How Do Universities Develop Students’ Intercultural Competence?

543266_10150772354506354_665823583_nAnd why is Cultural Detective quickly becoming a preferred tool?

University of Southern California is the most international campus in the USA. The Marshall School of Business at USC recognizes the value of intercultural competence and is committed to truly developing it in their students.

They know that the mere experience of study abroad, or working in a multicultural team, does not build competence. Experience is not learning. Learning is the sense that we make of our experience. USC knows that research shows developing competence requires ongoing, structured reflection on the part of students—with faculty guidance. They have been using Cultural Detective for the past two years, in a growing variety of programs, because they realize the tool helps them accomplish their goals.

The video below is of Assistant Dean Gita Govahi, telling us why the Marshall School of Business has chosen Cultural Detective, and how they use it:

At Cultural Detective we are particularly impressed with something USC has done: they have students generate learning material for the following semester. For example, while students are abroad and after they return, they are required to upload stories of intercultural interaction from their own experience into Cultural Detective Online. They are also required to debrief those stories, to make sense from them. Each program and each semester, faculty award prizes for the “best of” these stories and debriefs, and honor the student-authors by using them in the pre-departure orientation for the next cadre of students.

This second video shows Professor Jolanta Aritz, giving her opinion as an instructor:

I often say that launching a book or a tool into the world is much like having a child: you nurture them to the best of your ability, and at some point you just have to pray that they do good in the world. Children become independent, with minds and lives of their own. Books and tools are used by people in ways we, the authors and creators, can not always control, despite our best efforts. It’s people like the talented professionals at USC who make us very, very proud of the tool we have created. They are putting it to excellent use and students are learning lifelong skills.

We know you all are doing some incredible things with our tools. Please, share your story and make sure we know about it!

Webinar Takes a Closer Look at the USA’s Current Racial Climate

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Photo from KTVU.com

Readers of this blog have been as upset about current events in the USA as we are. You read my earlier post, Time for a Racism Revolution. You no doubt have colleagues, friends and family, as we do, who don’t see what the big deal is. The dialogue is important and difficult, because it’s such a deep-seated issue that involves so many of our emotions and lived experiences. How to make forward progress? I had a glimmer of hope seeing that police chief (Richmond, CA) joining the protests and carrying a “Black Lives Matter” placard. Getting the police to join in breaks down the us vs. them divide and unites us all to work together to do what needs to be done and realize a society more in keeping with our ideals of justice and equality.

Cultural Detective African American co-authors, Patricia Coleman and Kelli McLoud Schingen, will facilitate a complimentary webinar this next Monday, December 15, 10:00 am – 11:30 am US Central (Chicago) time, in which they will review the current racial divide through the Values Lenses of African American and (white or dominant) US American culture. Do not miss this event! Details below; click on a photo to view it larger or print it out. To share this on social media, you might prefer this link. Please, help us spread the word!

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Cuisine, Culture and Performance

10438640_715299471895885_8128051140435588302_n“A collective. International. Pushing boundaries. Longing to discover new cultures and exchange knowledge. Collaborative. Find your tribe. Exploring the unknown, adapting to uncertain situations, charting new territories to sharpen creativity…”

Does this sound to you like a Cultural Detective? It’s actually taken from the home page of the Gelinaz! website, a collaborative of international chefs doing amazingly creative things. I sooooo want to attend one of their dinners!

Below is a short introductory video to what they are all about:

The group’s tagline is “Cook. Art. Performance.” They last got together at the Villa Panna estate in Tuscany in July for a four-hour, 13-course feast, including a dish with seven varieties of Latin American potatoes, a soup of pig’s blood and chocolate, tripe with wild mushrooms, and crispy pig’s head. Ok, that probably would not have been my favorite meal.

