aia-mn/msrp intercultural leadership program introductory … · 2018-12-18 · • two week open...
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ILP Introductory Session 4/26/18
Team Dynamics & Listen to Lead Consulting 1
AIA-MN/MSRP Intercultural Leadership
Program
Introductory SessionApril 2018 | Trina Olson, Sara Schonwald, Alfonso Wenker
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
Who Are We?
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
ILP Introductory Session 4/26/18
Team Dynamics & Listen to Lead Consulting 2
Beginning to Build Together• Write your name on a long side
• Leave the other long side blank• Choose two from below and write on short
sides:
• Why do you choose to work in architecture?• Why did you say yes to this cohort?• Who are you bringing into the room who isn’t here?• Why do you choose to work in MN?
• Share what you wrote. Place your piece.
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
How this came to be:• Team Dynamics & Listen to Lead
provide Capacity Building for AIA-Minnesota Staff (2016 - 2017)
• Team Dynamics, Listen to Lead, AIA-Minnesota, MSRP build partnership to create Intercultural Leadership Program (ILP) (2017-2018)
• Launch Pilot ILP (now)• Design Team (2019)• Roll Out ongoing ILP (2019 -- )
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
Session Objectives
• Connect with each other and get ready for the experience ahead
• Gain shared meaning on terms like diversity, inclusion, intercultural competence, and culture
• Prepare to take the Intercultural Development Inventory (IDI)
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
ILP Introductory Session 4/26/18
Team Dynamics & Listen to Lead Consulting 3
Grown Up Group Agreements• Question Protocol – when and how will we ask questions?• Apology Protocol – how will we apologize?
• Participation Protocol – volunteer ourselves• Disagreement Protocol – we don’t lobby one another
• Safety/Comfort Protocol – can’t promise total comfort, can promise physical safety
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
AIA-MN Strategic Plan• Expand and institutionalize equity, diversity
and inclusion (EDI) training and resources to accelerate members’ skill in engaging across all “differences that make a difference.”
• Reflect the percentage of women in the population of Minnesota (approximately 50%) by the year 2026 (pursuing a 2.5% increase annually in female membership); and
• Reflect the percentage of racial/ethnic minorities in the population of Minnesota(approximately 19%) by the year 2035 (pursuing a 0.75% increase annually in the number of members who are racial/ethnic minorities).
Understanding the Core Concepts Underlying the IDI
ILP Introductory Session 4/26/18
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CultureShared patterns that help us make meaning of our environment and determine appropriate behavior.
“It’s just the way we do things around here.”
Objective & Subjective CultureObjectiveThe artifacts and institutions created by a group of people, reflected in such areas as art, architecture, literature, dance, holidays and collective history. Subjective
Patterns of difference (values, beliefs) and behavior learned from one’s group that guide individual and group activity. The IDI measures the degree of subjective cultural competence.
Our level of intercultural competence is the strongest indicator of what kinds of choices we have the capacity to make to achieve our goals.
ILP Introductory Session 4/26/18
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Core IDI Concept: Intercultural Competence
The capacity to shift perspective and behavior based on commonalities and differences by experiencing cultures and individuals with greater levels of complexity.
Shared Meaning: Definitions & Distinctions
Different Kinds of People Are Present
One Size Fits All Solutions Don’t Work for Everybody
Different Kinds of People Get to Contribute and Make Decisions In Ways that May Change the
System
DIVERSITY
EQUITY
INCLUSION
Inclusion• The “mix” feeling valued and
engaged• Focus on the experience• Measured by outcomes
Intercultural Competency
• “How” to make the mix work• Focus on capacity • Measured by the IDI
Diversity• The “mix” of differences• Focus on “impact” of
differences• Measured by demographic
analysis
DiversityInclusion
+ =
Intercultural Competence
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Organizational Impact
When people feel valued and engaged they…• Are more committed and loyal• Work harder• Recruit• Create better experiences for
others• Are better able to live out and
represent the mission of the organization
Developing Intercultural Competence
Self Awareness
Other Awareness
Behavioral Adaptation
Shift in cultural perspective and behavior
Characteristics of the IDI
1. Grounded in a comprehensive, cross-culturally validated theory of intercultural competence
2. Has an organization and an education version3. Generates custom group and individual profile reports4. Provides an individualized Intercultural Development
Plan (IDP)5. Is a valid assessment tool. Has demonstrated validity
and reliability6. Applies IDI results to goal achievement through IDI
Guided Development
ILP Introductory Session 4/26/18
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IDI V3 CROSS-CULTURAL VALIDITY & RELIABILITY
The IDI is a cross-culturally generalizable (i.e., for international and domestic diverse culture groups), valid and reliable measure of intercultural competence that does not contain cultural bias.
• Take the IDI• Email with log in and password• 20 – 30 minutes• Answer honestly• Two week open period
• Then• Group Profile• Individual Profile• Learning Seminars• Design Team in January
Key Dates• IDI Open Assessment Period, April 30 – May 11
• Group Profile, May 17
• Individual Profiles, May 21 – 31
• Learning Seminars• June 14, 10:00 – 2:00• August 15, 10:00 – 2:00• September 26, 10:00 – 2:00• October 24, 10:00 – 2:00
• Design Team Kick-Off Retreat, January 9-10
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Team Dynamics & Listen to Lead Consulting 8
Team Dynamics LLC 2018 | Do Not Reproduce without Permission
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