meetings are often about displays of harmony and you are treated as an honoured guest? How can you get feedback on your ideas if no one would dare disagree with you publicly? How do know what’s real and who to trust? It’s so tempting to trust the person in the room with the best English or the person who knows how to engage with you in a way you are accustomed to.

So what works?

  1. Access reliable information about the local context – get beyond the surface. Learn about local communication preferences and adapt your style as necessary. For example, often the most useful information is conveyed over lunch or en-route to the car.
  2. Build a sense of team. Your local team are the key to your success. What are you doing to give them the greatest capability to deliver? How are you ensuring you hear what they really think and say? Alignment, engagement and motivation are critical.
  3. Be clear on your role and what you bring. Your ability to lead successfully depends on your capacity to align local capability with the broader company vision and goals. You often have a better sense of the bigger global picture, and cross-company networks and insights.
  4. Have a clear sense of your company values and history and make this explicit – who you are, and what you stand for. Look for ways of engaging with local partners and causes which align with your vision and values.
  5. Regulators, government and community matter far more than you might think in most Asian countries. If you get those relationships right, your business will be more successful. Your brand and what you stand for are often best communicated through your commitment to community. What potential do you have to add value?
  6. Build relationships of trust. People will talk truth to power, but only if there is trust. Make an investment of time in relationships, in listening to understand, and demonstrating commitment.
  7. Be curious and open. Show humility. You will never stop learning, and you will sometimes get it wrong. Anyone who has ever succeeded has failed too. Pace yourself, you will need to be resilient and persist.
  8. Know what is at your centre. You will be challenged and sometimes doubt yourself, or the job you are trying to do. Consistency is as important as adaptation. A sense of stability, continuity and purpose will make a difference to your ability to cope, and to lead.

Sounds easy, right?! As with anything, the challenge is all in the doing. Engagement starts with a single step, and it’s all about getting to know people and their world. So, start now. Be curious. Ask an open question, and sit back and listen. Watch the magic happen.

Contact us to find out more about our Global Teams and Inclusive Leadership programs.

Beasley Intercultural

Build capability, raise cultural awareness and develop a global mindset

For over 20 years, we’ve delivered transformational cross-cultural training to more than 15,000 people around the world.

Whether you’re in business, government or an international agency, our programs, advisory services  and executive coaching can support you and your team to build capability, raise cultural awareness and develop a global mindset.

Clients & Results

See our clients and results
2018-08-17T05:59:09+00:00 By |

The Business Case for Customer Diversity

‘Whether it’s your customers or your workforce, respecting diversity and treating people inclusively is the right thing to do, plain and simple. It’s also the smart thing to do, because if you’re appealing to the widest range of people, you’re strengthening your ability to grow, attract the best talent and innovate.’  

Alan Joyce, CEO, Qantas

A report released today ‘Missing Out: The business case for customer diversity’ by Deloitte and the Australian Human Rights Commission highlights significant unmet customer needs in diverse communities.

Stereotyping, unconscious bias, and lack of awareness are leading to experiences of exclusion for customers. Customers are more powerful than ever before, and prefer to buy from organisations which treat them respectfully and fairly, and openly support diversity.

Less than half of the people surveyed believed organisations treat customers respectfully, regardless of their personal characteristics. As Australians, we live in a country where one in five people speaks a language other than English at home, 18% of people have a disability, 11% of people identify as LGBTI.

Diversity is not just ‘something HR manages’. Understanding the diversity of the Australian community is about accessing and servicing the broader client base, and about better business results.

What’s needed is to build capability for tangible change. A first step is to build cultural awareness, take concrete steps to minimise the impact of unconscious bias, and develop inclusive leadership. These measures are all required to better understand and service diverse customers.

2018-08-17T06:57:40+00:00 By |

International Relocation: Playing the ‘long game’

Global Mobility

Have you ever been on holiday or a short business trip to a new country and thought ‘I could live here’? The two weeks you spend are joyous, the food is interestingly different, and the culture fascinating… However, relocating to a new country is a radically different experience to a short-term visit. You’ll still be there once the ‘honeymoon’ is over.

Having worked with thousands of individuals and families on both our pre and post-deployment programs, we’d like to share a few tips to make the adjustment as smooth as possible:

Prepare. Seek information and advice about the local people, history and culture. Access local news websites and become familiar with local issues and popular culture. Absorb as much information as possible from a wide variety of sources about your new home.

Pace yourself. To successfully relocate and live for more than six months in a new location you need to play a ‘long game’. It will take time to find your place in your new community, establish relationships and know where you fit in.   

