Developing Intercultural Competence - Part II
Summary
TLDRThis script discusses the importance of intercultural competence in enhancing workplace effectiveness and personal relationships. It emphasizes recognizing diverse backgrounds and values in individuals, which leads to different perspectives and behaviors. The speaker shares insights on how understanding and navigating these differences can lead to better communication and innovation. Strategies for developing intercultural skills, such as self-awareness and asking questions, are highlighted as crucial for managers to create inclusive environments that foster creativity and productivity.
Takeaways
- 🌐 Intercultural competence is crucial for recognizing and respecting the diverse backgrounds, experiences, values, and beliefs of individuals in any interaction.
- 🤝 Developing intercultural competence enhances workplace effectiveness by allowing individuals to navigate and engage with diverse perspectives more adeptly.
- 👥 Cultural self-awareness involves understanding one's own values and behaviors, which is foundational for appreciating and interacting with others' cultural norms.
- 🐸 The metaphor of 'the fish not knowing the water' illustrates how we often overlook our cultural context until we develop intercultural competence.
- 💡 Intercultural competence can lead to innovative solutions by fostering an environment where diverse ideas and perspectives can be openly shared and challenged.
- 🗣️ Effective communication, especially asking the right questions, is a skill enhanced by intercultural competence, leading to deeper understanding and stronger relationships.
- 👩💼 As a manager, understanding and valuing the unique recognition preferences of each team member can lead to a more inclusive and motivated team.
- 📈 Recognition and inclusion are key components of a workplace culture that values diversity and can contribute to higher employee engagement.
- 🔍 Continuous learning and self-reflection are essential for developing and maintaining intercultural competence.
- 🌟 Intercultural competence is not just a 'nice to have' skill; it's becoming a critical competency for future workforce success and innovation.
Q & A
What is intercultural competence?
-Intercultural competence is the ability to recognize and understand that every individual comes from different backgrounds, experiences, values, and beliefs, which shape their perspectives. It involves being in tune with one's own behaviors and values and comparing them with others to navigate effectively in diverse environments.
How does developing intercultural competence help in the workplace?
-Developing intercultural competence helps in the workplace by allowing individuals to understand and appreciate different perspectives, which is crucial for effective communication and collaboration. It aids in managing and navigating diverse teams, fostering inclusion, and enhancing innovation.
What is the importance of cultural self-awareness?
-Cultural self-awareness is important because it helps individuals understand their own values, beliefs, and behaviors. This awareness allows them to recognize how they might unknowingly project their own cultural norms onto others and adjust their approach accordingly.
Can you provide an example of how cultural differences might manifest in the workplace?
-Yes, an example given in the script is the concept of recognition in the workplace. Different team members may have different preferences for how they like to be recognized for their work, such as public praise or a private note, reflecting their cultural backgrounds and personal values.
How can a manager effectively manage a diverse team?
-A manager can effectively manage a diverse team by first gaining self-awareness of their own values and beliefs, then taking the time to understand each team member's preferences and needs. Regular check-ins, maintaining open communication, and being adaptable to changes over time are also crucial.
What role does intercultural competence play in innovation?
-Intercultural competence plays a key role in innovation by fostering an environment where diverse ideas and perspectives can be openly shared and challenged. This leads to the creation of new and innovative solutions, as innovation often arises at the intersections of diverse cultures.
Why is it beneficial to develop intercultural skills?
-Developing intercultural skills is beneficial as it enhances one's ability to communicate effectively, understand and value diversity, manage teams more effectively, and contribute to a more innovative and inclusive workplace.
How can intercultural competence improve relationships with colleagues?
-Intercultural competence can improve relationships with colleagues by fostering a deeper understanding of each other's values and perspectives, leading to more effective communication, increased empathy, and a more inclusive work environment.
What are some strategies for developing intercultural competence?
