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Coach Me! Working with Cultural Differences to Create Successful Outcomes
1. Teresa Curtis, Wisconsin Nutrition Education Program
Specialist
Kshinté Brathwaite, Youth Nutrition Education Program
Specialist
2. What are we talking about??
Personal definitions of:
1) Coaching (front of paper)
2) Mentoring (back of paper)
3) Culture (write this one on a separate
sheet of paper)
4. Coaching, what do we
mean?
“The art of facilitating and unleashing of
people’s potential to reach meaningful,
important directives.” – Rosinski
5. Why coach?
“Help other person set goals, make decisions and
action plans, and develop the commitment to
implement them. [It involves] getting the other person
to think through possible decisions they could make,
and what the likely outcome of those decision might
be.” – RBC Training
8. Mentoring? What do we mean?
Strategy to share intellectual and
emotional resources.
9. What is mentoring?
“A strategy to share intellectual and
emotional resources”
“It may be task centered, social support
centered or career guidance centered”
10. Why mentor?
“to [facilitate] the improvement of
skills, performance and development.
To assist in the transfer of knowledge
by “teaching norms of behaviors and
convey knowledge about the values of
an organization.
11. How?
Mentors tell, advise, instruct, suggest,
and give opinions.
Use coaching skills during the
mentoring process.
12. Anticipated Outcomes of
mentoring
Mentoring may result in career
progression…in empowerment, in
expanding professional knowledge, in a
feeling of generativity [“passing of the
torch”], in institutional stability and
continuity and, finally, in professional
socialization.”
14. The Challenges?
In pairs, discuss the following question:
When you think of mentoring/coaching
relationships, what are some of the
challenges that come to mind?
19. Culture Defined
‘Culture is not just associated with
groups of people and places, myths and
foreign languages and practices.
Organizational members in this society
also practice rituals, rites of passage,
pass along stories and practices – so
organizations are also believed to have
“culture”’.
20. For this session
“The set of unique characteristics that
distinguishes its members from another
group….these characters include
external/visible behaviors as well as
internal/buried traits such as norms,
values and assumptions.” - Rosinski
21. Convergence of Cultures
Take a few minutes to think of a personal
example of an intercultural (cross-cultural)
interaction, one where you were coming into
contact with a “new” or unfamiliar culture to
what you are used to. What happened? What
were your thoughts as is was happening?
How did you feel? Share this with a partner.
26. Increasing awareness….
What was the most obvious cultural
orientation you were able to draw
out from Teresa’s example? What
led you to this conclusion?
31. Situation: Teresa and Kshinté are both
colleagues, in similar roles, in
Extension. The two colleagues are
planning for a workshop that they will
co-facilitate at an upcoming
conference.
And…….ACTION!
32. Take 10 minutes:
In a group of three or four, discuss the following:
1. Which Cultural Orientations did you identify?
2. Benefits and challenges to both or all orientations
you observed?
3. What should happen after this interaction? Why?
4. How would you suggest approaching the situation?
33. Full Circle
Take a few minutes to think of a personal
example, preferably at work, in which you
realize that differences in culture may be
playing a role in creating challenges in a
relationship. How has the information that
you’ve learned today allowed you to think
differently about this relationship; what if
anything might you do to change things?