The name “Gelinaz!” pays campy homage to the virtual band “Gorillaz,” who play a fusion of rock, hip hop, reggae, electronica and pop. Like the band, Gelinaz! members combine different genres of cooking in experimental ways. They aim to “build bridges between cuisine and other means of expression,” according to Andrea Petrini, the Italian food writer and founder of the group.Thus far their meals have included Japanese dance, a violinist playing Iron Maiden, and various topless performances.

Gellinaz! reminds me of the myriad of innovative ways you are using Cultural Detective to build intercultural competence in NGOs, communities, faith traditions, at universities, for study abroad, and in multinational organizations. Be sure to share with us your designs and ideas! Together we can change the world.

Time for a Racism Revolution!

My eyes fill with tears
Bitter, pain-filled, sad-hearted
Flowers in the snow?
***

I am beyond words. As are so many. Racism sucks. It punishes everyone, and has a hugely detrimental effect on society. It breaks my heart to know how hopeless and powerless “ism”s make so many young people feel, in my birth country and elsewhere around this planet. Young people should be feeling passionate and enthusiastic, not alienated.

Racism is a human construct, and WE are the ones who can deconstruct it.

So let’s do it! I type these words habitually. Today, I am not up to it. Today is a day of mourning, of licking the painful wound. I sit at my desk this morning, unable to work. My heart and mind are filled with a confusion of thoughts and emotions. Then, one of my automatically scheduled blog posts is published, on the topic of bananas! I am horrified. How can such a lighthearted topic be published on our blog on a day like today?

Yet, it is somehow fitting. The banana post speaks of world hunger, another societal inequity. This morning I read that the richest 85 people in our world have as much money as the 3.5 BILLION poorest! These billionaires could give away a million dollars a day for the rest of their lives and still not run out of cash! While people go hungry. Just a bit of perspective; I’m not intending to vilify anyone. We are all innocent; we are all guilty. We all have our bits to play. In addition to talking about world hunger, that same blog post shared a training activity designed to help us value our differences. But…

***
“Many black families woke up this morning knowing that the lives of their children are worth less than the lives of white children in America. The deep distrust of law enforcement in their own communities that so many African Americans feel just got deeper last night.”
—Jim Wallis
***

The Ferguson ruling that has me so conflicted today isn’t just about the case itself; it occurs in a larger context. It takes place in a much longer history, one fraught with oppression, misperception, and fear.
  • How can anyone ruling on a case filter out, or factor in, how society has taught a white police officer in a given suburb to see, perceive or feel about an unarmed black youth?
  • Would Michael Brown be dead had he been white? We punish African Americans every day for society’s larger guilt, the guilt that we, collectively, are plagued with given our history and our choices.
  • Would the ruling have been different had Officer Darren Wilson killed a white youth? Whites reap the privileges every day of living in a society with our history and choices, whether we experience it as privilege or not.
  • Violence is wrong, burning buildings and looting is wrong; but we can surely understand the frustration born of feelings of outrage that provoke such violence, after decades of failing to understand, failing to empathize with the pain, and a collective unwillingness to change. There needs to be a release to decades of built-up tension. People seek justice, it is human nature.

***
”A riot is the language of the unheard.”
—Rev. Dr. Martin Luther King, Jr.
***

o001_hand_10***
“Hurting others or destroying property is not the answer.
I do not want my son’s death to be in vain.
I want it to lead to incredible change, positive change, change
that makes the St. Louis region better for everyone.”
—Michael’s Brown’s father
***

This morning in my failure to be able to get my work done, I came across a wonderful tool on the USA’s Public Broadcasting System website, called Race: The Power of an Illusion. You may know that race has no genetic basis. Did you know that there is more variation within a race than between races? And that race is a modern construct? Racism evolved to justify social inequalities as “natural.” Please, bookmark the tool and spend some time clicking through and learning with it. I found it very helpful.

***
“Indifference to injustice is
more insidious than the injustice itself.”
—Cornel West
***

There were several pieces I read this morning, amidst the welcome cacophony, that helped me make some bit of sense of what’s happening, that helped me glimpse a constructive path forward.

