Cultural Values: How can I make sure I lead across culture bounds

 What?

    Cultural differences can be divisive. They are engrained in the way we move through life: beliefs, symbols, practices, and values. They can be a catalyst for conflict and can call for needing to manage expectations. In certain settings, we will experience that matches the culture to which we are accustomed. Whereas, as we gain experience, we may also have opportunities to develop an understanding of cultures different than ours. Given that people may take their culture for granted (Shwartz), it also seems that we don't even recognize the pillars of our culture until we encounter something different. Institutions functions based on these pillars, orientations, of cultural value (Shwartz). Cultures will fall on one side of a value orientation and gives guidance on how cultures function and people move through their societies.

So What?

    Culture does not define us, but it does impact us. Cultural values can influence our perception, our actions, our beliefs, and out personal values (Schwartz). In many situations, the dominant culture can influence rules, taboos, symbolism, traditions and hierarchy. Related, but not exclusive, to the way that international immersion is influential to global leadership, so is understanding cultural differences (Walker & Tolstikov-Mast, 2022). In fact, some of the leadership principles will be identified as similar or different, based on the cultures the derive from and are being examined by (Useem, 2022). This is where listening comes in. It is somewhat inevitable for one culture to dominate in a specific element of a society, but it is unfair to assume that the culture that we identify with is that which is dominating. When looking beyond the culture of a country or a certain group of people, systems like corporations or schools, may adopt their own cultures. Phenomenally, in the case of a Scandinavian country have an office to their company in New York City for example, that office may have a culture that is comprised of the customs of its employees and the traditions of its country of origin. This is why you must work to understand the cultural values of what is dominating a certain space, because neither is inherently negative, but can be vital to succeeding in such space (Schwartz). Some of these differences in cultural values could be almost undetectable, while others could be blatant. If you are of a culture that emphasizes and encourages independency but work with a group or employer that is continuously encouraging or assigning group projects, this may be more obvious to you. It is just important to be able to acknowledge that is different than your own way of doing things and having an open mind, not making assumptions or indications of one culture being superior to the others. 

Now What?

Cultural differences are not black and white.  They exceed many bounds: families, communities, countries, and organizations. While this may not be the experience for everyone, many countries are multi-cultural. In 4-H, a part of our mission is to provide programming for all youth within our localities. Ideally, our programs are reflections of the populations which we serve. Since it is our programs, I wonder how the culture of such is set. While this I am uncertain of, I am certain that we set an example for our youth to not be blind or insensitive to the cultures of those in our group. Even more so, we must not intentionally turn a blind eye, assuming that our values or traditions will be the ones upheld and adopted by the group. In a way, my job is to foster a space where cultures can collide. I must have a high cultural intelligence to work cross-culturally. As a leader, it is imperative to foster an environment and guide them to cultivate their own culture. Learning is never done and I can only teach so long as I continue to learn. Cultural intelligence will give me the tools that I need to learn from people who are different than I am and also create an environment for others to learn as well.