Getting Results with the Strategic Performance Framework


The Strategic Performance Framework evolved during the creation of the sixth edition of the Cultural Orientations Guide (COG). While researching for the COG, my co-authors and I originated the idea of a framework that could act as a guide for strategic performance, which leaders could use to increase their cultural agility in order to optimize functioning in the modern workplace. The Strategic Performance Framework was born, and not only did it turn into the theoretical groundwork for the book, it even became the base of its title, “Maximizing Business Results with the Strategic Performance Framework: The Cultural Orientations Guide, Sixth Edition.”

Over the course of our careers, we’ve been able to pinpoint three different levels of cross-cultural functioning that feed into each other, leading to strategic performance. The first level, or loop, in the Strategic Performance Framework is Cultural Perspective. The authors formerly referred it to as Our Journey to Cultural Competence. This level includes an open attitude, self-awareness, other-awareness and building cultural insights. It is the journey through these steps that leads to the second ring, Cultural Skills. There are four key cultural skills, namely cultural due diligence, cultural dialogue, style switching and cultural mentoring. These four skills enable us to work and communicate across cultural boundaries on every level.

The four key cultural skills get us ready to start engaging in a business skill set that delivers Strategic Results. These are: the arts of influencing, collaborating, negotiating and communicating.

The Strategic Performance Framework outlines the skills global leaders need to be able to work and communicate effectively with partners and clients from different cultural backgrounds. It is an essential framework in the modern, diverse and interconnected world.

Lynne Tarter