Many of you might be wondering what on earth is cultural intelligence, or CQ. And when I first heard the term, I was pretty curious about it, too.
Let’s begin with a simple definition. Cultural intelligence is the capability to function and relate effectively in culturally diverse situations. I think one of the keywords here is effectively… It is one thing to force a team to do something in a way that is not conducive to their cultural preferences. It is another thing to lead a team that incorporates CQ into their relations with team members and strategies for achieving goals. Both are going to eventually reach the outcome. Still, the one that includes CQ will do so almost effortlessly, more efficiently, perhaps even more creatively, and no doubt with better camaraderie and a part of a group and project. Really, I could go on and on about the benefits… now where were we?
Yes, right. Cultural intelligence involves understanding and adapting to cultural differences in behavior, values, and communication styles. We give cultural intelligence the acronym CQ, much like one’s intelligence quotient is IQ, and one’s emotional intelligence is measured as EQ. However, cultural intelligence is a type of intelligence distinct from these other types of intelligence.
Photo By: Zhao, Jensen. (2005). IQ + EQ + CQ = SYNERGISTIC TRANSFORMATIONAL SUCCESS: A MODEL FOR DESIGNING INTEGRATED IT COURSES. Issues in Information Systems. 6.
While intellectual intelligence, or IQ, refers to a person’s cognitive ability and problem-solving skills, and emotional intelligence, or EQ, refers to a person’s ability to identify, understand, and manage their own emotions and the emotions of others, cultural intelligence is focused on the ability to navigate cultural differences and work effectively with people from diverse cultural backgrounds.
One of the critical differences between CQ and other types of intelligence is that CQ is not genetically inherited (despite the conceived notion that embracing certain behavioral conventions, basic assumptions, and beliefs appears to be so ingrained in the individuals that it almost seems these traits are genetic). CQ is learned. It can be developed over time, whereas IQ and EQ are primarily determined by genetics and early childhood experiences. In other words, your CQ can be enhanced through education, training, and exposure to diverse cultural contexts. (So, contact me for some CQ coaching!)
Another essential distinction between cultural intelligence and other types of intelligence is that cultural intelligence is context-specific. A person may have high cultural intelligence in one cultural context but struggle to adapt to a different cultural context. For example, I feel pretty confident interacting with Germans after living and working in Germany for two years. However, I feel very out of my element when I visit Asian countries or when interacting with an Asian colleague. In these instances, it is crucial to approach each cultural interaction with an open mind and a willingness to learn and adapt. It may also be helpful to communicate to your new colleague that you are trying to be considerate of their culture and would like to learn more about their preferences for how they do things. Opening dialogue can help ease the pressure on all parties.
In addition, CQ is not limited to interactions between individuals from different countries or ethnic backgrounds. It can also be applied to encounters between people from other regions, cities, generations or age groups, or socioeconomic backgrounds. It can even be used within companies. Different departments and different headquarter locations may have their own unique organizational cultures. IT people will likely behave and value different things than the Marketing and Sales teams. Really, CQ is applicable in almost all your daily interactions with others.
Finally, cultural intelligence is not just about avoiding cultural misunderstandings or conflicts. It is also not solely about cultural awareness and learning about cultural differences. CQ is not about looking at divisive differences and othering the person or culture. It is about finding the magic and beauty in the differences and learning to embrace them. This involves recognizing and leveraging cultural differences as strengths to create innovative solutions and foster productive relationships.
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Resources:
Zhao, Jensen. (2005). IQ + EQ + CQ = SYNERGISTIC TRANSFORMATIONAL SUCCESS: A MODEL FOR DESIGNING INTEGRATED IT COURSES. Issues in Information Systems. 6.