Cultural Intelligence -

By Tasha M. Troy

Since I was a child, I have pursued “cultural intelligence.” No, I didn’t call it that at the time, but that is when I began developing an appreciation and affection for cultural and linguistic differences.

Later, as a communication skills instructor, I came to recognize and appreciate measures of individual difference, all the things that make us unique – personality, learning styles, talents and abilities.

The Human Dichotomy

These observations and experiences brought me to a point where I operate with an unusual tension:

The more I meet people from around the world, the more I realize we are all really the same – same hopes, fears, dreams, and needs.
The more I work with individuals, the more I realize we are unique, a “culture of one” – there are no two people who are identical on all points (even identical twins have differing personalities and interests!).

Most of my adult life has been learning to operate within this tension.

A Proliferation of Differences

In today’s globalized and interconnected world, we are often in the position of working with people who seem to have little in common with us.

Cultural differences abound, even between people who come from the same country and speak the same language! Today, living in the Washington, DC, area, I see cultural differences all the time: East Coast vs. West Coast, public sector vs. private sector, Democrats vs. Republicans.

If we are all so very different from each other, how can we possibly work together?

Developing Cultural Intelligence

I believe the most effective leaders today demonstrate the ability to read cultural differences and navigate those differences to bring successful outcomes for all involved.

However, developing this level of leadership, with a dedication to reaching people where they are, is not an easy thing to attain!

It requires not only knowledge but also maturity and character development.
It demands selflessness and a focus on others.
It engages emotional intelligence and interpersonal wisdom.

But the payoff is so worth the investment! In their book Real Influence, authors Mark Goulston and John Ullmen say, “When we break through barriers of geography or language or age … we create new possibilities and identify new paths to great outcomes.”

And isn’t that what every professional wants?

Let’s Start a Conversation

For the past several years, I’ve been working to develop my cultural intelligence for the sake of my students and clients, enabling me to work with diverse groups to achieve individual and group goals. I have learned some hard lessons, but I’ve also gained invaluable knowledge about effective intercultural leadership.

Take It Deeper

What questions do you have about cultural intelligence?

Sometimes it’s hard to know where to start. If you would like to go deeper on this topic, I hold free exploratory coaching sessions each week. You can register online at Troy Communications or email me to schedule an appointment at TMTroy@TroyCommunications.Net

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By Tasha M. Troy

As I walked into the room, the three or four conversations subsided, and ten pairs of eyes turned to me expectantly. It was the first day in an intensive six-month language and communication training program. The individuals in the room spoke nine different languages and came from five different regions of the world. It was my job not only to teach them the intricacies of professional English communication skills but also to create a mutually supportive community that could endure the six months together and beyond.

It is fairly easy to get along well with people who are very much like you. The Law of Magnetism, from The 21 Irrefutable Laws of Leadership by John Maxwell, states that you attract who you are. However, in today’s globalized environment, it is more common to be in a room where there is little in common, at least on the surface.

I have observed that most people tend to avoid diversity assuming that under such circumstances, cohesion and community will be extraordinarily difficult if not impossible. However, I personally have found that it is possible; my students and clients have often stated that the diversity of the group was a major asset, one of the key benefits of the program.

After years of working with ethnically, linguistically, and occupationally diverse groups, I have developed some guidelines to create a sense of community:

Respect individual differences and strengths
Set clear guidelines for appropriate behavior
Present shared goals and shared mission regularly
Provide opportunity for individual expression

What might this look like in a typical office setting?

Primarily, you have to verbalize each of these elements: respect for differences, guidelines, goals, and invitations for opinions. It is important to act respectfully, but not everyone perceives respect in the same way, especially if they come from different cultural backgrounds. Never assume that your good opinion is perceived and understood until you have explicitly stated it.

Speaking out your perceptions of strengths, enforcing guidelines, and reviewing goals is also very important. John Maxwell says that “vision leaks”; when it is not regularly presented to your team, it will be forgotten until there is a problem. Trust me – this is a time where “an ounce of prevention is worth a pound of cure”!

Remember also that some personality traits and elements of cultural background hinder people from speaking up in meetings and other group settings. Find ways to create smaller “task forces” for specific projects or take the time to schedule regular one-on-one meetings with your team members.

Working with a diverse team is one of the most rewarding things I have ever done, and when managed well, it can provide rich benefits to your team, your department, and your organization. It takes a bit of extra effort, but the rewards far outweigh the costs!

Take It Deeper

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Category: Cultural Intelligence