In a year that began with a major terrorist attack in January and ended with increasing numbers of horrific events in many cities around the world it could be tempting for us to pull back from the wider world. To gather with those like us, to enjoy the comfort and perceived safety of familiarity.
The reality is, now more than ever; we need the benefits of a team drawn from different areas of the world. We need people comfortable with languages, cultures and religious beliefs other than their own.
We need leaders who can think broadly and creatively to take advantage of the opportunities and develop the solutions the global world needs.
We need leaders who can lead with wisdom, with compassion, with courage.
We need leaders who value and appreciate diversity, instead of just tolerating it.
Even worse than just tolerating diverstiy there are still leaders who are uncomfortable with or afraid of diversity.
I’m not saying it’s easy.
Our most natural responses, those ingrained within us, often lead us away from diversity towards uniformity. The bias is unconscious. But the evidence shows that we tend to feel greater trust and empathy toward people who are similar to ourselves, part of the same social circles. We feel greater distrust and reduced empathy toward those who are perceived as dissimilar and members of other social groups.
Sadly the evidence also shows that knowing that research doesn’t lead to us changing our behaviours. Awareness is practically useless.
Instead we need concrete strategies and steps to follow. We need strategies that will be successful within the national, organisational and group cultures where we work.
We need leaders with cultural intelligence who can build culturally intelligent teams and develop effective strategies.
The good news is we can do it.
This article was first published as part of Gihan Perera's e-book "Expect More from 2016" which you can download here
Friday, February 19, 2016 at 11:33AM by