The perception of power is a cultural phenomenon. Different cultures accept the dynamic of power in very different ways. Some accept unequally distributed power as a natural part of the professional world, where other cultures engage and view that power is equal among contributors. This cultural concept is known as power distance. When in a high power distance culture the relationship between bosses and subordinates is one of dependence. When in a low power distance society the relationship between bosses and subordinates is one of interdependence. Knowledge of how you and your team perceive power and accept structure will impact the ease of communication and affect leadership style choices. Culture is a powerful dynamic that helps us understand and be more specific about relationship conflicts and triumphs. Learning Objectives: Increase professional development, awareness, and communication strategies. Outcomes-At the end of the seminar, participants will be able to: a. Leaders share Cultural challenges and triumphs b. Identify core issues and strategies to manage communication diversity c. Explore potential impact of language on confidence and perceived value d. Examine leadership styles and principles to accommodate power distance cultural factors e. Explore workplace communication and effectiveness

1. October 17–19, 2013
CULTURE AND POWER! PERCEPTIONS, CROSSCULTURAL COMMUNICATION, AND OTHER CULTURAL
FACTORS THAT
IMPACT WOMEN AND SUCCESS?

2. Valuing Differences
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Communication & Language
Cultural & Environment
Understanding Differences
Leadership & Appearance

3. Communication & Language
• Communication and language choices are
driven by perceptions.
• What has shaped or influenced my
mindset regarding gender differences?
• How does my verbal & non-verbal
communication impact others?

6. • Body language plays a major role in
effective workplace communication.
• Your body language will reveal your true
feelings. **(let’s talk about this statement)

7. Conversational Style
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Assertive vs. Aggressive
Advice vs. Understanding
Conflict vs. Comprise
Status vs. Support
Information vs. Feelings
Orders v. Proposal

8. Cultural & Environment
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Cultural Knowledge
Put Cultural knowledge to Use
Listen Up
Overcome Stereotypes

9. Culture Understanding
• Show people a positive attitude and respect their diverse
backgrounds, values and perspectives.
• If you want to learn something interesting about a
coworker’s ask about it or mention it in a relevant
situation.
• Listen to your coworkers actively.
• Educate yourself about different cultural norms within the
workplace

10. Valuing Differences
• Valuing diversity recognizes differences between
people and acknowledges that these differences
are a valued asset.
• Multicultural education is an important
component of valuing diversity .
• Respect diversity while teaching all people to
become effective and participating members of a
democracy.

11. Understanding Differences
• How do differences in people affect your
behavior?
• What kind of challenges does it present to you in
dealing those differences?

12. Benefits
• Emphasize the importance of people sharing their stories
and learning from the stories of others.
• Acknowledges that different people have different
learning styles.
• This approach seeks to increase diversity awareness,
sensitivities, and skills so that people are prepared to
take positive action with their peers.
• By building positive peer influence, people begin to
change negative attitudes, perceptions, and behaviors
about diversity.

14. Situational Leadership
• Attractiveness &. Intellect
• How do you deal with people who you suspect are
challenging your authority based on assumptions about you?
• How many of you have felt that others thought your progress
was the result of something other than your contribution to the
organization? Ie. Appearance, race, connections,
• How many of you believe your progress is primarily based on
intellect or skill?
• How many of you didn’t care?

15. Four Types of Situational Leadership
• Directing-the leader must take a highly directive role.
• Coaching-the leader seeks ideas and suggestions from
the person.

16. Four Types of Situational Leadership
• Supporting-The key to supportive leadership is
motivating and building confidence in people!
• Delegating-Leaders should rely on delegating when the
person can do the job and is motivated to do it.

17. Two Critical Factors
• Ability- does that person possess the the capabilities for
the task at hand.
• Willingness- does that person have the desire to
succeed?

18. Alexander Evans © ™
Principal
4Mankind LLC
Alexander.evans@4mankind.net
www.4mankind.net