Intercultural Communication Skills

1212 Words 5 Pages
This perspective is one I wholeheartedly agree with. Having been in a hiring position previously, I can relate to wanting to hire an individual with the right mindset over someone with the right skill set. While the right skill set is important, skills are easier to teach. A person 's mindset is not fixed but it is much harder to change. The education system is largely designed around teaching skills. The soft skills, i.e. mindset, is something that is developed along the way. I personally would much rather higher someone who has the right mindset and lacks skills, than someone who has all the right skills but lacks the proper mindset.

During my tenure with my previous employer, I had an employee who had all of the right skills. She had
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Intercultural communication is process between individuals of different cultures. The goal of intercultural communication is to create shared meanings between two individuals of from different cultures.

Intercultural communication is a very important competency to have. It is important to develop the skills necessary to manage differences effectively. Failure to develop intercultural communication skills could lead to a high conflict situation. Regardless of a person 's profession, everyone will interact with someone from a different culture at some point in their life. The different may not be significant but even the smallest differences can result in conflict if you are not able to find common ground. It is important to have the communication skills necessary in order to effectively interact with
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It is what influences our perceptions of our experiences. The big assumption is also what influences our competing commitments, often without an individual realizing it is happening. The big assumptions is similar to "deep culture" as it is something that is deep within an individual and may influence them without them being aware of it. It is important to uncover the big assumption in order to determine the true reasons behind an individual 's behavior.

The big assumption is important to understand with a change resistant employee as you want to understand the real reason why they are struggling to change their behavior. It is also important for supervisors to work through the process of helping the individual to find their competing commitments, particularly since an individual may not realize why they are sabotaging themselves or the reason behind their behavior. I think it is easy to become frustrated with a change-resistant employee if, on the surface, it appears they have been given all the necessary tools to enact change, when, in reality, the real reason behind their behavior is not being addressed. If a leader is truly trying to develop an employee then they need to take the time to find the root of the issue, and not just try to fix what appears to the issue on the

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