How Language Can Deceive

PERCEPTION AND DECEPTION COVER FACE 3“We’re all coming to be like each other. While there’s some truth to that, it’s also truth that in coming together so rapidly—with technology, migration across borders—we are unprepared for the contact between people and cultures we know nothing about.”

Joe Lurie recently spoke to a sold-out crowd at the Commonwealth Club of California. In this two-minute excerpt from that presentation, Joe tells the sad story of a woman looking for a job who isn’t hired, at least in part, because of her name.

We’ve published about the importance of names previously on this blog. While Joe and Fadwa’s story is anecdotal, it echoes the experience of thousands of others worldwide. You may recall the widely reported story of José Zamora, who was hired only after he changed the name on his resumé to “Joe.” According to Recruiter magazine:

Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. This would suggest either employer prejudice or employer perception that race signals lower productivity.

The book, Perception and Deception: A Mind Opening Journey Across Cultures, tells hundreds of stories like this one, in an effort to help the reader develop awareness and understanding, so they can then use Cultural Detective to build their skills and competence. If you haven’t yet read the book, be sure to order it now. Better yet, order a copy for Aunt Margret or your Cousin Vinny, too.

Refugee Resettlement: Cultural Values in the Remaking

refugee coverThere are over 20 million refugees in our world, according to UNHCR. The AVERAGE length of time a refugee spends in a camp—in limbo, in transition, waiting—is 17 years; not months: YEARS!

Cultural Detective conducted a complimentary webinar on strategies for helping refugees and their receiving communities. It was conducted by Tatyana Fertelmeyster, herself a refugee, who has worked in refugee resettlement for several decades.

Tatyana

The webinar was so well received that we did a second one, for a different time zone. Then, SIETAR Austria and SIETAR Europa asked us to do a third. The next step will probably be a dialogue among seasoned practitioners. Interculturalists have crucial talent and resources to contribute to this crisis, and Cultural Detective is a tool that provides a remarkable service to both refugees themselves and their receiving communities.

There are several powerful learnings that participants take away from the ninety minutes. One is how complicated and confusing the entire resettlement process is. For example, there are so many different terms, which technically mean so many different things. The key component underlying the refugee experience is fear, and legally, refugees are those who travel across national boundaries. Those who are forced to relocate out of fear yet remain in their own countries are internally displaced.

termsThen there is the statelessness. Most refugees are forced to abandon their citizenship when they emigrate. Since, on average, they wait 17 years before finding a new home, that’s an awfully long time not to “belong” anywhere! Then there is the concept of time, of waiting, of living in limbo. If a child has been raised in a refugee camp, or an adult has lived in one for years, and now in a new home has to keep timely appointments and behave proactively, it’s a HUGE cultural shift we’re expecting. The countries that receive the most refugees are often not the countries in which the refugees will live long-term; they are transit countries. This means that the refugees go through waves of transition and re-acculturation.

There is the loss of everything that is familiar, everything the refugee knows and is comfortable with. They basically fall down Maslow’s hierarchy of needs, losing self-actualization, self-esteem, love and belonging, in the quest for survival and safety. In the new country refugees often need to learn a new language, a new culture and way of life, at a time when they are nursing the wounds of loss and at their lowest emotionally. Members of refugee families experience and respond to these intense emotions in a diversity of ways. Grandparents may not adjust to new ways; parents may be insulted by children who adopt new ways and seem disrespectful; children may resent or feel ashamed of parents who don’t understand or who have values different than those they’ve learned to adopt.

A second powerful take-away from the webinar is an empathy for the loss that refugees experience. Several participants reported tears and crying during one of the activities, saying they felt sad, lost, desperate, a fear of the unknown, anger, resistance, shock, feelings of depression. The refugee experience demands extremely high levels of resilience.

exerciseACTIVITY
So, what was this exercise?

Objective: To establish empathy for the refugee experience.

