The Blame Game

BlameVAcccountabilityBlame is one of the most powerful tools in the repertoire of a Cultural Defective. Do you want to diminish trust in a relationship? Cause irritation? Ensure that others do not want to help you succeed? Ruin a perfect opportunity for cross-cultural collaboration? Then blame is a good strategy.

In contrast, Cultural Detective advises you to “refuse to take offense”—a much smarter operating norm for Cultural Effectives. Has someone failed to inform you in a timely manner? Rather than blaming them for rudeness or unprofessionalism, it is more constructive to learn the intentions behind their (lack of) communication, explain your preferences, and together create a shared way forward—a “third culture.”

“Blame is the discharging of discomfort and pain. It has an inverse relationship with accountability.”
—Brené Brown

When others have a different cultural norm, mindset, or “common sense,” it is most productive and sanity-preserving to acknowledge and understand these differing “cultural senses”! Actively taking accountability for co-creating shared norms provides a way to work together more effectively. It also facilitates trust, while embedding as “normal” the processes and a mindsets to help solve future problems.

We are fans of Brené Brown, as many of you may be, too. The video below captures this basic concept of blame vs. accountability in her inimitably humorous and insightful style, albeit not in a cross-cultural context.

Are you looking to build intercultural competence, and learn a reliable process to transform blame into accountability? A subscription to Cultural Detective Online for you, your family, or team will help you accomplish just that!

Enhance Your Training Design Skills!

thIn two complimentary webinars next week—at times convenient to different world time zones—Cultural Detective Senior Trainer of Facilitators, Tatyana Fertelmeyster, will share her wealth of expertise designing intercultural competence workshops.

This professional development opportunity is aimed at those committed to building understanding, respect and collaboration where they work and live. It requires a basic familiarity with Cultural Detective—you know how the famous Lego children’s toy generally works, and you want to learn how to build really cool projects out of it. Similar to Legos, Cultural Detective provides endless opportunities for creating meaningful and engaging learning in a variety of settings.

Participants will explore ways to build everything from a two-hour training session to a semester-long course, and from a culture-specific learning to a leadership development strategy. Bring your experiences, your curiosity, and your ideas, and let’s play with “Lego” together!

The webinars will take place on September 8th and 9th. The first is scheduled convenient to Asia, Oceania and the Americas. The second should be easy to attend for anyone in Africa, the Americas, Europe or the Middle East.

Sign up now to reserve your place, as seating is limited!

Please email your specific questions prior to the webinar to Tatyana Fertelmeyster at connecting.differences@gmail.com. We look forward to having you join us!

 

Cultural Detective is DiversityBusiness.com’s “Top Business 2015”

gk-1Nipporica Associates LLC, the company behind the Cultural Detective brand, is proud to announce that it has been been named to the Diversity Business.com “Top Business” list for the 15th year in a row—each year since the inception of the prestigious award!

This honor speaks to the hard work and dedication of our Cultural Detective team, beginning with Dianne Hofner Saphiere, founder and principal, and including our highly talented and diverse group of 138 authors, hundreds of certified facilitators around the globe, and to YOU—our clients, colleagues, and community. Together we engage passionately every day to build respect, understanding, collaboration, and justice across cultures!

Here is the notification letter:

Dear Honoree,

We are honored to announce that your company has been recognized as a 2015 “Top Business” recipient by DiversityBusiness.com! You have distinguished yourself as one of the leading entrepreneurs in the United States and are most deserving of this award and recognition. We are pleased to present you with this honor.

Over 1,300,000 businesses in the United Sates participated in our 15th annual business survey and you were among the select few chosen based on both your annual gross revenue and the business profile you presented to us. This award reflects our annual “Top Business List” which receives over 20 million viewers annually. We could not have done it without you!

Our “Top Business List” offers the most comprehensive look at the strongest segment of the United States economy – America’s privately held companies. These companies are the most recognized and respected which truly differentiate themselves in our indeterminate market place. We are proud to say this esteemed list has been coveted by the most successful companies in the U.S and, as one of the strongest your company has joined its ranks!

