Cultural Intelligence
Cultural intelligence or CQ® is a globally recognized measurement of intercultural effectiveness. Cultural intelligence is the capability to interact effectively across diverse cultural contexts in interactions with people/groups. Knowing your CQ strengths/capabilities, so too knowing your CQ areas that can be further developed can support you to tailor your learning toward building on intercultural effectiveness. CQ is made up of 4 domains, CQ Drive, CQ Knowledge, CQ Strategy and CQ Action.
As part of the CQ measurement, your Cultural values (Behavioural preferences) can be mapped and usefully reveals your preferences across 10 dimensions, revealing insights into how you view the world and yourself within it.
Cultural values shape your approach to work, relationships and life in general– informing beliefs, behaviours and decision making etc. Appreciating where your cultural values preferences may be similar and/or different to that of others, can provide insights into individual as well as team interactions.
A group (team) cultural values/behavioural preference profile can provide a ‘current shape/state’ assessment that can usefully illuminate communication preferences, conflict handling approaches, deference to authority tendencies etc. Trust, collaboration and innovation within teams can be enhanced in teams with high CQ, and behavioural preference profiles can aid individual and team understandings enabling pursuit of opportunities to enhance effectiveness. Within a context of organisation stakeholders serving diverse communities with products and services, undertaking a CQ assessment can be a valuable tool to provide insights into how individuals function across different types of culture including in domestic contexts e.g. multicultural teams, and as part of Equity, diversity and Inclusion programmes, as well as across national cultures, ethnic, generational, organisational, functional and professional cultures etc. CQ (as differentiated from an array of cultural competence models), looks at culture in its widest sense versus singular focus on Race/ethnicity and as such, CQ encompasses intersectionality.
CQ is based on rigorous academic research with evidence that reveals that culturally intelligent organisations are more likely to achieve performance goals and a leader’s CQ can mean the difference between thriving in our globalised, 21st century world and becoming outdated.
Benefits of CQ assessments include:
For more information please contact [email protected]
Cultural values shape your approach to work, relationships and life in general– informing beliefs, behaviours and decision making etc. Appreciating where your cultural values preferences may be similar and/or different to that of others, can provide insights into individual as well as team interactions.
A group (team) cultural values/behavioural preference profile can provide a ‘current shape/state’ assessment that can usefully illuminate communication preferences, conflict handling approaches, deference to authority tendencies etc. Trust, collaboration and innovation within teams can be enhanced in teams with high CQ, and behavioural preference profiles can aid individual and team understandings enabling pursuit of opportunities to enhance effectiveness. Within a context of organisation stakeholders serving diverse communities with products and services, undertaking a CQ assessment can be a valuable tool to provide insights into how individuals function across different types of culture including in domestic contexts e.g. multicultural teams, and as part of Equity, diversity and Inclusion programmes, as well as across national cultures, ethnic, generational, organisational, functional and professional cultures etc. CQ (as differentiated from an array of cultural competence models), looks at culture in its widest sense versus singular focus on Race/ethnicity and as such, CQ encompasses intersectionality.
CQ is based on rigorous academic research with evidence that reveals that culturally intelligent organisations are more likely to achieve performance goals and a leader’s CQ can mean the difference between thriving in our globalised, 21st century world and becoming outdated.
Benefits of CQ assessments include:
- CQ is rigorously validated academically
- Individuals who undertake CQ assessment, are benchmarked against individuals world-wide.
- CQ identifies strengths as well as the capabilities that can be developed to support personal effectiveness in culturally diverse contexts.
- Increased self-awareness – particularly – how members might impact others.
- The potential of evidence-based tracking (via ‘Pre’ and ‘Post’ CQ Assessments) as effective ways to measure CQ growth/development (at an individual, team, or leadership/occupational level etc.)
- Being benchmarked alongside a global community (currently over 250,000+ people have been CQ assessed across over 160 countries). By undertaking a CQ assessment you will be in good company being assessed against worldwide standards/norms!
- https://culturalq.com/about-cultural-intelligence/
- https://www.mindtools.com/aisl5uv/cultural-intelligence
- The What, How and Why of Cultural Intelligence | Psychology Today
For more information please contact [email protected]
Meet the Trainer
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Carol is a Training and Organisation development (O.D.) practitioner with 23 years experience of facilitating individual and organisational learning. Carol has a track record suitably matched to supporting organisation members in reflecting on their practice and facilitating change. Carol has supported teams in the development of strategies for change and organisation-wide learning, and has experience in her previous O.D. role in supporting executive teams to integrate/mainstream change action into directorate functions.
Carol has designed and facilitated interventions with new teams, well-established and temporary project teams in the development of action plans to support service redesign, service improvement and delivery processes. Carols’ diverse portfolio includes coaching and Action learning, which includes facilitating action research processes as part of a bespoke change programme to support staff in embedding dignity in their care practice within a residential establishment. More recently Carol has designed and delivered a Leadership programme for Lead Nursing Staff. Having had her formative years of work in social care and health services, and having a diverse portfolio in delivering successful learning and development interventions, Carol remains a key part of Central’s team delivering change related programmes in several local authorities. Carol is amongst the 3000+ strong facilitators globally, certified by the Cultural intelligence (CQ®) Centre to administer their statistically validated CQ assessment. |