What is Multicultural Competence and Multicultural Humility? And why is this important for leaders?
Our world continues to become more interdependent through technology and business. Leaders, managers, and workers consistently interact with teammates and clients from diverse cultural backgrounds. This increased connectivity requires increased competence. Specifically, how to understand ourselves, others, and factors that govern cross-cultural interaction in the work environment. Becoming a culturally competent person begins by developing and sustaining a posture of humility that facilitates self-exploration and learning in a diverse and dynamic global society.
What is Multicultural Competence?
Multicultural Competence is understanding your own and others cultural identities and effectively employing cultural skills during cross-cultural interactions. I have built on the work of Milo, Barker, Tumambing (2012), by highlighting four components of Multicultural Competence:
Cultivation of Multicultural Humility to become reflective and self-aware of our own cultural biases and values.
Deciding to take a posture of curiosity and exploration by listening and learning varying perspectives and cultural identities.
Implementing a set of distinct interpersonal and cultural skills that inform and guide cross-cultural behavior.
Deliberate repetition of these components to account for new knowledge and additional exposure.
The combination of these components provides a framework for us to measure the progression towards Multicultural Competence. In a rapidly changing world, our cultural and interpersonal skills must be continuously refined through education and exposure to respond accordingly to cross-cultural situations.
What is Multicultural Humility?
Multicultural Humility is reflecting on your own cultural identity, and how it informs and affects your interaction with others. Multicultural Humility is a foundation for developing Multicultural Competence. As a black, cisgendered, able-bodied, male Consulting Psychologist who grew up in the Midwest, I have certain biases that have unconsciously and consciously cultivated who I am. As a leader, I have the responsibility to explore my cultural identity development, and the impact that it has on my work. Moreover, to be honest with how it affects my beliefs and interactions with others who may and may not share my identities.
Why is this important for leaders?
Cultivating a culturally competent environment takes time and deliberate effort. By giving this domain attention, it could increase mutual respect and behavioral awareness in the work environment. A potential barrier to Multicultural Competence is personnel who remain willfully uninformed, uninterested, or resistant to learn about coworkers and client’s cultural identities. Professional development and movement toward a culturally competent work environment is the leader’s responsibility. Breaching topics that can be potentially challenging is a critical leadership practice in many of our work environments. In my opinion, leaders worth following will advocate for culturally competent work environments by self-reflecting, actively listening to others, and creating brave spaces to develop cultural skills that enhance the work relationship with coworkers and clients.
Research. Train. Assess. Thrive.
Dr. Cedric Williams is a Consulting Psychologist, Assistant Professor, & CEO of Legacy Consulting & Research Group. His work and research interests are in the domains of Multicultural Competence, Emotional Intelligence, and Leadership. He served as the Diversity and Inclusion Chairperson for the American Psychological Association’s Division 13, the Society of Consulting Psychology from 2020-2021. Dr. Williams provides executive coaching, assessment, and consulting services for individuals, teams, and organizations.. In addition, to his work as a psychologist, Dr. Williams has served in the military for over 19 years as an enlisted Infantryman and Infantry Officer. His current US Army Reserve duty has him serving as an Assistant Professor in the Behavioral Sciences and Leadership Department at the United States Military Academy at West Point. If you are interested in Dr. Williams providing consulting and/or coaching services for you or your organization, please fill out the service request below.
Dr. Cedric Williams
Founder + CEO
Legacy Consulting & Research Group LLC