Your award is intended to inspire, motivate and honor your employees, customers, community and most of all, you. Your dedication and hard work has created incentive to stimulate economic growth in America. Like you, we at DiversityBusiness.com are dedicated to empowering the economic growth of our country and we are proud to walk alongside you as we all work to make this happen.

As an awardee, I am pleased to extend a personal invitation to you and your team to attend the “15th Annual National Entrepreneurship Summit”. This event will honor you and a select number of businesses which have dedicated themselves in stimulating econonmic growth throughout America. The event will be held at the Harvard Club of NY in NYC on April 30, 2015.

On behalf of DiversityBusiness.com and our sponsors, we salute you and your employees for achieving this momentous honor.

We look forward to congratulating you and your team in person at the awards ceremony on April 30th at the Harvard Club of NY in NYC!

With warm regards,
Kenton

Kenton Clarke
President & CEO
DiversityBusiness.com
(203) 255 – 8966
kenton@diversitybusiness.com

Here is the official explanation of the award:

“The ‘Top Businesses in America’ program recognizes and honors individuals who have established themselves as a world class community of entrepreneurs that continue to transform the way we live and advance our economy forward. In recognition of these outstanding accomplishments and contributions, the program is also designed to celebrate and support their efforts in order to generate public awareness among their peers, customers, press and to organizations who seek their products and services.

Now in its 15th year, Diversitybusiness.com has been privileged through business intelligence in identifying the USA’s most successful entrepreneurs on a state and national basis. Over 1.3 million businesses participated in the annual survey. The ‘Top Businesses’ are determined by a selection committee which evaluates the eligibility for all submissions in each award category.

The ‘Top Businesses in America’ program is sponsored by major brands which include Apple, AT&T, Wal-Mart, Coca-Cola, Office Depot, Toyota, Cisco, and Verizon, among others. This ongoing partnership and support has allowed the “Top Businesses in America” program to progress into the nation’s most coveted awards program.

The goal each year of the ‘Top Businesses in America’ program is to continue to celebrate another year of innovation, progression and growth and to raise the profile of entrepreneurs who remain committed to strengthening our competitive global landscape and rebuilding our future. No matter what circumstances, these men and women continue to build successful business relationships. They also continue to create an atmosphere of pride, camaraderie and confidence among their family, customers, suppliers and communities they serve.

DiversityBusiness.com is proud to be in the position to identify and stand behind these individuals. We know their accomplishments will serve as inspiration to current and future generations.”

We are pleased to receive this honor again this year, and we recognize it is a team effort that puts us in this competitive group. There is a great deal of work to be done building bridges across cultural gaps in this world, and we are thrilled to be able to make a small contribution to this process!

It’s in His Kiss… or is it?

kissingKissing customs vary by culture; we all know that—when greeting, do you kiss, bow, shake hands, hug, fist bump, or use some other gesture? If you do kiss to say hello, do you do kiss once, twice or thrice? Do you kiss the lips, cheek or air?

But when it comes to kissing a lover, to passionate or sexual kissing, well, suddenly we think that is surely universal.

But is it? Are statements such as those below ethnocentric?

Researchers have discovered kissing helps you choose the right mate and helps you live longer. They have found you use 146 muscles when you pucker up and swap 80 million new bacteria when you lock lips. And you will spend some 20,000 minutes — or two weeks — of your lifetime doing it.
The Washington Post

According to a recent study of 168 cultures worldwide, romantic-sexual kissing is actually far from universal. In fact, the study shows that only 41% of the world’s cultures engage in romantic kissing! Researchers on the project were anthropologists William Jakowiak and Shelly Volsche, of the University of Nevada Las Vegas, and gender studies researcher Justin Garcia, from Indiana University Bloomington. The paper, entitled, “Is the Romantic-Sexual Kiss a Near Human Universal?”, was published in The American Anthropologist in July, 2015.