Instructions: On a piece of paper, draw two intersecting lines, one vertical and one horizontal, to form four quadrants. Yes, sort of like a Cultural Detective Worksheet.

  1. In the upper left quadrant, list the names of the people who are your direct relatives: a legal spouse if you have one, and any minor-aged children.
  2. In the upper right corner, list the names of those you love: adult children, parents, grandchildren, dear friends, cousins. List as many people as are dear to you.
  3. In the lower left, list two to five small, portable things that are of value to you. These should be things the size of a book or so, something that fits into a pocket or a suitcase. They can have monetary or sentimental value, such as jewelry or photos.
  4. Finally, in the lower right, list the things you love about your life now that are too large or too permanently installed to move with you. This might be your home, car, heirloom furniture; or maybe it’s your ancestral grave site, a favorite park or…

Take your time. When you are finished:

  1. Take a good look at that last quadrant, the lower right. Put a big “X” through everything listed there. You won’t be able to take it with you. Let that sink in.
  2. Next, look at the upper right. One by one, draw a line through each and every name on your list. Unless those people are able and lucky enough to travel with you, you may not ever be seeing them again. You’ll have to say goodbye to them. Take a moment. How does that feel?

Debrief: Share reactions and feelings, and apply to real life.

We realized that refugees are expected to be grateful for their new homes, which most of course are; but that at the same time they are mourning losses that are beyond normal mortal capacity. Tatyana shared with us her own experience. Even as a trained social worker, as a relocated refugee she experienced anger, resentment and jealousy of her host, the very person who was helping her, and to whom she was so very grateful. The emotions are complex, intense, illogical, and very real.

The world is so focused these days on what to do with refugees—who to accept, how to ensure safety and security—that we often do not focus on what to do after the refugees reach their new homes. All too often we hear the world “assimilate,” which interculturalists know is a far-from-optimal adaptation strategy. Assimilation happens because a society is not accepting of those who are different, yet a refugee very much wants to fit in and be accepted. In the process, refugees can be successful, but they lose themselves, their heritage, and the receiving society loses the benefit of the unique insights and experience the refugees bring.

What are other options? Tatyana walked us through John Berry’s Acculturation and Adjustment Strategies. Along the “x” or horizontal axis we have how accepting society is of those who are different. Along the “y” or vertical axis we have how open an individual refugee is to change.

berry

From “Immigration, Acculturation and Adaptation,” in Applied Psychology: An International Review, 1997, 46.1, pp. 5-68.

The quadrant we of course want to avoid is Marginalization, which is where terrorism, both domestic and international, are born. This is where difference is not accepted by society, and the individual retreats internally, shutting down to and closing out from the outside world.

Separation is not an ideal adaptation strategy, either. While we may enjoy the good eats of a Chinatown or the salsa dancing of a Latino district of town, separation leads to segregation, pulling society apart and leaving its members vulnerable to discrimination.

We should of course aim for integration, which requires an openness on the part of society and on the part of the refugee or individual. Refugees learn, grow and change, as does society, transforming itself into a more innovative and inclusive community.

Tatyana used Cultural Detective Values Lenses to illustrate the worldview a refugee might start out with, the values required for successful adaptation, and what might be important to those of the receiving country. We can easily use the Cultural Detective Worksheet in Cultural Detective Online to analyze our interactions with refugees, or with those in our new home, and learn how to adjust in a more integrated, less marginalized, separate or assimilated manner.

If you like the activity here, I’d also urge you to look at Caritas France’s “On the Road with Migrants” game, which is now available in English and German as well.

Want to sign up for one of our webinars? You can find the full schedule here.

 

No Child Labor a Good Thing?

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Doing the wash while her parents are in the fields

The plight of migrant agricultural workers sadly continues, decades after César Chavez’ death.