  1. One of my favorites, as usual, was written by Jim Wallis, author of God’s Politics. It is entitled A Sad Night for America, and focused a call to action to subject our criminal justice system to the requirements of racial justice. “How law enforcement interacts with communities of color raises fundamental, legitimate issues that must be addressed by the whole nation if we are to move forward. The changes we need in both policies and practices must now be taken up in detail. Our neglect has led to anger and hopelessness in a new generation, but their activism will also help lead us to new places. It is indeed time to turn Ferguson from a moment to a movement.”
  2. If, like me, you are white, or born to a privileged socioeconomic bracket, class or caste, there is a terrific article that you might find helpful: 12 Things White People Can Do Now Because of Ferguson. While I consult most of the resources noted therein, it is important to actually read them, to reflect on them, to make personal sense of them, on a regular basis. Only then can we have a hope of living our beliefs and convictions. I’d also encourage you to subscribe to Cultural Detective Online, to examine your personal values via CD Self Discovery, and to overlay those personal values with those of different ethnicities, nationalities, ages and religions.
  3. Finally, I found sense in Barbara Francella’s article, Skittles and Race in the Workplace. Short, to-the-point, and frank, I found it an excellent empathy piece. An organization can not get the best work out of an employee if that person has to leave a major percentage of who she is outside, before entering the workplace.

May we listen to one another, value one another, hear each other’s experiences as “truth,” and work together to build societies that are ever more just, equitable, and sustainable.

Linked to the My Global Life Link-Up at SmallPlanetStudio.com

3 Fundamental Skills for Intercultural (and Life) Effectiveness

Chef

A, B, C of intercultural effectiveness, and a film recommendation

For well over twenty years I travelled 25 days out of every month. I loved it. Always a new place, thriving off the energy of the people I had the pleasure of working with, each week or two entering a new industry and learning how things work. The fundamentals of human interaction that I dealt with did not vary significantly by industry; the content, however, did.

When my son was small, he and the nanny travelled with me. As he got older, he accompanied me. He sat through my training workshops, he accompanied me on some consulting gigs, and he enjoyed babysitters, daycare and children’s learning clubs around the world. Ten years ago, when my son was about eight, I began scaling back my travels. The impetus for scaling back was that my son was now old enough that it became challenging to take him out of school; he would miss too much. And, there was no way I was going to miss his childhood! An additional reality was that the constant travel was ruining my health, I always felt tired, and, I was honestly just ready for a change.

So, I stopped the 25 days/month travel schedule. It was difficult to say “no” to interesting and high-paying work, but I’d set my priority. I started staying home. I started a small publishing project (Cultural Detective). I absolutely loved it. I was now able to take time to cook regularly, a passion I love. I was able to exercise daily, and meet new people locally via exercise classes and groups. I was able to go out for coffee with girlfriends, and to be present for friends’ major life events—so many things I’d missed when I travelled a lot. Of course, I also missed the travel, and seeing my far away friends.

Now, when I occasionally travel (every couple of months), I find myself grateful for the experience rather than resentful. The journey is enjoyable again. Thus, on a recent flight to Vienna, I relished having two seats to myself. I was grateful for the free-flowing, high-quality red wine on Tirolian/Austrian Air. I read the in-flight magazines on two different airlines and got several blog post ideas. And I very much enjoyed watching a Blended Culture movie entitled, Chef.

The film is an enjoyable reminder of some fundamental intercultural competencies and life truths…

Chef is a 2014 movie starring Jon Favreau, Scarlett Johansson, Dustin Hoffman, and Robert Downey, Jr., about a chef whose family and career have both become frustratingly dull. He’s caught up in the busy-ness that can be modern life, and failing to pick up on the cues that his relationships and creativity require a major shift. He reminded me a bit of myself, actually. Have you ever found yourself in a rut? Going through the motions, not paying enough attention to what really matters, focusing primarily on accomplishing all the tasks on your plate?

