New Law Threatens to Tear Apart Israeli Community

coverIsraelA new law threatens to tear apart communities and mutual agreements in Israeli society and brings up questions that haven’t been discussed—more democratic or more Jewish? There may be hope yet.
Guest blog post by Cultural Detective Israel co-author Anat Kedem

I wanted to share with you what has been going on in Israel. A new law declaring Israel the nation-state of the Jewish people, the so-called “Jewish Nationality Bill,” was passed last week. It has the weight of a constitutional amendment because it’s a “basic law.”

It fits right in with similar laws passed recently in other parts of the world. Sections of the law formalize symbols of statehood such as the national anthem and emblem, something that lawmakers say was missing from the Israeli legislative basis. Israel has 15 Basic Laws that require a 75% majority in the parliament to change. They constitute the legal foundation of our different institutions and are intended to be the basis for a future constitution.

The controversy is around the timing and impact of the new law and mostly around two sections in it.

  1. The first makes Hebrew the only official language, downgrading the position of Arabic to a “special” language—no longer a formal one.
  2. The other section allows communities (like the communal village where I live) to turn away people not belonging to the same ethnic group. Before this law, someone denied permission to live somewhere could sue on the basis of discrimination. With this new law there can be religious towns that will be allowed to deny secular people; Jewish villages that can turn away Arabs wanting to live there; and Arab villages that can not accept Jews. This is where the potential for division and destruction in this law is most apparent.

The new law is quite a coup for Bibi and his supporters, with protests by opposition who say it runs counter to the Basic Laws of Israel, including “complete equality of social and political rights” for “all its inhabitants” no matter their religion, race or sex. The Druze minority has found themselves excluded by the law, becoming second-rate citizens in spite of the fact that they shoulder citizen duties such as service in the military.

There was a major demonstration last Saturday evening, one of the largest in history, where side by side Jews and Druze showed solidarity. Our Arabic language learning group attended together. The protest finished with a loud and emotion-filled singing of the national anthem. It was very strengthening to come together and show that we have more unity than divisiveness.

It is a heartbreaking moment here, a death-inducing blow to everyone who believes in different groups living together, anyone that holds a vision of Israel being democratic and Jewish at the same time with equality for all. Holding both sides, as good Cultural Detectives do—being a democracy and a Jewish state—has always been a work in progress, necessitating gentle maneuvering, extensive dialogue and bridge building, but now the very fabric of our mutual existence here has been brutally torn apart. I see this as a state-generated act of exclusion, drawing a line between those that “belong” and those that are required to live in a permanent sense of existential insecurity, dependent on the good will of the government.

That said, we don’t yet know if this law will stand up to supreme court scrutiny. It was legislated by a very narrow margin and major lawmakers are conceding it will need to be changed. The Israeli parliament is out for summer break so nothing can be done now.  Things in Israel change all the time adapting to new circumstances—so who knows?!!!!

We’ve been holding counsel with friends and neighbors, and have witnessed lots of grass roots initiatives going on now. This might be a change for the better after all. People need to be much more involved with the daily work of representation—no more ballet once in four years and believing that things will be taken care of. We are in for interesting times. Passing the law has had the opposite of its intended impact, bringing us closer together. All around there are acts of solidarity. One of the hospitals had the staff stand outside with signs: “Jews and Arabs working here will not be made into enemies.” Impromptu Arabic learning groups have gathered, and Israel’s president, who must sign the law, said he will sign it in Arabic. A well regarded Israeli Arab lawmaker resigned from parliament, and writers and former chiefs of Army staffs are speaking out.

David Grossman, an Israeli writer who won the Man Brooker award and who serves as our moral compass, wrote an open letter in the August 3rd newspaper. He wrote,

“For hundreds and thousands of years, the Jewish people were a minority in the countries in which they lived. The experience of being a minority shaped our identity, sharpened our moral sensitivity. Now we Jews are the majority in our country. It is a tremendous responsibility to be a majority, and it is a great challenge, political and social, and especially human: to understand that the attitude towards the minority is one of the major tests of the majority in a democratic regime. … Equality is the starting point of citizenship, not its product. It is the land from which citizenship grows. It is also what allows the highest freedom—the freedom to be different. Different, and yet equal to everyone else…. Perhaps this law does us a great favor, and reveals to us all, from the left and the right, without illusions or self-deceit, where we are, the point to which Israel has deteriorated. Perhaps this law will finally shake all of us, from all sides of the political map, who fear for Israel; for its spirit, its humanity, its Jewish, democratic and human values. I have no doubt that there are so many, on the left, right and center, decent and sober people who know that this law is a disgraceful act and a betrayal of the state by its citizens.”