In one month this year, five children died in the migrant camps of Teacapán, near where I live in Mexico: one fell into a ravine, another was bit by a scorpion, a third choked, a fourth drowned in an uncovered water tank… On our trip to visit the migrant workers recently, we met a family that had lost a two-year old just a few months ago. Such is what happens when adults need to work in the fields to feed their families, and children are left home to take care of younger siblings and neighbor kids.

Click on any photo in this post to enlarge it or view a slideshow.

Most of us can agree that child labor isn’t a good thing. Many of us perhaps campaigned or voted to outlaw child labor. Grocery store chains won’t buy produce harvested by children, so the local growers are vigilant to ensure that children don’t participate in agricultural activities. But, with the absence of effective support systems, and given the horribly inequitable economy in which we live, outlawing child labor has meant that children are dying, and are not being educated, in record numbers.

The thousands of migrant workers in my state of Sinaloa come from places like Oaxaca, Chiapas, Guerrero—poorer states of the Mexican Republic. Most of the workers are native Mexicans: Miztecos, Zapotecos… Many of them don’t speak Spanish; it’s a foreign language to them. Most of them don’t have birth certificates or official documentation—they were born at home and it’s not their custom to register with the government. Given the lack of language and birth certificates, most migrants are unable to enroll their children in school.

Sound like a hard life? Add to it the fact that the migrant workers are treated like outsiders in most any community in which they work. In Teacapán, for example, I was told the migrants pay 2000 to 3000 pesos a month for rent—of a ROOM, with no running water, no furniture, and most definitely no toilet or kitchen. In Mazatlán you can rent a functioning apartment for that price. It was heartbreaking to see.

During my trip to visit the migrant workers, there were still huge puddles of standing water on the roads, in the yards, and in fields. I was told that Hurricane Patricia dumped 25 inches of rain on Teacapán in 15 hours; the puddles were the last remnants of that flooding, still remaining months after the event.

The migrant workers experience discrimination. Many of the townspeople tell their children to stay away from the migrants; they call them filthy and stupid. I suppose if I didn’t have access to water or a toilet at home, I’d be dirty, too. Last Christmas, a church in Mazatlán brought toys to the migrant workers’ kids, and some of the townspeople made such a fuss because their kids didn’t get toys, that the church was afraid to go back this year. The mistreatment of migrants is by no means limited to Teacapán; that is just where I happened to visit.

The migrant workers told me they stay here in Sinaloa for about six months, then travel to Baja or Zacatecas to continue their labors, rotating their residence to follow the agricultural cycle. One worker told me he is paid two pesos for a bucket of chiles; how is that for exploitation! Can you imagine how long it must take to pick a bucket of chiles? Women work all day in the fields, then return home in the evening to cook and care for the kids.

I went to visit the migrant worker families on a trip organized by Sue Parker of Vecinos con Cariño. Each of the ten of us on the trip that day paid 400 pesos, money which is used to buy food, disposable diapers, baby formula, and basic medical supplies (cough syrup, cold medicine, aspirin, first aid supplies), after paying the expenses of the van and driver.

In Teacapán, we visited the home of Helen and Jerry Lohman, who are on the Cultural Detective learning path. They have a gorgeous place, right on the ocean. Their yard is the biggest stretch of green grass I’ve seen in Mexico outside a golf course. The Lohmans and their driver, Ulises Gil Altamirano (a retired engineer), do all they can to help the migrant workers. Helen has learned the hard way that the migrants do not like to wear shoes (they wear huaraches or go barefoot), nor do the women wear slacks. She has personally sewn 22 pairs of jeans, 57 dresses, and 72 receiving blankets that she’s given out to the migrant families just in the past couple of months. She has five volunteers who now help her. Ulises works as ambulance driver, interpreter, and lawyer for many of the migrant families.

On this trip we met another Cultural Detective, Brenda Irvin, who lives in Teacapán with her husband. Despite having her arm in a sling, Brenda goes out three days a week, every week, to hand out nutritive biscuits and milk to the migrant children. Oh, how they look forward to her visits! She has divided the town into four zones, and each of the days she goes out, she visits a different zone, in rotation.

