[00:00:00] I would like to acknowledge the Dharawal people, the Aboriginal people of Australia, whose country I live and work on. I would like to pay my respects to their elders, past, present, and emerging, and thank them for sharing their cultural knowledge and awareness with us.

[00:00:39] Trisha: Hi there everyone. I'm Trisha Carter, an organizational psychologist and explorer of cultural Intelligence. I'm on a bit of a quest to discover what enables us to see things from different perspectives, especially different cultural perspectives, and why sometimes it's easier than others to experience those moments of awareness, the shifts in our thinking.

[00:01:03] Last week I interviewed my friend and colleague, Hanley van The interview referenced our presentation about cultural intelligence and social cohesion at the A.P.S. Conference, the Australian Conference for Psychologists, the Festival of Psychology. Afterwards, one of the participants in that session asked if I had resources on introducing CQ for her colleagues.

[00:01:28] And I realized, apart from way back in episode two when I interviewed David Livermore we spoke then about cultural intelligence and the four capabilities. But since then. I hadn't revisited the basics of CQ and we are now in today's episode at episode 55. So today I want to take you back through the fundamentals of cultural intelligence, what we call CQ and I'm going to use Australia's National Reconciliation Week, which we are currently in the middle of, it runs from May the 27th to June the third each year. And it will be our practical example for how we can develop, how we could develop if we chose to each of our four CQ capabilities. And I guess it means I'm trying to do two big things here. And I'm not an Aboriginal or Torres Strait Islander. I'm not a First Nations representative of Australia.

[00:02:27] I'm a first generation Australian. I wasn't even born here. So I'm in no way speaking from any position of expertise as a First Nations person would speak. I'm speaking as someone who came to Australia as an adult and just working to build my own understanding.

[00:02:44] I am including some snippets from episode 28 where I interviewed my friend and colleague, Sharon Gray. She speaks proudly of both her Kamilaroi and her Scottish heritage. She's been working for many years in the field of building people's cultural capabilities and working with different First Nations communities, and so she has real expertise.

[00:03:07] I'll put that link to that episode and to her LinkedIn page into the show notes for this week as well, and apologies to those from outside Australia who are listening. I may reference things you aren't aware of or don't understand. You can Google or please reach out if you'd like to know more about any aspect, and I hope that you can apply the understanding to your situation.

[00:03:29] So first of all, what is cultural intelligence? So cultural intelligence or CQ is the capability to be effective in situations of diversity. That means multicultural situations. It might mean people of different generations. It could even mean different organizational cultures. It's made up of four key areas that work together.

[00:03:53] We could say they work together like an instrument, each one on its own important, but together creating something beautiful when they work in harmony. So those four capabilities are cq drive, motivational, your energy and motivation to actually engage across cultures or across lines of difference.

[00:04:14] CQ knowledge, cognitive. Your understanding of how cultures are similar or different, CQ strategy, metacognitive your ability to think about your thinking and plan and reflect accordingly. And cq action, behavioral, your ability to adapt your behaviors appropriately in different cultural settings. So in this podcast, we usually focus particularly on the metacognitive aspect, thinking about our thinking. That's CQ strategy.

[00:04:46] But today we're going to explore all four to give you a bit more of a foundation. And the most important thing to keep in mind people is that CQ is not a fixed thing. It's not done and dusted. We can grow it, we can develop it. And so that's the lens that we speak to today.

[00:05:06] So let's start with CQ Drive, finding Your Motivation. technically, CQ Drive is about your interest, confidence, and willingness to engage with people from different cultural backgrounds. It is, if you like, the fuel that powers your interactions with other people. Some of the motivators might be intrinsic, they might be internal to you. People will often say to me, I'm really interested in learning about other people's culture.

[00:05:34] I love different food music. I love to learn languages. Other people are more extrinsically motivated. I want to lead my team better. And that team is made up of people from different places, different ages, and so I want to understand them better so that we can all work well together. And with either aspect of motivation, internal or external.

