Carolyn Petersen Workshop Objective To deepen participants understanding of intercultural competency and gain insight into how these skills and behaviours can be developed ACTIVITIES ID: 202768
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Slide1
Intercultural Communication
Carolyn PetersenSlide2
Workshop Objective:
To
deepen participants’ understanding
of intercultural
competency and gain insight into how these skills and behaviours can be
developedSlide3
ACTIVITIES:
* Watch TED, Derek Sivers “Weird, or just different?”
http://
www.ted.com/talks/derek_sivers_weird_or_just_different#t-41376
* Reflect: What are you most confident about and what do you find challenging when interacting with people from other cultures?Slide4
Some ground rules:
• Presume goodwill • Be open by sharing and listening
• Honour confidentiality
• Respect time frames
• Pay attention to your own reactions (what are your triggers
)Slide5
Intercultural Competence:
The
capability to shift cultural perspective and
appropriately
adapt behavior to cultural differences and commonalities. (Hammer, 2009)Slide6
Three dimensions:
Mindset – intercultural
awareness (ability to understand similarities and
differences)
Heartset – intercultural sensitivity (emotional desire to acknowledge, appreciate and accept cultural differences)
Skillset – intercultural adroitness (ability to reach communication goals while interacting with people from other
cultures)
* All three are important to intercultural competence
(Bennett, J.M., 2003)Slide7Slide8
Intercultural competence has a developmental continuum (theoretical model developed by Milton Bennett)
Intercultural Development Inventory (IDI) is a measure of intercultural competency based on Bennett’s model
Can be used to increase self-awareness and encourage further development / useful for multicultural teams
More information on the IDI is available
in the attached handout and at:
http
://idiinventory.com
/
Slide9
“Culture hides much more than it reveals, and strangely enough what it hides, it hides most effectively from its own participants. Years of study have convinced me that the real job is not to understand foreign culture but to understand our own.”
- Edward T.
Hall, “The Silent Language”Slide10
Gardenswartz & Rowe, 2003Slide11
Many factors contribute to cultural identity (personality, internal dimensions, external dimensions, organizational dimensions)
*ACTIVITY: Write 15 descriptive statements that begin with “I am…”
Identify 10 descriptors that are most important to you and then choose top 5
Traits we use to describe ourselves reflect our values and beliefs.
Identifying values similarities and differences can improve teamwork and relationship development.Slide12Slide13
What is culture?Slide14
Culture as an iceberg
Above the waterline (can only see about 10%) – behaviours that can be observed (objective culture)
Below the waterline (hidden)– informs behaviour, worldview / “normal” (values, attitudes, beliefs
)Slide15
Stereotypes are:
Inflexible – do not changeRestrictive – do not allow for differences
Prescriptive – make assumptions first
The behaviour of an individual applied absolutely to all members of a group.
(NorQuest College, Critical Incidents for Intercultural Communication)Slide16
Generalizations are:
Flexible – can changeInclusive – can accommodate difference
Descriptive – make generalizations from observations
The observable behaviours of a group applied for possible understanding of individuals.
(NorQuest College, Critical Incidents for Intercultural Communication)Slide17
Cultural Orientations:
General observational categories which provide clues to better understand the motivations and values that influence peoples’ behaviours, and to recognize cultural differences that exist at a group, rather than individual, level(NorQuest College, Critical Incidents for Intercultural Communication)
Slide18
Individualism Collectivism
Direct Indirect Task-oriented Relationship-oriented
Achieved status
Ascribed status
Cultural Orientations:Slide19
Cultural orientations are a continuum with two perspectives on opposite ends of the spectrum (individuals from any particular orientation will fall somewhere along the continuum)
Also
need to consider context and
power dynamics (dominant/non-dominant groups)Each
person takes cultural values with them into every interaction (often unconscious
)Slide20
(
NorQuest College, Critical Incidents for Intercultural Communication)
Something’s Up
Suspend Judgment
Make Sense
Informed Action
Something’s
Up
- Framework for working through intercultural misunderstandingsSlide21
Describe the Something’s Up
What happened?
How does each person feel?
Focus on facts and feelings – don’t try to make sense of it or solve it at this stage)
Notice triggers – usually happens when a person’s behaviour doesn’t meet our expectations
Something’s UpSlide22
Identify and Suspend Judgment
-
Judgment is a natural response, influences behaviour and decisions (displays cultural values)
What are the judgments of the people involved?
What are each person’s conclusions or perceptions of
the other
?
Think about how others might see us.
Suspend JudgmentSlide23
Make Sense
Step
1:
What
is this about? What did each person expect? (
What is their “normal?”)
Step
2:
How are the expectations of each
similar
and/or
different
?
Try to understand using cultural orientations
Intent and impact are not the same (assume good intentions)
Make SenseSlide24
Informed Action
What can be done to move forward?
Short term
Long term
Look for shared goals and adapt behaviour.
Informed ActionSlide25
Practice:
Watch examples and practice using “Something’s Up”:
http://
media.norquest.ca/mds/owls/somethings_up_cycle.htm
More information is available at:http://www.norquest.ca/NorquestCollege/media/pdf/centres/intercultural/CriticalIncidentsBooklet.pdf
http://
www.norquest.ca/NorquestCollege/media/pdf/centres/intercultural/CIICH_final_facilitatorsguide.pdf
Slide26
Going forward …
Be aware of your own “normal”
Ask questions and be curious about other worldviews
Check understanding (don’t make assumptions)
Treat others as they would like to be treated
See difference as value-added
Forgive and learn from mistakes
Be aware of slang, informal expressionsSlide27
Carolyn Petersen
Intercultural Communication Facilitator
E
mail: carolyn.p@sasktel.net