In this month’s blog post, I thought I would expand on one of the leadership strategies I introduced last month that could help to improve intercultural relationships, namely: avoid underestimating and discounting talent because of cultural differences. In so doing, I am also going to share a rather in-depth description and example of the kind of positive outcomes a leader could enjoy if she or he developed a few helpful habits. These habits include:
Do certain strategies lend themselves better to the management of a diverse team? Could these strategies improve our interactions and relationships with people from cultural backgrounds that are different from ours? Would these strategies help to bridge cultural differences that affect productivity in our organizations? The answer to all these questions is a resounding “Yes!”
What then, begs the question, might these strategies be? [Read more…] about 4 strategies that leaders can use to improve intercultural relationships and productivity.
I have been fortunate to join professional and social or recreational groups as a way to balance education or work with the other important aspects of life, improve the quality of my life, and serve the community I live in. I have volunteered and also held leadership positions in these groups. One day, it dawned on me that I should form a group and reach out to those who were interested in engaging more closely with diversity by learning about people and their cultures. This is one of the reasons I started the Regina Cross Cultural Sharing Circle. [Read more…] about The Regina Cross Cultural Sharing Circle: a modest model for learning and development in diversity and inclusion.
I have been privileged to attend many cultural events and festivals in the city I call home, and I am thankful for that. I have sampled many tasty bites of different ethnic cuisines, been entertained to the core by numerous dances, and tapped my feet to the beat of many musical performances. In these instances, I behaved like a tourist: a spectator and consumer of culture.
What does this have to do with leadership development in intercultural competence?