Part 1: Cross Cultural Communication - Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories, ways that cultural values, power, privilege and differences affect the way we communicate, tools for questioning assumptions, and ways to improve cross-cultural communications skills.
Part 2: Case Studies - Apply learning to case studies based on lived experiences.
Part 3 - Navigating Microaggressions - How do you navigate microaggressions - those words and actions that offend or hurt, even though they may be unintended? Learn some of the obstacles of authentic conversations, as well as practical strategies for what to do or say when you are the target of, witness to, and agents of microaggressions.
Seattle University Culturally Competent Communication
1. Seattle University
Rosetta Eun Ryong Lee
Seattle Girlsâ School
Culturally Competent Communication
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
3. Agenda
ď§ Cultural Competency
ď§ Cross Cultural Communication
ď§ Navigating Microaggressions
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
4. Culture [consists] primarily of the
symbolic, ideational, and intangible
aspects of human societies⌠It is the
values, symbols, interpretations, and
perspectives that distinguish one
people from another.
James A. Banks
What is Culture?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
6. Cultural Competency:
Many Models
Cultural competence is a set of
congruent behaviors, attitudes and
policies that come together in a
system, institution or individual and
enable that system, institution or
individual to work effectively in cross-
cultural situations.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Terry Cross
7. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
The Jones Model of Cultural Competence
Cultural Self-
Awareness
Cultural
Intelligence
Cross-Cultural
Effectiveness
Skills
Countering
Oppression
through
Inclusion
8. ď§ What is it?
ď§ How is it Different from Intercultural
Communication?
ď§ CCC Theories
â Face-Negotiation Theory
â Conversational Constraints Theory
â Expectancy Violation Theory
â Anxiety/Uncertainty Management Theory
â Communication Accommodation Theory
Cross Cultural Communication
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9. Individual - Collectivistic
Low Context - High Context
Task - Relationship
Low Uncertainty - High Uncertainty
Vertical - Horizontal
Dimensions of Variability
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10. ď§ Personality Orientation
ď§ Individual Values
- Allocentric
- Idiocentric
ď§ Self Construal
- Independent
- Interdependent
ď§ Individual Socialization
ď§ Cultural Norms and Rules
Factors that Influence
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
11. Discussion: My Style
In hearing about
communication
differences, what would
you describe as your
cultural communication
style? Have you noticed
stark differences
compared to others?
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12. Cultural Values
Norms, and Rules
ď§ Values
ď§ Value Priorities
ď§ Norms of Behavior
ď§ Non-Verbal
Communication
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
13. CulturalValueDifferences
RELATIONAL
Individualism
self-reliance, independence
(selfish)
Collectivism
group interdependence
(mindless follower)
Informality
directness, give and take discussion
(rude and abrupt)
Formality
indirectness, protect "face"
(stiff and impersonal)
Competition
individual achievement
(egotistical, show-off)
Cooperation
group achievement
(avoiding doing work or taking responsibility)
AUTHORITY
Egalitarianism
fairness, belief in equal opportunity
(being picky, on a soapbox)
Hierarchy
privilege of status or rank
(power hungry or avoiding accountability)
TEMPORAL
Use of Time
"Time is money"
(doesnât get the important things in life)
Passage of Time
"Time is for life"
(lazy and irresponsible)
Change/Future
Adaptability ensures survival
(muckraker, stirs up trouble)
Tradition/Past
Stability ensures survival
(old-school, afraid of change)
ACTIVITY
Action orientation
"Make things happen"
(rushes without thinking)
"Being" orientation
"Let things happen"
(indecisive and slow)
Practicality
Efficiency is always best
(impersonal and unscrupulous)
Idealism
Always maintain principles
(naĂŻve and impractical)
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15. Identifiers, Power,
and Communication
Internalized Oppression/Dominance
Stereotype Threat
Accumulated Impact/
Microaggressions
Code/Mode Switching
Fish Seeing the Water
âNormalâ versus âGoodâ
âIntentâ versus âImpactâ
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16. Discussion: Dynamics of Power
How is your communication affected by
your identity and power? What dynamics
cause most conflict or misunderstanding
in your professional or personal life?
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17. So What? Now What?
