Workshop on Developing Intercultural Competency by Carolyn Petersen

Slide Note
Embed
Share

This workshop led by Carolyn Petersen aims to deepen participants' understanding of intercultural competency and provide insight into developing necessary skills and behaviors. Activities include watching TED talks, self-reflection on intercultural interactions, and setting ground rules for productive discussions. The concept of intercultural competence, with its three dimensions of mindset, heartset, and skillset, is explored to enhance communication across cultures. The session also introduces the Intercultural Development Inventory (IDI) as a tool for self-awareness and further development in multicultural settings.


Uploaded on Oct 03, 2024 | 0 Views


Download Presentation

Please find below an Image/Link to download the presentation.

The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.

E N D

Presentation Transcript


  1. Intercultural Communication Carolyn Petersen

  2. Workshop Objective: To deepen participants understanding of intercultural competency and gain insight into how these skills and behaviours can be developed

  3. 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?

  4. 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)

  5. Intercultural Competence: The capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. (Hammer, 2009)

  6. Three dimensions: 1. Mindset intercultural awareness (ability to understand similarities and differences) 2. Heartset intercultural sensitivity (emotional desire to acknowledge, appreciate and accept cultural differences) 3. 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)

  7. - 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/

  8. 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

  9. Gardenswartz & Rowe, 2003

  10. - 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.

  11. What is culture?

  12. - 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)

  13. Stereotypes are: Inflexible do not change Restrictive 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)

  14. Generalizations are: Flexible can change Inclusive 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)

  15. 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)

  16. Cultural Orientations: Cultural Orientations: Individualism Collectivism Direct Indirect Task-oriented Relationship-oriented Ascribed status Achieved status

  17. - 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)

  18. Somethings Up - Framework for working through intercultural misunderstandings Something s Up Suspend Judgment Informed Action Make Sense (NorQuest College, Critical Incidents for Intercultural Communication)

  19. Describe the Describe the Something s Up 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 Up

  20. 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 Judgment

  21. 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 Sense

  22. Informed Action What can be done to move forward? Short term Long term Look for shared goals and adapt behaviour. Informed Action

  23. 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

  24. 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 expressions

  25. Carolyn Petersen Intercultural Communication Facilitator Email: carolyn.p@sasktel.net

Related


More Related Content