Netanyahu, as usual, presents this as a struggle between the left and the right. But it is a much deeper and fateful struggle, a struggle between those who have given up and those who still hope. Those who have succumbed to nationalist and racist bias, and those who continue to oppose it, who insist on preserving in their hearts a picture, an image, a hope of how things can be in a proper country.”

To subscribe to Cultural Detective Online and learn from over 70 intercultural skills development packages including CD Israel, or to license printed materials of this world-class, theoretically-grounded and immediately useful series for your classroom, training, or coaching, click here.

 

Awesome New Webinar Series!

eventbriteCultural Detective offers a series of complimentary webinars that you, your colleagues, clients, and prospects should most definitely attend. In the introductory 90-minute webinar, “Cross-Cultural Effectiveness,” participants learn the basic Cultural Detective Method for analyzing interactions in context and using differences as assets, and they receive a three-day pass to the Cultural Detective Online system to explore later on their own. If you haven’t attended, we urge you to do so. And, seriously, invite your colleagues, clients, students, prospects, neighbors; this is great free marketing—many in our community use it as one of the steps in their sales funnel. And don’t forget those in the educational arena—quite a few professors now require Cultural Detective for their classes.

In addition to our introductory webinars, this year we have added four NEW standard webinars, AND we are adding a special series of four online workshops on Latin America! We invite you to join us for one or all of these exciting webinars.

https-cdn-evbuc-com-images-27476928-52936038434-1-originalCheck out our new special four-part series called “Latin America and Its Place in World Life.” The first online workshop will focus on the Andes Region, the second on the Cone South, the third on Central America including México, and the last on the Caribbean Islands. If you attend all four, you will receive a one-month pass to Cultural Detective Online and one hour of consulting from Fernando Parrado, principal facilitator of the webinars, founder of Global Minds, and co-author of Cultural Detective Colombia. Here’s the series description:

  • Latin America has assumed a key leadership role in exploring innovative solutions for restructuring societal inequity and promoting responsible development and the sustainable use of natural resources. Many of these efforts are based on popular, direct-democratic movements, including indigenous social movements. Eleven nations include multiculturalism and multilingualism in their constitutions, and an additional four recognize indigenous rights. The region’s economy is the third largest with a GDP of $5,573,397 million USD, its population was estimated at more than 604 million (third in the world), and biggest world territory (it has an area of approximately 19,197,000 km2).Yet Latin America has been culturally misunderstood! It is often treated as a single market with shared language, religion, history and culture, but the region envelops important differences. This highly experiential workshop will enable participants to explore the richness, complexity, irony, and promise of the hundreds of cultures that comprise Latin America.
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Superman is property of DC Comics; original photo is probably ©Warner Brothers

Our four newly launched webinars are:

  1. Cultural Self Discovery in CD Online
    During this 90-minute online learning event, participants will learn how Cultural Detective Online allows you to make Personal Values Lenses, a powerful tool for developing understanding of oneself as a cultural being, knowledge that can help you more fully understand why you respond the way you do, and explain yourself to others who may not share your values. Personal Values Lenses can be overlaid and compared with national Values Lenses or Values Lenses of different generations, spiritual traditions, genders, or sexual orientations. Personal Values Lenses are also incredibly helpful tools for enhancing team, family, or community effectiveness. Participants will also leave with a new cross-cultural activity.
  2. Group Collaboration in CD Online
    The value of social and collaborative learning are undisputed, and Cultural Detective Online harnesses the power of such learning simply and easily. During this 60-minute online learning event, participants will learn how to: set up and manage group subscriptions, subscribe and unsubscribe group members and enable them to collaboratively write critical incidents and debriefs, instruct group members to share their work with you (or keep it private), approve or edit submissions, and share submissions with other group members. Participants will receive the PowerPoint slides used in the presentation.
  3. Building Intercultural Competence in an Organization Using Cultural Detective
    In an age when our world communities are polarized like never before, Cultural Detective is an effective tool for bridging differences, resolving conflict, and engaging in difficult dialogues. During this 60-minute online learning event, participants will explore some of our client’s best practices for building intercultural competence, effectiveness, and innovation by making the most of Cultural Detective Online in their organizations. We will cover both strategies and techniques, small projects and organization-wide efforts. Participants will also leave with a new cross-cultural activity.
  4. How is Cultural Detective Different from Other Intercultural Tools?
    These days we are blessed with a broad selection of intercultural communication and diversity tools, exercises, and techniques. Yet, the vast majority of these are based on cultural dimensions—a terrific model for comparing cultures, though not necessarily effective for bridging them, and particularly not for helping us build respect, equity, and justice in our world. During this 60-minute online learning event, participants will take a look at some of the features that make Cultural Detective Online effective and unique in the marketplace, as well as key requisites to developing intercultural competence.