Brenda, the Lohmans, and Ulises worked hundreds of hours to get registration information for 500 members of the migrant worker community. They got a judge to agree to issue them birth certificates so the kids could go to school and the parents could get access to health insurance. But, after all that effort, the documentation remains in limbo; the judge has not come through on his word.

Brenda told me that a few years ago she happened to gain an audience with our state governor. She showed him photos of the conditions in which the migrant workers live. He agreed to get the state DIF (Family Development Services) involved. Now Sinaloa DIF sends milk, the nutritive cookies, and some other basic items to Teacapán regularly, and Brenda delivers them to the workers’ families.

I am posting a lot of photos, because the photos tell you more than I can with my words.

Vecinos con Cariño (VCC) will welcome your donations; 100% of what you donate will go to help the migrant worker families. The money goes a long way; a donation of US$300 helps them clothe all the kids, for example. They will also take donations of gently used clothing, basic medical supplies, disposable diapers, and non-perishable food items. Contact Sue Parker via email for specifics.

“No Child Labor” is an interesting and sad example of the unintended consequences of imposing a well-intentioned system outside of its culture of origin, and not making appropriate adjustments/modifications. For years, in families all over the world, children have helped with the jobs that needed to be done. Children “came with,” and even if the younger children watched those still younger, it was within proximity of parents. That is how they learned to do various jobs including childcare, and that, in and of itself, is not the problem. The problem arises when child labor is exploited and precludes education.

As good Cultural Detectives, we must remember there are usually at least two “sides” or perspectives to every situation. I trust you will use Cultural Detective Online to develop your ability to understand alternate realities and reflect on the possible unintended consequences of our actions, so that together we can, indeed, build justice and equity in our world.

Focus on Happiness vs. Growth!

“Overconsumption” photo ©The Guardian.

Interculturalists have long known that the answers to our world problems lie within the diversity of values and wisdom in the people of our world. Today I learned that economists are now agreeing with us.

For over seventy years economists have told us that growth is the solution to world poverty, that “growth” equals “progress.” Progressives and some of the world’s wealthiest have recently begun to advocate taxation schemes to redistribute monies from the wealthiest and thus build a bit of justice into our systems. Yet, neither approach will work.

Since 1980, the global economy has grown by 380%, but the number of people living in poverty on less than $5 (£3.20) a day has increased by more than 1.1 billion. That’s 17 times the population of Britain. So much for the trickle-down effect.
—Jason Hickel in The Guardian, 23 September 2015

We are already over-consuming Earth’s bio-capacity by 60%. The real problem is overconsumption by the world’s wealthiest countries, and the way in which we conceptualize “progress.”

Our planet only has enough resources for each of us to consume 1.8 “global hectares” annually—a standardised unit that measures resource use and waste. This figure is roughly what the average person in Ghana or Guatemala consumes. By contrast, people in the US and Canada consume about 8 hectares per person, while Europeans consume 4.7 hectares—many times their fair share.
—Jason Hickel

In a wonderfully insightful article in The Guardian, Jason Hickel, an anthropologist at the London School of Economics, tells us that an intercultural approach and cross-cultural values may be the solution to problems facing our world. Jason tells us how “economist Peter Edward argues that instead of pushing poorer countries to ‘catch up’ with rich ones, we should be thinking of ways to get rich countries to ‘catch down’ to more appropriate levels of development. We should look at societies where people live long and happy lives at relatively low levels of income and consumption not as basket cases that need to be developed towards western models, but as exemplars of efficient living.” Costa Rica, for example, manages to sustain one of the highest happiness indicators and life expectancies in the world with a per capita income one-fourth that of the US.

