Situation:
Members of a senior leadership team were not communicating
with each other effectively. Important business issues were
politely ignored or actively deferred. Operating results were
suffering.
The team members were from very different backgrounds in many
ways including industry experience, academic training, communications
style, race, gender, age, and the importance they attached
to interpersonal relationships.
Solution:
The Intercultural Development Inventory (IDI) was used to
determine each person’s and the overall team’s
level of intercultural sensitivity and competence. The team
was shown the relationship among business results, inclusion,
effective communications, and intercultural sensitivity and
competence. The team received a custom analysis of its group-based
operating style and developmental feedback and coaching.
Separately each team member received a similar individual
analysis and feedback. Group-based action planning was performed.
Outcome:
Team effectiveness improved. Members became more aware and
accepting of differences. Decision making became more inclusive.
Previously unaddressed problems were now resolved effectively.
These benefits are leading to improved business operating
results. |