Seats are limited, so be sure to reserve yours today!

On the Road with Migrants: Translation Help Needed

migrants-2-7123c.jpgThe Caritas game “On the Road with Migrants” is now available online in Italian and Greek, in addition to French, English and German. Please scroll down the following link for your free download:
http://www.secours-catholique.org/actualites/en-route-avec-les-migrants-un-jeu-a-telecharger

I am working on a translation to Spanish. Would LOVE your help! …. Please let us know if you are willing and able as we are putting together a team.

Thank you for helping us build respect, equity, inclusion and JUSTICE in our world!

Sperm Whales and Cultural Diversity

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Image from “The Lost Culture of Whales,” by Shane Gero in The New York Times

Our annual year-end gift to each other in our family is a boat trip to visit the humpback whales in our bay in Mazatlán. They are gorgeous, and during the trip we often swim with dolphins, delight in jumping mantas, and greet sea turtles.

I just read an article about sperm whales on the other side of Mexico, in the Eastern Caribbean (The Lost Culture of Whales, in The New York Times); their populations are declining by 4% annually. Horrible, for sure, but why write about that on the Cultural Detective blog? Granted, we here at Cultural Detective very much support sustainability, a reduced footprint, and respect for our planet and its ecology. But what do declining sperm whale populations have to do with culture?

According to Shane Gero, behavioral ecologist and founder of the Dominica Sperm Whale Project: “Behavior is what you do; culture is how you do it. All sperm whales do the same things — feed, swim, defend, socialize — but how they do them is different around the world. Just as humans use forks or chopsticks, they, too, differ in how they eat, what species of squid they eat, how fast they travel and where they roam, their social behavior, and probably many other ways we still do not understand.” Sperm whales in the Eastern Caribbean have at least 22 different dialects, and can identify one another. Interestingly, those from a similar culture are more likely to cooperate.

It seems that the lives of sperm whales are remarkably similar to those of humans: extended family members — usually female — babysit calves. Family is critical to survival, and the whales live in communities of neighboring families in a multicultural oceanic society, according to Gero. “We are not just losing specific whales that we have come to know as individuals; we are losing a way of life, a culture — the accumulated wisdom of generations on how to survive in the deep waters of the Caribbean Sea.”

I found all this fascinating, but I especially enjoyed reading Gero’s conclusions, which I post below.

“The definition of biodiversity needs to include cultural diversity. All sperm whales around the world are similar genetically… But genetics may not be particularly helpful when conserving populations of cultural whales. ‘Genetic stocks,’ which we have traditionally used to manage and protect much of the world’s wildlife, simply cannot preserve the diversity of life. Diverse systems are more resilient, and the most important diversity in sperm whales, as in humans, is in their cultural traditions.

I could point to many reasons to protect whales, like the way they mitigate the effects of climate change by cycling nutrients that enable the ocean to reduce carbon in the atmosphere, or how top predators regulate marine food chains. But if we are to preserve life, ours and theirs, we must find ways to succeed together, and value diversity in our societies and in our ecosystems.

—Shane Gero, behavioral ecologist and founder of the Dominica Sperm Whale Project

Life is indeed wholistic, all beings are interconnected, and preserving the diversity amongst ourselves and our animal and plant life may be key to our survival. I have no doubt it’s key to our well being.

The best part of working with Cultural Detective has always been the community — you — like-minded people striving to build intercultural competence. Gero’s opinions and experience would seem to make the case that our community is broader than I thought, including, at a minimum, biologists and ecologists, as well.

Study Supports Ecotonos’ Effectiveness

ecotonos-research

“This study shows that the use of the Ecotonos: A Simulation for Collaborating Across Cultures supports the development of cultural intelligence (CQ) and an increase in the development of confidence in cross-cultural encounters.

This legitimates the use of Ecotonos in international business education.