“Perhaps we should regard such countries not as underdeveloped, but rather as appropriately developed. And maybe we need to start calling on rich countries to justify their excesses! According to recent consumer research, 70% of people in middle- and high-income countries believe overconsumption is putting our planet and society at risk. A similar majority also believe we should strive to buy and own less, and that doing so would not compromise our happiness. People sense there is something wrong with the dominant model of economic progress and they are hungry for an alternative narrative.”

Jason directs us to Latin American values such as “buen vivir,” living the good life, to which I’d add also a respect for the planet, Pacha Mama, and community values such as the African “ubuntu.” You can find in-depth explanations of hundreds of non-dominant values in Cultural Detective Online. Changing our western- and northern-centric definitions of progress to a definition more inclusive of the eastern and southern value system could be just the ticket to our survival as a species. Jason also points us toward books such as Robert and Edward Skidelsky’s How Much is Enough?

As Jason concludes his article:

Either we slow down voluntarily or climate change will do it for us. We can’t go on ignoring the laws of nature. But rethinking our theory of progress is not only an ecological imperative, it is also a development one.

This is not about giving anything up. On the contrary, it’s about reaching a higher level of understanding and consciousness about what we’re doing here and why.

Cultural Detectives, let us use this new-found recognition as a catalyst to breathe new motivation into our efforts!

The Oxford Dictionary recently added “Mx” to their lexicon. Are you familiar with what it means?

A_TransGender-Symbol_Plain3_with_background-color_FFD9BF

Transgender symbol image ©ParaDox, used under Wikimedia Commons license

Growing up in the USA in the 1950s, as I did, it was “clearly understood” that there were two genders: boys and girls. So it never crossed my mind until I was much older that perhaps the binary world of gender was not so binary. And if one allows—even intellectually—for that possibility, you can begin to see how difficult daily life can be for transgender people, individuals who do not identify with the gender to which they were assigned at birth.

The more one thinks about it, the more complex being transgender becomes. Take a seemingly simple thing like filling out a standardized form: what do you do if you aren’t Miss, Mrs., Ms., or Mr.? This is the dilemma that opens Jacob Tobia’s recent piece in The Guardian, which I highly recommend. He writes of the difficulties of not having a gender-neutral option available in so many daily situations. As I read his article, I began to realize the privilege given to “cisgendered” individuals—those who identify with the gender they were assigned at birth.

Tobia writes:

Growing up, I assumed that the only way to have a gender-neutral title would be if I got a PhD and could make everyone call me “Dr”. For most of my life, I didn’t realize that there was another way out of the “Mr/Ms” dichotomy. That changed when, in my junior year of college, a favorite professor of mine introduced me to an artist named Justin Vivian Bond who used a gender-neutral term that I had never heard of before: “Mx.”

What?! Yup, that’s not a typo: the word is “Mx.” When I read this article, I thought everyone else must already know about it, since it is now included in OxfordDictionaries.com: “A title used before a person’s surname or full name by those who wish to avoid specifying their gender or by those who prefer not to identify themselves as male or female.”

Judging by the reaction of the few people I have mentioned it to, this term is not in universal usage, at least not in my tiny little corner of the world. However, it seems a great addition to the English language for those who do not self-identify with binary gender assignments.

“…on 28 August 2015…That day, OxfordDictionaries.com – created by the publishers of the Oxford English Dictionary – added Mx to the dictionary. Seemingly overnight, Mx went from an underground, somewhat obscure term, to an official part of the English language.”

Want to learn more about the challenges of being transgender? Watch this video with Jazz Jennings, a transgender youth. Want to learn how to be an ally to transgender people? Here are a few tips from Basic Rights Oregon. Want to understand some of the values that transgender individuals tend to share? Check out Cultural Detective LGBT (Lesbian, Gay, Bisexual, Transgender), now part of Cultural Detective Online.

What Will They Think of Me?

ImprovMannheim

The International Improv Conference in Mannheim Germany June 2015

We are pleased to share with you today a guest blog post by Patricia Comolet; bio follows the post.

