Another reason why Inter-Cultural Intelligence matters!
Again, comprehensive assessments can be useful tools! “Getting to the bottom of” your team, learning together what sort of strengths and focus areas might be influencing a team's performance both relationally and transactionally—these can be highly valuable exercises. But as useful as comprehensive assessments can be, they will inevitably cause challenges in intercultural contexts.
KnowledgeWorkx provides this insightful and effective Specialized Workplace Learning Solution as we expand our partnership with Wiley to include this new program.
Are assessments helpful? Does their helpfulness depend on what construct is being assessed—e.g., personality differences, behavior styles, strengths and focus areas, etc.? Can they be as beneficial in intercultural situations as they are in mono-cultural settings? How might Inter-Cultural Intelligence and an understanding of the Three Colors of Worldview inform how we create and administer assessments?
From time to time, we share stories that illustrate lessons we have learned while facilitating workshops or developing global leaders. Our consultants and coaches certainly have not "arrived," and learning from our own and others' mistakes is part of the ongoing benefit of pursuing Inter-Cultural Intelligence Certification. Here is one of those stories—a tale of a temporary fail that happily resulted in a permanent improvement.
For at least two decades, high-performance teaming and optimal alignment have been trending in the field of team leadership and development. Leaders who can align and motivate teams to perform effectively and efficiently are always going to be in high demand.
There are multiple angles from which to look at leadership team alignment, but applying Inter-Cultural Intelligence takes it to a whole new (and increasingly necessary) level.
High Performing intercultural Teams, Part 3.
In organizations, real power and energy is generated through relationships. The patterns of relationships and the capacities to form them are more important than tasks, functions, roles, and positions.
– Margaret J. Wheatley
For an intercultural team to be a high-performing team first requires an emphasis on the team aspect.
Given cultural and language barriers, intercultural teams find it difficult even to function as a unit at all, especially at their best. If we desire to develop and optimize high-performing teams, it is necessary first to assess what causes teams to be low-performing.