Since different generations and backgrounds tend to learn differently, it is crucial to radically meet people where they are at (Georges n.d.). In order for a trainers to understand trainees as individuals, they need to get to know where the trainees come from. Cultural competency includes the willingness to investigate the reasons people of another culture act as they do (Manning 2014). It involves knowing the tastes, trends and technologies of others (Manning 2014). Crucially, it entails learning to relate to people from other cultures on the basis of equality and mutual respect (Manning 2014). The trainers can acquire information about the others simply by asking about them with joyful curiosity (Georges n.d.).
The program needs to particularly create a space for others to tell their stories through their lenses (Georges n.d.). In different cultures, we’re looking at the same picture using completely different words to describe it (Pelligrino n.d.). The words contain values behind each culture’s actions that they are accustomed to (Pelligrino n.d.). So, the key in the beginning phase of the training would be for the trainer to learn all the words that the trainees are accustomed to. As a result, the trainer will get to know individual needs and can accordingly adjust the rest of the program.
Georges, Leah. (n.d.) “Navigating the Multigenerational Workplace.” TEDxCreightonU. YouTube. May 30, 2018. Video, 15:17. https://www.youtube.com/watch?v=kzfAOc4L6vQ
Manning, George. 2014. The Art of Leadership. New York: McGraw-Hill.
Pelligrino, Richardi. Year (n.d). “Cross cultural communication.” TEDxBergen. YouTube. Oct. 21, 2014. Video, 19:57. https://www.youtube.com/watch?v=YMyofREc5Jk
Comment by Alex Johnsen:
I agree completely that it is so important that trainers understand that trainees might come from different backgrounds and may have different ways of interpreting the same information. How do you think this approach can be applied when giving a presentation to a company/conference with 500+ attendees?