AIA-MN/MSRP Intercultural Leadership Program Introductory … · 2018-12-18 · • Two week open period •Then • Group Profile • Individual Profile • Learning Seminars •

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?




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.


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 -- )


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)




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


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



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.



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



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



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




Documents

AIA-MN/MSRP Intercultural Leadership Program Introductory … · 2018-12-18 · • Two week open period •Then • Group Profile • Individual Profile • Learning Seminars •