The Higher Colleges of Technology across the United Arab Emirates have proven crucial resources for the UAE in equipping Emirates for the workplace and for professional success on a global scale.
Creating and cultivating an organizational culture that actually honors and capitalizes upon the strengths of all its stakeholders is no small task. Especially when it becomes necessary to shift the focus, first from discerning the ethnic-cultural origins of the organization, to helping its people identify and understanding who they are as individuals.
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.
Author and Social & Cultural Intelligence coach Rana Nejem has been invited to speak during this month's highly-esteemed annual Emirates Airline Festival of Literature.
Equipping people and organizations to thrive in an interculturally complex and global world. This is our mission statement, and this is what drives us.
Our first article about sales highlighted the behavioral side of becoming a better “decision-making coach” — how a better understanding of our own personality and drivers makes us better at engaging with people, better at building long-term relationships, and better at being a trusted advisor. The Everything DiSC Sales Profile brings these insights and skills to life as it shines a spotlight on our personality and behavior.
Building a relationship of trust between different teams is difficult, and it takes practice. You can't change the past, but you can do better the next time.
Within the context of an intercultural environment, nearly everything tends to look different—teaming, communication, goal-setting, conflict resolution—you name it. Sales is no exception. Selling in a monocultural environment is one thing. In an intercultural environment, selling can look like something else entirely. And it should!
It happens all too often: One step forward; two steps backward. Red tape. More harm than help. Counterintuitive. Counterproductive. There is a reason we humans have come up with all kinds of descriptors for that phenomenon when a system or structure actually begins to undermine what it was originally intended to facilitate.
It may surprise you to learn what these colleagues found out about themselves as individuals and as a team when they studied Inter-Cultural Intelligence together. They certainly were surprised!
As we explained in Part 1, having engaged the services of a terrific web development company who mapped out and carefully documented all our requirements ahead of time according to our specifications, we were very hopeful until things unexpectedly fell apart, both transactionally and relationally.
This story took place several years ago. We had just made the decision to build our brand by enhancing our online presence.
A multinational corporation’s recruitment team is experiencing firsthand the benefits of having in-house colleagues who had participated in Inter-Cultural Intelligence certification training.
This past May, a multinational corporation’s recruitment team experienced firsthand the benefits of having someone in-house who has been trained in Inter-Cultural Intelligence and in how to facilitate ICI workshops.
Although most of KnowledgeWorkx’s Inter-Cultural Intelligence certification workshops are conducted in the UAE or Europe, the southeastern USA has now been graced twice in recent months—in March and July 2016.
It is essential for multinational organizations to calibrate a recruiting team with Inter-Cultural Intelligence.
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.
Exploring two approaches to conflict resolution in intercultural contexts: This is the 3rd and final part of a brief series on resolving intercultural conflict.