intercultural development inventory v 3 (idi)...
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Intercultural Development Inventory v.3 (IDI)
O R G A NI Z A T I O N
INDI V IDU A L PR O F I L E R EPO R T
Prepared for :
Prepared by:
In conjunction with Mitchell R. Hammer, Ph.D.
IDI, LLC
The IDI v.3 is developed and copyrighted (2007, 2009) by
Mitchell R. Hammer, Ph.D.,
IDI, LLC,
P.O. Box 1388
Berlin, Maryland 21811
USA
For information or ordering the
IDI, contact:
www.idiinventory.com
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Introduction Success in the 21
st century in our corporations and nonprofit organizations demands the
development of intercultural competence. Intercultural competence spans both international and
domestic workplace contexts and is essential for leaders and staff in our organizations.
A Profile Specific to Your Exper ience
Your IDI Individual Profile Report provides valuable information about your own orientations toward cultural difference and commonality. Please be assured that the Intercultural
Development Inventory (IDI) is a cross-culturally valid and reliable assessment of intercultural
competence. It is developed using rigorous psychometric protocols with over 5,000 respondents
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accurately translating the IDI into a number of languages.
The IDI Individual Profile can help you reflect on your experiences around cultural differences
and similarities. As you review your IDI profile results, consider past situations in which you
attempted to make sense of cultural differences and similarities. Re-framing your understanding
of past events in this way can help you uncover assumptions that may have guided your actions
in these situations. In addition, you may wish to focus on a situation or challenge you are
currently facing in which cultural differences and similarities have emerged. In the workplace,
these challenges can range from changing community demographics, achieving organizational
profit or human resource goals, creating a diverse and inclusive work environment, globalizing
;#."%#",&+(<&0(#+=1%1*">(-*%#"%:"#).-0%#!!*"(+,15%$&(+0&(+(+,%1&!*0;%'(0hin all global operations,
facilitating successful mergers and acquisitions, selecting and preparing expatriates for
international assignments, and global leadership development. As an individual, cross-cultural
challenges in the workplace can arise around manager-employee relations, developing
cooperative relations with other key executives, motivating others toward increased effectiveness
and efficiency in achieving identified goals, and successful leadership of a diverse workforce.
Your IDI Profile results can help you proactively address these and other concerns as well as
(+-"*&1*% ;#."% -./0."&/% 61*/!-&'&"*+*119% #!% your own, unique experiences around cultural
differences and commonalities. As you reflect on your IDI Group Profile results, consider the
following:
Did you respond to each of the statements in the ID I honestly? If so, then the IDI
profile will be an accurate indicator of your approach for dealing with cultural
differences.
Did you think about your culture group and other cultures with which you have had the most experience when responding to the ID I? For example, if you thought of some
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consider re-taking the IDI.
Have you had or are currently experiencing a significant professional or personal transitional experience (e.g., moving to another country, traumatic event)? If so, in
some cases, your responses to the IDI may reflect your struggle with this transitional
situation rather than your more stable orientation toward cultural differences. If this is the
case, you may consider re-taking the IDI at a later date.
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Intercultural Development Continuum
Intercultural competence is the capability to accurately understand and adapt behavior to cultural difference and commonality. Intercultural competence reflects the degree to which
cultural differences and commonalities in values, expectations, beliefs, and practices are
effectively bridged, an inclusive environment is achieved, and specific differences that exist in
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People are not alike in their capabilities to recognize and effectively respond to cultural
differences and commonalities. The intercultural development continuum (figure 1 below),
adapted from the Developmental Model of Intercultural Sensitivity originally proposed by Dr.
Milton Bennett, identifies specific orientations that range from more monocultural to more
intercultural or global mindsets.
This continuum indicates that individuals who have a more intercultural mindset have a greater
capability for responding effectively to cultural differences and recognizing and building upon
true commonalities. That is, your success in achieving workplace goals is better served when you
are able to more deeply understand culturally learned differences, recognize commonalities
between yourself and others, and act on this increased insight in culturally appropriate ways that
facilitate performance, learning and personal growth among diverse groups.
