Good Reads on Diversity, Intercultural Communication, and Conflict

Gardenswartz, L. & Cherbosque, J. & Rowe, A. (2008).  Emotional Intelligence for Managing Results in a Diverse World.  Nichoas Breasley Publishing.

Hofner Saphiere, D., Mikk, Kappler, B., Devries Ibrahim, B. (2005).  Communication Highwire; Leveraging the Power of Diverse Communication Styles.  Intercultural Press.

Kochman, T. Black and White Styles of Conflict.

LeBaron, M. (2003).  Bridging Cultural Conflicts; A New Approach for a Changing World. Jossey-Bass.

Trompenaars, F. & Hampden-Turner, C. (1998).  Riding the Waves of Culture; Understanding Diversity in Global Business.  McGraw-Hill.

Professional Alliance

7:00 A.M.  Aug. 12
Professional Alliance Networking Group

My presentation:

Using Emotional Intelligence and Intercultural Competence
to Respond to Differences in the Workplace


...I love early mornings...and I hope they serve coffee!!

Seattle HUD Annual Luncheon, Aug. 11, 2014

I'm excited about the variety of groups becoming curious and taking action to learn more about the intersection of intercultural communication and conflict!

                           What happened?  I thought we had an agreement!
                              A presentation to unravel the mystery of
                                    intercultural communication

In this 1.5 hour interactive presentation we will:

Define culture
Gain awareness of our own cultural preferences regarding communication
Learn about a roadmap to cultural competency
Glimpse into how our experiences can lead to culturally fluent communication...or not!

Conflict Coaching

Having professionally listened to people talk about the conflicts in their lives for over 20 years I speak with certainty when I observe that not everyone should, or is able to, engage in mediation.  Mediation requires all parties to be involved in the dialogue and decision making process.  In contrast, conflict coaching, which focuses only on one individual may prove to be effective and appropriate for gaining clarity, skills, stability and focus.  It has the potential to allow for professional and personal growth and development.  For some, conflict coaching might prepare a person to engage confidently in mediation at a later date.

Consider these questions:

• Are you seeing ineffective patterns in the way that you engage with conflict?
• Would you benefit from skills development but prefer individualized attention as opposed to a class?
• Would you like to work with a person who would champion you as a person?
• Could you benefit from a deep listener who keeps things in confidence?
• Are you interested in broadening and deepening your insights, perspective and skills as related to conflict without being told what to do?

If you’re nodding yes, conflict coaching might be for you.  Contrasted with mediation, a coach works only with the coachee.  In a private, one to one setting, people often feel safe to share challenges and vulnerabilities.  A coach can ask powerful questions inviting new and creative reflections.  Meeting your goals may take several shorter sessions (60 min. in the beginning to possibly 10 min. later on)  and can take place on the phone or face to face as opposed to more lengthy mediation sessions that are generally best in person.  The neutrality of the mediator is replaced with the idea of “championing” the coachee, working from the belief in the coachee’s abilities to learn and change.  Different from counseling, the past may be explored to develop a platform for a shift in perspective that could lead to effectively managing conflict. The past is not surfaced to access trauma or analyze dysfunction. 

Similar to mediation, the work is focused on decision-making, insights, and conflict management.  Like counseling, coaching serves to empower the individual coachee. 

A typical session might include setting a goal, talking about the conflict situation from various perspectives or looking at options.  Coachees decide on and commit to homework and, with the coach, next steps are established.

I am happy to discuss which option might be best for you, if you are stuck and wondering which way to move.

As my refrigerator magnet asks me everyday, “What are you waiting for?”

Pathways to Intercultural Reconciliation

The Dispute Resolution Center of King County has invited me to present a workshop that will deepen the teaching that I offer in their 40 hour mediation training.  2 CEU's for mental health professionals.

May 20, 2014
3:00 P.M. - 5:00 P.M.
Contact: officemanager@kcdrc.org to register

Explore strategies for applying intercultural awareness to assist people in conflict.

 Inability to recognize cultural forces and adapt behavior appropriately can be at the root of divorce, culture shock, frustrating or failed business relationships and strained feelings among extended family members, colleagues and neighbors.  Our communities and larger world offer us plenty of opportunities to witness the resulting pain.

This 2-hour workshop is for mediation practitioners and others who are familiar with basic intercultural value and behavioral differences that impact communication.  Answers to your questions of "what do we do with this awareness?" and "how do we help our clients?" will be taken up in this series of workshops.

Strategies from leading thinkers in the intercultural field will be introduced and applied to case studies and experiences of participants, as time permits.

Join us as we explore techniques and strategies to add to our conflict management too bags.

Mixed Blessings

Fellow NW SIETAR (Northwest Society of Intercultural Educators, Trainers and Researchers) member, Harriet Cannon, with her colleague, Rhoda Berlin, has just published a book that may be of interest to some readers of this blog.  The book is Mixed Blessings:  A Guide to Multicultural and Multiethnic Relationships   http://www.amazon.com/s/ref=nb_sb_noss?url=search-alias%3Dstripbooks&field-keywords=Mixed+Blessings%3A++A+guide+to+Multicultural