Create a sense of ‘home’. Remember, home is a sense of belonging and unique to you. What rituals can you maintain? Is it the smell of coffee in the morning? Is it the sound of your favourite music? Do you like to cook? Do you always run on the weekends? If you are relocating with others, remind them of the things they love about home. Try to keep some continuity in your life. Small things can be nurtured anywhere in the world.

Look for people who can support you. It might not be the same people you lean on at home. Their lack of understanding of what you are going through may sometimes make things harder. Expat communities are a great support – they have already ‘been there, done that’. 

Be gentle on yourself and those around you. You can’t force adaptation. Not everyone will adapt at the same time. Everyone is under pressure and copes in the best way they know how. To preserve relationships, remember, this is a challenging time, be patient.

Take time out. A mini break from your new location to a third destination can help. While it may be tempting to want to ‘work through’ and get everything under control at the office, a brief break can help gain perspective. When you return, somehow your new place feels more like home than when you left.

You got this…Hang in there. It’s normal to be overwhelmed at points. Don’t underestimate the amount you have already learned, and the skills and life experience you bring. Think back, what worked for you in a previous period of change in your life? Many of those strategies will also work now.


Beasley Intercultural has supported thousands of employees and their families to make a successful transition when relocating internationally. Our programs facilitate better adjustment and productivity on arrival, minimise foreseeable risk, and ensure duty of care is addressed. Contact us now to find out about how our pre and post-deployment programs can help you or your team. 

2018-08-17T06:04:45+00:00 By |

Happy Lunar New Year – 2017 Year of the Rooster


Happy Lunar New Year

It’s celebration time – Happy Lunar New Year! Saturday January 28 will be start of the Year of the Fire Rooster.

What is Lunar New Year?

Lunar New Year is a the most significant holiday of the year across much of Asia, with the largest celebrations in China and Vietnam. It’s also known as ‘the Spring Festival’, or ‘Chinese New Year’ in many places.

The date of Lunar New Year changes annually as it is dictated by the cycle of the moon. Celebrations can last up to 15 days and involve visiting friends and family, gift giving, new clothes and loud firecrackers to herald in the new year and chase away bad spirits.

What’s the relevance for me?

Be aware of the implications of Lunar New Year for your clients, colleagues and customers across South East Asia and China. Be mindful of scheduling events, meetings, or expecting major decisions to be made – people are in celebration mode and may be on leave.

Travel implications

Lunar new year is the largest annual net migration of people on the planet. One billion people will travel home or away on a holiday! More than 600,000 people will move through Beijing train station each day.

Take a look at this video http://www.bbc.com/news/world-asia-china-38724062 to get an idea about the scale of the event.

The Year of the Fire Rooster – the year ahead

According to the Chinese zodiac, the Fire Rooster is seen as hardworking, resourceful and courageous. If you are born into the year of the Rooster, you may enjoy being the centre of attention and be a very confident individual who enjoys maintaining many relationships. This is a year for scrutiny and planning. It may be a year of putting many resources into completing a few tasks perfectly.

Happy Lunar New Year to all our partners and clients from Beasley Intercultural.

Beasley Intercultural provides strategic advisory services and cross cultural education programs to global businesses in highly complex and rapidly changing environments.

2018-08-10T04:31:29+00:00 By |

“Why are Australians so hard to understand?”

I’ll never forget the moment.  I was facilitating a Global Teams program in Shanghai for Country leaders of the IT department of a multinational client.  It was a well-earned coffee break and Eric, a participant from Hong Kong approached me with a question which has stayed with me ever since.

“Why is it?’ he asked gazing  around the room, “that he’s from Delhi, she’s from Tokyo, he’s from KL, he’s from Bangkok…we’re all speaking English as our second language, and we all understand each other perfectly well.” He then paused and subtly turned to direct his gaze at Ben from Melbourne.  “And yet, we can barely understand a word Ben is saying.”

I asked myself, “Why are Australians so hard to understand?!” Australians often don’t realise how confusing their communication style can be. Australians use the English language in a particular way, have a unique approach to hierarchy and use banter and teasing to build rapport. Colleagues and clients who aren’t Australian can find this style difficult to understand.

After years of research and working closely with Australian businesses to improve communication in their global teams, Beasley Intercultural is excited to release our Working with Australians eLearning Program. This Program is designed to demystify Australian cultural and business practices.

The Working with Australians eLearning:

  • Provides practical strategies to develop rapport with Australians
  • Enables participants to understand how Australians communicate at work
  • Outlines how respect and hierarchy are demonstrated in business

As you observe the Australia Day Public Holiday think about your newly arrived team members or colleagues working offshore. Could they use some help understanding Australians and the unique Australian communication style?

Click here for more information about Working with Australians eLearning.