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18. Assumptions and Interpretations
⢠Mental Models
⢠Ladder of Inference
Belief
Conclusions
Selective Data
Observable Data
⢠Tools of Action
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
19. 1. What did you see/hear (raw data)?
2. What are your personal filters (cultural
values, norms, and identifiers)?
3. What was your interpretation of what you
saw/heard (inference)?
4. How did you feel as a result?
5. What do you want?
Checking Assumptions and
Interpretations: Steps to Analyze
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20. Developmental Model of Intercultural
Sensitivity (DMIS) Schematic
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21. âTo be culturally effective doesnât
mean you are an authority in the
values and beliefs of every culture.
What it means is that you hold a
deep respect for cultural differences
and are eager to learn, and willing to
accept, that there are many ways of
viewing the worldâ
Okokon O. Udo
Cultural Effectiveness
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22. Case Studies
Please read the assigned case
study, discuss what may be going
on, and how the situation can be
improved individually,
interpersonally, or institutionally.
Please be prepared to share out
major discussion points or
takeaways.
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25. Debunking Some Myths
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ď§ All or None
ď§ Mistakes
ď§ Apologies
ď§ âTonsilsâ Theory
ď§ Vulnerability
27. What Are Microaggressions?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Accumulated Impact
Regular, Frequent, and Pervasive
Based on Stereotype
Often Unintended
28. Speaking From the Heart
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29. What Weâre Thinking and Feeling
When Receiving the Microaggression
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Did that really
happen? Do they
realize? I want to
trust, but Iâve had
this happen so
many times before.
I am so stressed,
confused, hurtâŚ.
30. What We End Up Saying
When Receiving the Microaggression
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
That was so
offensive!
I canât believe
you did that!
32. Self Advocacy Through Microaggressions
ď§ Affirm the person or relationship
ď§ Describe the behavior without judgment
ď§ Explain the emotion/impact and your filters
ď§ Assume positive intent
ď§ Request or suggest different behavior
*** Key Points: timing, I statements, actions not
adjectives, inside feelings not outside feelings***
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
33. Self Advocacy Through Microaggressions:
An Example
I appreciate having you as a colleague. We work
together well, and I respect the contributions you make
to the team. Earlier today, when someone corrected
you on using the correct gender pronouns for me, I
heard you say, âThey know what I meant,â and later,
you said, âWell itâs so difficult, and they should know
others are going to mess up a lot.â I was hurt when I
heard these things. My gender is something that I
have had to defend and affirm since I was a kid. Every
day, every space, I have to come out, reaffirm, and
defend. Itâs frustrating and saddening that I have to do
the same with someone I see every day and work side
by side with. I imagine you didnât mean for me to feel
that way. Can I ask that you make bigger efforts to get
my pronouns right, and take it seriously when you
make a mistake and someone corrects you?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
34. Practice Round:
Self Advocacy Through Microaggressions
ď§ Affirm the person or relationship
ď§ Describe the behavior without judgment
ď§ Explain the emotion/impact and your filters
ď§ Assume positive intent
ď§ Request or suggest different behavior
*** Key Points: timing, I statements, actions not
adjectives, inside feelings not outside feelings***
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
37. What Weâre Thinking and Feeling
When Witnessing Microaggressions
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
I canât believe this
is happening.
Thatâs SO not
right. Should I
say something?
Am I butting in?
Would it help?
I am so upset!
38. What We End Up Saying
When Witnessing Microaggressions
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39. What Others Hear When We Say Nothing
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See? They
agree with me!
I am so right
about this.
No one sees or
understands. I
am alone.
41. NCBI Effective
Interventions Model
ď§ Reduce Defensiveness
â Tone
â Body Language
â Respect
ď§ Keep the Conversation Going
â Hear Them Out
â Ask Open-Ended Questions
â Set Aside Your Feeling for the Moment
â Dialogue
ď§ Build the Relationship
ď§ Stop the Behavior
ď§ Win an Ally
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
42. Say Something to Somebody
ď§ Now or Later (or Say It Now About a Later)
ď§ Target, Agent, Fellow Bystanders, Authority Figures
âIn the End, we will remember not the words of
our enemies, but the silence of our friends.â
Martin Luther King, Jr.
