multicultural team connectivity ccc2016 els_powerpoint 2016 october 17
TRANSCRIPT
O C T O B E R 1 9 - 2 1 | N E W Y O R K
THE FUTURE OF COACHING: BUILDING BRIDGES AND EXPANDING BOUNDARIES
Mult icultural Team Connectivi ty U t i l i z i n g D i f f e r e n c e s t o Y i e l d H i g h P e r f o r m i n g Te a m s
M u l t i c u l t u r a l T e a m C o n n e c t i v i t y
Dr. Yaron Prywes Mesum Buser
Christian Tanja [email protected]
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Value Add • Psychological safety is essential for high performing
teams (Duhigg, 2016; Carr & Peters, 2013) but the challenge is that establishing such safety is difficult to implement and often messy
• Our Multicultural Connectivity training, developed and piloted over the past three years at Columbia University, helps people take off their "work masks" and strengthens the "connective tissue" within a team
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By the end of this session participants will be able to:
1 Use an identity encounter methodology to facilitate psychological safety and authentic diversity conversations within a team
2 Differentiate between three levels of coaching interventions, and articulate what characterizes coaching interventions at each level.
3 Articulate at least one way in which their own culture may impede their capacity to effectively coach a diverse, multicultural team.
Objectives
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Agenda • Welcome and Orientation (5 min) • Presentation of Model (10 min) • Identity Encounter Practice Rd. #1 (30 min) • Identity Encounter Practice Rd. #2 (30 min) • Discussion and Close (10 min)
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Multicultural Connectivity Model
• © 2016 Dr. Yaron Prywes
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LEVELS OF LISTENING 1. SELF
• Filter via your experience • Orient self with facts/ content
2. OTHER • Focus on other including
emoDons & body language • Foster deeper understanding
& respect 3. GLOBAL
• Listen for IdenDty and Socio-‐RelaDonship meanings
• Support desired self-‐concepts • Foster insight &
transformaDon
Self Other
Team Culture
Nonverbal Code
Verbal Code
Connec&vity
Adapted Neuliep, 2015 Adapted CTI, 2012 Adapted Neuliep, 2015 Adapted CTI, 2012
Adapted Neuliep, 2016 Adapted CTI, 2012
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1 Listen for Identity • Who are they? What aspect of their identity is salient?
2 Name Socio-Relationship Meanings (roles) • Who are we? How are relationships being defined? What cultural norms
may be at play?
3 Support Desired Self-Concepts • They should feel understood, respected, supported
4 Explore Their “Journey” • Where might they be on their “journey”? What might their next “evolution”
look like?
Level 3: Global
Prywes 2016
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Identity Encounter Presentation #1 (30 min) • Presentation (5 min) • Paired Conversation (5 min) • Coaching Interventions (10 min) • Presenter responds (5 min) • Group Discussion (5 min)
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Discuss your reaction to the presentation with a partner:
• Level 1 Self. What did it trigger for you? • Level 2 Other. What did you notice (i.e., non-verbals)? • Level 3 Global. What aspects of their identity might be
at play?
Be prepared to offer an observation, an insight or a question to the presenter in 5 minutes.
Paired Conversations (5 min)
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Coaching Interventions (10 min) • The audience shares with the presenter approximately
10 coaching interventions in total (i.e., observations, insights, and/or questions).
• During this time the presenter is quietly listening to the “mosaic of perspectives shared” and documenting the 10 interventions shared.
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Presenter Responds (5 min) • Presenter responds to questions, comments,
and observations made by the audience • He or she may not able to respond to everyone
in the time allotted so may need to prioritize
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Group Discussion (5 min) • Level 1 Self. Reflect on your filter. How did you previous experience, assumptions, and/or beliefs influence your intervention? How might your culture be impeding or serving your capacity to coach?
• Level 3 Global. In what ways is this story a human story?
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Identity Encounter Presentation #2 (30 min) • Presentation (5 min) • Paired Conversation (5 min) • Coaching Interventions (10 min) • Presenter Responds (5 min) • Group Discussion (5 min)
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5 Common Cultural Orientations • Hierarchical vs. Participative Orientation • Individualism vs. Group Orientation • Achievement vs. Quality of Life Orientation • Need for Certainty vs. Tolerance for Ambiguity Orientation • Indulgence vs. Restraint Orientation
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Bing, 2015
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Closing Reflections • Limitations and Future Research
– Determine optimal timing and sequencing with other interventions
– Best way to protect the most vulnerable
• Key Take-ways • Questions
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Thank you! [email protected]
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References • Bing, C.M. (2015). Many Cultures, One Team: Build Your Cultural
Repertoire. Basking Ridge, NJ: Technics Publications. • Duhigg, C. (2016). What Google learned from its quest to build the
perfect team. The New York Times Magazine, pp. MM20. • Hofstede, G., Hofstede, J, & Minkov, M. (2010). Cultures and
Organizations: Software of the Mind (3rd ed). USA: McGraw-Hill. • Neuliep, J.W. (2015). Intercultural Communication: A Contextual
Approach (6th edition), Thousand Oaks, CA: Sage. • Peters, J., and Carr, C. (2013). High performance team coaching: A
comprehensive system for leaders and coaches. Calgary, AB: InnerActive Leadership Associates, Inc.
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