Volsche told news.com.au that, “There is a marked absence of kissing in equatorial and sub-Saharan hunter-gatherer societies such as the Hadza, the Turkana, the Maasai, and the Yanomamo.” The Mehinaku of Brazil told one ethnographer that they thought kissing was “gross,” asking why anyone would want to “share their dinner.” This research found that kissing evolves in complex, post-industrial societies in which there is time for and interest in erotic play. Erotic kissing is not common in agricultural, pastoral and hunter-gatherer societies.

Many societies that do not have romantic kissing use other physical expressions of endearment, often an exchange of breath or mutual sniffing of cheeks and necks. The Oceanic Kiss involves passing open mouths, with no contact. It is usually a greeting, and occasionally part of the sexual repertoire. Are you curious about other sexual customs and beliefs that may be culturally relative? If so, check out this article in Bustle.

Cultural Detective is a terrific tool for exploring the methods you use to build trust with and confidence in others, whether they be romantic partners, work colleagues, neighbors or clients. We invite you to join us in one of our complimentary webinars to learn how.

Terrific Summertime Intercultural Movie: McFarland USA

MV5BMjMwNjY2Mjk5OV5BMl5BanBnXkFtZTgwODM2NTA0MzE@._V1_SX214_AL_Preparing to waste some time watching an in-flight movie as I flew to Europe from Mexico, I perked up considerably as soon as Los Tigres del Norte’s America came on. This film, McFarland USA, was not going to be a standard high school sports movie after all!

Todos son Americanos, sin importar el color
De América, yo soy, de América, yo soy

We are all Americans, no matter our color
I’m from America, I’m from America

The plot line:
Track coach Kevin Costner’s (Mr. White) temper has resulted in him and his family bouncing from one high school to another in a downward spiral of disenfranchisement from family and friends, as well as loss of self esteem and family cohesion. As the movie opens, Mr. White is forced to leave a (very white) school in Idaho for a very rural school in another part of the USA. His daughter’s first words as they pull into their new home? “Dad, are we in Mexico?” It turns out they’ve moved to the agricultural Central Valley of California. Living as a US expat in Mexico, their cultural confusion delighted my soul.

The initial culture shock:
Arriving tired and hungry, the White family heads to a restaurant in search of a burger. “We have tacos, tortas, burritos, quesadillas, tostadas…” recites the waitress. After several repetitions of the phrase, the family orders the only thing they apparently understand, tacos. They imagine their confusion has ended, but oh no… “Do you want asada, al pastor, chorizo, cabeza, lengua…?” While they are dumbfounded by the options, my family would be in heaven!

Low riders cruise the streets and Dad is scared he won’t be able to protect his family—bias incarnate. A rooster wakes them up at dawn, in stereotypical fashion, and a neighbor lady gives them one as a welcome gift. Dad finds a simpatico cultural informant in the local grocery store owner. They go from hating the Virgen de Guadalupe colorfully painted on their living room wall, to loving it.

Cultural adaptation:
Within a week of his arrival to their new home, Dad is fired from his position coaching football. His students’ reaction to the news? “Congratulations, Mr. White. They are treating you like a picker.”

A teacher now without a head coach position, Costner notices that many of the local kids run far distances as part of their daily lives—there isn’t any transportation other than one’s own two feet. He also realizes that the kids wake up early in the morning to help their parents pick crops, before they begin their second day later in the morning at school. The kids’ abilities impress the heck out of him; he is blown away that they have the stamina for both work and study, and disappointed when his students’ parents don’t support their kids’ after-school activities (they need the kids’ help in the fields).

Mr. White gets to know a couple of the local kids, and enlists their help to put together a cross-country running team. Part of his learning journey includes a day with the kids out picking in the fields where, as expected, Mr. White fails miserably.

The movie does an excellent job capturing Mexican values such as family, respect for elders, hard work, dealing with adversity, and joy in life. We watch with delight as Mr. White and his family learn invaluable life skills from their new neighbors and friends, and experience, for the first time in their lives, some of the joys of community and tradition.