[00:05:57] The third aspect is also important. It's confidence, self-efficacy, to those psychologists who might be listening. And it's also really important because if we don't have that confidence, we may never actually do anything in terms of reaching out to people who might be different to us, or for example, trying to greet someone in a new language.

[00:06:18] If we feel like we aren't confident, even if we've got serious motivation to do something because of our work, for example, but if we feel like we aren't confident, we might avoid people in situations. So how does CQ Drive apply to National Reconciliation Week? Well, during this week, it might show up as a genuine curiosity about the theme for this year.

[00:06:43] Which is Bridging Now to Next. And that calls on us to build strong, respectful relationships that honor the truths of the past while paving the way forward. And so it might mean that we work to lean towards people to build those relationships, and it might mean we lean towards the truths of the past or working to pave the way forward.

[00:07:08] So it could mean that you take some time to attend a local event or to read about Aboriginal and Torres Strait Islander people's cultures. It could be sparked by watching an Australian movie like the Sapphires or Rabbit Proof Fence, or listening to contemporary indigenous artists like Thelma Plum or Baker Boy or traditional music and witnessing the power of dance and storytelling.

[00:07:36] You might find yourself drawn to a Corroboree or cultural performance, feeling that emotional connection that transcends words. It's that internal spark that says, I want to learn more. So for your individual application, maybe you could reflect on your personal motivations for cultural learning. Maybe you could consider what draws you towards or holds you back from cross-cultural engagement. Maybe you could assess your confidence levels in diverse situations, and if identifying, perhaps if there's an area that is more problematic for you, more difficult for you, and then think about how you could address that.

[00:08:19] it might be that the spark is coming more from your workplace. It might be that it wants to help you do your job better, or it might be that you want a bigger perspective on living in a more cohesive and supportive society. As Sharon shared in episode 28.

[00:08:38] Sharon: It was more than just around, um, you know, getting more Indigenous people into jobs.

[00:08:44] It was holistically the impact of the infrastructure that your company's building. What impact is that going to have on the community? And how do we get the community involved?

[00:08:56] Trisha: So the second component is CQ knowledge building cultural understanding. So the definition for CQ knowledge is understanding how cultures are similar and different. That might mean in terms of cultural systems, history, economic systems, legal systems. It might be about language, how words are a gateways to understanding.

[00:09:21] So when we think of national Reconciliation Week, this is where you might learn about the significance of the dates. May 27th marks the 1967 referendum, and at that time, the referendum was a watershed moment in the country's history. It resulted in a resounding yes vote of 90.77% of people approving amendments to the Australian Constitution that recognized Aboriginal and Torres Strait Islander peoples as citizens and allowed the commonwealth to make laws for them.

[00:09:56] These changes removed discriminatory language and empowered the federal government to address inequities faced by indigenous Australians. And then in more recent historical contexts, on May 26th, we acknowledged, sorry, day

[00:10:13] On that date in 2008, the Prime Minister of Australia delivered a national apology to the stolen generations in parliament. I was living and working here then, and I can remember where I was as I watched that apology. It acknowledged the injustices experienced by Aboriginal and Torres Strait Islander peoples who had been separated by government policies taking the children from their parents.

[00:10:41] Understanding these historical moments, both the painful truths and the steps towards healing help us grasp the contemporary landscape of reconciliation. When we think about history, we know as a country that Australia and Australians really value acknowledging what has happened in our past to learn from how it shapes our future.

[00:11:03] We see that happening every Anzac day as we remember those who gave their lives and the conflicts that shaped our values through those experiences. Imagine how powerful it could be if National Reconciliation Week became as significant and as moving as Anzac Day. That might take some shifts in society, but we can get there.

[00:11:26] CQ knowledge might sound a bit overwhelming, like there's a lot of learning to be done, but it's not about knowing every detail of every culture. That's just impossible. Even in my own culture, I don't understand or recognize the differences in different generations and how they've experienced that culture.

