The challenges that companies and organisations face in a globalised and interconnected world are considerable. Technology, markets, major players and the environment are constantly fluctuating and changing. We have gone from a complicated to a complex world in which we are expected to make important decisions without knowing or controlling all of the information at hand.

In this context of perpetual change, individuals as well as companies and organisations need to adapt constantly. It has become essential to acquire new skills, to adapt our management and work methods, restructure our processes and develop new knowledge in order to maintain a viable and durable balance.

In this situation, it is also essential to rethink our corporate culture.


There are multiple situations which could bring you to rethink your corporate culture.


You wish to reach new demographics and your internal structure does not seem adapted to this new challenge.


You are looking to merge with or acquire a company from another culture which you are not familiar with.


New competition appearing has required you to adapt your structure and your corporate culture.


Your employees, clients and other stakeholders have another national, generational, functional, or organisational culture and you are looking to create a corporate culture which may be shared by all.


Technological and environmental changes have changed your way of working, thinking and your corporate culture needs to be rethought and revisited accordingly.


Your situation?

Cultural differences can either create synergies and complementarities, or cause hardship and blockades. In this complex context, you wish to implement a deep thought process which includes all of the stakeholders in order to create a dynamic, progressive, and inclusive corporate culture.


As an intercultural consultant, I have had the opportunity to work with companies and organisations that come from different national cultures, fields, jobs, organisations, and generations.

As an intercultural consultant, I have had the opportunity to work with companies and organisations that come from different national cultures, fields, jobs, organisations, and generations.


  • … corporate culture is a dynamic and progressive process which is built socially.
  • … corporate culture comprises “observable” artefacts (ex. logo, architecture…), “measurable” values (ex. corporate goal, norms, guiding principles…) and “underlying” hypotheses (ex. givens which do not need to be justified, that are taken-for-granted, based on Edgar SCHEIN’s theory.)
  • we need to make the implicit part of cultural culture explicit in order for it to progress.
  • corporate culture is an essential tool in order to stand out from the competition, to be recognised by clients and to attract the best talents.

In order to help you to better understand and talk about your corporate culture, having an end goal of transforming it if need be, we offer – a corporate culture diagnostic – depending on your needs – which includes all of the stakeholders, a defined development strategy for your corporate culture, operational support, guidance, and experience sharing.

We use tools such as the Kultur Profile Indicator® (KPI) to analyse your corporate culture. KPI exists in French, English, and German.



In order to improve our offer’s legibility and transparency and to better answer your specific needs, we offer a structured and analytic approach in order to increase your chances of success at a local and global level.

In order to improve my offer’s legibility and transparency and to better answer your specific needs, I offer a structured and analytic approach in order to increase your chances of success at a local and global level.

Cultural Due Diligence

Diagnostic of your corporate culture including all of the stakeholders.

Defining a Development Strategy

Elaborating a strategy in order to develop your corporate culture and create an attractive and inspiring work environment for all of the stakeholders.

Operational Support

Translating the strategy into a plan of action in order to bring your new corporate culture to life.

Guidance and Experience Sharing

Support during a defined period of time in order to embed your new culture.

The prerequisites to a durable and consensual approach are:
According to WILSON et al. (2006): Leadership for sustainability


The integrity of the leadership and agents for change


A dialogue and true partnership between the different stakeholders


A balance between a local and global perspective


The importance of dialogue and language that are used


A systemic approach


Acceptance of diversity


Self- and other-awareness




All of our human and intellectual qualities are put into ensuring quality consulting, through trained, qualified, and experienced consultants.



Trust and mutual respect are at the foundation of any successful collaboration.
These two elements are essential. Without them, it is difficult to envision human relations as a whole, whether they be personal or professional.



Our objective is to create a collaborative environment which is clear and transparent, in order for each person to be fully integrated whilst also making room for innovation.



Our objective is to stay simple: that starts with human relations, is followed by clear and legible mutual commitments being put into place and finishes with shared actions understood by all.



Beauty might be more of a stance than a value: to take the time to be amazed by beauty within things, people, and situations experienced together.



Silvia Didier is a coach, trainer, and an experienced intercultural consultant. She is also a lecturer author and associate university professor working in an intercultural context. Silvia has more than 20 years of professional experience in the fields of training and intercultural coaching, marketing, communication, and strategic consulting.

Holder of university diplomas earned in Germany, France and the United States in business, medias and communication management and administration, Silvia started her career as a B-to-B marketing analyst in Munich, Germany. After multiple years as an analyst, she continued to work as a strategic consultant and project manager for PriceWaterhouseCoopers Germany with clients in the fields of media and entertainment


In 2001, Silvia moved to France where she founded Projet France International, which offers solutions in the fields of coaching, training, and intercultural consulting.

In addition to this, Silvia also works in the academic field and has had different educational responsibilities at iaelyon – School of Management, Université Lyon 3 (ex. Co-director of the Management and International Commerce section, and Teaching Manager for the International MBA in continuous learning).

Silvia Didier has solid experience in the support and coaching of expatriates.

In the past, she worked with participants from various countries and nationalities such as India, Brazil, Germany, France, China, South Africa, Egypt and Turkey.

In order to focus even more on managers and their needs, she has been trained as an Executive Coach at the Université CY, Paris, in September of 2019.


Silvia’s philosophy as a coach, trainer and intercultural consultant is to give value to differences by channelling the richness of cultural diversity, by channelling the wisdom that lies within alternative (cultural) perspectives.

Silvia fluently speaks French, English, and German.


Since 2011, I have been a lecturer and speaker intervening in different programs of the iaelyon –  School of Management. I have held various positions and roles: Speaker, Teaching Manager for different Masters in International Management, Co-director for the International Management and Trade section. My driving force is to contribute to the learning and developing of internationally and diversity-oriented students.

Taught and certified as an intercultural trainer at Jena University in East Germany, I work with expatriates and impatriates, with couples going through international mobilities and bi- or multicultural teams in order to facilitate transition times and cooperation between people of different cultures.

Taught and certified as an executive coach at the Université CY Paris, I accompany managers and executives while using a variety of behavioural techniques and methods in order to reach a series of goals which have been jointly identified; I do this in order to improve their professional performances as well as their personal satisfaction and, consequently, increase the efficiency of their organisations.

TMC / Berlitz’s certification to approaching different cultural orientations (Cultural Orientations Approach Certification COA) has allowed me to use the COI, a scientifically verified psychometric tool. This evaluation tools allows me to analyse each participant’s cultural profile and compare it with expected behaviour in the targeted culture or for a specific mission. The goal is to suggest behavioural adjustments in order to optimise exchanges in a international context.

The Culture Profile Indicator is a tool developed by the German company ComTeam AG, which allows you to understand your company’s culture and succeed in developing it in a national or international context which is constantly changing.



Frankreich Business Guide


Communicate, work, and negotiate effectively with your German-speaking counterparts


We work better when we work together. That is why I work with carefully selected partners, that are specialists in their fields, and have Franco German and international skills, competencies and experience.