Author Archives: amluce

#oneword2021

No one could have predicted the challenges of 2020. Last December, as I have done over the previous five years, I committed to my #oneword for 2020. Acceptance. Not knowing what was to come, it was the perfect word. I committed to accepting:

* the highs and lows that the year brought.
* being uncomfortable, emotional, and challenged.
* pushing my limitations.
* the love and support of my family and friends.
* done is better than perfect.
* failure and the lessons it provided.
* the opportunities and choices that I had.
* positive intentions.

I found myself coming back to this over and over again. I struggled as a leader to manage change and lead an international school amid a pandemic. I processed the grief and loss of what might have been, saw the struggles of others around me, left a job and community that I loved, completed my EdD courses online, and supported my children as they transitioned into new careers and adulthood. I know that my challenges pale compared to so many, and I am so grateful for an encouraging and supportive partner, financial stability, and the love and reassurance of family and friends.

I have thought a great deal about my #oneword for 2021. Without having secured a full-time leadership position at this time, I still find myself intentionally (2016) looking for new jobs that fit my core values, exploring (2019) possibilities (2018), and looking for new opportunities. These #onewords remain a focus for me moving forward as I seek to find the right leadership opportunity for 2021.

I believe this year has stretched us all to look beyond ourselves and to focus on our humanity. Crisis, death, tragedy, sadness, and trauma surround us. We have seen horrific events played out over and over in the media, causing anxiety and uncertainty. Depression, addiction, violence, isolation, and hopelessness have plagued family, friends, and communities. There has been a great sense of loss, and for many, regaining what was lost will require resilience, hope, and determination. We have seen time and time again, the strength of the human spirit and what others can accomplish with hope, faith, and love. I am in awe of the power of this human spirit and find it inspirational.

This year I have decided that my one word will be light.

Light is the ability to:

* illuminate
* ignite
* brighten
* understand
* find an opening
* be free from worry
* be gentle
* be cheerful
* see possibility

I want to find the light within myself and support others in doing the same. We all need more light in our lives. I hope that 2021 allows me to let light in, shine brightly and find hope in the darkness for others.

In their words….

The last year as part of my EdD research, I had the pleasure of studying leadership cultural intelligence with a group of leaders that engaged as co-researchers in a 3 step reflective process. The following questions guided the work we did together.

How do international school leaders define cultural intelligence?
How do international school leaders demonstrate cultural intelligence in their work?
How does cultural intelligence influence the work of international school leaders?
What strategies, skills, and behaviors do international school leaders identify that support the development and application of leadership cultural intelligence?

What I found?

The acquisition of cultural intelligence is a continuous and introspective journey that requires awareness, intentionality, and endless effort.

None of the cultural intelligence factors exists in isolation, and international school leaders fluidly move between each element.

Data was categorized using Livermore and Van Dyne’s Four Factor Model (2015).

CQ Drive: Motivation to adapt in a cross-cultural setting

Leaders want:

* An authentic connection with others.
* Healthy and meaningful relationships with others based on trust and authenticity.
* To understand and consciously avoid making cultural mistakes.
* To develop their natural curiosity.

CQ Knowledge: Knowledge about cultures and the impact on daily interactions.

Leaders develop knowledge with

* Experience and change.
* A strong understanding of their own culture.
* A clear understanding of their bias, values, and beliefs.
* An understanding of cultural systems and frameworks. These must be reference points and not overgeneralized.
* Assimilation, immersion, research, and education in a cultural context.

CQ Strategy: Ability to observe, analyze, and apply the right strategy to a specific situation.

Leaders strategize by:

* Understanding the norms, nuances, and subtleties of situations and then have the
awareness to formulate an appropriate response.
* Listening, observing, questioning, analyzing, and applying the appropriate
strategy for the situation and context.
* Tuning into their emotions and those of others to gather background knowledge
appropriate to the situation.
* Culturally code-switching Molinsky (2007) and using their knowledge and experiences to mitigate conflicts and misunderstandings to change their and others’ behaviors.

CQ Action: Ability to behave in a culturally appropriate manner.

Leaders need:

* Flexibility, open-mindedness, adaptability, appreciation, and risk-taking.
* To formally and informally model and exemplify both verbal and nonverbal actions.

