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Why You Need Cultural Intelligence

IQ, EQ now CQ? As globalization has rendered the business environment more complex, dynamic, and competitive, the ability to function effectively in different cultural contexts, called Cultural Intelligence (CQ), has never been more important for organizations.

 

Cultural Metacognition (sometimes called Cultural Mindfulness) is the knowledge of and control over one´s thinking and learning activities in the specific domain of cultural experiences and strategies. Being culturally mindful means one is aware of the cultural context, consciously analyses the interactive situation, and plans courses of actions for different cultural contexts.

Employees who possess a high level of cultural intelligence play an important role in bridging divides and knowledge gaps in an organization: educating their peers about different cultures; transferring knowledge between otherwise disparate groups; helping to build interpersonal connections and smooth the interpersonal processes in a multicultural workforce. Culturally intelligent employees also possess the potential to drive up innovation and creativity, due to their ability to integrate diverse resources and help the business make best use of the multiple perspectives that a multicultural workforce brings to the workplace.

 

Such abilities go beyond simply being intelligent, emotionally mature, and/or having good general social skills. CQ is a system consisting of three interactive components - cultural knowledge, cross-cultural skills and cultural metacognition. While these three components of CQ can be developed in different ways (see below), it´s important to note that they do not operate in isolation from each other.

 

Cultural Knowledge is composed of content (what) and process (how) knowledge of other cultures, such as how and when people express disagreements with each other, and how to give feedback to subordinates.

 

Cross-Cultural Skills consist of a broad set of skills instrumental for intercultural effectiveness, specifically:

 

  • Relational skills; whether you enjoy talking and interacting with people from other cultures

  • Tolerance of uncertainty; whether you are able to tolerate uncertainties, ambiguities and unexpected changes in an intercultural interaction

  • Adaptability; whether you can change your behaviour according to the cultural demands

  • Empathy; whether you can put yourself in a culturally different person´s shoes and imagine the situation from his or her perspective

  • Perceptual acuity; whether you understand other people´s feelings and subtle meanings during intercultural interactions

 

The development of these skills is accelerated when one is equipped with the appropriate cultural knowledge that was developed earlier. For example, if you know that in cultures such as Spain meeting someone 10 minutes after your arranged time is not considered late, you will feel more at ease when a Spanish colleague does not turn up exactly on time for a meeting. Similarly, being adaptive in a new cultural context requires the knowledge of how to behave appropriately in that culture. Again, this learning experience will be optimized if you are mindful during intercultural interactions and analyse your own behaviour as well as your counterpart´s reactions.

 

Developing your CQ in these ways will go a long way to ensure that you and your organization are able to nimbly navigate across cultural boundaries.

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