What is one of the main challenges of going into a new cultural situation? Of course—dealing with the unknown—and, often, the self-doubt that it can trigger:

OMG do I need to take off my shoes here? But I have a hole in my sock! What will they think of me?

In other situations, it could be defensive self-assertion that might be triggered:

It is clear that this situation requires someone here to take charge. As the new COO it is my job to step up to that challenge. I need to show that I know what I’m doing or what will they think of me?

Underneath the stress of adapting to an unknown situation or culture can be the insidious fear of judgment.

“Improv” is the art of improvisational theatre, and I find that building an “Improv mindset” is a unique way to prepare for a new office, new city, new country, and /or new culture. It offers a different and vibrant way to deal with the underlying question: What will they think of me?

Why is this so? In the world of Improv, the notion of judgment, with time and practice, fades. Instead, we learn a serendipitous mindset of responding, to the best of our ability, to whatever is presented. I believe that I can manage whatever shows up if I adapt some essential guidelines gained through Improv.

Through Improv exercises we can learn to give ourselves this initial moment to pause and open up to where we are and with whom we are interacting.

Want to try it? Get a partner who is open to learning.

  • Begin by simply looking at your partner to assess his/her current state. What’s going on for him/her? Take the time to assess the environment. What is happening around you? (Developing observational skills and emotional intelligence are two very fundamental intercultural competences, pivotal for any Cultural Detective.)
  • Then comes the basic improv approach: Yes, and. You respond to what has been proposed with a “yes, and.” However, this is not your run-of-the-mill “yes, I hear your thoughts, and here is my idea.” Rather, this is a most distinctive and committed “Yes, and I could add this to your thoughts.” Improv involves an upward spiraling “yes, and” with each participant focused on what they can add to the original proposition. You’ll find the “yes and” in the Cultural Detective list of A Dozen Best Practices for Enhancing Intercultural Excellence.

The magic happens in the process. Allowing ourselves to let go of our own approach or perspective long enough to hear and work with someone else’s provides the time and space necessary to really connect with others. The process builds bridges across divides.

It requires focused intention to step into the other person’s idea/culture/mindset, but once there, like Alice through the Looking Glass, there is a sort of wonder at what is possible. I found, in my improv training, a simmering excitement as I was caught up in the possibilities I could come up with—once I acknowledged the other’s vision of things.

By working with this technique we build acceptance and openness to new ideas. (More intercultural competences being honed here, right?)

Facts, feelings, and intentions are the raw material we have to work with. In the theatre, as in the world of cultural differences, it is the interpretations we assign to what we see and feel that trigger emotions within us. It is those emotions that influence our interpretations. By raising awareness of the power of the interpretations we unconsciously apply to unfamiliar situations, we can open a whole new way to experience what is going on around us. Improv provides a framework for considering other possible interpretations.

In the theatre, as in the world of cultural differences, it is the interpretations we assign to what we see and feel that trigger emotions within us.

Another valuable idea coming from the world of Improv is the simple notion of “make the other one look good.” No matter what is tossed at us during an Improv session, the spirit is to take what is and build on it positively, with the intention of making the other look good. Again, Cultural Detective’s “positive intent” parallels the philosophy of Improv.

Imagine what strength we would gain if we would approach new situations with the idea that it is up to us to make the other shine! What impact could such a positive sense of purpose have on us? How could it help us to adapt more enthusiastically to a new situation?

Improvisation has the benefit of being experiential learning that can help us truly assimilate the knowledge of a culture or people. This fits nicely into intercultural coaching, as cultural differences are easier to perceive when actually experienced. By playing with scenarios in a relaxed atmosphere, we can work through the specific challenges our clients are dealing with to help them experience a shift in their understanding—a shift to help fade the fear of “What will they think of me?

