Cross-cultural awareness, competences and other related jargon. Training ideaS

I am reproducing an interesting article about cross cultural training... It presents simply what is quite simple. Which is 1000 times better than what most so called expert do: making something simple complicate and trying to make sound simple the resulting complexities. None of this here. Thanks to the author whose website is mentioned below:

Terminology within the cross cultural communications field can sometimes be baffling to those reading the literature, websites or promotional material. Many ask what is the difference between 'intercultural' and 'cross cultural'? What is 'cross cultural awareness' as opposed to 'cross cultural knowledge' or, are 'cultural sensitivity' and 'cultural competence' the same thing?

 With a view to clarifying some of the above mentioned terminology, this article will examine terms used in relation to building cross cultural understanding within the business world. Cross cultural understanding simply refers to the basic ability of people within business to recognise, interpret and correctly react to people, incidences or situations that are open to misunderstanding due to cultural differences.

The fundamental intention of cross cultural training is to equip the learner(s) with the appropriate skills to attain cross cultural understanding. Once the foundations of cross cultural understanding have been laid, the learner(s), either through continued training or experiences within the workplace, gradually attains a more acute appreciation of cultural differences.

The different types of appreciation are cross cultural knowledge, cross cultural awareness, cross cultural sensitivity and cross cultural competence. Although all the terms may appear similar in meaning, subtle differences exist between them. 'Cross Cultural Knowledge' is critical to basic cross cultural understanding. Without it cross cultural appreciation cannot take place. It refers to a surface level familiarization with cultural characteristics, values, beliefs and behaviours. 'Cross Cultural Awareness' develops from cross cultural knowledge as the learner understands and appreciates a culture internally. This may also be accompanied by changes within the learner's behaviour and attitudes such as a greater flexibility and openness. 'Cross Cultural Sensitivity' is a natural by-product of awareness and refers to an ability to read into situations, contexts and behaviours that are culturally rooted and be able to react to them appropriately. An suitable response necessitates that the actor no longer carries his/her own culturally determined interpretations of the situation or behaviour (i.e. good/bad, right/wrong) which can only be nurtured through both cross cultural knowledge and awareness.

'Cross Cultural Competence' is and should be the aim of all those dealing with multicultural clients, customers or colleagues. 'Competence' is the final stage of cross cultural understanding and signifies the actor's ability to work effectively across cultures. Cross cultural competency is beyond knowledge, awareness and sensitivity in that it is the digestion, integration and transformation of all the skills and information acquired through them, applied to create cultural synergy within the workplace.

Thanks for this valuable article taken from the following web http://www.kwintessential.co.uk/cultural-services/articles/cross-cultural-understanding.html

What seems to me is the importance of appreciation. The practice of appreciation is what will help seeing the intention beyond and connecting with what is really good in every thing. Culture is often the make up for wanting to do things properly. Because of the general positive inclination of any culture, this very trait is often used and abused by groups of people wanting to draw power and benefit from society - either by their position or by their business or practices. That is how culture or cultural features become degenerative - ie they lose their meaning and become mere instrument of power or control -. This is obvious in some rituals - often religious rituals whose meaning is lost - or some table manners - where to put our hands or forks or knife, whether using hands or not etc... -

A deep training directions would be look very seriously for as many reasons as possible why a behavior A is good and  why its opposite A- is also good. Practicing that. Then practicing that on our personal top 10 of what we believe is right - right in business relationship - right at home - right with children - right with friend.

Then the same should be practice with someone else list. Before that, the "someone else" list should be "de-personnalised" ie it should be re-written by someone else (who would read it though) and following that, it should be placed in a box for someone else to pick it up randomely.

This technique would enhance the practice of appreciation, detachment, distinguishing between person and the behaviour. It would help de-personnalise issues while bringing to light the purest intentions (the top ten of what is right). It could create an "arch" of understanding - well above persons, ego and behaviours - under the light of pure intention and universal values, where we all stand equal and united.

Quite a high aim and surely an interesting training session.