2018-08-09T06:26:10+00:00 By |

Celebrating 20 Years of Beasley Intercultural

It’s great to be back in the office re-energised and ready to go. Did you know Beasley Intercultural is celebrating our 20 year anniversary in 2017?

This year we will be reflecting on our 20 year journey and sharing some of the amazing experiences, client case studies and adventures we’ve had along the way.

We will be sharing our lessons learned about how the world of work, of global teams and has changed, and highlighting key insights.

Join us in the celebration. If you have any experiences of Beasley Intercultural to share, we’d love to hear from you. We look forward to the next stage of the adventure!

2018-08-10T04:31:19+00:00 By |

‘Working with the Philippines’ Program Feedback

In 2016 hundreds of Australian employees participated in Beasley Intercultural’s Working with the Philippines 35 minute elearning program. This great online program enables Australian employees to be more productive when working with their colleagues in the Philippines.

What our participants said:

‘The most valuable component of the elearning for myself was the extent of the cultural differences between my country and the Philippines, and the way the people of the countries interact with each other.’

‘It was valuable to understand how what I say and how I say it comes across on the other end.’

‘I will think more about how I communicate and especially what I say.’

‘I am going to make communication more specific and be open to spending more time developing a relationship with the person on the other end of the phone.’

How would you describe the program?

‘Easy to understand and relevant so that we can get things done more efficiently.’

‘An eye opener to things that us Australians may not have known or understood.’

‘Informative. I thought I was being friendly, but at the same time I was probably confusing people.’

‘A great tool to be able to effectively work with the staff in Manila.’

 Thank you to all of our participants!  Your deeper understanding of your colleagues in the Philippines and new communication strategies will make a big difference to business outcomes for your organisations.

2018-08-09T06:26:26+00:00 By |

‘Inclusive Leadership’ Program 2016 Alumni

In 2016, participants from Australia and 15 countries across Europe, Asia and South America participated in the Beasley Intercultural Inclusive Leadership program. Many of our global participants engaged in the fully online program which includes a diagnostic, six eLearning modules and application of learning to real-life scenarios and project work.  In Australia, we delivered blended programs incorporating face-to-face workshops in Sydney, Melbourne and Perth.  Participant feedback was fascinating and highlighted the impact the program continues to have.

What was your experience of the program?

“One of the essential programs for an organization with global operations. The well structured programs unveils the fine nuances of inclusive leadership, through case study, videos & briefing.”

“Even if you think you are a Leader this Program will provide you with an opportunity to step back and ensure you consider all the aspects.”

“The program goes beyond age and culture and gives you practical ways to deal with many sorts of challenges encountered when managing a team of diverse people.”

What do you expect will be the implications for your team and their performance?

“I expect the team’s performance to be higher, as we will be fully leveraging people’s potential.”

“Improved participation and engagement.”

 What will you do differently?

“I’ve started listening more and talking less. I’ve also started to encourage the quiet team members to speak up at team meetings.”

 “I’m committed to being more open and accepting.”

 “Being open towards people, ensure every team member is and feels included.”

Thank you to all of our wonderful participants in 2016. We will keep in touch as you continue your Inclusive Leadership journey.


2016-12-22T02:39:58+00:00 By |

Top 5 issues we see when ‘Going Global’ – Board and Executive Level Risks

Beasley Intercultural - Australia Intercultural TrainingWe work with clients at what we like to call the ‘pointy end’ of change – businesses which are ‘Going Global’.

This isn’t easy, it may involve mergers and acquisitions, working with very powerful Asian investors and clients, and running operations in developing country environments with high levels of ambiguity and risk.


The top 5 issues we see when ‘Going Global’ are:

1. Developing global strategy based on the assumption that the world is the same as the originating country of the business. What may have worked in one country, and at one point in time, doesn’t necessarily work in different cultural, political and economic contexts.

2. Not understanding the complexity of different stakeholder contexts. Policy settings and foreign governments are far more involved in license to operate and business decisions in many contexts.

3. Not anticipating or managing real risks. Building risk management strategies based on the ‘home’ country of board and senior executive team members, not the global and local context.

4. Not investing in developing the required awareness, perspective, knowledge and capability in staff at the forefront of change. Staff often are the ones bearing the brunt of change, and poor skills development leads to disengagement and lack of performance.

5. Assuming that culture is something that ‘other people have’ and you are culturally neutral. To be effective, it’s critical to understand the assumptions and biases of your worldview and how they may be perceived.

Tamerlaine and the Senior Consulting team regularly work with Boards and Executive Teams at their global strategy meetings, both in Australia and offshore. These advisory services mitigate common risks and ensures our clients can apply strategies to maximise performance and global business results.

2018-08-09T06:27:01+00:00 By |
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