In true Hollywood style, by the end of the movie the chef figures it all out, and happiness reigns as the credits roll. Along the way, the film is an enjoyable reminder of some fundamental intercultural competencies and life truths.
  1. Attentiveness: Stay alert to what’s around you (family, friends, work environment), as well as to what’s inside you (your passions, talents and desires). Prioritize your activities so that you feed what’s important to you and minimize that which diminishes you. Staying externally attentive will help ensure that you adapt appropriately in cross-cultural situations, while internal attentiveness will help ensure that you do not lose yourself, your ethics and your talents, in the process.
  2. Bravery: Don’t be afraid to take risks. There are many euphemisms for failing to do what we know we need to do: “going through the motions,” “paying the bills,” “not rocking the boat,” “keeping one’s head low.” Staying true to oneself and what you know to be “right” often requires bravery and trust. I’ve seen many times that foreigners or outsiders can effect positive and needed change to a system when old-timers can not. I’ve worked with many people who try so hard to “fit in” to cross-cultural situations that they lose who they are, their authenticity. Be brave enough to adapt, and be brave enough to be yourself.
  3. Creativity: If you’re not feeling energized, if you fail to see connections between the different areas of your daily life, if you’re not frequently generating ideas, experimenting with innovative projects, or exploring new territory, take note. You are probably pushing and trying to do too much too quickly. Slow down, step off the rat race, refresh, restore and recuperate. You are far too precious, and your insights and talents are too needed, in this world of ours. How can any of us bridge cultures if we don’t have access to our innate creativity? And, let’s remember: it takes all of us to be creative if we are to form a truly inclusive society or organization.

Linked to the My Global Life Link-Up at SmallPlanetStudio.com

That went well.. not! Meeting the victims

Dianne Hofner Saphiere:

So happy that the families are exercising their voices, and their indignation. I applaud their success in getting Mexico’s President to, for the first time ever, put his official signature on a document of this type. I pray that my adopted country (Mexico) can find its way toward equity and justice. Remember that egalitarianism is one of the core values of Blended Culture people, for precisely this reason. Every life is valuable, we all have contributions to share, without each of them the puzzle will not fit together. Intercultural competence demands we fight corruption and power imbalances.

Originally posted on The Mex Files:

I seldom translate news articles any more not only because I have too much to do, but because Mexico Voices more often than not picks up the same stories I would have translated, and generally does a much better job.  And, is able to get them posted much sooner than I could.

Jane Brundage translated Blanche Petrich’s report that appeared in yesterday’s Jornada on the meeting between the parents of the disappeared Ayotzinada students, the widow of the student killed (and skinned), and a few other victims of state-tolerated (or perhaps state-sanctioned) terrorism.  What appears from the article is that while the adminstration attempted to spin this as an “message: we care” moment, bringing in those survivors and victims are a tougher lot than was anticipated.

There was not a single moment of relaxation during Wednesday’s (October 29) meeting at Los Pinos. Not one smile, not a single “thank you…

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Clean House and Change the Bedding to Greet the Lava

Photo by Pahoa-based photographer Sean King/Caters

Photo by Pahoa-based photographer Sean King/Caters

The gem of a video clip below offers a glimpse into an aspect of native Hawaiian culture of which many people may be unaware. As lava flows on the island, there are vast cultural differences in how the native and immigrant cultures view the event. While native Hawaiians prepare to welcome a guest, others talk about ways to change the course of the lava to flow in a more convenient direction.

I am so proud of what the government in Pahoa, district of Puna, county of Hawaii is doing, and not doing, to “divert” the lava flow that is destroying homes, businesses, and lives. The clarity, patience, and wisdom they show in their answers to community members’ questions make me wish they worked in my county.

