Detailed agendas for this virtual program are included below. NOTE: All times are in Central Time (CDT/CST). 

Date(s)

Time

Program event/activity

August 24

11 a.m.-12 p.m. CDT

Kick-off workshop & introduction to the Intercultural Development Inventory (IDI)

August 24-Sept. 2

On demand

Complete the IDI

The IDI is designed and validated as a “culture-general” measure of intercultural competence. The IDI has been statistically validated to generalize across other cultural communities than the respondent’s own culture group. In this program, the IDI and Intercultural Development Plan (IDP) Reports will be developed by the Third Sphere facilitator team.  Cohort participants will have a 1:1 facilitated coaching conversation to understand their IDI results and development plan. 

Sept. 9

11 a.m.-1 p.m. CDT

Session 1

— Intercultural leadership 
— Role of IDI in building cultural competence 

Intercultural leadership and the role of the IDI in building cultural competence  

As a result of the dynamics of globalization, technology, rapid demographic shifts, and the necessity for interdependence, cooperation, and collaboration, “We cannot effectively lead in a multicultural diverse world with monocultural mindsets.” Culture and socialization play a significant role, informing the ways we live and interact with the world around us. Whether in business or personally, cultures differ from organizations, communities, nations, and regions. To effectively navigate these dimensions of diversity and cultural differences, we must develop a critical understanding of self, of others, and of our current realities, then address issues on a systemic integrated basis.

Sept. 12-23

Individually scheduled with coach

1:1 coaching session to understand IDI results and create development plan

Sept. 30

11 a.m.-1 p.m. CDT

Session 2

— Role of unconscious bias 
— Power of awareness-based decision making 

Being an effective leader in the 21st century: The role of unconscious bias and the power of awareness-based decision making  

Everyone has unwritten scripts and biases. It is what makes us humans! We often make questionable decisions because mental distortions and biases sabotage our reasoning. Scientific research has demonstrated how these unconscious, automatically activated, and pervasive mental processes can be manifested across a variety of contexts producing significant impacts. When we unconsciously link whole groups of people with an attribute or behavior, we might make an implicit association that may be in direct conflict with our stated values and beliefs. And, because these actions happen in our unconscious, they may cause us to be unfair even when we think we are being fair. As we seek to lead in transformational ways among multicultural diverse groups, it is important to identify those mental processes which affect social judgements and operate without our conscious awareness or conscious control.  

Oct. 14

11 a.m.-1 p.m. CDT

Session 3

— Emotional intelligence for business leaders

Emotional Intelligence (EQi) for Business Leaders 

Emotional Intelligence has become widely acknowledged as an important way of thinking about human abilities. It provides a balance to more cognitive and rational theories and teaches us how to be more effective in the different relationships in our lives. Emotional Intelligence measures social and emotional competencies, which can be learned and improved. The workshop administers the Emotional Intelligence instrument and provides interpretation of the results with participants. The facilitator will help participants understand the application of the findings and EQ concepts to their daily lives and provide strategies to improve in needed areas. 

Oct. 27

11 a.m.-1 p.m. CDT

Session 4

— Role of transformational and adaptive leadership in coaching/managing across culture and human differences

Professional Leadership Development: The Role of Transformational and Adaptive Leadership in Coaching / Managing Across Culture and Human Differences 

How and why are people transformed? What are the processes and experiences that cause transformation in individuals, organizations, and systems? While culture change involves engineering a process and managing the moving parts, transformation takes place on the inside. Transformation involves human beings and all of the feelings, beliefs, and values that motivate them. It’s about working with people’s motivations to create something bigger and better than you could have imagined alone. It takes time and needs to be cultivated, like growing a plant or any living thing. While change is a process from ‘this’ to ‘that,’ transformation unleashes the best of what can be. Transformation frees human potential and accesses our collective wisdom.  

Nov. 10

11 a.m.-1 p.m. CST

Session 5

— Recruiting, hiring, and retaining diverse talent

Recruiting, hiring, and retaining diverse talent 

How do you create a pipeline for equity and inclusion in your organization? This module will help you think through the various systems in your organization and how they may contribute to or prevent diversity, equity, and inclusion within the organization. Any recruiting, hiring, and retaining strategy must contain well-defined measures to assess effectiveness and to evaluate whether outcomes support organizational objectives and targets. Such measures must be straightforward and clear so that all employees and leaders clearly understand what is expected.  

Nov. 29

11 a.m.-1 p.m. CST

Session 6

— Driving accountability through culture

Driving accountability through culture 

People are intrinsically motivated to fulfill their responsibilities for a range of reasons, none of which include being mandated. For leaders it is necessary to first discuss what accountability should look like and encourage more responsibility among employees by creating a culture that promotes and drives accountability. In this session, participants will be able to clearly define and communicate what organizations and employees are accountable for and committed to achieving. Furthermore, participants will increase awareness of their own culture and the effect our worldview has on understanding and driving accountability through culture. 

