I certainly do because even though empirical support is typically mixed, they provide a way to think about processes that are often messy and hard to define. A couple of my favorites are Piaget’s theory of cognitive development, Maslow’s hierarchy of needs, and Martha Beck’s four phases of change.
Another worthy of mention is Bennett’s Developmental Model of Intercultural Sensitivity or DMIS.
The DMIS is a framework for considering the evolution of understanding cultural differences. It is a scale comprised of these six steps:
1. Denial – your culture is the only culture
2. Defense – your culture is the best; others are inferior and stereotyped
3. Minimization – you are aware of differences but dismiss them because ‘we are all the same’
4. Acceptance – you recognize differences and are actively trying to learn more about other cultures
5. Adaptation – you use empathy to understand the viewpoint and experiences of other cultures
6. Integration – you deeply understand more than one culture and each is part of your identity which is continuously developing
Over the years, I have become more interested in learning of and understanding other cultures and now realize it is an ongoing process and that I’ll always be a student. The DMIS gives me some perspective as to where I am along this journey.
A final thought: As the world grows smaller and our communities and workplaces grow more diverse, understanding cultural differences is more and more important to career and leadership success.
Does the DMIS resonate with you? Do you have a favorite developmental continuum? Would love to know what you’re thinking. Comment below or shoot me an e-mail at laura@laurawolfephd.com.
Thanks for reading.
Do you know you?
A coaching truism: self-awareness is the starting point for development. Indeed, this applies to career and leadership development.
Unfortunately, most people are so busy cramming each day with work, family, leisure, and life-maintenance tasks that we rarely take the time to reflect on who we really are right now.
Many of us look back at ourselves in high school and college, or during our twenties or thirties and have a laugh or think of that gospel lyric ‘thank God I’m not like I used to be’.
Wouldn’t it be wonderful to know your current self so that in twenty years you don’t reflect on this time and cringe? The good news is, that with awareness, you can make changes to start living and working more as the person you hope to be. However, Daniel Goleman does warn us to not become obsessed with knowing ourselves.
But, how do you get to know you? Fortunately, feedback is all around.
A shift in perspective about daily encounters is one way to gather feedback. Think about your interactions and relationships with friends, family, co-workers, employees, customers, grocery store cashiers, your postman, etc. Monitor how they react to you as therein are clues. Defensive behavior, excuses, and more may also provide insight.
Another way to get information is to ask people what they think. Others may not be comfortable giving feedback about your perceived weaknesses but usually will share with you perceived strengths. Being clear on strengths is just as valuable as clarity around our weaknesses. A way to put a little structure into this is to do your own version of the Reflected Best Self exercise.
Traditional feedback includes the formal performance discussion at work and also data from personality inventories or 360 degree feedback instruments. Reliable and valid assessments provide another snapshot of you. If your employer does assessments, ask to participate. If not, consider finding a coach that provides these services.
Self-awareness is an ongoing process worthy of consideration every so often.
What techniques do you use to know yourself? Share your thoughts in the comments below.
Cultural Fluency #2
This post is the second in my series of resources for increasing your CQ* (cultural intelligence).
The phrase – ‘When in Rome, do as the Romans do” – basically means to do as those around do and is good advice to heed. The idea fits well with the platinum rule of cultural competency “do unto others as they would like to have done unto them”.
Learning the norms and customs of other cultures can be quite interesting and practicing them when you interact with people from those cultures communicates your respect. Given the immense diversity on our planet and the increasing diversity of our nation, communities, and workplaces, being a student of other cultures is yet another piece of the continuous development puzzle.
I’ve written previously about how the greeting varies from culture to culture and am sharing this video as a resource. It includes information about how to greet people around the world (actually nine countries) and is a start for learning what’s appropriate.
For many of us, drinking coffee is important and almost a daily ritual. If that is true for you, check out this infographic on ordering coffee around the world. This particular resource goes out to my favorite coffee drinking friend and avid traveler – you know who you are! 🙂
Speaking of coffee, I’ve read that in certain Eastern European cultures, formal performance discussions between a manager and employee begin following coffee and pastries.
Finally, for insight on learning more about other cultures via food, here is a post by travel blogger Andy Andersen. It is certainly a bonus if you get to experience the food in its country of origin but if not, check out ethnic restaurants in your community.
*I use cultural fluency, cultural competence, and cultural intelligence interchangeably.
Becoming Culturally Fluent
Awhile back, I wrote about the need to cultivate cultural competence in our ever more diverse world. Several people asked me for specific how-to’s so this is the first in a series sharing some resources and information for increasing CQ* (cultural intelligence).
A good first step when embarking on self-development is to see if there is a way to gauge perceptions of our current selves. For example, when doing leadership and management development, 360 degree feedback assessment is used for that purpose.
In the case of cultural competence, information on how non-Americans perceive us can be helpful in the same way and a good starting point. Once, a well-traveled New Zealander said to me he thought it strange and insincere the way Americans tell everyone they meet to ‘have a nice day’. It had never occurred to me that anyone would take offense to that statement.
I found this post, which summarizes information shared via AskReddit rather enlightening as to how we Americans are perceived. (warning: some of the language is a bit strong.) A top 10 version of this same info was going around facebook recently but now I can’t seem to find it. If you know of it, please share the link in the comments below.
Do you find any of these observations surprising?
The perceptions of non-Americans are interesting but really just the beginning. Consider the many cultures within this country, your state, your community, your workplace. How do you think you are perceived within those various contexts?
*I use cultural fluency, cultural competence, and cultural intelligence interchangeably.
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