MFHA CULTURAL INTELLIGENCE COMPETENCIES

Continuous focus on practicing personal self-control and regulation of

behavior, emotion, body language, posture, and reactions.
SELF AWARENESS

Handling feedback in a constructive fashion.

Striving to improve adaptability and flexibility in situations involving
change.
Knowing yourself: strengths, weaknesses and opportunities for
improvement.
Being conscious of how you come across to others i.e. kind, attentive,
collaborative vs. abrasive, arrogant, overly sensitive.
Being willing to ask others for feedback about how they see you.
Actively working to improve yourself by seeking to learn what you need
to know about other cultural groups.

Actively working to learn and understand cultural cues, traits, standards,

COMMUNICATION
CROSSCULTURAL

traditions and nuances both verbal and non-verbal of different groups.

Actively working to effectively communicate by acknowledging
differences as well as similarities.
Being sensitive by using words, phrases and language that are respectful
and not hurtful.
Understanding and validating the need and importance of having input
from people from a variety of cultures and perspectives.
Having tasteful use of humor. What may be funny at home or with your
family and friends may not be funny to other cultures or groups.

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 Inspiring others to maximize their skills to contribute at their highest
levels.
ENGAGEMENT
EMPATHETIC

Inspiring confidence in others by acknowledging the value of their

insights, perspectives and experience.
Continuously working to earn and building trust.
Conveying genuine concern with an individual’s development. You do
well; I do well; we do well.
Extending “la familia” and “the village” concept to build teamwork.
Being comfortable with the uncomfortable as an important way to learn.
Being willing to take action vs. just referencing a concern.
CONFLICT MANAGEMENT

Ensuring a safe and fair atmosphere where both parties feel valued,
respected and heard.
Mediating disputes early in the process to minimize the potential of
escalation.
Defining conflict areas within cultures. Understand the “hot buttons” and
avoiding them accordingly.
Developing conflict resolution skills by having intentional dialog.
Having an empathetic mindset when resolving conflict.
Being careful not to takes sides and pushing to understand the issues to
develop fair and sustainable solutions.
Finding the teachable moments that can be helpful to some individuals
who may have a totally different perspective on how to resolve disputes.

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 Developing others by utilizing truthful, relevant and fact based feedback
to improve performance and to position them for success.
AUTHENTIC COACHING

Learning and being mindful of cultural differences when you give

feedback. Seeking input about the style, frequency, and quality of
feedback you give others.
Cultivating individuals to achieve breakthrough results by using clear
examples with specific feedback designed to foster professional growth.
Practicing respect and empathy when providing feedback.
Asking for permission to provide honest feedback as a way to
communicate respect and sincerity.
Balancing listening, feedback and dialogue.
When identifying candidates who would benefit from coaching, resist
making choices based only upon your own personal values.
Always seek to motivate and inspire others you coach.

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