Food for Thought_Becoming Culturally Competent__20140827
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Food for Thought_Becoming Culturally Competent__20140827
- 1. Portland Consulting Group 1 Am I Really Bias-Free? Becoming Culturally Competent!
- 3. Learning Objectives • Am I fully aware of how my culture and the other person’s culture may influence our communication? • Consider your cultural competency: Do I consistently listen to all people with an open mind, free from bias? The “bottom line” is that you become: ….more empathetic & respectful. 3Portland Consulting Group
- 4. Definition of Culture Portland Consulting Group 4 ‘... the set of attitudes, values, beliefs, and behaviors shared by a group of people, but different for each individual, communicated from one generation to the next.’ Matsumoto 1996
- 5. Definition of Cultural Competence “Refers to the process by which individuals and systems respond respectfully and effectively to people of all cultures, languages, classes, races, ethnic backgrounds, disabilities, religions, genders, sexual orientation and other diversity factors in a manner that recognizes, affirms and values the worth of individuals, families and communities and protects and preserves the dignity of each.” (OAR 415-056-0005) Excerpt from Oregon Health Authority The Bottom Line: improve communication, collaboration and commitment between all people. And there is no finish line. 5Portland Consulting Group
- 7. 7 Dimensions of Diversity Portland Consulting Group
- 9. Let’s look in the mirror… Portland Consulting Group 9
- 10. Assessing Your Own & Others’ Culture • Values = Compassion, Competence, Excellence, Relationships • Beliefs = Do onto others; need to be on time; need to be productive; know right from wrong • Behaviors = Listening, Speaking, Thinking, Feeling, Acting, Learning • Biases – show up late – doesn’t make eye contact – doesn’t speak English well 10Portland Consulting Group
- 11. 11 EXERCISE - Listening Portland Consulting Group
- 12. Implicit/Unconscious Bias “Attitudes & stereotypes that are not consciously accessible through introspection.” Kang, 2012 Portland Consulting Group 12 negative associations
- 13. Self-Awareness • How aware are you of your: thinking, feelings and actions? Consciously vs. unconsciously? • How about your values and beliefs? • Have you ever stopped yourself and said, “I’m acting just like my Mom or Dad”. • You come upon a situation and your head says one thing and your heart says another. Portland Consulting Group 13
- 14. Heart Energy Portland Consulting Group 14
- 15. Defining Empathy • Recognizing, understanding and appreciating how other people feel • Being able to articulate your understanding of another’s perspective • Behaving in a way that respects others’ feelings Portland Consulting Group 15
- 16. Portland Consulting Group 16
- 17. C.A.R.E. Model • C Consider before you act • A Accept differences in others • R Respect others’ feelings • E Engage in the process (continuing education, self-reflection and improvement)) 17Portland Consulting Group
- 18. My hope for you…. • Aware (of your own cultural values and biases) • Empathetic (with others and their culture & perspectives) • Become an Advocate for cultural competence… – Will continue your development journey – Will help create systems & a positive attitude in your organization Portland Consulting Group 18
- 19. Review our Learning Objectives • Am I fully aware of how my culture and the other person’s culture may influence our communication? • Consider your cultural competency: Do I consistently listen to all people with an open mind, free from bias? The “bottom line” is that you become: ….more empathetic & respectful. 19Portland Consulting Group
Editor's Notes
- Thank you for the thoughtful introduction Gary! And welcome to Becoming Culturally Competent. Please notice “becoming”… since it is a life-long process.
- In some cases…sad but true!
- Review each of the Learning Objectives. Explain that for true learning to occur we need to make it highly interactive, sharing your own personal experiences since the group wisdom is much greater than mine. Explain to them one hour will only allow for an overview of the concepts & practices, so my hope is that today’s class will provide you with greater awareness of culture with our communication. And please feel free to ask any questions as they come up. And please know…I may have to cut the conversations short to cover the necessary material …..just don’t take it personally.
- Review the simplistic definition of culture…
- Took this from OHA since I’ve been focused on HB2611 and provided Cultural Competency training for MODA Health. Culture needs to be viewed greater then just ethnicity & race. Cultural competence refers to an ability to interact effectively with people of different cultures. Cultural competence comprises four components: (please write these down) awareness of one's own cultural worldview attitude towards cultural differences knowledge of different cultural practices and worldviews cross-cultural skills
- Give them a few seconds to read…and just READ…. “If you RESPECT me, I’ll respect you”.