[00:11:43] It is more about understanding how culture shapes thinking and behavior. And to do this, it's helpful to understand our thinking preferences and to explore some key cultural dimensions where our own personal preferences sit, and how others might hold different values and thinking styles. We've spoken about some of these dimensions in earlier episodes.

[00:12:05] We've talked about high power distance and low power distance, and how that impacts in authority, relationships, and status relationships. We've spoken about individual and collective orientations, and we've talked about communication styles, some speaking more directly and others indirectly. We've also touched on different time orientations.

[00:12:28] Some people prioritizing time and others prioritizing relationships. So understanding how these things show up in different people's thinking can help us recognize some of the different aspects that might be happening,

[00:12:44] and we can hold the two in our thinking together, our own experience and how others might be experiencing things. Sharon beautifully explained her bicultural experience.

[00:12:58] Sharon: So I've had the privilege of two worlds. So I often refer to the fact that I can walk in two worlds.

[00:13:05] And, so, yeah, so I do pay a lot of respect to my Scottish, background. And, And there's a lot of synergy between Scottish and my Indigenous inheritance as well.

[00:13:18] Trisha: So what applications can we take from CQ knowledge? Well, we might want to read about Aboriginal and Torres Strait Islander histories and contemporary issues. We might want to learn about significant cultural concepts and protocols. We might want to understand the historical context more, even though that might include some painful realities of colonization and the ongoing journey towards reconciliation.

[00:13:46] And most importantly, it can be so helpful if you understand your own cultural background and identify the preferences that you have in your ways of thinking.

[00:13:57] So the third capability, CQ strategy, thinking about your thinking. the definition of CQ strategy is that it's your ability to plan, be aware of, and reflect on your cultural interactions. It is the metacognitive capability that helps you recognize when you need to shift your approach. Some people seem to do this automatically, and some people need the explicit learning process.

[00:14:27] So for National Reconciliation Week, this might involve reflecting what assumptions am I making about reconciliation, or how can I engage with this in a way that's meaningful rather than just performative? If I'm in an organizational setting that requires me to do some things. So it's about thinking about your approach thoughtfully.

[00:14:50] I can remember a moment of shift for me many years ago in my understanding of Australia's first nations peoples and the history. I was at an event, and I apologize, I do not remember the artist's name or her people group affiliations. She was drawing circles in the sand on the stage explaining how in her culture there were clearly defined groups of people. Some who would be part of raising you, guiding you. Some you could count on when you had a hard time to ask advice and counsel. If you're a woman, there were some who would help you in puberty, childbirth and raising your children and a different circle for men.

[00:15:28] There was a circle you couldn't marry, and even of a circle of people that you shouldn't talk to. It was a beautiful pattern of relationships that I didn't fully understand, but I could see supported people in a complex but powerful way of relating. And then the artist looked up from this beautiful pattern she had created and looked at the audience and said, and then they came and took the children away, and she slashed her hand through that complex pattern of circles and destroyed them.

[00:16:01] And then spoke of people not knowing where they came from, where they fitted in, who they could count on. It was for me, a moment of shift that made me see things differently. Sometimes we have these intuitive moments of shift and sometimes we need to help our brains think through the different cultural aspects so that we can view things from that different perspective.

[00:16:28] I'll come back to that in a minute.

[00:16:30] So some key strategic questions that might help. What cultural factors might be influencing this situation? How might my cultural background be affecting my perspective? What do I need to adjust in my approach and how can I check my understanding? Do I have a buddy or a mentor that I can reach out to and ask questions of?

[00:16:54] Sharon shared this powerful concept,

[00:16:57] Sharon: in my language, in Kamilaroi language, I use, The word Winangar Guru and Winangar Guru, and I say this to people all the time, means to listen deeply, go slowly and respect everything.

[00:17:10] Trisha: So for the individual application, you might like to practice the pause and reflect approach before cultural interactions. And we shared that in a very recent episode. 52 and 53 speak about shift and pause, and so those episodes will help you to think explicitly about your thinking. You can also develop self-awareness about biases that you might hold, or assumptions that you might automatically make.