In the video, you will see Pi’ilani Ka’awaloa, an INCREDIBLE cultural resource person!!! She demonstrates wisdom in her people’s truth, and openness to teaching as well as acting in collaboration with others. She tells us that the native Hawaiians have adjusted to western culture, in that they now “buy” their land. But she also tells us they will never “own” it; it belongs to the goddess Pele.

“We would never tell Pele to go here or there in her own home! If she feels she needs to clean her house, then let her clean her house!”

I believe you will very much enjoy the cross-cultural differences visible in this Question and Answer session after a county informational meeting on the lava flow. What a challenge to bridge two such vastly different cultural orientations, on such a very sensitive subject as saving our homes and businesses.

 

I learned about what is going on in Pahoa from a friend I have only met virtually, Tim Sullivan, who lives there. Some people say that online “friends” aren’t real, but I can assure you that via social media I am now connected with many people whom I respect and learn much from. Tim recently wrote an extremely insightful and powerful blog post on the cross-cultural aspects of the lava flow in Pahoa. Be sure to check it out.

I think this short video clip would be an excellent piece of material to debrief using a Cultural Detective Worksheet. Give it a try and let us know how it goes! And may blessings be upon all those who make Pahoa their home.

Cultural Resurgence Among the Tlingit of Southeastern Alaska

Totem pole, Sitka National Historical Park, Sitka, Alaska, August 2014

Totem pole, Sitka National Historical Park, Sitka, Alaska, August 2014

I recently traveled in Southeast Alaska, where I was thrilled to see gorgeous country and amazing wildlife, and also learn a tiny bit about the native peoples who inhabited the area prior to the Europeans’ arrival. Alaska is a beautiful, largely unspoiled area, much of it covered by mountains, glaciers and rivers. Southeast Alaska is a harsh land in the winter, but has amazing natural resources. In the summer you will find indigenous berries, incredible wild salmon runs, and an abundance of other seafood. The natives had a saying, “When the tide is out, the table is set.”

Totem pole, Sitka National Historical Park, Sitka, Alaska, August 2014

Totem pole, Sitka National Historical Park, Sitka, Alaska, August 2014

Today, nearly a fifth of Alaska’s population identifies some Native heritage, the survivors of peoples in the area for the last 15,000-30,000 years. They have adapted to the growth and decline of glaciers, and the changing land, climate, and resources. Prior to European contact, they probably numbered 80,000-90,000, with dozens of distinct cultures. After contact so many died, primarily due to disease, that by the first US Census in Alaska (1880), the Native population was just under 33,000.

Many of the traditional ways have been lost, but increasingly many people are working to save the remaining fragments of their cultures. Totem poles have disintegrated—wood doesn’t survive forever in this temperate rain forest. Traditional arts and crafts methods and skills have almost been lost—only a few elders remember the old ways. And native languages are rapidly losing speakers. Yet there is hope because the younger generation realizes what is slipping away. Cultural arts centers are teaching traditional carving methods, beadwork, and weaving, and the young are learning dances from their elders.

Jim Heaton, Master Carver, Sheldon Museum & Cultural Center, Haines, Alaska, August, 2014

Jim Heaton, Master Carver, Sheldon Museum & Cultural Center, Haines, Alaska, August, 2014

I was privileged to hear Joe Williams, a distinguished member of the Tlingit tribe, share a little about his culture. The Tlingit (pronounced roughly like “cling kit” or “clink it”) are the indigenous peoples of what we now call Southeast Alaska. Their name for themselves is Lingít, meaning “People of the Tides.” Click here for a good short history and cultural context of the people.

Joe told us many stories about the flexibility, ethical standards, and bravery of his people. He is a great communicator, able to bridge cultures with humor. You can see a short clip of Joe talking about his culture here:

Joe was not taught the Tlingit language or traditional ways when he was young. At that time in the US and Canada there was blatant cultural imperialism and systemic discrimination against native peoples. Native children were taken from their villages and placed in boarding schools miles from family and home. The emphasis was on “civilizing” native populations by forcing them to give up their language and customs, adopt Christianity, speak English, and generally act like “good” Europeans.