Ecotonos may also be effective in preparing students for overseas internships or study abroad programs… and in multinational corporations and universities as a means to improve the CQ of their management and students.”
—Bücker and Korzilius

Since its publication in 1995, Ecotonos: A Simulation for Collaborating Across Cultures has become a classic in the field of intercultural communication competence; it is a go-to resource for corporations, universities and NGOs that require the ability to effectively team across cultures. Two decades of anecdotal evidence strongly support Ecotonos’ usefulness, but it is only recently that management researchers in The Netherlands provided empirical evidence on the simulation’s effectiveness.

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Three of the five generations of Ecotonos; compact Fifth Edition on the right.

Developing cultural intelligence: assessing the effect of the Ecotonos cultural simulation game for international business students,” a study published in The International Journal of Human Resource Management (Vol. 26, No. 15, 1995-2014) by Joost JLE Bücker and Hubert Korzilius, found that Ecotonos supports the development of cultural intelligence (CQ), specifically metacognitive, motivational, and behavioral CQ.

Bücker and Korzilius write, “CQ is defined by Earley and Ang (2003) as a person’s capability to adapt effectively to new cultural contexts. It refers to individual capacities which enable one to interact effectively with others from different cultural backgrounds and in different cultural contexts (Brislin, Worthley, & MacNab, 2006). It is the ability to adapt and adjust to one’s environment, and the effective functioning in situations characterized by cultural diversity.”

The research was designed to test the benefits of using Ecotonos as a training method to develop CQ among business students that participate in an international study program, while the researchers also saw applications for corporations and universities. Simulations and role plays “should provide the most suitable opportunity to train someone’s CQ… ECOTONOS (Saphiere, 1995) was created as an attempt to add additional learning goals to those of existing games such as BAFA BAFA and ALBATROSS, by creating simulations that had more complex options.”

The study of 66 students in Toulouse and Nijmegen consisted of an experiment group that engaged in one round of playing Ecotonos, a control group that did not participate in Ecotonos, and the completion of four questionnaires 3-5 weeks apart by members of both groups:

  1. CQS (Ang et al, 2007)
  2. Cross-cultural Communication Effectiveness (adapted from Hammer, Gudykunst & Wiseman, 1978)
  3. Social Desirability Scales (Kleumper, 2008)
  4. New Self-Efficacy Scale (Chen, Gulley and Eden, 2001)

Bücker and Korzilius note the importance of their study:

“Although it has been claimed that simulation games may give positive outcomes, such as more familiarity with people different from ourselves in terms of gender or ethnicity, such games may also reinforce prejudices. Burgstahler and Doe (2006) claim that ‘In all types of simulations there is a risk of long-lasting unintended negative results’ (p. 9).

An evaluation of an intercultural communications simulation called BAFA BAFA (Shirts, 1973) found evidence of a positive change in enthusiasm for learning, an intended result, and an increased ethnocentrism, an unintended result (Bruschke, Gartner, & Seiter, 1993). The simulated experience triggered negative and reactionary attitudes toward other cultures, and did not allow for more positive changes that might come from extended interaction across cultures (Bruschke et al., 1993).

The two simulation games of Bafa Bafa and Ecotonos are different. Whereas in the Bafa Bafa game participants are invited to simulate explicit stated cultural behavior, in the Ecotonos game participants have more freedom to create their own culture. This different way of prescribing behavior in the two games may have implications for the degree of prejudice after the simulation.”

The researchers found that “Ecotonos increases the ability to reflect on cross-cultural interactions, and stimulates interest in intercultural behavior and practicing cross-cultural relevant behavior.”

eco-pieces-with-guide

A concern that came out of the study is that researchers found “there is more understanding and comfort in student interactions, but there is not more progress in the joint project result. For undergraduate business students, feeling comfortable in intercultural situations and becoming interested in other students’ cultural backgrounds is already a great win; it stimulates intercultural learning by opening up students’ mindsets in the international class. For more mature graduate students, extra strategic learning should be expected during the simulation game, in terms of effectiveness of their cross-cultural behavior and effectuating certain predefined targets in their communication. This might be developed by stimulating the competitive side of the role of the participants in the simulation game.”

I would posit that playing Ecotonos multiple times will enable students to practice and improve their collaborative abilities; this is, after all, how the game is designed to be used. A different task or case study can be used each time the game is played, and different rule cards as well, making the play unique each time.

A second way for participants to improve their collaboration skills is for facilitators to urge them to choose one behavior they would like to demonstrate during the simulation. Participants should focus on that. During game play, when collaboration all too frequently breaks down, facilitators can interrupt play to remind players to practice the skill they have previously chosen. Both of these interventions are described in the Ecotonos Manual, 5th Edition, 2016.