In the words of one of my participants, “developing an understanding that intercultural competencies are not an end but rather a journey-it’s like we are on a continuum constantly moving forwards and backward. There can never be an end to become a culturally competent person.”

References:

Livermore, D., &Van Dyne, L. (2015). Cultural intelligence: the essential intelligence for the 21st century (pp. 1-44). Alexandria, VA: SHRM Foundation.

Molinsky, A. (2007). Cross-Cultural Code-Switching: The Psychological Challenges of Adapting Behavior in Foreign Cultural Interactions. Academy of Management Review, 32(2), 622-640. doi:10.5465/amr.2007.24351878

Photo by Fedor on Unsplash

Mental health, do all cultures view it the same?

***Alice this is for you! Thank you for teaching me so much and for being so open and honest about your journey!***

What I believe….. We need to de-stigmatize mental health. We need to be open, honest, and transparent about our experiences. EVERYONE experiences challenges in their mental health. As humans, our emotions wax and wane. We feel joy one minute and pain the next. We build strategies for resilience and reach out when we need a helping hand. THERE IS NO SHAME! Some of the bravest people I know have struggled with serious mental health issues! They are my heroes!

What I have learned?. Not all cultures view mental health with the same lens. There is secrecy, shame, ignorance, and stigma. You do not tell your friends or family. You do not get help. You suffer in silence. Community resources are limited and difficult to access. You feel broken, trapped, and less than.

Parents with children who are experiencing mental health issues ignore the problem. They find other ways to rationalize it. They desperately want it to go away. They are embarrassed and shamed by their closest friends and family.

Suppose we truly eradicate the stigma of mental health and ensure that ALL humans get what they need. In that case, we need to stop and examine the beliefs and values of the culture. When we look at situations as educational leaders, we consider mitigating factors. What conditions impact the child or adult, and how do they factor in their behaviour, reasoning, and experience. Culture is one of these mitigating factors. We must seek to understand the norms, values, and beliefs of the culture. To support their understanding and find ways to cope, we must first understand their perspective. This is no easy task! We cannot assume that our beliefs, values, and mental health experiences are the same and, therefore, the right approach. If the ultimate goal is to get help and support for the individual or family, we need to listen and observe to determine the best path forward.

What do you know about the approach of other cultures to mental health? What have you learned?

Examining Bias

I used to think….. Spending time researching cultural intelligence, being tuned into my bias and stereotypes that I was aware of my beliefs and assumptions about others.

What I am learning….. Bias and stereotypes can creep in when you least expect it!

A story from this week….

My oldest son has moved to Las Vegas to start his career. My husband, Harrison and I were at breakfast one morning in Vegas and we started debating the ethnicity of our server. I was sure that the server’s nationality was Indian. My husband and son thought Eastern European. We debated this for quite some time each presenting our arguments.

The server it turned out was from Croatia. They were correct and I was wrong. I started wondering why I believed so strongly that I knew her country of origin. Was it hair and skin color? Accent? Behavior? What led me to this conclusion?

This was a bit of an aha for me!

In the article https://hbr.org/2016/01/cultural-differences-are-more-complicated-than-what-country-youre-from Molinksy asserts “We learn about how Germans or Chinese or Italians are different from us — how they think or act or even express emotions in a different way — and we feel like we’ve done our homework. We feel prepared.” This is a VERY narrow view of others. This is a case where a little knowledge is a dangerous thing which can damage relationships and cloud interactions with others. Assuming that an individual’s cultural identity is that of the national culture is close-minded.

Culture is nuanced, layered and interwoven with background, experience, education, personality, language, religion and family. To assume that we know who or even worse what a person is based on their national identity is biased.

This week served as a good reminder to me that we cannot define a person based on culture or what we assume to be their culture. We need to peel back the layers and get to know the person and all of their unique traits, attributes, behaviors and beliefs. We need to check our assumptions and tune into our bias.

Cultural intelligence is a continuous journey and obviously I still have a lot to learn! Come learn with me!

What are you learning?

Building CQ through Service

I used to think…

In my former position as a school leader in Ontario I would often reach out to the members of our local community to gain a deeper understanding of the students and families in our school community. This was not necessarily in service to the community but more of a way to gain insight into the needs of the community. This was an effort to better understand their experience and perspectives and to find ways to serve them.

I am learning…..

Service and/or social action can be a powerful way to learn about the culture of a community and build leadership cultural intelligence. In my EdD study I asked participants to examine strategies they use as leaders to develop cultural intelligence in an international context.

