Selamat datang! A warm “welcome” from the beautiful Indonesian archipelago, where I

spent some time in August. I went to Bali to attend the Annual International Meeting for

CISV International, a non-profit global peace education organization. For the conference

theme, CISV Indonesia selected “Gotong Royong”, Indonesia’s traditional system of mu-

tual cooperation and joint responsibility. For Indonesians it is not an obligation but a

deeply rooted understanding of the individual’s relationship to the whole. A concept that

was not only evident throughout the CISV meeting but also throughout Balinese culture

and society.

“Gotong Royong” is a concept that any work group or team can embrace. It requires a

willingness to work together with a sense of solidarity and trust, and to put aside individual

needs and wants. In North America we often use the term “the whole is greater than the

sum of its parts” but rarely do we incorporate this as an approach to team work and col-

laboration. In Indonesia, “Gotong Royong” is an innate understanding and approach to

community, economics and politics which involves everyone pitching in and not expect-

ing others to be responsible. Why not inject a little “Gotong Royong” into your teams as

you begin the new school year? Just implement these fundamental principles:

1. Divide and share tasks together towards a common goal.

2. Respect and trust one another.

3. Consider the impact on the whole.

4. Include others in discussion and decision making.

5. Respond to the needs of others.

A Word from Tamara: Gotong Royong!

How to Make the Transition Successful

Transitioning into a new position, organization, or culture? Whether you are facing a

change or trying to implement one, preparation is the key. It has been 2 years since I relo-

cated back to the US from Canada. The most common question I am asked is if I like living

in Albuquerque. However, the real question is, “How have I managed the transition?”

Change is inevitable, often welcomed, but mostly resisted. It is best managed when you

prepare for all phases of a transition. William Bridges offers a very accessible approach to

understanding and managing change in his book Managing Transitions: Making the Most

of Change. Bridges divides the process of change into three stages; Endings, the Neutral

Zone and New Beginnings. He suggests a successful transition requires intentional actions

in all three stages.

Endings: The first stage is a process of letting go of the old ways, and dealing with the tan-

gible and intangible losses. A crucial element of this phase is acknowledging what you

are losing and doing something intentional to say goodbye. It is very easy to get caught

up in the excitement of something new or the fear of it.

Continued on page 2

A Word from Tamara: Gotong Royong! 1

How to Make the Transition Successful 1-2

Upcoming Events 2

Leveraging Intercultural Competencies in Climate Change Resilience Planning 3

Watch and Learn: Crossing Borders a documentary 4

Quote of Inspiration 4

Inside this Fall issue:

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Volume 2, Issue 1

Fall 2011

Before leaving Canada, I went to my favorite sites, drove along the coast, took walks and photographs, and most im-

portantly celebrated the relationships I had made. Taking the time to acknowledge the experience I had had was cru-

cial towards reinforcing its significance and impact on my future experiences.

Neutral Zone: The second stage is a process of realignment and adjustment. At this stage, there is uncertainty as one

tries to adapt to the new patterns, processes, and people. There are no ready-made answers at this stage, what you

knew before no longer works. Old behaviors no longer produce the expected results, and a lot of energy must go into

new behaviors. While this creates frustration and anxiety, it also opens the door to creativity and innovation. It is impor-

tant at this phase not to idealize the past and to explore opportunities doing something in a new way. It is important not

to get caught up in the “used to” and challenge yourself to innovate and create “going to”.

One the challenges of moving back was the relocation my business. When I thought about how I would re-start my busi-

ness in the US it was a bit daunting. I was incredibly uncertain about how my clientele would change and how I could

compete in a totally different market. Starting over was not appealing so I reframed my perspective and took it as an

opportunity to EXPAND. This allowed me to be more creative, and explore new possibilities that have translated into

greater success for my business.

New Beginnings: In the final stage you embrace the change and begin to behave in new ways, develop new routines,

and learn new things. At this stage you have let go of the past, been innovative and open, and adapted to the

change. At this stage, you have the opportunity to develop new competencies, create a new identify, and envision a

new sense of purpose.

So now when people ask me how I like living in Albuquerque, my

response is always, “I love it!” I truly enjoy living in such a culturally

rich and diverse community, developing new relationships and

ties to the community, and experiencing professional and per-

sonal growth. My insatiable craving for “frito pie” is only evi-

dence of a successful transition to life in New Mexico.

If you are in the midst of change, consider which of the three

phases you might be in; endings, neutral zone, or new begin-

nings. Consider which actions you can take to move yourself

from one phase to the next. A successful transition will require you

to be open, willing, and prepared.

Page 2

How to Make the Transition Successful con’t

TNT DEV ELOPM ENTS 2011

The Annual NCSPOD (North American Council for Staff, Program, and Organizational Development) 2011

Conference

October 26 - 28, 2011

Charlotte Marriott City Center Hotel

Charlotte, North Carolina, USA

Pre-conference workshop: Culture Shock and Awe! Understanding Fear and Resiliency in Intercultural Competency -- 1

to 4 pm by Tamara Thorpe. For more information visit www.ncspod.org

NAFSA Region 2 Conference

Fort Collins, Colorado

October 25-28, 2011

www.nafsa.org

12th Annual Young SIETAR Congress

October 26th to October 30th 2011 in Ljubljana/Planica, Slovenia www.youngsietar.org

Upcoming Events...

Recipe: FRITO PIE

Fritos Corn Chips (small size, original flavor)

Texas or New Mexican (red or green) style Chili

Grated Cheddar Cheese

Optional toppings: tomatoes, lettuce, onion,

jalapeños

Pour desired amount of corn chips into an oven

proof dish, covering the bottom of the dish. Ladle on

hot chili, sprinkle with cheese. Place under broiler

until cheese is melted. Top with other desired top-

pings. Enjoy individually or with a group of friends.

