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Cultural Competency

Pre-Designed Tools to Help Make You & Your Business Organization Successful

Woven Traditions offers a variety of pre-designed tools to interweave into your core business. Making use of each will help you and your organization better sustain, embed, measure, chart, and display growth. Additionally, we can and will tailor a unique design with “your in mind.” There is no one size fits all!

Just a sampling of tools are listed below. Please click on the links below to read a brief description of the tools described here.

For a complete listing of tools & customized designs with you in mind, please contact us today.

Contact us by calling (513) 834-5349 or send us an e-mail…

business diversity

Assessments, Rubrics & Action Plans

  1. Assessment of Cultural Competence (Post)
  2. Assessment of Cultural Competence (Pre)
  3. Building Character and Cross-Cultural Intelligence (Pre & Post)
  4. Employee Satisfaction & Workplace Climate Survey
  5. WT Cultural Awareness Profile CAP
  6. Four Quadrant Evaluation (Each Session)

The Equity Action Plan contained goals and measurable outcomes designed to promote fairness and inclusive values for all members of the organization, and more specifically, to increase opportunities for underrepresented and underserved groups. Organizations need to incorporate their mission, vision and purpose and overarching equity goal into the plan in order to make it a reality.

Research has established the importance of cultural competency in improving behavioral outcomes. As a result, adults are increasingly focused on identifying effective methods for growing culturally responsive practices in the workplace. This report discusses specific areas of focus and key strategies for building cultural competency among leadership teams and staff. The analysis provided in the Findings section addresses the issue at the levels of both institutional practice and individual professional development.

This learning instrument will provide you with an opportunity for assessing and reflecting on your capabilities and desire for developing leadership skills.

The self-assessment rubric contains six dimensions, each which includes a set of components that characterize the dimension. These represent the key areas to examine in order to institutionalize diversity, equity and inclusion.

Professional Learning Tools

The Toolkit is intended to be introduced to adult learners offering safe parameters to have critical conversations about race and culture, reinforce the learning, comfort level and commitment made at the learning exchange. Facilitators of learning should feel free to use the tools provided in any community setting where others are willing to engage in critical conversations about race and culture.

Effective tools for instruction in cross-cultural situations (based upon real-life scenarios). Provides adult learners the opportunity to sharpen their skillsets and remove them from the more traditional realm of abstract models or strategies. Provides practice to develop analytical, decision-making, and communication skills. Specifically, skills of analysis, including learning how to ask the right questions, decision-making, and persuasion are homed in a good case-method type of class.

This toolkit is constructed to support you, your community and your organization in creating a plan and action steps for intervention and maintenance of a more accepting culture. The toolkit provides resources to support you in working through the impacts of a crisis, as well as creating intervention and maintenance plans outside of a crisis. This model is community and organizational-based and relies on the participation and voices of all.

The toolkit is not a magic bullet, as issues of discrimination and inequities have a long history in our society. We are well aware that we can’t reverse these inequities overnight, but we can make a conscious effort to pay attention to issues of equity and provide resources to address beginning such bold and courageous conversations in organizations and communities.

If I assume that because someone behaves differently from me that he or she has different goals or values, I could be wrong. If I assume that because the person behaves similarly we share the same goals and values, I could also be wrong. This is a critical distinction in developing cultural proficiency.

If my assumptions that others are “like me” or “not like me” are based on what I see, I may be led down the road to misperception, misunderstanding, negative judgment, and conflict. The only way I can know what goal-driven (terminal) values other people hold is to ask them, listen to them, observe them, and generate multiple interpretations for their behavior; other words, get to know them.

This guide focuses on de-escalation strategies and proactive solutions for working with young adults with challenging behaviors. Leaders, staff, support administrators, and other adults can use de-escalation techniques when working with adults. Adults who become agitated, upset, and aggressive more frequently need adults who understand and utilize de-escalation strategies in times of stress. These strategies help adults regain control of their own emotions so they can effectively problem-solve any challenges that arise.

Most people are not born with innate leadership abilities. Therefore, it is practical for participants to engage in some leadership development for their personal lives and careers. Activities focused on leadership help current and potential leaders to realize their potential. The various activities focus on different aspects of leadership and can be used to introduce leadership lessons, lift up the atmosphere and bond with the crowd. Many of the activities teach and reinforce more than one skill.

The activities:

  • Teach participants to find their type of behavior and how to overcome any negative aspects and how to enhance the positive;
  • Build confidence and teach how to handle different groups of people as well as learn to lead others to do things for themselves;
  • Teach how to work with others as a team. These skills will work in any environment and build up the group as a whole so that each participant can move forward.

Today’s leader needs to develop skills that motivate teams to excel. Learn the 10 recommended leadership topics for the program. How your organization utilizes this document is optional (unstructured). Leaders within the organization that use this document should structure it to meet their participants’ needs. This booklet gives an overview of the following leadership topics: Communication Styles, Leadership Styles, Leading and Motivating Co-workers, Mentoring, Time Management, Goal Setting and Accountability, Strategic Planning, Ethics and the Four-Way Test, Building Consensus and Teamwork.

The Woven Traditions Leadership curriculum integrates all of the skills you need to lead with impact and drive breakout performance for your organization. The 10 modules address the following critical areas: Build Trust, Credibility and Respect, Building Employee Engagement, Supportive Coaching and Directive Coaching (16 pgs.), Delegation (9 pgs.), Developing Personal Leadership (17 pgs.), Ethical Leadership (12 pgs.), Leadership Communication (20 pgs.), Leading Strong Teams (15 pgs.), Motivation (13 pgs.), and Share the Glory (12 pgs.).