Detailed agendas for this virtual program are included below. NOTE: All times are in Central Time (CDT/CST). 

Kick-off workshop & introduction to the Intercultural Development Inventory (IDI) 
August 24; 11 a.m.-12 p.m. CDT

Complete the IDI
August 24-Sept. 2; on demand

The IDI is designed and validated as a “culture-general” measure of intercultural competence. The IDI has been statistically validated to generalize across other cultural communities than the respondent’s own culture group. In this program, the IDI and Intercultural Development Plan (IDP) Reports will be developed by the Third Sphere facilitator team.  Cohort participants will have a 1:1 facilitated coaching conversation to understand their IDI results and development plan. 

Session 1
Sept. 9; 11 a.m.-1 p.m. CDT

— Intercultural leadership 
— Role of IDI in building cultural competence

Intercultural leadership and the role of the IDI in building cultural competence  

As a result of the dynamics of globalization, technology, rapid demographic shifts, and the necessity for interdependence, cooperation, and collaboration, “We cannot effectively lead in a multicultural diverse world with monocultural mindsets.” Culture and socialization play a significant role, informing the ways we live and interact with the world around us. Whether in business or personally, cultures differ from organizations, communities, nations, and regions. To effectively navigate these dimensions of diversity and cultural differences, we must develop a critical understanding of self, of others, and of our current realities, then address issues on a systemic integrated basis.

1:1 coaching session to understand IDI results and create development plan
Sept. 12-23; individually scheduled with coach

Session 2
Sept. 30; 11 a.m.-1 p.m. CDT

— Role of unconscious bias 
— Power of awareness-based decision making 

Being an effective leader in the 21st century: The role of unconscious bias and the power of awareness-based decision making  

Everyone has unwritten scripts and biases. It is what makes us humans! We often make questionable decisions because mental distortions and biases sabotage our reasoning. Scientific research has demonstrated how these unconscious, automatically activated, and pervasive mental processes can be manifested across a variety of contexts producing significant impacts. When we unconsciously link whole groups of people with an attribute or behavior, we might make an implicit association that may be in direct conflict with our stated values and beliefs. And, because these actions happen in our unconscious, they may cause us to be unfair even when we think we are being fair. As we seek to lead in transformational ways among multicultural diverse groups, it is important to identify those mental processes which affect social judgements and operate without our conscious awareness or conscious control.  

Session 3
Oct. 14; 11 a.m.-1 p.m. CDT

— Emotional intelligence for business leaders

Emotional Intelligence (EQi) for Business Leaders 

Emotional Intelligence has become widely acknowledged as an important way of thinking about human abilities. It provides a balance to more cognitive and rational theories and teaches us how to be more effective in the different relationships in our lives. Emotional Intelligence measures social and emotional competencies, which can be learned and improved. The workshop administers the Emotional Intelligence instrument and provides interpretation of the results with participants. The facilitator will help participants understand the application of the findings and EQ concepts to their daily lives and provide strategies to improve in needed areas. 

Session 4
Oct. 27; 11 a.m.-1 p.m. CDT

— Role of transformational and adaptive leadership in coaching/managing across culture and human differences 

Professional Leadership Development: The Role of Transformational and Adaptive Leadership in Coaching / Managing Across Culture and Human Differences 

How and why are people transformed? What are the processes and experiences that cause transformation in individuals, organizations, and systems? While culture change involves engineering a process and managing the moving parts, transformation takes place on the inside. Transformation involves human beings and all of the feelings, beliefs, and values that motivate them. It’s about working with people’s motivations to create something bigger and better than you could have imagined alone. It takes time and needs to be cultivated, like growing a plant or any living thing. While change is a process from ‘this’ to ‘that,’ transformation unleashes the best of what can be. Transformation frees human potential and accesses our collective wisdom.  

Session 5
Nov. 10; 11 a.m.-1 p.m. CST

— Recruiting, hiring, and retaining diverse talent

Recruiting, hiring, and retaining diverse talent 

How do you create a pipeline for equity and inclusion in your organization? This module will help you think through the various systems in your organization and how they may contribute to or prevent diversity, equity, and inclusion within the organization. Any recruiting, hiring, and retaining strategy must contain well-defined measures to assess effectiveness and to evaluate whether outcomes support organizational objectives and targets. Such measures must be straightforward and clear so that all employees and leaders clearly understand what is expected.  

Session 6
Nov. 29; 11 a.m.-1 p.m. CST

Driving accountability through culture 

Driving accountability through culture 

People are intrinsically motivated to fulfill their responsibilities for a range of reasons, none of which include being mandated. For leaders it is necessary to first discuss what accountability should look like and encourage more responsibility among employees by creating a culture that promotes and drives accountability. In this session, participants will be able to clearly define and communicate what organizations and employees are accountable for and committed to achieving. Furthermore, participants will increase awareness of their own culture and the effect our worldview has on understanding and driving accountability through culture.