VOL UM E 2, I SS UE 1

Climate change represents a global challenge with unique intercultural implications. It is unprecedented in human

history; it is a global phenomenon that is the result of human behavior. It has dramatic consequences at the local

level. The greatest impact of climate change is the increase in uncertainty. Planning approaches to climate change

rely on broadly building resilience and intercultural competence.

Planning for the impacts of climate change is fundamentally a process of collaboration across boundaries. Effective

climate change resilience planning is a process that engages people across social, academic, and political bounda-

ries. It relies on the integration of global knowledge, and climate expertise with local knowledge and community rela-

tionships. The process must bring together a diverse group of people, from international academic experts to commu-

nity leaders in vulnerable communities. For this process to be successfully accomplished it requires that both leadership

and participants have core intercultural competencies.

The Asian Cities Climate Change Resilience Network (ACCCRN), funded by the Rockefeller Foundation, relies on an

iterative process of knowledge sharing and found that the most effective leaders in the resilience planning process

were not technical experts, but those who had the ability to coordinate technical expertise (reports available through

www.i-s-e-t.org/ACCCRN). While there can be no one best way to approach climate change resilience planning there

are essential elements to a successful process. At its most basic, the climate change resilience planning process must

be iterative and collaborative. The leaders of climate change resilience planning must have the intercultural compe-

tencies to coordinate and foster collaboration amongst diverse local, and international participants. An Iterative and

collaborative process relies on the following core competencies:

In meetings and training sessions that gather people from diverse cultural backgrounds there is the opportunity to high-

light the nature of intercultural competency, and affirm the skill sets that people already have in intercultural work. The

affirmation of the value of intercultural competencies to the climate resilience planning process highlights the opportu-

nity to draw on tools and expertise available in the intercultural field and apply it in fresh ways.

These core communication and relationship building competencies are essential for navigating intercultural dealings

because there is no such thing as benign translatability, in all intercultural and inter linguistic interactions there will be a

lapse in meaning. When dealing with complex systemic issues, such as those related to climate change, an upfront

acknowledgement of the gaps in representation through all forms of communication, but most essentially through

translation is essential to effective collaboration. Further, intercultural competencies are part of the suite of skills that

are necessary to collaborate effectively across thresholds and boundaries; whether it be language groups, academic

disciplines, knowledge systems or other areas of expertise. In the face of complex, system focused problems the skills

sets that facilitate effective collaboration between narrowly focused interests become much more valuable.

Ms. Kari Tyler is a skilled adult educator and cross-cultural trainer. She is currently working as a consultant in education

and training development, focusing on interdisciplinary and international collaboration related to climate change resil-

ience planning. In past work, Ms. Tyler collaborated in an appreciative inquiry into the development, use, and contents

of the Culturally Integrated Curriculum in Akwesasne Mohawk Territory, Ontario.

Page 3

Leveraging Intercultural Competencies in Climate Change

Resilience Planning by Kari Tyler

Flexibility Humility Communication Knowledge of the other

Curiosity Tolerate Ambiguity Self Awareness Information gathering

Respect Set Realistic Expectations Listening Relationship building

Open-mindedness Suspend Judgment Empathy

Humility Communication Listening

Self-awareness Compassion Relationship Building

Respect Willingness to learn Open-mindedness

TNT Intercultural and Leadership DevelopmentTNT Intercultural and Leadership DevelopmentTNT Intercultural and Leadership Development

Advancing youth, educators and organizational

leaders in their intercultural and leadership compe-

tencies. TNT prepares individuals and teams to man-

age cultural differences and lead today's diverse

communities and organizations.

MissionMissionMission

Empowering others to learn and lead across cultures

to foster peaceful and socially responsible communi-

ties around the world.

Quote of Inspiration For as long as the power of America's diversity is diminished

by acts of discrimination and violence against people just

because they are black, Hispanic, Asian, Jewish, Muslim or

gay, we still must overcome.

Congressman Ron Kind, Wisconsin

“The film is a cross-cultural tool that is designed to empower youth by: heightening students’ awareness of hidden pre-

conceptions; supporting the development of intercultural empathy and critical thinking skills; and initiating dialogue be-

tween students of different cultures.” Arnd Wächter, Director Crossing Borders

Crossing Borders is a powerful documentary which explores perception, stereotypes,

intercultural communication, conflict resolution, and the human spirit. I am highly rec-

ommending it as an instructional tool for students, educators and intercultural trainers. I

was introduced to the film by Arnd Wachter, the Producer and Director. His own per-

sonal connection to the film and his passion for challenging stereotypes and fostering

understanding were absolutely contagious.

The film follows 4 American and 4 Moroccan students as they live and travel together in

Morocco, capturing the dynamic and candid conversations they have as they come

to know one another. These students bravely uncover their own perceptions and

stereotypes, and openly challenge themselves and others to question them. It is an up

close and personal look at the transformations that can take place when people from

different cultural backgrounds come together with an intention to learn and grow.

To learn more about the film and how you can screen the film in your school or organization visit http://

crossingbordersfilm.org/

Crossing Borders is also a non-profit organization for intercultural education. Since 2003, CB- Education has served more

than 3200 American college students on its exchange programs. For more information on the Crossing Borders Education

visit www.cb-education.org.

Watch and Learn: Crossing Borders

TNT Intercultural and Leadership Development

Tamara Thorpe

Trainer, Coach, Consultant

Phone: (505) 999-7614

Email: tamara@tntdevelopment.org

www.tntdevelopment.org

Newsletter Editor: Tamara Thorpe

Design: May Luong