The movie as a learning resource
McFarland USA is a predictable movie, rather stereotypical, but refreshing and timely. I found it a very worthwhile way to spend a couple of hours on an international flight, and would recommend it to you for summer viewing. I can definitely see using clips from this film in coaching, educational or training environments. Please let me know what you think.

Do you have a favorite cross-cultural movie, book or resource? Share with us your review!

How Our Thoughts Affect Our Performance: 3 Activities

PerformanceMany of us wish we could perform with the focus, strength and skill of a professional athlete. To do so requires a strong connection between our minds and our bodies—some research shows only a 5% difference between imagining oneself performing and the performance itself!

In a session at the SIETAR Europa Congress in Valencia, Jenny Ebermann, who focuses on mindfulness and leadership, and Susan Salzbrenner, who works with international athletes, told us that even professional athletes struggle with disconnects between their minds and their bodies. While they tell themselves they can do anything, their bodies may be tight and small. Just like us weekend warriors, athletes need to learn to listen to their bodies, connect with their emotions, and have resilience in order to achieve optimal performance.

Jenny and Susan facilitated three activities that quickly and impressively demonstrated the power our thoughts have on our performance. I share those exercises with you here, in hopes that you’ll pass on what I learned from them, and help integrate the mind-body connection for intercultural competence. The three exercises were conducted standing in a circle.

  1. First, participants were asked to imagine a time in our lives when we felt small, diminished. We were instructed to feel that in our bodies and then turn with our backs to the circle, come our eyes, and back up. After a couple of minutes, we were stopped and quickly debriefed: How did that feel? What happened?
  2. Next, we were asked to imagine a time in our lives when we felt strong, like a champion. Again, we were instructed to turn our backs to the circle, close our eyes, and walk backwards. After a couple of minutes, we were stopped and quickly debriefed: How did that feel? What happened?
  3. Finally, we were instructed to be ourselves, and, standing on one edge of the circle, close our eyes and walk backwards to try to get to the other side of the circle. We conducted a quick debrief after this one as well. It rapidly and powerfully showed our personal tendencies and styles.

Most everyone attending the session seemed to find insightful learning from these three simple activities. For those of you interested in the neuroscientific aspect of this topic, below are two additional resources Susan provided for this article:

  1. Article on the benefits of visualization and motor imagery, and how they stimulate neural pathways that are also involved in actual motor activity.
  2. Study on cognitive motor processes

Both of these articles have incredible repercussions for users of Cultural Detective Online!

The session included a couple of other noteworthy points as well. The two presenters shared that the statistics-loving NBA has found that the more ethnically diverse a team is, the more successful it is. I found this interesting, since most intercultural research shows that it’s the effective management of a team that makes it successful, not the diversity in and of itself.

Their example was the San Antonio Spurs, whose coach, Gregg Popovich, has formed highly successful multicultural teams (including that of the “green card five” in the early 1990s), which, on paper have less talent than many far more successful teams. Susan mentioned how instead of the typical individualized, specialist training so popular in the NBA, Popovich engages his team in more team play time. Hmmm…perhaps it’s not just the diversity of a team, but the effective coaching and management of the diversity, that does make the difference.

Finally, there was talk about the interesting cultural patterns demonstrated in the Irish response to defeat in Euro 2012 (football/soccer). The video below begins with about six minutes left in the match and Ireland losing 4-0 to the favorite Spain. What usually happens when your favorite team is staring loss in the face? I’ll bet money you don’t usually react as do the Irish fans do here:

Report from the Field: Creating Models Worthy of Emulation

IMG_6315-640x480Many thanks to Benjamin Smith, Ph.D., linguist, intercultural consultant and trainer, and owner of Broad Imagination LLC, for this guest post.

“Recently, I was invited to lead a cultural sensitivity training for a company facing some key human resource challenges. I was given a little background information prior to my arrival, but stopped the director short as he was bringing me up-to-speed in our meeting, in order to be able to gather information during the needs assessment without preconceived notions.

The printed workbook and facilitator guide that I use to supplement my training is produced by Cultural Detective®, a company with decades of success in the intercultural field. I find that their philosophy dovetails well with mine in that they help me guide users through a process of understanding the “Lenses” through which they see the world.