I would like to thank both researchers for this work, and express my hope that they will continue with further studies on this topic.

If you haven’t yet conducted Ecotonos with your students, trainees or learners, what are you waiting for? Purchase your copy today. If you have an older copy, you may want to update; the fifth edition has explanations of a whole lot of how-to and underlying theory that you may be missing from earlier versions.

Resource Review: GDI Benchmarks

We tend to get a lot of phone calls asking us to recommend a cross-cultural assessment instrument. Usually I ask what  seems to me a very logical question: “What is it you are trying to assess?” I am then often shocked to hear that the caller is not able to answer my question!

As an organizational effectiveness practitioner I am concerned with individual and interpersonal effectiveness as well as that of the overall organization. We all live and work within systems, and if that system rewards and encourages us NOT to be cross-culturally competent, we are going to nurse burnout if we try to demonstrate and develop that skill. Organizational systems and structures need to support and reinforce individual and interpersonal competence. That is why “Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World” is one of my favorite assessment tools.

Written by Cultural Detective Global Diversity and Inclusion co-author Alan Richter, along with the very talented Julie O’Mara, the tool is available for use free of charge, though the authors ask that you submit a written request for permission (julie@omaraassoc.com or alanrichter@qedconsulting.com).

Newly updated in 2011, the 32-page booklet is based on a core model of 13 categories arranged into four key areas: Foundational Factors, Internal Abilities, External Benchmarks, and Bridging Competencies (you can already imagine how well this blends with a Cultural Detective approach!). The assessment instrument involves rating the organization at one of five levels for each of the 13 categories. Thus, it is very easy to use and educates as it assesses.

The GDI Benchmarks are based on extensive contributions from 79 experts around the world, and were developed from groundbreaking research in the early 1990s. Please contact Julie or Alan to learn more. And please share with us your organization’s progress with these benchmarks as you use Cultural Detective!

Latino Growth in USA Signals Need for Change

Andrés Tapia has written an article for Diversity Executive, in which he outlines the need to adapt US business practices in order to attract, retain and make the most of Latino talent. In the article, he references (and gives you a sneak peak of) our upcoming Cultural Detective Latino/Hispanic.

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This article by Vijay Nagaswami, “Culture vs. culture,” was sent to us via the marvelous Cultural Detective certified facilitator and current SIETAR India President, Sunita Nichani. She says, “Here is an interesting article published this Sunday in one of India’s leading newspapers, The Hindu. With the slow erosion of the custom of marrying within similar communities in India, intercultural competence will be vital for making marriages work.”

Lots of work to do in this world, in so many ways and places. Let’s get started, everyone!

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Interesting article in Diversity Executive magazine about product naming problems in the global market, some good examples, and a link to an article on the value of intercultural competence.

Kudos to all our interpretation and translation colleagues!

What are you favorite “Cultural DeFective” examples? And your strategies for preventing them?

People To People International Working with Cultural Detective to Diversify Chapter Recruitment

Over the past several years I have enjoyed developing a professional and personally meaningful relationship with the People to People International organization (PTPI). For those of you who are not familiar with PTPI, the organization was founded by President Dwight D. Eisenhower in 1956 and is now run by his granddaughter, Mary Jean Eisenhower. Their mission is “to enhance international understanding and friendship through educational, cultural and humanitarian activities involving the exchange of ideas and experiences directly among peoples of different countries and diverse cultures.” They are a dynamic group of dedicated staff and thousands of volunteers in over 135 countries truly working to promote the benefit of people working and living cooperatively together throughout our world. They are known by their tagline, “Peace Through Understanding.

Last year in November Cultural Detective had the privilege of sponsoring and designing the student curriculum for the PTPI Global Youth Forum 2011 (GYF). We focused on designing curriculum that would readily engage about 130 students and GYF leaders and most importantly inspire them to explore building relationships outside of their perhaps “look and act like me” group of students and friends in their local communities. Based on the testimonials of both students and teachers, we feel we did a pretty good job!

This spring I’ve been asked to present the Cultural Detective Method to PTPI Board Members and the PTPI Community at Large so they can focus their attention on recruitment of diverse leaders and members. In the upcoming session I hope to show how generational differences as well as national cultural differences impact with whom we as individuals may naturally gravitate to, which can limit the growth opportunities possible by confidently reaching out to people of multiple cultures. Stay tuned for more about the event in a future post!