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Nurturing Intercultural Competence: The Scale for Intercultural Self-Assessment (SISA)

Jun 6, 2014 | New Developments, Unkategorisiert

 

Note: The following article was included in the Mar. 2014 intercultures e-newsletter. Email the intercultures e-newsletter Editor to receive our next edition in your inbox well in advance of website postings. We offer fresh, intercultural information and insights monthly.

[Photo credit: Getty Images]

[Photo credit: Getty Images]

The debate over “nature” and “nurture” persists in some circles as people try to decode the secrets to achieving excellence in the endeavor of their choice. Some argue that the capacity for business savvy, for instance, is a quality that either comes naturally or not at all. Others would say that any kind of exceptional “know-how” can be developed.

Intercultural competence—in business or otherwise—does not tend to be subject to this debate. It is an equal opportunity skill. Intercultural competence is necessarily learned just like the cultures to which we all belong; it is a discovery of ourselves and others in relation to one another; it’s a conscious practice expanded through thought and time. Vital to nurturing our intercultural competence is conscientious self-reflection. It is a part of the practice that often receives less investment than it deserves.

With 28 questions, in 20 minutes and through four dimensions, the Scale of Intercultural Self-Assessment (SISA) can advance one’s practice of intercultural competence. SISA is based on an original model of intercultural competence. The assessment presents various, daily life and business situations involving intercultural contact; provides a brief, multiple-choice list of behavioral options in response to each situation; and, profiles respondents’ intercultural competence from their responses so that they can evaluate their particular strengths and opportunities for development. Accompanying the assessment with a 30-minute, individual feedback session with an experienced intercultural coach is strongly recommended.

Figure: Sample SISA question. The response selected above is not intended to be an indication of a preferred response.

Figure: Sample SISA question. The response selected above is not intended to be an indication of a preferred response.

For each question, respondents are asked to select one of the following responses:

  • Is never the case
  • Is hardly ever the case
  • Is sometimes the case
  • Is often the case
  • Is always the case

Select SISA questions include:

  • When working with people from different cultures, I perform my tasks differently to my original plan.
  • If I know of a difference of opinion within a group, I avoid any situation in which these could surface.
  • If I cannot understand the behavior of people from different cultures, I ask them about it directly.
The 28 SISA questions correspond to four assessed cultural dimensions. SISA assesses four cultural dimensions including:
1) Willingness to Cooperate; 2) Knowledge Orientation; 3) Tolerance of Ambiguity; and, 4) Flexibility. A sample SISA scale and brief description of each dimension are offered below.
Figure: Sample SISA results profile. The profile shown above is not intended to be an indication of a preferred assessment.

Figure: Sample SISA results profile. The profile shown above is not intended to be an indication of a preferred assessment.

  • Willingness to Cooperate. Intercultural cooperation includes the desire and the ability to actively cooperate with people from different cultures. This scale describes one’s tendency to actively manage cooperation and partnership and effectively deal with different styles of work and preferences.
  • Knowledge Orientation. The extent to which one attempts to actively acquire knowledge about other cultures.
  • Tolerance of Ambiguity includes dealing with negative feelings and situations that could have several meanings. It is also about finding a feeling of comfort in unpredictable intercultural situations.
  • Flexibility includes being prepared to adapt to changes in intercultural situations. It is also about the ability to adapt to the situation at hand and the culture of the person with whom one is speaking.

Out of a 5.0 scale, the SISA profile pictured above assesses the respondents’ average level of Willingness to Cooperate at 3.43; average level of Knowledge Orientation at 3.57; average level of Tolerance of Ambiguity at 3.71; and, average level of Flexibility at 3.43. The respondents’ overall assessment of intercultural competence is 3.54 out of a 5.0 scale. Respondents’ profiles are an assessment of their individual level of intercultural competence and the numerical weights represent a snapshot of respondents’ current state of intercultural competence and opportunity.

The Scale for Intercultural Self-Assessment may be used on a regular basis to assess pre and post-workshop participant profiles; progress on annual professional development goals; as a tool to develop intercultural competence skills within work groups; a pre-departure assessment for professionals embarking on oversee assignments other intensive international cooperation projects, etc. SISA assessments may serve to promote and sustain one-time and ongoing intercultural development efforts within teams or organizations.

Intercultural competence is an equal opportunity skill and a practice made exceptional through regular reflection. SISA is a way to bridge the difference.

Click here to request more information about SISA or to purchase the Scale for Intercultural Self-Analysis (SISA) questionnaire and related, personal feedback sessions.