-Some strategies for developing intercultural competence include self-reflection to understand one's own cultural biases, engaging in open dialogues with people from different backgrounds, seeking out diverse experiences, and continuously learning about other cultures.
How can an organization support the development of intercultural competence among its employees?
-An organization can support the development of intercultural competence by providing training programs, encouraging diversity and inclusion initiatives, creating opportunities for cross-cultural exchanges, and fostering a culture that values and respects different perspectives.
What is the connection between intercultural competence and effective questioning?
-Intercultural competence enhances the ability to ask effective questions by fostering curiosity and a desire to understand different perspectives. This leads to more insightful and empathetic questioning, which can uncover deeper understanding and promote innovative thinking.
Outlines
🌐 Developing Intercultural Competence
The paragraph discusses the importance of developing intercultural competence to be more effective in various social settings, especially in the workplace. It emphasizes recognizing that every individual comes from a unique background with different values, beliefs, and perspectives. The speaker uses the analogy of 'water' to describe how culture is often unnoticed but pervasive in our interactions. The speaker also shares their personal journey of developing intercultural confidence, which has allowed them to better understand and navigate conflicts and challenges in a cultural context. An example is given about how different people may value different forms of recognition, highlighting the need for understanding individual preferences within a cultural framework.
🤝 Managing Diversity in the Workplace
This paragraph explores how to manage a diverse team, emphasizing the need for self-awareness and understanding one's own values and beliefs around recognition. The speaker suggests getting to know each team member individually, possibly through surveys or one-on-one meetings, to understand their preferences for recognition. The importance of maintaining and updating this understanding over time is highlighted, as preferences can change. The speaker also discusses how developing intercultural skills can improve one's ability to ask questions and engage in conversations that lead to better understanding and innovation within a team.
💡 The Link Between Intercultural Competence and Innovation
The final paragraph connects intercultural competence with the concept of innovation. It argues that to foster an innovative environment, it's crucial to create a space where diversity is valued and individuals can contribute their unique ideas and experiences. The speaker mentions that innovation often arises at the intersection of different cultures and perspectives. The paragraph also touches on how intercultural competence can help in achieving workplace goals related to continuous improvement and innovation. The speaker encourages ongoing learning and engagement with the topic, suggesting that there are many benefits and reasons to develop intercultural competence.
Mindmap
Keywords
💡Intercultural Competence
💡Cultural Self-Awareness
💡Recognition
💡Inclusion
💡Values and Beliefs
💡Behaviors
💡Diversity
💡Innovation
💡Curiosity
💡Coaching Conversation
💡Projection
Highlights
Intercultural competence involves recognizing and understanding the diverse backgrounds, experiences, values, and beliefs that individuals bring to interactions.
Being in tune with one's own behaviors, values, and comparing them with others is pivotal for effective communication.
Culture can be likened to water or air, often unnoticed but always present and influencing interactions.
Cultural self-awareness is about realizing what we don't know because we navigate our culture so well.
Developing intercultural confidence allows one to see challenges through a cultural lens and find solutions.
Recognition in the workplace is valued differently; understanding these differences is crucial for effective management.
Different individuals have unique ways they prefer to be recognized, which can impact their feelings of value.
As a manager, it's important to spend time gaining self-awareness and understanding the values and preferences of your team.
Organizations can facilitate self-surveys during onboarding to understand how new employees prefer to be recognized.
Preferences for recognition can change over time, requiring ongoing dialogue and relationship maintenance.
Developing intercultural skills helps in knowing what questions to ask and paying attention to team relationships.
Intercultural competence is linked to innovation, as diversity and inclusion are key drivers of creative problem-solving.
Innovation often occurs at the intersections of diverse cultures and ideas.
Intercultural competence is essential for creating an environment where everyone can contribute to innovation.
The ability to ask questions and navigate culturally sensitive topics is a skill that comes from intercultural competence development.
Intercultural competence is beneficial for improving workplace dynamics and fostering innovation.