One of my participants spoke of the importance service or social action as a means to developing leadership cultural intelligence. They said “It seems to me that authentic service demands for a deep understanding of all of the actors’ cultural framework. Without such understanding the results will not be sustainable and will fall with time or lead to division. This complexity of service has taught me the importance of really understanding the value system embedded in the national culture. I am still learning, one meeting at a time, one crisis at a time and one victory at a time.”

Another participant reflected that this act of embedding ourselves in service to a new community signals our desire to authentically learn about the culture and build strong relationships based on trust. This also provides opportunities to teach others about our cultural framework and values creating a reciprocal and symbiotic relationship.

What might this look like for you?
What could you uncover about your new culture through social action or service?
How might you find authentic opportunities to serve your new community outside of the school?

What are you learning?

Identity and Cultural Intelligence

I used to think…… I had a strong sense of identity. I knew who I was and where I came from.

I am learning….. Through the stories of others I am uncovering the role identity plays in the development of cultural intelligence. Having a true sense of self and where you come from is important.

The last few months I have had the pleasure of hearing the stories of others through my research on leadership cultural intelligence. Many of the individuals who have participated come from very diverse cultural backgrounds. They are proud of their heritage. The diversity of their experiences impact who they are and how they view the world.

Those that are married to partners from other cultural backgrounds see the richness in the layers of culture that create their identities. Those with children consciously nurture the development of the unique cultural identities of their children steeped in their heritage and language as well as the local culture. Children are encouraged to learn who they are through immersion in the culture of their parents and the culture of the country in which they live.

In the words of my participants:

Cultural intelligence is”ensuring that we are grounded in our own culture and understand who we are and what history molded us.”

“Understanding that cultures influence each other and the importance of the preservation of culture. Take necessary steps to ensure that the two situations can exist in harmony.”

“Cultural intelligence is knowing, understanding and accepting that people each have inner circles-developed from their identity, family, community, country, language and ethnicity.”

“Cultural intelligence does not mean creating an entirely new approach–it can also involve looking for what you know (what is familiar) and making adaptations to the new context. In this way, cultural identity of leaders and learners is fluid.”

“In this process of unlearning, our identities may be somewhat challenged–we may no longer recognize the person we once were. This is not a negative reality; it is empowering. As our lens on the world changes (and widens), we may begin to look at ourselves in a new light.”

Culturally intelligent leaders:

1. Know who they are and where they come from.
2. Hold onto their culture and use it to help them understand others.
3. Are comfortable unlearning and exploring bias/stereotypes and judgements in order to see
themselves and others in a new light.
4. Accept the complexities of culture in order to enrich their identities.

One participant summarized this perfectly….

“The concept of the oneness of humankind, far from claiming uniformity, celebrates the notion of unity in diversity. This approach to cultural diversity allow me to remain open to all cultural perspectives without compromising my value system-just finding new ways to express it.”

What are you learning?

Creating a sense of Belonging….

I used to think…

I was an open-minded educator that supported diverse and inclusive viewpoints.

What I have learned….

Allowing staff to express their identity in a safe and inclusive way is important to their sense of belonging.

This week I read an article in the Harvard Business Review titled “Are your D&I Efforts Helping Employees Feel Like They Belong?” By Michael Slepian

It made me step back and reflect on how as an administrator I worked to create a community in which all employees felt like they belonged.

What I am struggling with is where is the line between allowing others to express their true identity and professionalism? What about conformity with cultural norms and the expectations of the organization?

As an international educator there are certain cultural values and norms that may put some individuals at risk if they were to express them openly within the context.

What about a culture that does not accept gender equality, gay or transgender individuals or is explicitly racist?

What about individuals in positions of authority that are not open-minded or expresses explicit bias or even prejudice?

How can I protect and support everyone despite these challenges?

How do I navigate my core beliefs and values and those of the country? What values am I willing to flex?

How do I ensure that my staff are safe, valued and free to be their authentic selves?

In the article the authors found that “When employees feel they can’t be their authentic self at work, they have lower workplace satisfaction, find less meaning in their work, and have one foot out the door.” This means that student learning may also suffer as the result of a teacher not feeling valued, respected and included.

