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       Cross-Cultural                   Competency

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      The ability to understand a variety of different cultures and effectively engage

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                       with them in a professional and collaborative manner.

       The following artifacts and accompanying information demonstrate my mastery

                     

                               of leadership theories and concepts in context.

  • Artifact: Intercultural Development Inventory Assessment

    • LDRS 660: Global Leadership

    • This portfolio, specifically the part regarding the IDI, used for the Global Leadership course was an impactful assessment used in the LDRS 660 course. My Intercultural Development Inventory Assessment was both interesting and insightful as it gave me a different "view" into my current cultural skillset and natural mindset towards cultural difference in our present society. The assessment demonstrates my achievement and continued growth in the Cross-Cultural Competency outcome by forcing me to reflect upon my individual assessment results.                                   ​​                                                                                                                                                                The assessment identified that Polarization Orientation is my state of  intercultural development. I was surprised that my Perceived                Orientation Score of "acceptance" was so much higher that my actual    Development Orientation score...resulting in a relatively large                Orientation Gap. This gap forced me to acknowledge my  overestimation of my sate of intercultural development- which was  quite disappointing, as I believe I see all people through a lens that is    fair and consistent. I was reassured that my perception of who I am and how I treat people was accurate, but the assessment results have forced me to be consciously aware of my overall tolerance level for   ALL people.​                                                                                       

   

              Minimization through Acceptance was my other intercultural                           development path. This assessment realization will force me to move                   away from my "us against them" mentality which will ultimately                         allow me to increase my own self-awareness in honoring the layers                      and complexities of all cultures. Removing the barriers that I have                        created will allow me to be more reflective and gives me the                                permission to make the necessary adjustments to appreciate the                            elements of all cultures and to truly honor diversity in all shapes and                    forms.​​                                                                                                                                           

              Knowing that all assessments will result in pros and cons for a person                  to use to be reflective, it was important that I was able to understand                    the complexity of the elements included in one's cross-cultural                              competency level. In addition, I feel like I have been given a better                      understanding of my areas of growth and the tools that I can use to                      bridge my gaps. Making the necessary changes in my own behaviors,                  mindset and cultural skills will allow me to have more meaningful                        relationships with others and for me to model the behaviors that I                         want people to see from me. The Cross-Cultural Competency concept                 allowed me to grow significantly in my overall leadership abilities.

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  • Artifact: Cross-Cultural Effectiveness Paper

    • LDRS 200: Discovering Leadership

    • This opportunity to evaluate various cross-cultural leadership styles and the effectiveness of these different strategies across different cultures was both impactful and eye opening. Used as a tool for the Discovering Leadership course, this paper provided an impactful comparison of cross-cultural leadership styles for the LDRS 220 course. The paper forced me to research and understand leadership tactics within the Anglo/US Cultural Cluster and that of the Confucian Asian/Japanese Cultural Cluster. My ability to understand the practices of different leadership styles and their effectiveness across various cultures gives me the opportunity to grow in my own Cross-Cultural Competency outcome by forcing me to reflect upon my individual experiences and how they compare to other cultural leadership styles.                                   ​​                                                                                                          This activity allowed me to understand the challenges of identifying an effective leadership style when dealing with a multicultural team. The variance in communication styles, work styles, levels of participation, patience, diversity of power structures, collectivism, and humane orientation must all be considered when leading a cross-cultural group of people. 

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              Anglo Culture Expectations: direct communication, openness to 

              change, assertiveness, quick decision making, individual contributions, 

              emphasis on performance, loyalty, personal achievements and 

              recognition.

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              Confusion Asian Culture Expectations: indirect communication, group

              harmony, respect for superiors, longer and more extensive discussions 

              associated with decision making, team-oriented, avoidance of open

              conflict, loyalty, and patience.

                                                                                                                                          Knowing that the groups of people that I may be expected to lead will

               most definitely include a cross-cultural population, it is important that                 I am able to understand the complexity of the elements included in                       one's cross-cultural competency level. Having the tools to successfully

               identify various cultural leadership needs and then making the                               necessary changes in my own behaviors, mindset and cultural skills in

               order to successfully meet the expectations of different cultures, will                   allow me to have more meaningful relationships with the members of                   my teams and for me to model the behaviors that I want people to see                   from me. The Cross-Cultural Competency concept allowed me to                         grow significantly in my overall leadership abilities.

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