Strategies for developing intercultural competence include self-reflection, understanding team values, and maintaining ongoing dialogue.
Transcripts
so one question that comes to mind is
how does intercultural are developed
developing intercultural competence help
me be more effective in my workplace or
with the relationships that I have with
folks in general absolutely I think
something that's very key and kind of
building upon our conversation of what
is intercultural competence is really
recognizing and that every individual
that you are engaging with whether
that's in the workplace you know the
classroom studying right even out
day-to-day you know in our daily lives
that everybody really is coming at
whatever activity experience with very
different backgrounds different
experiences different values beliefs and
those really produce different
perspectives so you know even as folks
approach you know the same kind of
concept or topic which I'll give you an
example in just a moment
likely the behaviors at which they would
deem is valuable right or effective
could likely look very different from
your own and that's why being in tune
with you know kind of your own behaviors
and values and then being able to kind
of compare and contrast with others so
it's really pivotal to recognize that
you are in a place and if you can think
of oftentimes work in the swimming you
know culture in as the water in that
realm we're swimming in a place with all
sorts of different perspectives so to be
really effective and appropriate in the
workplace or classroom setting we need
to be in tune and be able to engage and
navigate those effectively and so yes
know yeah yeah I like that you talked
about water because that always makes me
think about you know how the you know
the story where the Frog asked the fish
how's the water and the fish said what
water yes because everything is around
and sometimes we just don't see it
I think that when we are talking about
cultural self-awareness sometimes we
don't know what we don't know because we
just navigate our culture so well
exactly and so I've been dedicating a
lot of time and effort really in
developing my own intercultural
confidence and so I will say the more I
learn and generate the more that I can
see the water I see the air that we're
breathing I can see you know as someone
poses a challenge you know where someone
is kind of disagreeing or questioning
something I'm able to really put that in
cultural terms a lot more and I think
that really helps us get at the heart of
what's happening and what's going on and
really think of various solutions to
move forward and you know along this
whole idea I love giving an example you
know when I was talking about folks
coming from all sorts of perspectives
one prominent one for example is you can
think of let's say in the workplace
context right the idea of recognition
your organization or team may really
support you know in value recognition
right and so perhaps everyone on the
team really agrees and recognize that
it's valuable you know a lot of research
shows how it engages employees you know
being able to be recognized with what
you contribute and your expertise and
inclusion also means valuing uniqueness
as well now the important piece to
recognize with that cultural
self-awareness is spending that time to
recognize how do I appreciate this idea
of recognition right so what actions and
behaviors might someone do to really
make me feel like I'm recognized and
really contributing in a positive way
and beyond that then really being able
to recognize and understand what
behaviors and actions really would be
positive and effective for all those
that are around you cuz you'll likely
find that different folks have different
ways that they like to be recognized so
for example I am someone that I like to
talk in front of folks I like more of
the you know extrovert outgoing space
and so
you know right so if you would at all
recognize or give me compliments but how
great I am you know in front of the team
or group I appreciate that you know
that's that's just fine you know let's
be open about that I like being
transparent now it's important to
recognize other folks that is not the
way to go and actually they may end up
feeling more embarrassed or you know the
idea that you really don't know me then
and it actually detracts from what you
were hoping so instead of recognizing
someone that actually feel less valued
because they feel perhaps ah maybe
you're just recognizing me the way you
like to be recognized and you don't
really understand or get me so you can
even see even within recognition how
culture and understanding those
behaviors really beneficial well so ok
so let me complicate life a little let's
say I have I am the manager of a team of
15 people I work with them and they
probably manage other number of people
as well but this is my team right now 15
how do I manage all of this that you
were talking about with a group of
people that I work with
absolutely so I've already talked a
little bit about it spending some time
to gain your own self-awareness what are
your own you know values and beliefs and
behaviors around recognition really
getting clear what that might mean
because you may find you're projecting
that on all 15 people and that example
right and then it really involves that
time to really get to know everyone you
may directly ask I've seen some