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43. Intervening in Microaggressions: Examples
ď§ Ask open ended questions
â âHe was acting like a sissy.â
â âHow was he acting? And why is that problematic?â
ď§ Find out the experience motivating the comment
â âWhy canât they just speak English around here?â
â âIt must be hard not to understand what people are saying around you.â
â âIâm sick of my taxes paying for lazy freeloadersâ
â âTell me more about about that.â
ď§ Use exaggerated humor to highlight whatâs going on
(use sparingly)
â âYouâre gay - what do gay people think about this issue? â
â âI donât know â Iâll go ask. It might be a while, since there are millions of us out there.â
ď§ Join the person and do not make yourself superior
â âShe got that award because sheâs Black and female.â
â âYou know, I hear that a lot. Iâve been trying to figure out why we seem to think when a
Black woman gets recognized it must be because of âdiversityâ or âaffirmative actionâ
stuff rather than that she earned it.â
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
44. Practice Round:
Intervening in Microaggressions
ď§ Ask open ended questions
ď§ Find out the experience motivating the comment
ď§ Use exaggerated humor to highlight whatâs going
on (use sparingly)
ď§ Join the person and do not make yourself superior
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
45. Listening to the Real Message
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46. What Was Said During the Intervention
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Those words or
actions are
hurtful to me.
Please stop.
47. What We Hear During the Intervention
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You are a
bad, bad
person, and I
hate you!
48. What We Should Hear
During the Intervention
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You are basically a good
and decent person. As
with all of us, youâve
made a mistake, and you
may not know how that
mistake is impacting
others. I am going to
give you the gift of
perspective and
information so that your
intentions and impacts
match up.
50. When Youâre Told About
Microaggressive Impact You Created
ď§ Listen with full attention
ď§ Donât try to defend or respond right away
â Take deep breaths
â Acknowledge your feelings
ď§ Your mistakes donât define you
â Be worthy of their trust and gift
ď§ Prioritize the Impact over Intent
â Apologize for real
*** Moving through these moments with grace is
called shame resilience. Itâs a vital skill***
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
51. When Youâre Told About
Microaggressive Impact You Created:
Examples
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ď§ âI really appreciate your telling me this.â
ď§ âIâm so embarrassed that I did that.â
ď§ âIâm so sorry my words and actions made you feel
that way. No matter what I intended, it hurt you.â
ď§ âIâm pretty overwhelmed right now, and I donât
want to respond in a way Iâd regret. Do you think
you can help me come up with a better way to
handle that situation after I take a few minutes?â
ď§ âI wanted to go back to a moment I donât think I
handled very well⌠Can we talk?â
52. Reflection Round:
When Youâre Told About
Microaggressive Impacts You Created
ď§ Listen with full attention
ď§ Donât try to defend or respond right away
â Take deep breaths
â Acknowledge your feelings
ď§ Your mistakes donât define you
â Be worthy of their trust and gift
ď§ Prioritize the Impact over Intent
â Apologize for real
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
53. Final Words of Advice:
Recognize Your Triggers
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54. Find Your Bucket People
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60. Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girlsâ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
61. Communication Resources
⢠âStereotype Threatâ by Joshua Aronson
⢠Brenda J. Allen, Difference Matters: Communicating
Social Identity
⢠William Gudykunst, Cross-Cultural and Intercultural
Comunication
⢠Milton Bennett, PhD, Intercultural Communication
Institute www.intercultural.org
⢠âNon-Verbal Communication Across Culturesâ by Erica
Hagen, Intercultural Communication Resources
⢠Thiagi.com
⢠Thrive! Team Dynamics
⢠http://www.analytictech.com/mb021/action_science_
history.htm
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62. Miscellaneous Resources
⢠Karen Bradberry and Johnnie Foreman, âPrivilege and
Power,â Summer Diversity Institute, National Association
of Independent Schools, 2009
⢠Po Bronson and Ashley Merryman, Nurture Shock
⢠Kevin Jennings, GLSEN (Gay Lesbian and Straight Education
Network) www.glsen.org
⢠Allan G. Johnson, Privilege, Power, and Difference
⢠Johnnie McKinley, âLeveling the Playing Field and Raising
African American Studentsâ Achievement in Twenty-nine
Urban Classrooms,â New Horizons for Learning,
http://www.newhorizons.org/strategies/differentiated/
mckinley.htm
Michael J Nakkula and Eric Toshalis, Understanding Youth.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)