[00:17:40] Okay, so onto the final capability, cq Action. Adapting your behavior.

[00:17:45] CQ action is your ability to modify your verbal and nonverbal behavior when different situations require it. It's about having a flexible repertoire of behaviors you can draw upon. It might be about speech and what you say or how you say things. It's also about nonverbal ways of operating and acting.

[00:18:10] So in national Reconciliation week, it might mean adjusting how you participate in events, perhaps listening more, speaking less, perhaps following protocols for acknowledgements, perhaps adapting your communication style to be more collaborative rather than directive. And here's something I'd really request.

[00:18:29] You could think about making your acknowledgement of country real, so not a meaningless protocol. Too often we race through these acknowledgements like we're reading the fine print. Cq action means slowing them down, understanding what you're saying, speaking with genuine respect and intention, and applying it to the situation you're in right now.

[00:18:55] It's the difference between ticking a box and creating a moment of genuine connection and recognition. So key behavioral adaptations. It might mean communication style adjustments, nonverbal behavior modifications. What are some things you're comfortable doing and some things you're not comfortable doing?

[00:19:16] Do you always have to shake hands with that, firm handshake that your father told you to shake hands with, or can you adapt? Can you not shake hands if that's not appropriate? Can you shake hands softly? What participation style changes might you need to make? And are there protocol and etiquette adaptations that you might need to make in the situations you are in?

[00:19:40] Sharon explained her approach to community engagement.

[00:19:44] Sharon: the way that I talk to my team, it's almost like our job is to hold someone's hand and walk with them and help them see what we see.

[00:19:53] Trisha: So I encourage you to practice active listening and cultural context to learn appropriate protocols, develop flexibility in your different ways of operating, and observe and adapt to the cultural cues, and let's move beyond performative gestures to real meaningful engagement. So to put it all together, I'd like to borrow a metaphor of Sharon's.

[00:20:16] Sharon: I quite often liken the world to a chocolate cake.

[00:20:20] As much as you want to sit down and you want to eat the whole lot at once and consume, you can't do it. It makes you sick, right? As beautiful and yummy as, as you want that chocolate cake in your, you know, in your taste buds and in your tummy. It needs to be cut into bite size, amounts so that it can be digestible.

[00:20:40] Trisha: So developing cultural intelligence isn't about mastering everything at once. During reconciliation week, you might like to start with drive, find one aspect that genuinely interests you, build some knowledge, learn about one specific topic. Or story apply strategy. Reflect on what you're learning and why it matters, and practice action.

[00:21:04] Attend one event or have one meaningful conversation and beyond this week, making it ongoing. Set some regular reflection practices and ongoing learning opportunities, and really work to build relationships across cultural lines. And to practice cultural humility.

[00:21:25] In this episode, we're focused on you as an individual, building your cultural intelligence. When I spoke with Sharon in episode 28, we also looked at the organization and its responsibilities and commitments to building CQ. So I recommend that you go back and listen to that one if you're interested from an organizational perspective, and if you want to speak with me further, please reach out because this is the work that I do, both individual and organizational, so to close National Reconciliation Week.

[00:21:56] It gives us a focused opportunity to develop our cultural intelligence, but the real work happens in everyday moments, ongoing relationships, and continuous learning. As Sharon said, it's about listening deeply, going slowly, and respecting everything.

[00:22:15] In our upcoming episodes, we'll continue exploring these concepts with guests who can share their lived experiences and professional insights.

[00:22:24] Each conversation is an opportunity to develop our CQ and experience those shifts in thinking that help us to see the world through different perspectives. Thank you for being part of the shift today. Cultural intelligence is something we develop together as well as individually. And national Reconciliation Week is one opportunity among many to grow our understanding.

[00:22:47] If this episode resonated with you, please share it with someone who might also be exploring cultural perspectives. Follow us on your preferred podcast platform. That means pushing, subscribe, or like, or follow, and join us next week on the shift.

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