Improv techniques and Cultural Detective integrate easily together, with CD providing a framework in which to use the skills acquired through Improv to better communicate across cultures. Learning to let go of the idea that our approach is the only approach is part of what can be derived from utilizing the CD process. Cultural Detective Value Lenses help us to recognize that our interpretation of events is but one of many potential interpretations. And, the “yes, and” approach may help each person value and build on the diversity found within the interaction. If you haven’t yet, be sure to subscribe today.

PatriciaComoletOur guest author, Patricia Comolet, has a background in surgical nursing, and has worked and lived in seven countries on four continents, including work in Africa and India, honing her ability to get real results in difficult conditions. Currently, she focuses on coaching global and virtual team dynamics, integrating her skills developed during challenging work experiences with her coaching training. Patricia helps global teams to clarify their team dynamics and establish concrete objectives by promoting clear communication, creative problem solving, collective intelligence, and strong team identity. More information about her work can be found on her website: camcomcoaching.com

The Pulitzer’s of Diversity

Edith Anisfield Wolf, Photo from the Cleveland Foundation

Edith Anisfield Wolf, photo from the Cleveland Foundation

Do you think you are well-read on world cultures? Do you occasionally wonder what one person can do to promote justice in this world of ours? Are you someone who thinks that it’s primarily people of color who recognize the vital importance of diversity on our planet? If so, think again and most definitely read on.

Edith Anisfield Wolf, born way back in 1889, was a poet, businesswoman and philanthropist from Cleveland who had a lifelong passion for social justice. The daughter of immigrants, Edith spoke four languages (English, French, German and Spanish) and used literature as a means to explore racial prejudice and celebrate human diversity.

In 1935 she created the Anisfield-Wolf Book Awards, to honor books that explore these very issues. That makes 2015 the Award’s 80th anniversary! Congratulations and thank you, Edith! Note how visionary that makes her—establishing this important Award 20 years before the U.S. Supreme Court’s landmark Brown v. Board of Education decision! Edith died in 1963, but her legacy lives on.

“The Anisfield-Wolf Book Awards recognize books that have made important contributions to our understanding of racism and our appreciation of the rich diversity of human cultures…Today it remains the only American book prize focusing on works that address racism and diversity. Past winners have presented the extraordinary art and culture of peoples around the world, explored human-rights violations, exposed the effects of racism on children, reflected on growing up biracial, and illuminated the dignity of people as they search for justice.”
—Anisfield-Wolf website

Over the past 80 years the Award has highlighted nearly 200 significant books, most of which I have not read. So I need to get going! For those of us who may be intimidated by such a long list, they also have a smaller list of 24 “Lifetime Achievement” books, or you can sort winners by year or according to the categories of fiction, non-fiction or poetry.

Again from the Award’s website: “The Cleveland Foundation, the world’s first community foundation, has administered the Anisfield-Wolf prize since 1963. Before then, the Saturday Review sponsored the awards. From the early 1960s until 1996, internationally renowned anthropologist and author Ashley Montagu chaired the awards jury. That panel of globally prominent scholars and writers has since been overseen by Henry Louis Gates Jr., the acclaimed scholar, lecturer, social critic, writer, and editor.”

Have you heard of this Award? Despite its prestigious history and huge contribution, and the fact that the Anisfield-Wolf’s cash prizes equal the Pulitzer’s, many people haven’t heard of it. Perhaps that’s due to how ahead of its time the Award was, though Karen Long, the Award’s manager, has another theory:

“[The] Anisfield-Wolf remains a relatively unknown honor. Awards manager Karen Long suspects she knows why. ‘Things that address race are considered, sometimes in the larger culture, as homework or broccoli or good for you.'” —USA’s National Public Radio

Cultural Detectives, I am thrilled to be on the journey to developing intercultural competence, respect, understanding, collaboration and justice with you. And, I’m feeling like we need to work together to make sure more people know about this incredible resource! Let’s start by watching the Awards via live feed this Thursday, September 10, at 6:00 pm Cleveland time (GMT-4), and by circulating this post widely to your networks.

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!