organizations as a part of their
onboarding they will actually you know
do a kind of a self survey we want to
get to know you better
and you may ask folks you know when you
you know are recognized what do you
really want others to do whether that's
your supervisor your peers the broader
organization what is the best way to
really recognize you as an individual so
some do it in the onboarding process
others hold more
Dajuan meetings you don't spend some
time just really getting you know other
folks and maintaining in that
relationship and please know that can
kind of shift over time as I've worked
with folks you know throughout their
careers some may say oh when I was
younger yes Amy your example of public
praise and you know throwing you know
some sort of celebration absolutely you
know as time went on though things have
shifted for me and so I actually prefer
a note right or a card you know
something written directly for my
supervisor so even over time you're
maintaining that relationship which is
key and make sure that you're able to
track and stay organized with that piece
too so I don't know if you're kind of
keeping notes you know on what really
would be helpful for your employees what
you can do to better support them but I
think that would really go a long way
even with recognition and helping you to
manage and navigate that piece as a
manager so can I say that developing my
intercultural skills will help me know
what questions to ask and want to pay
attention to in terms of my relationship
with my my team I really appreciate that
my said yes I think when I have noticed
especially especially more recently our
colleagues really complementing and
recognizing my ability to ask questions
and I would say that is something that
has definitely come from my
intercultural competence development
continuously being in tune with you know
what are my values and beliefs you know
what am I thinking as well as being very
curious remember those attitudes of
curiosity discovery I'm really trying to
understand where folks are coming from
and it often times actually turns into a
coaching conversation you know because
I'm just curious and asking questions
and what I find is other folks kind of
feel a sense of relief they've had a
chance to really process and think
through you know dynamics that they
themselves had entertained before and so
I'm really glad that you picked up on
that piece because you will find your
ability to ask questions about a whole
host of topics
and you know culturally sensitive topics
or you know even in your own culture
what may be considered taboo right so in
our culture's we're oftentimes taught
what we may talk about and what not to
so even being able to navigate those
different you know dynamics can be
really beneficial all right so we talked
about what intercultural competence is
and we talked about some reasons to to
work on developing those so yes I do
have even more if you're wondering the
why right so why is this beneficial how
might it help a little bit more
something that's really prominent that
I'm seeing just in the broader workforce
and I'm even thinking of you know future
skills and abilities that are really
being sought after is this idea of
innovation and what I really find
valuable and so important and there are
theorists that you know definitely back
me up within this piece to for example
the Medici effect by Joe Hanson would be
a great book to look into is really the
idea that you need to pair diversity
inclusion intercultural competence with
innovation because what we're finding
out is to really create an innovative
space we need to create the environment
in which each individual that might be a
part of you know the classroom
environment a research lab right a part
of our workplace team etc and Beyond
really create an environment where
everyone can fully show up to the extent
that they would like to and really be
able to leverage all of the ideas you
know their unique experiences you know
and backgrounds within that realm to
really get to an innovative space
because often times we're finding is
innovation really happens at the
intersections of diversity of various
cultures you know different ideas and
really being able to openly share you
know and and challenge and productive
ways to really create something truly
remarkable more and more that's the
space that we need to be generating so
as we
I cannot be more effective in the
workplace you know oftentimes our goals
whether that's annually or a short-term
really around continuously improving you
know what we're doing right or thinking
of new ways of doing our work right or
teaching and you know that type of thing
and so that's another prominent aspect
you know that really folks should
recognize that intercultural competence
plays a key role in innovation there's a
lot to think about that right now
there is and I could go on and I could
keep sharing you know more and more and
I think we'll get at more pieces of it I
think as we really talk about the house
right so how do I continuously you know
engage and continue this learning where
do I start you know where do I begin
we've talked about some strategies thus
far and I think even more so as we talk
about be how you will recognize and
understand even more benefits and
reasons as to why intercultural
competence can make you more effective
in your role
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