To accomplish this objective, Cultural Detective® presents Values Lenses—for key cultures such as nationality, gender, spiritual tradition, age or generation, and sexual orientation—as well as Personal Values Lenses.

I feel blessed to have worked with such a remarkable group of individuals who are committed to improving their intercultural communication skills. One of the most important takeaways for me from the training was realizing that obtaining a better understanding of where we come from refines our assessment of others, and sheds a positive light on helping us accurately interpret others’ behavior.

Obtaining a better understanding of where we come from, refines our assessment of others and sheds a positive light on helping us accurately interpret others’ behavior.

My approach to the project included one-on-one interviews with each participant during and at the conclusion of the training. Thanks to valuable advice from more experienced interculturalists, the interviews enabled me to gather useful information—people often reveal things in private that they are reticent to share with a group. These insights informed the content and delivery of the training.

I deliberately engaged my strength of connectedness as I spoke with people individually. The interviews afforded me the opportunity to create a space where I could genuinely listen to participants and tailor the training to their concerns. I typically schedule a follow-up interview after the training to assess what learning has taken place.

In this intimate setting, prior to and after the training, I find that, while people are eager to talk about what everyone else is doing wrong, they are not so quick to admit their own faults. They often overemphasize their exhaustive efforts to resolve intercultural conflicts, and minimize the efforts of their colleagues.

Through appreciative inquiry and inductive listening, I can facilitate peoples’ ability to see the things they were not initially aware of, and shed light on areas where their efforts can be more effective, to gain traction and avoid spinning their wheels. These interviews are powerful supplements to the training itself, enabling participants to apply their learning and develop personal development plans.

I designed several activities for the group sessions during which participants would be able to showcase their cultures and articulate their Personal Values Lens—the glass through which they view the world, colored by the values they embrace.

It was refreshing to see how people listened to and celebrated the cultural traditions shared by others through songs, recipes, and inside family jokes. There were several points when we analyzed family stories that had been passed through the generations, and examined the values those stories contain. It was amazing to see how participants recognized the uniqueness of each individual and what they had to share. It was also a great reminder of how anxious people are to be recognized for their contributions.

It was amazing to see how those present recognized the uniqueness of each individual and what they had to share. It was also a great reminder of how anxious people are to be recognized for their contributions.

Another facet of my company’s approach—Broad Imagination LLC—supported by the Cultural Detective® Model, consists of helping clients develop solutions themselves through a facilitated discussion. A Cultural Detective® session is not a passive chat that is forgotten when we all go home. It requires me, as a facilitator, to be present—to truly listen to and push participants for practical solutions. People tend to skirt difficult topics and slip into euphemisms or clichés as a way of avoiding the “elephant in the room.” I appreciated the courage of those who were willing to name their fears, explore them, and address them publicly.

IMG_6318-640x480Some “aha” moments for trainees in this session included:

  1. Common sense is not the same as cultural sense. What we may consider to be general knowledge or a logical conclusion is not shared by everyone. Knowing that different cultures have a unique perspective on any given cultural encounter helps us open our minds and make room for unexpected conclusions.
  2. All countries do not have the same value for “ethnic exoticness” and, therefore, respect. For example, in the USA, one may appreciate a Mexican flag being displayed in a cubicle, while the display of a Canadian flag might not earn the same appreciation. It is far more common that the more “exotic” and underrepresented the culture, the more interest we take in their displays of nationalism and pride.
  3. It doesn’t matter how much time someone has spent living among other cultures, biases persist and are hard to shake. It is one thing to spend time abroad, and another to make the effort to go outside our comfort zones to truly understand another’s cultural Lens.
  4. Language has a way of revealing lack of trust in an organization. When there is low trust, it does not matter what a person does, it can still touch off our sensibilities. Being offended that someone is speaking an unfamiliar language in our presence may cause us to bristle because we suspect that they are talking about us. It may not be that the language is threatening or that there are unsavory nonverbal cues, rather simply the fact that the language is spoken in a low-trust environment results in a negative spiral of lower trust.
  5. All we can really do is observe behavior. When we seek to explain why someone did something or what their motives were, we are venturing into judgment and assumptions. Assuming the best positive intent behind observed words and actions helps mitigate potential incorrect negative perceptions and opens our mind to collaborative solutions.