A one-of-a-kind professional development that helps participants to strengthen their abilities to lead a professional development series that centers on qualities of an effective leader through five modules (2.5 hours each).

A portrayal of ten traits necessary to lead in a culturally competent organization. Leaders cannot effectively lead and manage people if they cannot understand their cultures. While everyone needs to be more culturally competent, a larger burden is placed on leaders to develop these skills because they are in positions of power that can impact outcomes for those that they lead. If leaders are not able to discern patterns of cultural difference in their own and other cultures, their interpretations of behaviors may lead to erroneous decisions (6 pages).

  1. Learners and Courageous (24 pages)
  2. Data Driven and Transparent (26 pages)
  3. Inclusive and Sensitive (12 pages)
  4. Connected and Strategic (12 pages)
  5. Enthusiastic and Realistic (25 pages)

The planning process is purposeful, intentional and customized for each organization served. It is the goal of the facilitators for Did You Know Publishing, Inc., to keep its customers broadly informed regarding leadership development. The plan serves as a blueprint to highlight the goals and objectives for the training and indicates how growth will affect learning.

Activities for not just appreciating diversity but going beyond appreciation to embracing it. In other words, appreciating the difference that difference makes.

This tool of Role-Playing Activities capitalizes on the joy of playful engagement with 20 humorous training games, at minimum of 8.5 hours of fun and learning! Throughout the document we also offer tips on how to present the games in a way that will assist participants to learn the concepts of Leadership Development (Building Trust, Credibility and Respect, Building Employee Engagement, Supportive Coaching and Directive Coaching, Delegation, Developing Personal Leadership, Ethical Leadership, Leadership Communication, Leading Strong Teams, Motivation, and Share the Glory) in an enjoyable fashion.

Connecting through stories to have bold, courageous conversations around diversity, equity and inclusion through a lens of Cultural Competency.

Organizational Success

The Standards and Benchmarks represent a current national consensus about the most important, observable aspects of leaders’ work. The Standards and Benchmarks are an important component of a coherent system of leadership development and serve as a resource to recruit, train, guide, and support high-quality leaders.

Did You Know Publishing, Inc. embraces a conceptual framework and model for achieving cultural competence based on the seminal work of Cross et al. espoused in a monograph entitled Toward A Culturally Competent System of Care Volume 1, originally published in 1989. Did You Know Publishing modified the Cross definition as follows: Cultural competence requires that organizations:

  • Have a defined set of values and principles, and demonstrate behaviors, attitudes, policies, and structures that enable them to work effective cross-culturally.
  • Have the capacity to (1) value diversity, (2) conduct self-assessment, (3) manage the dynamics of difference, (4) acquire and institutionalize cultural knowledge, and (5) adapt to diversity and the cultural contexts of communities they serve.
  • Incorporate the above in all aspects of policymaking, administration, practice and service delivery, systematically involve consumers, families and communities.

Our decision-making framework is a six-step model with a L.I.F.E. test and was originally designed for use in groups and organizations. However, there is no reason why you cannot use the same method, or a simplified form for decision-making at home. The important aspect is to go through all the steps in turn, even if only to decide that they are not relevant for the current situation.

If you appreciate and are a fan of quotes, the chances are you are open to things in life, open to learning, and open to changing things you are not satisfied with. Hence, you are focused on cultural competency. The quotes are listed under 14 different topic areas which are beneficial to culturally competent leaders. All areas are applicable to the field of education, while the majority of them are applicable to all other types of organizations. The 14 subject areas are: Inspiration, The Art of Teaching, Children, Character, Managing Change, Advice for Life, Pearls of Wisdom, Motivational Quotes to Put a Smile on Your Face, Inspirational Leadership, Work-Life Balance, Success, Encouragement for the Soul, Communications, and Creating a Culture of Excellence.

A portrayal of ten traits necessary to lead in a culturally competent organization. Leaders cannot effectively lead and manage people if they cannot understand their cultures. While everyone needs to be more culturally competent, a larger burden is placed on leaders to develop these skills because they are in positions of power that can impact outcomes for those that they lead. If leaders are not able to discern patterns of cultural difference in their own and other cultures, their interpretations of behaviors may lead to erroneous decisions.

The Social Justice Standards are a set of anchor standards and learning outcomes divided into four domains – Identity, Diversity, Justice and Action (IDJA). The standards provide a common language and organizational structure Facilitators of learning can use them to guide leadership and staff to make the workplace more just, equitable and safe.

Facilitating IDJA allows adults to engage in a range of anti-bias, multicultural and social justice issues. This continuum of engagement is unique among social justice teaching materials, which tend to focus on one of the two areas: either reducing prejudice or advocating collective action. Prejudice reduction seeks to minimize conflict and generally focuses on changing the attitudes and behaviors of a dominant group. Collective action challenges inequality directly by raising consciousness and focusing on improving conditions for under-represented groups. The standards recognize that, in today’s diverse workplace, adults need knowledge and skills related to both prejudice reduction and collective action.

Use this tool to learn how to use competencies and assessments to identify and develop high potential employees.

The Woven Traditions “train the trainer” model focuses on practical, proven, leading-edge techniques and strategies that both new and experienced trainers can use immediately, with success.