Even faced by a global pandemic, we don't seem able to bridge our tribal divides and leverage our differences to find solutions, rather than using them to further destroy us.
There's a wide variation in what we deem as 'appropriate' ways to express frustration. At the heart of this is the difference between Neutral and Affective behavior - differences that can quickly lead to profound misunderstandings.
Are mansplaining and its close cousin, whitesplaining, real things or are they just more pop psychology terms? David Livermore interviews Dr Amy Heaton to find out.
You can’t have an honest conversation about cultural intelligence without addressing 'white privilege', the idea that white people inherit certain privileges simply by the color of their skin. But this isn't an easy thing to discuss.
I’ve gained a reputation for being the “It depends” guy. When fielding questions during a presentation on cultural intelligence, my default response is “It depends!” Let me explain why.
Far from building real cultural intelligence, teaching people about cultural differences actually leads to stereotyping and perpetuating bias rather than building real understanding.
Emotions are universal. But the ways in which different cultures express them are not. So what’s considered appropriate in one culture could get you in trouble if blindly applied to colleagues and friends elsewhere.
Authenticity - being yourself - can sometimes collide with organizational values. So how far should any of us be expected to give up our authentic preferences for the sake of an organizational purpose?
You can’t motivate people or negotiate effectively without perspective taking - being able to step outside our own experience and consider something from another person’s point of view.
Cultural intelligence is about how the 7 billion human beings on this planet get along together. So whether it's at home or at work, we all need CQ. But some of us need it much more than others.
Companies are chasing diverse candidates. But how can those candidates use cultural intelligence to help them find the kind of employer who will include their perspectives as a critical part of their strategy rather than using them to up their diversity counts?
Moments of boredom free up our mind to think creatively. But who has time to be bored these days? Most people seem to be glued to their smartphones whenever there’s a moment to spare.
How do we engage in productive dialogue with people who have very different perspectives from our own? The many conversations I’ve had since the U.S. election have given me some ideas.
Different cultures appear to have very different ways of showing emotion and managing feelings. But in reality we all have much more in common than meets the eye when it comes to how we handle some key human emotions.
Cross-cultural encounters can sometime be very awkward. Here are a few suggestions for a culturally intelligent way to respond to those difficult cross-cultural situations.
As a Canadian who spends a lot of time on international conference calls and webinars, it's impossible not to notice that almost everyone can deal with foreign accents except (North) Americans.
Working with people from a diverse range of backgrounds is rewarding, but it can also be tough going. And the more you’re under stress, the harder it becomes and the more a small behavioral difference can become a major irritation.
Fusion cooking is a great metaphor for bringing out the best from a multicultural team because it combines ingredients from different cultural traditions while preserving distinct cultural flavors and traditions.
All over the globe, attitudes to human diversity divide societies. Why are so many of us dismissive of anyone who does not carry the same cultural baggage as we do?
I’m a big advocate of getting to know a culture up close and moving beyond surface-level encounters. But I’m beginning to think that I ought to give up some of the cultural experiences I’d like to have because they may do more harm than good.
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