IDI: Moving Teams Up the Continuum

Workshop Objectives

• Identification and acknowledgement of the monocultural or minimization mindsets, communications, behaviors and/or policies within teams/organizations that hinder cultural competency and inclusion
• What it means to leverage difference and increase engagement
• Envision specific examples of what the next level on the Intercultural Development Continuum looks like (within team/department/organization) in the areas of cultural competence: communications, behaviors, meetings, innovation, products, services, policies, and/or projects/initiatives, etc. 

Workshop Outcomes

• Using their sphere of influence to move themselves, peers, and those they manage, up the Intercultural Development Inventory to next level thinking
• Become more  adept at leveraging differences for successful outcomes
• Being the champion of change and allyship
• Develop a plan to move the team/organization to the next level of the continuum

Course Description

Unless your Intercultural Development Inventory identified the team’s mindset as Adaptation, there’s work to be done. Most teams and individuals identify within the Minimization mindset but their aspirational view of themselves tends to be higher up the Intercultural Development Continuum (Denial, Polarization, Minimization, Acceptance, and Adaptation). The question is, how do I get from here to there? How do I move my team from Denial to Polarization, from Polarization to Minimization, from Minimization to Acceptance, and from Acceptance to Adaptation? 

Developing intercultural competence is a skill and, like any other skill, it takes time and concentrated effort to master. One does not jump from one end of the spectrum to the otherin one fell swoop. This workshop is designed to meet your team where they are in their intercultural development journey and facilitate the work that is needed to move up the continuum. 

Teams will work as a group to identify the characteristics of their group or organization that perpetuates their dominating mindset. 

• What does it look like? 
• What does it sound like? 
• What does it feel like? 
• What are the results of that mindset?
• Why is it important to change now?
• Are we serious about the change? If so, how will we hold ourselves accountable?
• How will we measure success?
• How transparent will we be regarding our efforts?

This facilitated workshop focuses the team’s conversation on developing the answers to potentially uncomfortable questions and realities about the department and/or organizational culture. The workshop is designed to challenge status quo, wishful, and fearful thinking. It pushes boundaries to help leaders and managers come to terms with the real barriers (and consequences) that represent the ethos that dictate how differences in culture, opinions, beliefs, strategies, etc. are currently handled.

The workshop is presented in a series of three sessions. Teams are given post-workshop assignments to complete. At the end of the third session, the team will have a clear understanding of the mindsets, communication, behaviors, and policies that support their current conditions. Together, they will outline a working plan to effectively incorporate next-level mindsets into their leadership and/or managerial team.

Prerequisite- Participants must complete the IDI assessment prior to admittance.

Delivery

3- Part Series

• Virtual
• In-class

Session Format

• 2 hours per session

Audience

• Human Resource Managers
• Managers
• Leadership Teams