How do you create cultures that bring people’s best brains to the table?
Part 5 in a series on how to build a global career and legacy through cultural integration.
By Natalie Richter
If the political debates of 2016 have highlighted anything, its that differences in cultures, thinking styles and perspectives lead to vastly different articulated solutions to the same problems.
Neuroscience tells us that when solving problems people often experience a fight/flight response that shuts down their ability to think. Understanding how you and others think, how people will look at a problem differently, and with which thinking styles are at play, are all critical skills. What values do you and others link to problem solving? Some values will be linked to the problem itself (e.g. climate change) and some will be linked to the problem-solving process (e.g. transparency, participation, us/them). Do you know your value triggers, and how to self-regulate by debriefing your reactions? What can you change in the team dynamics? Respecting the ways others on the team solve problems involves recognizing other people’s thinking styles and values, accepting that there are differences, and knowing when to leverage different styles. Arriving at the best solution also involves acknowledging other people’s contributions to problem solving. How do you accomplish all of this?
While referenda and national elections are a far cry from office politics, can you imagine how different 2016 might have been if we were all WORLD Wise?
Published in Global Benefits Vision, November 2016, download the full article.