culture and power! perceptions, cross-cultural communication, and other cultural factors that impact...
DESCRIPTION
The perception of power is a cultural phenomenon. Different cultures accept the dynamic of power in very different ways. Some accept unequally distributed power as a natural part of the professional world, where other cultures engage and view that power is equal among contributors. This cultural concept is known as power distance. When in a high power distance culture the relationship between bosses and subordinates is one of dependence. When in a low power distance society the relationship between bosses and subordinates is one of interdependence. Knowledge of how you and your team perceive power and accept structure will impact the ease of communication and affect leadership style choices. Culture is a powerful dynamic that helps us understand and be more specific about relationship conflicts and triumphs. Learning Objectives: Increase professional development, awareness, and communication strategies. Outcomes-At the end of the seminar, participants will be able to: a. Leaders share Cultural challenges and triumphs b. Identify core issues and strategies to manage communication diversity c. Explore potential impact of language on confidence and perceived value d. Examine leadership styles and principles to accommodate power distance cultural factors e. Explore workplace communication and effectivenessTRANSCRIPT
October 17–19, 2013
CULTURE AND POWER! PERCEPTIONS, CROSS-CULTURAL COMMUNICATION, AND OTHER CULTURAL
FACTORS THATIMPACT WOMEN AND SUCCESS?
Valuing Differences
• Communication & Language• Cultural & Environment• Understanding Differences• Leadership & Appearance
Communication & Language
• Communication and language choices are driven by perceptions.
• What has shaped or influenced my mindset regarding gender differences?
• How does my verbal & non-verbal communication impact others?
• Body language plays a major role in effective workplace communication.
• Your body language will reveal your true feelings. **(let’s talk about this statement)
Conversational Style
• Assertive vs. Aggressive• Advice vs. Understanding• Conflict vs. Comprise• Status vs. Support• Information vs. Feelings• Orders v. Proposal
Cultural & Environment
• Cultural Knowledge • Put Cultural knowledge to Use• Listen Up• Overcome Stereotypes
Culture Understanding
• Show people a positive attitude and respect their diverse backgrounds, values and perspectives.
• If you want to learn something interesting about a coworker’s ask about it or mention it in a relevant situation.
• Listen to your coworkers actively.• Educate yourself about different cultural norms within the
workplace
Valuing Differences
• Valuing diversity recognizes differences between people and acknowledges that these differences are a valued asset.
• Multicultural education is an important component of valuing diversity .
• Respect diversity while teaching all people to become effective and participating members of a democracy.
Understanding Differences
• How do differences in people affect your behavior?
• What kind of challenges does it present to you in dealing those differences?
Benefits• Emphasize the importance of people sharing their
stories and learning from the stories of others. • Acknowledges that different people have different
learning styles. • This approach seeks to increase diversity awareness,
sensitivities, and skills so that people are prepared to take positive action with their peers.
• By building positive peer influence, people begin to change negative attitudes, perceptions, and behaviors about diversity.
Situational Leadership• Attractiveness &. Intellect• How do you deal with people who you suspect are
challenging your authority based on assumptions about
you? • How many of you have felt that others thought your
progress was the result of something other than your contribution to the organization? Ie. Appearance, race, connections,
• How many of you believe your progress is primarily based on intellect or skill?
• How many of you didn’t care?
Four Types of Situational Leadership
• Directing-the leader must take a highly directive role.
• Coaching-the leader seeks ideas and suggestions from the person.
Four Types of Situational Leadership
• Supporting-The key to supportive leadership is motivating and building confidence in people!
• Delegating-Leaders should rely on delegating when the person can do the job and is motivated to do it.
Two Critical Factors
• Ability- does that person possess the the capabilities for the task at hand.
• Willingness- does that person have the desire to succeed?
Alexander Evans © ™Principal4Mankind [email protected]