Deck 4: Practicing Culturally Centered Communication Skills

Question 1

Describe seven of the fourteen personal competencies. Which three do you think is especially important. Explain your reasoning and cite an example to illustrate.

Answer 1

The fourteen personal competencies are self-awareness, self-management, self-motivation, empathy, effective communication, resilience, stress management, time management, adaptability, teamwork, leadership, problem-solving, decision-making, and conflict resolution.

Three competencies that I believe are especially important are self-awareness, empathy, and resilience. Self-awareness is important because it allows individuals to understand their own strengths, weaknesses, and emotions, leading to better self-management and decision-making. Empathy is crucial in building strong relationships and understanding others' perspectives, leading to effective communication and teamwork. Finally, resilience is important for overcoming challenges and setbacks, leading to greater adaptability and problem-solving skills.

For example, let's say a team is facing a challenging project deadline. An individual with strong self-awareness can recognize their own stress levels and take steps to manage it, such as practicing mindfulness or delegating tasks. Empathy allows them to understand their team members' concerns and offer support, fostering a positive and collaborative work environment. Finally, resilience enables them to bounce back from setbacks and find creative solutions to meet the deadline, ultimately leading to project success.

Question 2

Discuss the competencies as foundation for the dialogue process. Cite an example to illustrate your answer

Answer 2

Competencies are essential for the dialogue process as they provide the necessary skills and abilities for effective communication, understanding, and problem-solving. Some key competencies for the dialogue process include active listening, empathy, emotional intelligence, cultural competence, and conflict resolution.

For example, let's consider the competency of active listening. Active listening is crucial for the dialogue process as it involves fully concentrating, understanding, responding, and remembering what is being said. Without active listening, communication can break down, misunderstandings can occur, and conflicts can escalate.

In a workplace setting, active listening can be illustrated through a dialogue between a manager and an employee. The manager actively listens to the employee's concerns, acknowledges their emotions, and responds with empathy and understanding. This sets the foundation for a constructive dialogue where both parties feel heard and valued, leading to a more positive and productive outcome.

In summary, competencies such as active listening are the foundation for the dialogue process as they enable effective communication, understanding, and collaboration. When individuals possess these competencies, they are better equipped to engage in meaningful dialogues that lead to positive outcomes.

Question 3

Describe the dialogue process. Cite an example to illustrate your answer.

Answer 3

The dialogue process is a communication method in which two or more individuals engage in a conversation to share their thoughts, perspectives, and feelings. It involves active listening, open-mindedness, and respectful communication. The dialogue process aims to foster understanding, empathy, and collaboration among participants.

An example of the dialogue process can be seen in a conflict resolution session. For instance, if two colleagues are having a disagreement at work, they may engage in a dialogue process to address the issue. They would take turns speaking and actively listen to each other's perspectives without interrupting. They would ask clarifying questions to understand each other's viewpoints and work towards finding a mutually agreeable solution. Through this dialogue process, they can reach a better understanding of each other's concerns and find a resolution to the conflict.

Question 4

Describe conflict recovery. Cite an example to illustrate your answer.

Question 5

Describe the problem-solving process. Cite an example to illustrate your answer.

Question 6

The personal competencies

A) provide the foundation for obtaining critical information about culturally diverse ways of
Thinking and acting
B) refer to an individual's unique skills
C) refer to skills an individual is likely to develop given his /her vales and goals
D) all of the above are correct

Question 7

Which of the following is not one of the fourteen personal competencies

A) have patience
B) assume complexity
C) remain silent until you're sure
D) keep a sense of humor

Question 8

To personalize observations means

A) one is warm and genuine in his/her communication style
B) to express sensitively one's feelings, thoughts and beliefs
C) one understands that personal perceptions, thoughts, and beliefs may not be shared by
Others
D) c and d are correct

Question 9

The dialogue process is not

A) based on the premise of mutual respect
B) based on the premise of open inquiry
C) based on one's willingness to listen for understanding
D) based on proving one's viewpoint is right

Question 10

The conflict-recovery skills

A) are needed for reestablishing rapport when mistakes or conflicts occur
B) are needed so you can recuperate and fight more effectively another day
C) are recommended when you don't have time for dialogue
D) are central to the problem-solving process

Question 11

Two recommended communication skills for effective dialogue are:

A) clarification and reframing
B) open-ended questions and polite commands
C) paraphrasing and use of "I" messages
D) use of double questions and advising

Question 12

The problem-solving process provides opportunities

A) to put the fourteen competencies into practice
B) to put the dialogue process into practice
C) to put the conflict-recovery process into practice
D) all of the above are correct

Question 13

Defining the problem involves

A) recognizing there is a problem
B) defining the problem in terms derived from all persons involved
C) naming objectional behaviors and consequences
D) all of the above are correct

Question 14

An implementation plan for the solution to a problem

A) is not necessary if the organization is faced with time constraints
B) is an abstract concept, seldom used in a practical sense in organizations facing change
C) is useful if the problem is complex, but not with simple problems
D) none of the above are correct

Question 15

Assessing the success of the solution

A) aims at ascertaining the effectiveness of the solution
B) aims at ascertaining whether the persons involved are satisfied with the solution
C) is not necessary if the organization is faced with time constraints
D) a and b are correct