The article provides several things that leaders can do:

1. Recognize but do not overemphasize differences.
2. Allow individuals to be heard and do not rely on minorities to be the spokesperson for the race, gender, ethnicity, religion etc.
3. Give all employees a voice and channels to express their concerns. These must be authentic.
4. Treat people as individuals recognize that they are speaking for themselves and their experiences not an entire group.

We must as leaders commit to getting to know our employees as individuals.

As we begin the school year and have new employees we must take the time to authentically get to know them. Take the time to meet with them one on one in person or virtually.

What are their strengths, goals, interests and experiences?
How can you tap into their strengths in order to create a stronger and more diverse team?
How can you help individuals find a balance between their true identity and the norms of the culture in which they are working?
What advice, support or mentorship can you offer?

What are you learning?

Does Cultural Intelligence Have a Role in the Interview Process?

I used to think….. that I knew how to properly prepare for a job interview.

What I learned?

Preparing for a job interview is a lot of work. In order to be fully prepared I spend a great deal of time on the school or organization’s website investigating things like the vision, mission, values. I look at the strategic plan and priorities as well as the leadership team and governance structure. I watch videos and look at pictures to see what day to day life is like and also to have a window into the learning and teaching.

Social media accounts like Twitter, Facebook and Instagram can also provide a great deal of valuable information about the school. They often show how staff engage with social media, who is on Twitter from the school and what they are learning about, how the school is perceived by the local and international community, what is the school’s reputation, how does the school market and promote the brand and what is valued and celebrated within the community.

All of these things can provide insight into the organizational culture, values, mission and vision of the school.

But what about culture as in “the customs, arts, social institutions, and achievements of a particular nation, people, or other social group.”

https://www.lexico.com/en/definition/culture

How do you gather information and understanding about the culture?

How diverse is the staff? What cultural groups are a part of the faculty, parents, and student body?

What are the inclusion, equity and diversity policies?

What languages are spoken and taught?

What values does the organization hold in regards to national culture, individual culture, diversity and inclusion?

What type of leadership does the culture value and does your leadership style match?

David Livermore uses a framework that supports the development of cultural intelligence that has 4 factors: Drive, Knowledge, Strategy and Action. All of these are needed for success.

How then could you used these factors to prepare for an interview?

What do you need to know for success?

https://davidlivermore.com/2016/07/18/2260/

These are important factors to research and investigate.

As a leader entering into this new culture what do you need to know?
What might impact your interview?
How can you ensure that you stay true to yourself and leadership philosophy and entertain the possibility of living and working in this new culture?
What can you do to ensure you are successful?

Do your homework and it will pay off!

What are you learning? . Share some strategies you have used to prepare for an interview.

Resources

https://culturalq.com

https://www.hofstede-insights.com

https://www.crossculture.com/about-us/the-model/

https://davidlivermore.com/cq/

Seek first to Understand

https://steemit.com/new/@asen/i-am-new-here

I used to think…..

Reflection was an important part of leadership success.

What I have learned……

Metacognitive Cultural Intelligence allows leaders to actively think about people and situations in other cultures. It provokes them to challenge cultural stereotypes and assumptions and drives leaders to find new and flexible approaches that are culturally relevant and appropriate. (Ang, 2006)

As leaders begin their new school year whether they are in new international or local context, understanding the culture will be crucial to success.

Taking time to stop and reflect, to process observations and information can support success. If you are a leader in a new context take some time to pause and ask yourself these questions.

Who are some key people that I can go to when I have questions, need perspective or support?
Who are the “official” and “unofficial” leaders in the community?

What traditions, norms, beliefs and events are important to this community?
What can I read or learn about this new culture?
What are the expectations of staff, students, parents and the board for school leaders?

Where can I go in the community to gather insight and information about the culture(s)?
Where can I go in the community to build relationships and to learn about my staff, students and families?

When is it okay to suggest or make changes?
When do important events and celebrations take place in the community?

How do I continue to learn about my new cultural context?
How do I go about gathering information, observations and perspectives?
How do I effectively communicate with the different cultural groups within my new context?

It is important to take the time to observe, inquiry, and investigate the complexities of your new culture. What has worked for you as a leader in one context may not directly translate or apply in your new community. Stepping back and taking some time for reflection can lead to greater success.

What are you learning?

https://www.booksourcebanter.com/2015/10/13/coming-of-age-through-a-cultural-journey/