Cultural Awareness as a Tool for Effective Change Agents. Alfonso Wenker August 2016 MCN Essentials Conference

Transcription

1 Cultural Awareness as a Tool for Effective Change Agents Alfonso Wenker August 2016 MCN Essentials Conference

2 Concepts, Research and Approach Thanks To One Ummah Consulting

3 Defining Our Vocabulary In Pairs, Define: Diversity Inclusion Cultural Competency Equity

4 Definitions Diversity (Who) Who we count The presence of difference The mix Inclusion (What) Who counts Leveraging difference Result of the mix working well Cultural Competency (How) Behavior/skills to achieve goals Practical application Developmental Equity Systemic outcome Cannot predetermine success based on who you count

5 Diversity creates.

6 To make change for equity & inclusion Self Awareness (inter)cultural competency Behavioral Adaptation Other Awareness

7 Capacity: What Is your Capacity to do this? = 10% of 100 = 3 X 7 =

8 How About Your Capacity to Do This?

9 Diversity Inclusion More extensive vocabulary and space for conversations about differences Attract and retain more diverse talent Greater comfort with selfidentities Intercultural Competence Greater capacity to navigate and effectively bridge cultural differences Diversity The mix of differences Focus on impact of differences Measured by demographic analysis Intercultural Competency How to make the mix work Focus on capacity Measured by the IDI + = Inclusion The mix feeling valued and engaged Focus on the experience Measured by outcomes

10 Today Focus on cultural selfawareness

11 Culture is about shared patterns that help us make meaning of our environment and determine appropriate behavior. It s just the way we do things around here

12 The Iceberg Model of Culture Fine Arts Clothing Traditional Dances Cultural Symbols Food Language Primarily in Awareness Incentives to Work Concept of Justice Patterns of Relations Patterns of handling emotions Patterns of Group Decision Making Conception of Cleanliness Conception of Status Mobility Eye Behavior Attitudes toward the Dependent Approaches to Problem Solving Ordering of Time Patterns of handling conflict Body Language Roles re: Status by age, sex, class, occupation, kinship, etc Notions of Leadership Nature of Friendship Conception of Past & Future Tempo of Work Theory of Disease Notions of logic and validity Primarily out Preference For Competition /Cooperation of Social Interaction Rate Patterns of Communication Awareness Facial expressions Arrangement of physical space and much much more....

13 Leadership is Critical in Creating Balance conformity COMMONALITY DIFFERENCE fragmentation

14 Leadership is Critical in Creating Balance focus COMMONALITY DIFFERENCE innovation

15 Self Awareness What are our cultural influences and identities?

16 Self Awareness: Cultural Influences Institutions Organizations Identity Groups Worldview Religion Government Corporations Unions Social groups Professional Associations Ethnic Generations Regional Attitudes, Beliefs, Behaviors, Values, Goals, Practices Identity Groups Cultural Influences How We See the world Form opinions Judge others

17 Self Awareness: Aspects of Your Identity Age Ethnicity Economic Level Geographic Location Education Ability Gender Sexual Orientation Profession Nationality Citizenship Language Religion/Spirituality/Life Race Avocation Family Role Image Source:

18 Target/Agent Identity Target identities experience marginality / outsider Agent identities experience access to resources / power / insider What we KNOW about members of underrepresented groups is that they will focus and be much more mindful of their Target identities, and minimize their aspects of Agency

19 Unpacking Target/Agent Identities Share 1 Target identity, 2 Agency identity Conversation Reflections on these aspects of your identity How do you think these parts of your identity (or others) will present challenges/opportunities in your role?

20 So What?

21 Think of a time when you felt you mattered Think of a time when you felt marginalized/didn t matter Cue Feeling Behavior Matter Marginalized

22 Adaptation Mindset: Ability to shift perspective Cultural self awareness & curiosity Development of empathy & analysis While maintaining own identity and values Skill set: Behavioral Code Shifting Development of communication skills that enable mutually beneficial interactions across culture Ability to shift behavior based on context Organizational Impact: Equity - Culturally responsive policies and practices

23 Adaptation is goal-oriented behavior Influenced by: Context Nature of the relationship Power dynamics

24 Being Adaptive means Being Authentic Understanding organizations have culture is critical to authentically learning about and navigating them in much the same way we would find value in and wanting to effectively navigate cultural differences in a new place we visit.

25 Being Adaptive means Being Authentic Being able to remain non-judgmental when attempting to bridge cultural differences facilitates more objective learning and provides more opportunities for adaptive solutions.

26 Conversation What are some of your challenges in being adaptive in intercultural situations? What strategies/support systems can you use to help you?

27 Closing What resonated with you? Aha s or Key Take-Aways? What s still lingering?

28 Thank you! Alfonso