ompetencies are; articulating a tangible vision, values, and strategy, be a catalyst for strategic change, be a catalyst for cultural change, empower others, results oriented, and customer oriented (Mendenhall et al. p. 49).
The class presentation on intercultural development introduced us to the 3 types of learning to develop; they are cross-cultural experience (experiential learning), intellectual framework (cognitive learning), and reflection (affective learning). You need the intellectual framework to reflect on the experience. Leah Spinoza de Vega is a resource at the college with the development of intercultural development. The goal of this presentation was to be aware of your personal biases, when you meet people what you see due to your own experiences and how do you develop an intercultural mindset. The iceberg analogy is representative of the fact that we see culture as the face value of people when we meet them, when culture is in the core of who they are. How they live, how they celebrate, what motivates them, what excites them, what drives them to be better today than they were yesterday? Curiosity and opening up a dialogue with your team to develop intercultural development is important to achieving a highly effective team, not just a moderate to average team.

Exploration of Teams
Leadership has developed from a hierarchical management/leadership styles in corporations with many layers of management, to flattening out the layers and building flexible teams for the corporation to be more competitive. In the hierarchical management model one person drove the ship and lead the team, the team completed tasks as they were assigned. With separate layers, separate business units and separate management goals and systems each area did not communicate, share information or often share results. I worked in a hierarchical model in the wholesale segment of the grocery industry for 8 years as well as the retail business unit for 11...