Inter-cultural factors can blur the separation between coaching and mentoring. An Inter-cultural Intelligence Coach should learn to change hats between the two, and be much more versatile in the way they approach the coaching relationship and the coaching journey.
Alignment within your team or organisation requires concern for your personnel (Relational Excellence). But what do you do when the improvement of your processes and systems (Transactional Excellence) is just as critical to your organization?
To thrive in today’s global world, it is necessary to strive toward both Relational Excellence and Transactional Excellence. However, this often sets a culture-shifting pendulum in motion.
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.
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.
Coaching in the workplace must engage three sides of personal development in order to effectively address behavior and create meaningful and lasting change: the personality, the emotions, and culture.
An application of the 12 Dimensions: Understanding how differences in Destiny orientation can make or break your international career and impact organizational development?
Application of the 12 Dimensions: Making sense of relational patterns of people in international organizations and catering for diversity in cultural dimensions
The application of the 12 Dimensions of Culture to international schools
How the mechanisms for success in Ascribed and Achieved status impact global talent management
Individual vs. Community accountability and its effect on work relationships and performance management.
The importance of recognizing direct and indirect communication styles for performance management, customer service, and corporate branding.
Time-Oriented or People-Oriented.
Rules-Based or Relationship-Based in terms of Decision Making
Conceal vs. Reveal
How Inclusive and Exclusive connecting can improve interaction and information sharing in your company.
How differences in Destiny orientation can make or break your career and impact organizational development.
How do you look to the future? The impact of innovation and tradition.
Make sense of the relational patterns of people in your organization and cater for diversity in your staff's cultural dimensions.
Growth is the first of 12 Dimensions of Culture that KnowledgeWorkx uses to map out the intercultural terrain. If you haven't already, you should read our article introducing the 12 Dimensions here.