I would like to delve further into the four components of Cultural Intelligence (CQ) over the next few blog posts. This post will focus on Drive.
Drive is one of the key components to CQ. It is your interest, motivation and confidence to adapt to a multicultural situation. It consists of intrinsic and extrinsic interests and the drive to learn and understand different cultures, their norms and behaviours.
The intrinsic and extrinsic motivators are culturally determined. Extrinsic rewards are usually financial, such as salaries, bonuses and benefits. Intrinsic rewards are psychological rewards that individuals reap from engaging in meaningful work with a healthy balance of choice, competency, challenge and success.
As an individual you need to establish and maintain your own CQ drive and as a leader you also need to instill and support the motivation of your employees. Remember that your intrinsic and extrinsic motivators may be vastly different to those of your peers and employees so it is important to have a range of strategies in place.
Strategies for Improving CQ Drive for self:
- Take some unconscious bias tests, seek feedback
- Be prepared to make mistakes, learn from them and then move on
- Identify your passions, what they are and why do you care about them?
- Reflect on what guides and influences your behaviours and attitudes toward culturally diverse groups
- Welcome opportunities to mentor others as a ‘cultural broker.’
Strategies for Improving CQ Drive for others:
- Understand your own motivations, it will assist you when you are influencing and motivating others
- Provide an exciting and clear vision of what can be accomplished i.e. share success stories and celebrate milestones
- Ensure that the relevance between task and purpose is transparent. Help people to make clear connections between the vision and the work
- Reinforce confidence in the self-management of individuals. Intrinsic motivation improves when people feel trusted and their expertise and skills are recognised and appreciated
- Share customer feedback and interactions with individuals and the wider team. Not only does this promote purpose and goals, it also reinforces the successes and highlights areas for improvement.
- Take a moment to consider what you find most challenging when you are in culturally diverse settings
- Consider some of your CQ drivers and those that you have observed in others
- How do you think improving your CQ drive could assist both yours and your teams overall level of CQ?