Fortunately, this attitude (and the law) has changed, and multicultural diversity is more valued in the US these days. Many tribal members from the younger generation are learning, cherishing, and preserving their native heritage for those who come after them. There are organized programs for tribal members to learn their native language. I met adult language students who receive their Tlingit vocabulary-word-of-the-day on their smart phones! Who says you can’t blend the old and the new?

When asked if his culture would survive in the crazy modern world, Joe told us a story—a traditional way of teaching/learning. One day, after being away from home for several hours, he returned to find his wife working in the kitchen and his three-year-old granddaughter visiting. His granddaughter was playing under the dining room table and singing a Tlingit song. He was very excited and rushed out to the kitchen to tell his wife. She replied, “Yes, and she has been singing the same song all day—would you PLEASE teach her another one?!”

Cultural transmission in action?! Perhaps Tlingit culture will survive another 10,000 years, after all!

How to Get Promoted in 3 Hours

mexican-american flagsI’m going to tell you a real story, of an actual person, who was promoted to a management position from an administrative assistant position because of a three-hour workshop she conducted for her bosses.

How’d it happen? The woman, let’s call her Yolanda, worked for a very large multinational in Texas. The firm, of course, did a lot of business with Mexico. Over the ten years or so Yolanda had been with the company, she’d worked for a succession of bosses, most of whom did not understand Mexican culture and had committed many errors, losing opportunity and revenue, as well as credibility, for themselves and the company. Yolanda is Mexican-American, and her bosses’ actions used to frustrate and embarrass her. She could see that her bosses could be a lot more effective, she wanted to help, but she didn’t know where to begin to explain Mexican culture to her bosses. She was an administrative assistant, not a consultant, executive coach, or trainer.

Enter Cultural Detective. Yolanda looked over the Cultural Detective Mexico package. It made sense to her. She intuitively understood the values in the package’s Mexican Values Lens. She could tell stories from her own organizational experience to illustrate each value and correlating negative perception. Yolanda had so many stories, stories that were real, that had cost her company money and, in some cases, staff.

Yolanda got her four bosses to agree to a three-hour “lunch and learn,” during which she’d teach them about Mexican culture. She was excited, but she was also scared. She wasn’t a facilitator, she’d never studied culture or cross-cultural communication. But, she knew her organization, she knew her bosses, and she knew both US American and Mexican cultures. So, she gave the workshop her best.

At the outset of her seminar, Yolanda told her bosses a story—a story they clearly recognized from their own experience, a story of a time they’d been frustrated, and less than successful. They all knew the details; she had only to remind them of the event she was talking about. Yolanda drew a Cultural Detective Worksheet on the flip chart. She asked her bosses what they had done in that situation. Then, she asked them to think about why they had done what they’d done—what was the underlying “common sense” that motivated their behavior? That wasn’t so easy, but they did it. And it proved pretty insightful. They hadn’t consciously thought about the reasons for their actions, hadn’t spent time thinking about how culture-bound their behavior was. This was Yolanda’s first successful “aha” of the three hours.

Next, she asked them what their Mexican colleagues had done in the given situation. Yolanda encouraged her bosses to quote the words that were said and the actions the Mexicans took. Of course, her bosses said things like, “I couldn’t trust them,” “he wouldn’t tell me the truth,” or “they went behind our backs,” but on the flip chart she recorded the actual words and behavior of the Mexican colleagues. Yolanda then asked her bosses to do the same thing for the Mexicans that they had done for themselves. She said, “Maybe your colleagues really were dishonest, untrustworthy, conniving. But, for the sake of learning, for a few minutes let’s give them the benefit of the doubt. What could have been the positive intentions behind their words and actions? If we look at your side of this Worksheet, you have all positive intent, nothing negative. Let’s see if we can’t fill in their side the same way. Maybe at the end we decide to throw it all out, decide that they were just bad people. But first let’s see.”

