During our time when technology is flattening the formerly meaningful differences between people and systems, and turning—what once used to be a disk that was thicker at the center than the edges, to one where the edges are getting sharper and sharper—culture still matters.
Competency in how to handle the steep decline from the comfortable center of cultural assumptions to the bleeding edge of cultural competency, should be one of the most sought after skills by employers.
But it’s not.
Mainly because employers are people first and positional titles second, and people tend to lack the courage and self-awareness to break their own frames, in order to attain competency.
Any kind of competency.
The distance between the thick comfortable center and the scary bleeding edge (which is as sharp as it sounds) is not a straight line. It’s curved, with switchbacks, dead ends, false starts and bad beginnings.
But the courage to break our frames and skate toward the bleeding edge of cultural competency, is a core leadership trait that any employer should alwasy be in the process of creatively destroying and rebuilding, before looking to develop it—or hire it—in others.
-Peace Be With You All-
Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: email@example.com