Why should an organization ensure that leaders’ behavioral requirements include becoming culturally competent? Because the workforce has changed. Drastically.
Today’s workforce is more diverse than ever before. It’s global in scope. There are four, sometimes five, generations working side by side in the workforce. This vast diversity can be of enormous benefit IF the leader is able to leverage differencesbased upon his/her appreciation of cultural nuances.
Building cultural competencies is a MUST HAVE not a “nice to have” in the 21st century. Organizations desperately want leaders who can raise employee engagement, increase productivity and increase collaboration. What’s the skill to accomplish these goals? The answer is found in building cultural competencies.
If you are interested in learning how to make diversity truly work to gain a competitive advantage (from a holistic standpoint), then building cultural competencies is a non-negotiable. It is a REQUIRED skill in your leadership tool kit.
Outlined below is an approach that we have found to be successful. As with all of our programs, we want and have the capability to customize programs to meet your specific organizational needs.
Building Cultural Competencies: Sample Content Curriculum
How does an organization move from "talking" about diversity & inclusion to actually "living" it and walking it out? They must build leaders who have the ability to manage across differences, engage across cultures and build environments of inclusion.
After attending this session, participants will have an expanded capacity to manage, engage, build and lead cross-cultural teams. By building these Intercultural Leadership Competencies, leaders will experience…
- Reduction of cultural bias
- Higher awareness of dominant/subordinate group relationships
- Increased manager/leader effectiveness in building inclusive teams
- Improved intercultural communication leading to reduced intercultural conflicts
- Greater patience and support across cultures
- Enhanced capacity for self-awareness regarding intercultural experience
Who Should Attend…
Diversity Managers, People Leaders, HR Managers
Pre-program Activities…
All participants must complete the IDI (Intercultural Development Inventory).
For individuals who desire a deeper understanding of their IDI reading, a 45-60 minute confidential one-on-one feedback coaching session (provided by a certified IDI administrator) can be arranged.
More On Building Intercultural Competencies…
In this 1 - 2 day session, participants will be guided through an experiential learning process that will help them understand their current intercultural competencies and build a personal plan of action for growth. Using case studies and group dialogue, participants will not only obtain an increased level of self-awareness, but they will also find the motivation to begin to practice the new behaviors that support their ability to create teams of inclusion. These new behaviors will enable them to serve as leaders of example and influence others to reach a new level of commitment to diversity and inclusion.
The first step is to assess the current ability of a leader to understand, embrace, appreciate, and value cultural differences. To facilitate this understanding we draw on the power of the Intercultural Development Inventory. The IDI measures how a person thinks about, and is likely to respond to, cultural differences. This tool enables leaders to objectively examine unconscious biases and build personal action plans that promote growth along the continuum.
Contact us today if you are ready to achieve excellence
through building Intercultural Leadership Competencies in your organization!