- Review several aspects of the Diversity Wheel… Notice how personality was the center & which wasn’t mentioned in the OHA definition which plays a huge role in our communication Have you ever run into situations where extroverts dominated a meeting? I am one. Or have you been in a situation where you were not aware of someone’s disability and did not effectively accommodate them? *** PLEASE NOTE – much of the focus on Diversity, Inclusion & Cultural Competence has been on the differences of human beings for the purpose of educating each other, but after awhile it becomes difficult to remember all of the differences. So, what I prefer to focus on is how were are similar…and what are our heart’s greatest desires?
- As Human Beings…. How do we share similarities? Once our physical & safety needs are met then we go up through the Needs of Love & Belonging, Highlighted these since they’re relevant to today’s topic. Esteem – RESPECT Self-Actualization – LACK of PREJUDICE
- So, now let’s reflect on our own culture…to help understand how that colors or biases our perspective.
- Review each area….these were merely some suggested ones…what others that come to mind for your culture? Use flipchart… Latinos – Communication Tips: • Respect is basic for all communication • Like to be approached first – do not easily initiate conversation • Eye contact is perceived as a more confrontational body language than a sign of respect • Being ignored is a sign of disrespect and can be perceived as offensive • Being personal, warm, trustworthy, and respectful is valued African-American - Communication Tips: • Familiar with Anglo-American communication patterns • Show respect at all times – history of racism and sense of powerlessness impacts interactions • Prolonged eye contact may be perceived as staring – interpreted as confrontational/aggressive • Don’t use “street slang” – this may be interpreted as ridicule
- QUOTE from Bryant Harrison McGill (born November 7, 1969) is an American author, speaker and activist in the fields of self-development, personal freedom and human rights. Review the purpose of the exercise….how to improve your listening. Need to list specific questions to ask… The exercise will take approximately 3 - 4 minutes to complete; then we’ll debrief for 5 – 6 minutes?
- These thought patterns, assumptions and interpretations – or biases – we have built up over time help us to process information quickly and efficiently…and protect us…fight or flight response. From a survival standpoint, bias is a positive and necessary trait. In business, however, bias can be costly. It can cause us to make decisions that are not objective; and ultimately we miss opportunities. How does implicit bias manifest itself in our daily lives? Consider this: Less than 15% of American men are over six foot tall, yet almost 60% of corporate CEOs are over six foot tall. Less than 4% of American men are over six foot, two inches tall, yet more than 36% of corporate CEOs are over six foot, two inches tall. Why does this happen? Implicit bias also affects how people act with people of another race. In spite of their conscious feelings, white people with high levels of implicit racial bias show less warmth and welcoming behavior toward black people. They will sit further away, and their facial expressions will be cold and withdrawn. These same implicitly biased white people are also are more apt to view black people as angry or threatening and to predict that a black partner would perform poorly on a joint academic task. White people with stronger implicit bias against black people actually do perform poorly on a difficult task after interacting with a black person—suggesting that, without knowing it, they were challenged mentally by the effort of appearing non-biased. Unconscious bias affects every area of our lives. Unconsciously, we tend to like people who look like us, think like us and come from backgrounds similar to ours. Everyone likes to think he or she is open-minded and objective, but research has shown that the beliefs and values gained from family, culture and a lifetime of experiences heavily influence how we view and evaluate both others and ourselves.
- Review these questions….
- What is one method for connecting to another based upon our similarities? Our HEART energy & Connection! A person’s heart field extends beyond their body & influences others. We convey our emotions to others either consciously or unconsciously. I make a conscious choice to convey mine consciously. Proven to extend at least 10 ft, but researchers believe it extends for miles. The Heart is stronger than the Brain. The Heart is 100,000 times stronger electrically & up to 5,000 times stronger magnetically than the Brain. ?? Need to ask Jackie about this….Researchers can put 3 strangers in a room…
- Review the bullets for EMPATHY….
- And the evolution continues….
- Relationship Smile Show mutual respect Say “Hello” Be open Say “Thank you” Be flexible Listen (more then talk) Ask clarifying questions Be culturally competent Look for: Cultural similarities (& be aware of the differences) Don’t assume Seek understanding Beginners Mind: Approach each situation with a beginner’s mind Lack of preconceptions
- Highlight AWARE, EMPATHETIC & ADVOCATE….
- An hour only provides time to build awareness, but it is a start. Briefly review each of the Learning Objectives. Did we meet the Objectives? And have you become more empathetic & respectful?
- Thank you for attending and participating! We VALUE your feedback, so please complete the EVALUATIONS. Thank you!