- Objectives of the Intercultural Readiness Approach
- Assessing intercultural competences with the IRC
- Rationale behind the competences
- Outcomes of IRC Assessment
- For which purposes can the IRC be used?
- The IRC in its current format is less ideal for:
- For whom is it appropriate?
- Clarifying the term Competence
The degree to which people actively try to influence their social environment, based on a concern for building relationships and integrating different people and concerns. The scores indicate to what extent a person focuses on the different people with whom he or she is interacting; knows how to engage them and get them committed to a shared goal. People with high scores invest into developing relationships and building strong and diverse networks. They constantly seek to understand the needs and interests of different stakeholders, and feel confident that they can create flexible solutions to meet those needs.
- Facet 1 – Building Relationships
- Facet 2 – Reconciling Stakeholder Needs
- Building Commitment and cooperating in multicultural teams
- Is management of social processes more important for multicultural than for monocultural teams?
- Building Commitment and managerial/leadership competences
- Leadership or Management?
- Transactional and transformational leadership
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For which purposes can the IRC be used?
The IRC is ideal for the following situations:
The IRC can be a valuable tool to use in a variety of training situations, such as Intercultural Awareness Training, Intercultural Team Training, International Project Management Training, high-level Leadership Training, Change Management Training in an International Context, and Cross Border Negotiation Training. Whole programmes can be designed around the IRC structure, or it can simply be used to complement existing programmes (see the course outline in 7.1). It can be used in advance to help assess the level of training needs of the group and to design the training accordingly. It can be used as a follow-up milestone later in time to accompany development.
Strategic competence assessment and consulting
The IRC can be used to assess levels of competence in a group, organisation and company in order to identify current and future developmental needs. It can stand alone or complement other competence assessment measures being taken.
The IRC is ideal for coaching individuals on a one-to-one basis to help them develop their intercultural competences.
Jalal is the founder of Talent Leadership www.Mouti.net, an entrepreneurial and innovative community to share the knowhow and boost talent.