Foundation for High-Performance Teams


Recently I had an opportunity to witness this in action. As part of my client strategy role, I observed two different teams from our client organization, each participating in the same TMC workshop, but taking place halfway across the world from each other. I was amazed at the dynamics of the two different groups. Both teams were engaging, passionate and totally committed to the organization.

However, as we progressed through the day, slowly but surely, local values, cultural preferences, nationality, tenure, position in the organization and ethnic identities came into play, and the learning outcomes for the two sessions were driven by these visible and invisible cues.

With these differences coming into play, what was really gratifying for me to see was that with the common, nonjudgmental, neutral and safe vocabulary embedded into our Cultural Orientations Model and Cultural Orientations Indicator assessment, it does not matter where you are in the world, people are drawn to finding ways to engage and collaborate with the diverse perspectives present in the room.

This open attitude and self-awareness begins the journey to cultural competence and is the first step toward building high-performing diverse teams.

Ila Gandhi