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Cross-Cultural Mentoring
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As a mentor you might say that you don't mentor cross-culturally but actually you do as every single person is diverse - their diversity is what makes them unique - Culture dictates the way people ...

As a mentor you might say that you don't mentor cross-culturally but actually you do as every single person is diverse - their diversity is what makes them unique - Culture dictates the way people behave based on their values, beliefs and perception- being cross-culturally competent will re-enforce your power as a mentor

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Cross-Cultural Mentoring Presentation Transcript

  • 1. Cross-Cultural Mentoring City of Burbank Mentorship Burbank Sahar Andrade, MB.BCh Sahar Consulting, LLC.
  • 2. History of Mentoring TZU(master sage) & TAO (Way of truth)Odysseus- Socrates’s TrialMentor Athenas- Religions Telemachus Figures Buddha Hindu /Sikhs Gurus Indigenous Tribes
  • 3. Emerson writes:“(A mentor) is a mindthat startles us, thatelevates our feelings bysharing our views oflife.”Ralph Waldo Emerson: AmericanTranscendentalistpoet, philosopher, lecturer, and essayistwrote Nature
  • 4. Mentoring involves three dimensions: 1. The Mentor 2. The Mentee 3. The demands of the situation 4
  • 5. Mentoring is: A trusting, collaborative relationship Commitment of time Interactions that contribute to personal and professional development of one or more parties All parties can learn and contribute to the quality of each other‟s life and work through a caring, respectful relationship. “Mentoring” and its definition are perceived differently in different cultures.
  • 6. MENTORS1. Come in all different shapes and forms.2. Are committed and accept responsibility.3. Support& Guide4. Are respected for what they have accomplished in the past.5. Seek opinions and compile ideas before forming a game plan.6. Are heavy into active listening7. Focus on Long term 6
  • 7. 1. Shared Values: Set code of behavior, what is/ isnt acceptable.2. Mutual Trust: Shared belief that you can depend on each other-3. Constructive feedback- Set expectations4. Inspiring vision: Direction and motivation, to exceed expectations5. Complementary skills: Leverage diversity6. Safe environment- Dialogue- no judgment7. Rewards: Share results- types of rewards: Intrinsic/ extrinsic
  • 8. Learning Process Learning cycle (Lewis, 1996)
  • 9. Effective cross-cultural mentorship requires the use of three components:1. The Individual Perspective - focus on personal communication behaviors.2. National Culture - articulate differences and similarities between cultures.3. Corporate Culture – When Mentoring is aligned with the organization culture not as an add-on; would be a natural fit to mission/ vision/ goals
  • 10. Advantages for the Mentor:1. Career enhancement2. “Passing the torch to a new generation”. Pay forward/ back3. –Learning from mentee – new technologies, developments, important features of next generation Advantages for the mentee: 1. Career advancement 2. Promotion/ Salary 3. Organizational/ professional identification
  • 11. • "Diversity includes all characteristics and experiences that define each of us as individuals.“• How are we Diverse: REGARDS• Race• Ethnicity• Gender• Age• Religion• Disability/ ies• Sexual Orientation• Many more Characteristics
  • 12. Technology Mergers& Acquisitions Globalization Call CentersPolitics Virtual Teams
  • 13. Culture is acquired, it relates to a system of sharedassumptions, ideas, beliefs, and values that guidehuman behavior.It defines the way we do business, friendships andbusiness relationships. It is transmitted throughgenerations with adaptation through time
  • 14. Holidays? Dress? Religious beliefs? Food? Customs and traditions? Rituals? Language? All of the above BUT Not everything about culturecompetence. The most important part is managing your prejudices
  • 15. Geert Hofstede a Dutch organizationalanthropologist, views culture as a „collective mentalprogramming‟ of people. The „software of the mind,‟ orhow we think and reason, differentiates us from othergroups.
  • 16. Four Dimensions of National Culture: Geert Hofstede Low/ High Uncertainty Avoidance Low/ High Masculinity/ Power Femininity distance Sub- Dimension: 4 Dimensions Mono/ Poly of Culture- Individualism/ Chronic: 1Sub- Collectivism(Past- Present- Dimension Future)
  • 17. Some differences:1. US: Ask lot of questions/ Assertive Japanese: Reserved and humble.2. US: Individualistic / Personal freedom, Chinese: Group oriented.3. US: Informal and nonhierarchical Indians: Hierarchical / titles are respected.4. US: Entrepreneurial and risk-seeking Saudi Arabia: Conservative, employing time-honored methods for getting things done.5. US: Direct / expect immediate returns Latin Americans: Usually take time to be social and get to know their business partners. 18
  • 18. Korean Mentors – paternalistic, compassionate, more autocratic style toward employees.Arab Mentors - Showing kindness or generosity without being asked to do so are seen as weak.Scandinavian and Dutch Mentors who single out individuals with public praise are likely to embarrass, not energize, those individuals.Mentors in Italy: are passionate. Loud, use of handsGerman Mentors are characterized by high performance orientation, low compassion, low self-protection, low team orientation, high autonomy, and high participation.
  • 19. Patterns in Cultural Differences
  • 20. 1. Language2. Historical and cultural sensitivities3. Flags, maps, geography, na ming4. Politics and religion5. Stereotypes: racial, ethnic, cultural, or religious6. Symbols and symbolism7. Colors
  • 21. =4
  • 22. • Acceptance of people who are different• Ability to interact in a genuinely constructive manner free of negative attitude (e.g. prejudice, defensiveness, apathy, aggressio n etc.)• Ability to create a synthesis, something that combines the different backgrounds and approaches.
  • 23. Communication can be:1- Verbal2- Written3- Non-Verbal (Body Language- 70%) Great Mentors actively listen (Components). Communication barriers as:1. Physical2. Perceptual3. Language4. Emotional5. Gender6. Generational7. Body Language8. Race. Culture and Religion
  • 24. 1. Acquire at least basic knowledge about other cultures2. Immerse yourself in different cultures, avoid cultural bias& Ethnocentricity.3. Develop an openness to different experiences-4. Break assumptions- ask questions5. Develop a sense of humor& empathy6. Being different is not wrong or weird7. Plan your communication
  • 25.  Is aware of their own culture appreciates and respects differences Aware of own bias, how it affects them and how they act on it See perspectives other than one‟s Own Communicates effectively across linguistic& boundaries Builds cross cultural relationships as trust and rapport - Flexible and adaptable Empathy
  • 26. 1. People buy into relationships2. Culture can make or break an organization or a project3. Time, Space & Energy are the building blocks of all cultures4. Culture influences create different tastes, values, expectations, belief s, ways of interaction, ways of entertainment, and lifestyle These differences require the creation of customized strategies.5. Being sensitive to cross cultures can only maximize effectiveness 27
  • 27. You can not teach a mananything. You can only helphim discover it within himself Galileo
  • 28. Q&A
  • 29. Disclosure• All the pictures used in the workbook are copyrighted and are used SOLELY for the purpose of education and learning ONLY not for commercial use• This presentation is the intellectual property of, and is proprietary to Sahar Consulting, LLC and it is not to be disclosed, in whole or in part, without the express written authorization of Sahar Consulting, LLC. It shall not be duplicated or used, in whole or in part, for any purpose other than to be educational material. The presentation can‟t be used in part of whole in the same program/ similar or different programs if not facilitated by Sahar Consulting, LLC.
  • 30. Sahar Andrade, MB.BCh Sahar Consulting, LLC www.saharconsulting.com (818)861 - 9434 Shoukran - Dankie - 谢谢 -Danke Arigato - Ephkharesto