Coaching World Issue 18: May 2016 - Page 17

COACHING WITH CQ “Why Would You Want to Do It?” Reflect honestly on motivations that ultimately will drive your own reframing and coaching approach. “What Do You Know?” Gather information about your client’s culture, norms and practices, cultural cues and nuances, values and beliefs, and cultural orientation. “What Do You Plan to Do?” Piece together your client’s cultural information and your own unique cultural perspective and past crosscultural experiences, and strategize how to integrate the pieces together into your coaching repertoire. “What Do You Do?” Adjust your outward coaching behaviors and responses to coach more effectively in your crosscultural conversations. Adapted from Livermore, D. “Leading with Cultural Intelligence: The New Secret to Success,” p. 30. new and foreign environments, but to thrive and succeed. While it is unrealistic for us to aspire to be interculturalists overnight, we can strive to increase our cultural awareness and develop our cross-cultural competence to begin integrating basic cultural components into our coaching conversations. When we become more aware of our own cultural orientation and the associated emotional filters that come with our cultural baggage, we begin to connect more authentically with our clients and focus on their culturespecific issues and goals. CQ has 4 dimensions, interplaying to be effective in cross-cultural situations: CQ Knowledge (CQ1) “What do you know?” (the cultural information you know, such as local cultures, norms and practices) CQ Drive/Motivation (CQ3) “Why would you want to do it?” (a look at your motivations that ultimately will drive your responses) CQ Action/Behaviors (CQ4) “What do you do?” (your outward actions and responses to adapt effectively in a cross-cultural situation) At the heart of this model is CQ Motivation (CQ3), our inner drive to engage positively in cross-cultural situations, question our cultural prejudices and biases, and reframe CONTINUED ON NEXT PAGE > 17 Our cross-cultural competence can now be measured, evaluated and Soon Ang and Linn Van Dyne define CQ as the “capability to adapt effectively across national, ethnic and organizational cultures.” Researchers in the last decade have proven that CQ significantly increases cross-cultural adaptation, work performance and business outcomes in the cross-cultural workplace. CQ Strategy (CQ2) “What do you plan to do?” (your higherlevel thinking processes that help you to pull together your cultural information and past cross-cultural experiences to form your plan of action, your repertoire and your perspective) Coaching World Cross-cultural Competence and CQ quantified like IQ or EQ. It is called the “Cultural Intelligence quotient,” or CQ. CQ is touted as the “x-factor” in differentiating a successful global leader from an ineffective one in navigating through crosscultural terrains.