Her bosses came up with several guesses—possible motivators of their Mexican counterparts’ behavior. Then Yolanda filled in a couple more, explaining the reasons these colleagues had probably acted and responded the way they had. Her bosses said things like, “That makes sense,” “I’d never considered that before,” and “so I did exactly the wrong thing; I shot myself in the foot!” Her bosses experienced their second “aha” of the workshop.

Next, Yolanda handed out a copy of Cultural Detective Mexico to each of her bosses. She walked them through the Mexican Values Lens, telling stories from her organizational experience. She asked them how they felt about each of the values, and reminded her bosses that each Mexican is unique—that the values in the Lens are societal tendencies. After introducing the Values Lens, she focused her bosses’ attention back on the Worksheet. Now they had lots of ideas about why their Mexican colleagues might have acted the way they did. And even more importantly, her bosses had lots of ideas on how they could have acted in ways more conducive to achieving their business objectives—to bridging cultures. A third round of “aha” learning was achieved.

The three hours sped by quickly. Her bosses learned so much. Their ability to do business in Mexico and with Mexicans was greatly enhanced. They learned about themselves, about their own personal and US cultural values, which enabled them to better explain themselves to any new colleague, whether Mexican, Chinese, or US American. And, very key to me, Yolanda’s bosses learned what a valuable asset she was as a cultural resource. They began using Yolanda as a sounding board, asking her to help them write emails and reports, and also to help plan strategy. Within a couple of months, Yolanda left her job as an administrative assistant because she was promoted to a more prestigious and much better paid management position. She achieved her dream of being able to travel for business, and she loved the kind of work she was able to do. Her company gained an employee who was confident and able to use her bicultural heritage in ways that added value.

Now, I’m not promising that using Cultural Detective will get you a promotion, but if you and your organization work across cultures—and what organization doesn’t these days—you will definitely gain a whole lot of skill and expertise by using Cultural Detective. Add it to your priority list! Start building your intercultural competence by attending one of our free 90-minute webinars, or subscribing to (and using!) Cultural Detective Online today.

Let’s Investigate What Makes Cultural Detective Unique

ICToolsCollage

Country Navigator™, GlobeSmart®, CultureWizard™, Cultural Navigator® and their logos are the property of their respective parent companies.

We get calls and emails every day, asking us how Cultural Detective compares with some of the other intercultural tools on the market. Thank goodness people are passionate about developing intercultural knowledge and skills, and that there are so many intercultural tools available! That’s a big change in the last two decades, and a huge step in the direction of building intercultural competence in our organizations, our communities, and ourselves!

Most of the well-known development tools in the field—Cultural Detective®, Country NavigatorTM, GlobeSmart®, CultureWizardTM, and Cultural Navigator®, among others, use a values-based approach to understanding cultural differences. Such a method has proven significantly more effective than a “do’s and don’ts” approach, because behavior depends on context. Thus, do’s-and-don’ts advice is frequently erroneous because it has little or no connection to a specific situation you may find yourself confronting.

In addition to a shared focus on values, these tools share the aim of improving cross-cultural understanding. That, however, is about where the similarity ends. Comparing Cultural Detective and the other tools on the market is difficult because, according to leading intercultural competence researcher Doug Stuart, “it’s like comparing apples and oranges.” Both fruits are tasty, and they go well together in a salad, but they are oh-so-different on nearly every other criterion!

Goals

Cultural Detective (CD) is a process-based tool designed to improve communication and collaboration. The other tools mentioned above are designed to compare and contrast cultures. There are strengths in both of these goals, and they can complement one another very well. But the differing goals make these tools fundamentally different species.