Monocultural Mindsets Intercultural/Global Mindsets ! Makes sense of cultural differences and
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values and practices
! Makes sense of cultural differences and
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! Uses broad stereotypes to identify cultural
difference
! Supports less complex perceptions and
experiences of cultural difference and
commonality
! Uses cultural generalizations to recognize
cultural difference
! Supports more complex perceptions and
experiences of cultural difference and
commonality
The specific competence orientations identified in the developmental continuum are Denial,
Polarization (Defense & Reversal), Minimization, Acceptance, and Adaptation (figure 1). The
IDI also measures Cultural Disengagement as a separate dimension. Cultural Disengagement is
not a dimension of intercultural competence along the continuum. Nevertheless, it is an important
aspect of how people relate to their own culture group and other cultures.
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SU M M A R Y O RI E N T A T I O N D ESC RIPT I O NS Denial An orientation that likely recognizes more observable cultural
differences (e.g., food) but may not notice deeper cultural difference (e.g., conflict resolution styles) and may avoid or withdraw from cultural differences.
Polarization Defense Reversal
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practices and an overly critical view toward other cultural values and practices.
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values and practices and an uncritical view toward other cultural values and practices.
Minimization An orientation that highlights cultural commonality and
universal values and principles that may also mask deeper recognition and appreciation of cultural differences.
Acceptance An orientation that recognizes and appreciates patterns of
1*3!*#,3&.2(("#"-1"&,-.&1'$$'-,32!7&2-&'-"6%&'5-&,-.&'!/"r cultures.
Adaptation An orientation that is capable of shifting cultural perspective
and changing behavior in culturally appropriate and authentic ways.
Cultural Disengagement
A sense of disconnection or detachment from a primary cultural group.
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How to Interpret the ID I Profile The IDI Profile presents information about how you make sense of and respond to cultural differences
and commonalities. In addition to demographic and statistical summaries, the IDI profile presents the
following information:
Perceived O rientation (PO): Your Perceived Orientation (PO) reflects where you place yourself
along the intercultural development continuum. Your Perceived Orientation can be Denial,
Polarization (Defense/Reversal), Minimization, Acceptance or Adaptation.
Developmental O rientation (D O): The Developmental Orientation (DO) indicates your primary
orientation toward cultural differences and commonalities along the continuum as assessed by the IDI. The DO is the perspective you most likely use in those situations where cultural differences
and commonalities need to be bridged. Your Developmental Orientation can be Denial,
Polarization (Defense/Reversal), Minimization, Acceptance or Adaptation.
O rientation Gap (O G): The Orientation Gap (OG) is the difference along the continuum
between your Perceived Orientation and Developmental Orientation. A gap score of seven points or higher indicates a meaningful difference between the Perceived Orientation and the assessed
Developmental Orientation. The larger t4*%,&:5% 04*%$#"*% /(8*/;%;#.%$&;%7*%61.":"(1*)9%7;% 04*%
discrepancy between your Perceived Orientation score and Developmental Orientation score.
! A Perceived Orientation score that is seven points or higher than the Developmental
Orientation score indicates an overestimation of your intercultural competence.
! A Developmental Orientation score that is seven points or higher than the Perceived
Orientation score indicates an underestimation of your intercultural competence.
T railing O rientations (T O): Trailing orientations &"*% 04#1*% #"(*+0&0(#+1% 04&0% &"*% 6(+% 7&-8% #!9%your Developmental Orientation (DO) on the intercultural continuum !/,!& ,#"& -'!& )#"%'34".+.
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have attained regarding possible Trailing Orientations.
Leading O rientations (L O): Leading Orientations are those orientations that are immediately
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Orientation is Minimization, then your Leading Orientations (LO) would be Acceptance and
Adaptation.
Cultural Disengagement (C D): The Cultural Disengagement score indicates how connected or
disconnected you feel toward your own cultural community. Cultural Disengagement is not a
dimension of intercultural competence along the developmental continuum. Rather, it is a
separate dimension of how disconnected or detached people feel toward their own cultural group.
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