The Cultural Detective® Model emphasizes three core competencies: Subjective Culture (understanding ourselves); Cultural Literacy (our ability to understand others); and Building Cultural Bridges (the ability for two or more people to collaborate productively across cultures). These competencies are taught in a variety of ways, but I have found that when learners participate in this discovery of cultural identity through provocative discussions, they overcome their anxieties and find that the issues they once believed to be insurmountable obstacles are really stepping-stones to greater appreciation and collaboration.

I love the fact that this particular client’s mission focused on “creating a positive model.” That is precisely what intercultural training provides. The training that Broad Imagination aims to deliver, and which Cultural Detective® helped accomplish, created a model worthy of emulation, one that will serve as a touch stone for future positive intercultural encounters.

Armed with an appreciation for the rich and unique cultural heritage that each employee brings to the table (representing a plethora of values and cultural influences), participants can now implement specific strategies with their colleagues, and try new approaches to the same situations—with improved results, greater personal satisfaction and increased intercultural confidence.

Just Released! New Book: Perception and Deception

PERCEPTION AND DECEPTION COVER FACE 3Need a powerful story to illustrate your point about intercultural miscommunication? Want to help someone understand that different cultures may utilize the same word, concept, image, gesture, sound or touch to mean different things? Could you use a proverb that gives insight into another person’s cultural worldview? Search no more—Joe Lurie , intercultural trainer, Executive Director Emeritus at UC Berkeley’s International House, and former Peace Corps Volunteer, has got you covered!

Perception and Deception: A Mind Opening Journey Across Cultures, is an entertaining, eye-opening and easy-to-read book that contains dozens of intriguing intercultural experiences, gathered from Joe’s research and his decades living abroad and managing Berkeley’s International House, one of the largest, most diverse living centers on the planet.

In an informative and enticing manner, the author explains how he discovered that his perception of a situation could be “deceptive” when he looked at it simply through his own Lens. Joe’s growing self-awareness of the impact of culture is clearly illustrated through his humorous stories and striking culture clash examples from news reports across the globe. Better yet, these stories are indexed by culture! Joe also shares pearls of wisdom about perception, perspective and the nature of “truth” from his rich personal collection of proverbs and sayings from around the world.

Joe’s infectious curiosity in uncovering and understanding cultural differences will help readers, no matter their profession, age or cultural background, gain a fuller appreciation for the richness of human diversity, and the multiple things that can go wrong when trying to communicate across cultures. You, your students, colleagues, clients, friends, and family will all enjoy this engaging book, published by Cultural Detective, and now available in paperback. Kindle on Amazon and other e-versions from Barnes and Noble and Apple will be coming soon.

Perception and Deception is an engaging and insightful introduction to cross-cultural communication in a globalized world. For more information, reviews, a peek inside the book, and a link to purchase a copy, visit www.PerceptionandDeception.com.

Purchase the book now.

You are also welcome to copy and print the flyer below to share with your colleagues and friends.
Perception Deception Flyer White

What is Privilege?

Today a diversity and inclusion colleague I highly respect posted a link to an exercise in which participants line up side-by-side and then take a step back for each type of privilege they have not experienced in their lives. 35 types of privilege are listed in the article, and a short video about it is below. It’s a powerful exercise, filled with potentially transformative learning.

It’s also an exercise that I’ve had several successful people tell me over the years was a traumatic experience for them. Why? Because, experiential learning activities require proper debriefing! The woman in my story was actually told, when she was standing alone at the back of the room, “See how inclusive our company is? Even someone so lacking in privilege can be successful here!” Exactly the opposite of the desired outcome for the exercise!

The meaning we make of our experience is in the debriefing! It takes a skillful facilitator to speak up to a CEO, but ethics and learning require it be done.