Dimensions

Dimensions-based tools allow users to easily compare whether Chinese are more group-oriented than Japanese or Brazilians, and how we personally compare with the national averages of each of those places. The creators of the best of these tools conduct a lot of research to produce statistically reliable comparison data. According to Doug, the strength and weakness of a dimensional comparison (for example, where a culture or an individual stands on Hierarchy vs. Egalitarianism) is that we get a clear general picture of how different two populations may be, but no specifics on how that difference looks behaviorally. The numbers on the scales produced by these tools are culture-specific, but the categories are universal and broad.

Process

Cultural Detective helps develop skill and strategy, both culture-general and culture-specific. The core method is a process designed for use and practice over time, in specific situations and multiple cultures, so that it becomes second nature. Thus, Cultural Detective provides appropriate stimulation at all stages of intercultural competence development. Users develop critical thinking skills to discern similarities, differences, and how best to leverage them for mutual benefit.

Context

Cultural Detective is contextually grounded—the method centers on stories or critical incidents. This reinforces the need to understand people as complex individuals who are influenced by multiple cultures including gender, generation, professional training, sexual orientation, spiritual tradition, organizational and national culture, and lived multicultural experience—not just passport nationality.

Inside-Out vs. Outside-In

Cultural Detective looks at culture from the inside-out. Values Lenses focus on the core values natives of the culture hold near and dear. These are the same values that often confuse non-members of the culture and get in the way of cross-cultural collaboration. This approach enables a native, or someone very familiar with a culture, to explain the culture in a meaningful way to a newcomer. We might consider these Value Lenses as extremely culture-specific “themes” (internal discourse, logic or “common sense”) that are intimately tied to behaviors, and easily and meaningfully illuminated through stories. A culture is a unique expression of these themes, which are difficult or impossible to capture successfully within broad global dimensions.

The other tools mostly look at culture from the outside-in, comparing national cultures according to well-researched categories such as Power Distance or Achievement/Ascription. A table of cultural dimensions that contrasts China and Japan tells you nothing practical about how people behave. Comparing Cultural Detective Values Lenses for China and Japan offers a completely different, immediately applicable line of inquiry: what are the underlying motivators of people’s behavior? Both approaches have their strengths, and many successful coaches, trainers, and educators use them in combination.

Self-Assessment

Many of the other intercultural tools on the market provide users a self-assessment, which, when completed, statistically compares them with their home society and other cultures. Users love seeing themselves, their values and style, especially when correlated with numbers or illustrated in a chart—it’s interesting and engaging.

Cultural Detective users reflect on their personal values, developing a Personal Values Lens that they can compare and contrast with those of team members, their own or other cultures. One approach is dimensions-based, the other based on qualitative analysis. Used in combination, one enhances the other. But they are two very different animals.

Experiential

Cultural Detective Online encourages learners to upload and analyze real stories from their own lives. Users can easily integrate the system’s Values Lenses and Worksheet into analysis of their personal critical incidents. They can invite team members to help them fine-tune the story and the debriefing. As Doug says, “While the cultural themes of Cultural Detective Value Lenses are very transparent to natives and, thus, easily illustrated by stories, the dimensions-based tools usually require an experienced cultural trainer to create ‘critical incidents’ illustrating universal dimension differences, which are more difficult to specify behaviorally across cultures (unless one is very familiar with both cultures). Simply summarized, universal dimensions are generic; they provide a good ‘first look’ at how different two cultures might be. To actually understand those differences as they play out behaviorally, we need the Cultural Detective’s Value Lenses.”

Cultural Detective is not your father’s intercultural tool, to paraphrase an auto industry advert. It utilizes a “culture-specific” approach, while simultaneously building users’ “culture-general” understanding. It provides not just a knowledge base, but a personal skill base from which to strengthen intercultural competence. Best of all, it can be used in a variety of settings to help facilitate intercultural communication and collaboration. Our global team of 130 continues to work hard to collaboratively build a productivity tool that will deepen your learning and jumpstart your effectiveness. Give it a spin! Join us in one of our upcoming free webinars to learn more, and receive a 3-day pass to Cultural Detective Online!