Please join Daniel Yalowitz (vice-provost for graduate education at the SIT Graduate Institute) and me for a five-day session at the Summer Institute for Intercultural Communication, “Gaining Gaming Competence: The Meaning is in the Debriefing,” and/or a one-day session, “Gaming Agility: Getting More Out of Our Tools.”

We look forward to seeing you there, and to working with you to build inclusiveness, respect, collaboration and justice in our workplaces and communities!

Using the Body to Transform Conflict

Choreography of Resolution

Conflict happens. When different cultures and worldviews are involved, conflict can arise more frequently and, sometimes, more powerfully. It can also be more difficult to resolve or transform.

At the SIETAR USA Congress in Portland last October, Michelle LeBaron conducted a couple of exercises that I believe could be useful to some of our readers as we seek to create cross-cultural understanding, respect, and collaboration. The exercises very viscerally demonstrated how our thoughts, beliefs, and attitudes affect the way we hold and move our bodies, and that something so slight as a shift in our gaze can shift our perspective, opening us up to new experiences.

I have had the privilege of knowing Michelle for about twenty years, as we both teach on the faculty of the Summer Institute for Intercultural Communication. She is a specialist in cross-cultural conflict resolution who teaches at the University of British Columbia, and I greatly respect and enjoy her work.

Michelle’s recent research focuses on how the arts can foster belonging and social cohesion across cultural and worldview differences. She is one of three authors of a new book, The Choreography of Resolution: Conflict, Movement and Neuroscience, that investigates how dance, movement and kinesthetic awareness can enhance people’s capacities to transform conflict.

Instructions for Michelle’s activities follow.

Setting up the Activities

How does my body communicate to me? Let’s spend some time learning about our body’s ways of messaging us.
  • When we are out of step, off center, or in resonance, our bodies get our attention.
  • Our bodies help us heal splits, they connect our thoughts and feelings.
  • Our bodies help us connect with others via touch and closeness, depending on our cultural common sense.
  • We have habits and patterns that can be helpful or destructive; our bodies can help us re-pattern our habits and keep our brains plastic.
Shift, conflict resolution, is a physical event.
  • Our bodies shift us personally and interpersonally—”let me step towards you,” “I could breathe more easily,” “a great weight was lifted,” “the knot in my shoulder released.”
  • When we are “right,” we become stiffer, tighter, more brittle. We need suppleness, to be able to see gradations instead of just black and white.
  • Movement helps us realize that small movements can make a big difference. The body can show us the value of incremental change vs. an epiphany, e.g., rarely do we resolve conflict by saying, “He was right!” “Win-win” outcomes are rare; “mostly ok-mostly ok” outcomes are much more common.
Exercises:
  1. Have a group of participants stand and move around the room freely. Instruct them to hold up their arms like a bird, bringing their hands forward just far enough so they can see both their hands. Have them drop their hands but keep that level of peripheral vision and walk around. After doing this for a few minutes, conduct a short debrief about how that felt; how their bodies felt; how they perceived the group.
  2. After doing this for a minute or two, instruct participants to (nonverbally) find a tiger and a horse from among the other participants, and to move around so that they keep the horse between themselves and the tiger. After doing this for a few minutes, instruct participants to derole, and conduct a short debrief about how that felt; how their bodies felt; how they perceived the group.
  3. As a third step, instruct the participants to (again nonverbally) find a new tiger and a lamb from among the other participants, and move around so that you keep yourself between the tiger and the lamb. After doing this for a few minutes, instruct participants to derole, and conduct a short debrief about how that felt; how their bodies felt; how they perceived the group.

Michelle has an article, available online, called Bodies at Work: Moving Towards Alchemy, that might be of interest. In it she says, “The single most neglected truism in mediation, whether virtual or in person, is that it does not happen without bodies. We mobilize to engage and reach toward understanding while literally standing our ground.”

The concepts and activities that Michelle presents combine very well with the activities in Cultural Detective Online. I trust you’ll put them to good use building intercultural respect, understanding and collaboration!