Reflections and Resources for Lifelong Learning for Missionaries

Category: Assessment Tools Page 1 of 2

short-term
Photo by Veri Ivanova on Unsplash

Do we naturally look for shortcuts?

In my previous blog post, I reviewed a book that argues that there are no shortcuts in missions. Why was this book written? Because supposedly we like to find shortcuts! Those who study cultural differences tell us that Americans and Canadians have a strong short-term orientation. Americans have a reputation for their fast pace of life and desire for quick results. We see their desire for instant gratification in the prominence of American fast-food restaurants and the fact that the USA has the highest average national credit card debt in the world.1 See 30 Credit Card Debt Statistics – 2023 Update | Balancing Everything. So we should not be surprised that shortcuts to achieve mission results are a hot topic in our North American churches. At the same time, it is also not surprising that those who understand the American preference for quick results are cautioning us about adopting these shortcuts.

Do we have a bias toward immediate results?

But do cross-cultural missionaries from North America really have a bias toward the short-term? Do we naturally tend to focus more on getting immediate results rather than wait for fruit that may be years down the road? My initial response to that question would have been “yes”. But I would have been wrong.

Working Genius
Photo by MART PRODUCTION

What is your genius at work?

I have taken many different personality and strength assessments over the years. Myers-Briggs, Grip-Birkman, MinistryStyles, StrengthsFinder, DiSC, Enneagram, and 5 Voices are a few that stick out. Part of my motivation in taking these assessments was to evaluate their effectiveness. I wanted to see how well they helped team members understand one another better. Would they help us in our training of new cross-cultural workers? But I have to admit a big part of my motivation was just my innate curiosity to understand myself better.

Shortcomings of personality assessments

Each of these assessments has their strengths. I have learned something from each of them about how I am wired. They have helped me to understand the challenges I face in working with colleagues of different personalities.

But none of the ones above helped me understand what specific personalities / strengths are needed on a team. How do the different personalities work together to accomplish the work of innovating, developing, launching and finishing a project? None of them helped me clearly identify what parts of a project I personally would find most frustrating and what type of tasks I would find most fulfilling.

cultural values about time and planning

Behavioral Preferences About Time and Planning

In this third blog post about the ten value orientations of Cultural Intelligence (CQ), I want to look at behavioral preferences related to time and planning.

1Go to https://senduwiki.org/_media/summary_of_the_10_cultural_value_orientations_in_the_cq_assessment.docx to see a summary of all 10 CQ behavioral preferences.

Time is like a river

Time is like a river we all travel. How we view time and how we plan its use can be compared to canoeing a river. For instance, our uncertainty-avoidance orientation may affect whether we portage around rapids or enjoy the thrill of running them. Whether we are short-term or long-term oriented will determine whether we do day trips or week-long trips. Our monochronic or polychronic orientation will show itself in whether we focus on reaching the destination. Or is swimming, fishing, or photography along the way just as important?

When I was in high school and college, I led canoe trips for a camp in Maine. On these trips, I observed conflicts from variations in these orientations in the different personalities of the campers. In multicultural teams ministering cross-culturally, conflicts also surface from these different orientations. After a description of each orientation, I will offer a suggestion and a question for reflection. Your comments are welcome.

cultural value orientations communicating across cultures

CQ Communication & Decision-making Behavioral Preferences

Introduction:

In this second blog post discussing the ten behavioral preferences of Cultural Intelligence (CQ)1Go to https://senduwiki.org/_media/summary_of_the_10_cultural_value_orientations_in_the_cq_assessment.docx to see a summary of all 10 CQ behavioral preferences., I will focus on the values related to communication and decision-making. It is important for the cross-cultural worker to understand these different values in order to avoid misunderstanding and offense. In order to help you, I offer an example in each value orientation pair. I’m sure you can come up with examples from your ministry context.

Again, I’ve included a discussion question after each summary of the three identity related behavioral preferences. Please share your comments. I would enjoy hearing your thoughts.

Low-Context/Direct and High-Context/Indirect:

Communication styles differ in important ways between low-context and high-context cultures. In low-context settings, the relationship between people is a small factor in many conversations. For instance, the length of the line at a checkout counter is more important than the relationship one has with the cashier when deciding where to line up. People speak directly and frankly, and value clarity in others. Meeting agendas in low-context settings are usually brief and to the point. The chairperson who moves the discussion along quickly to reach decisions is admired.

cultural value orientations

CQ Identity-Related Behavioral Preferences

Introduction:

Cultural knowledge is essential for missionaries as we make disciples in a multicultural world. SEND U is now using the Cultural Intelligence (CQ) Assessment tool in our prefield training and lifelong development of cultural understanding. The CQ assessment identifies ten behavioral preferences framed in contrasting pairs that present a continuum of possible orientations.

But here a warning is necessary. Do not use these behavioral preferences to form stereotypes about particular cultures because cultures change. Globalization accelerates that change and has created a blend of global culture and local cultures often referred to as “glocal.” Don’t be surprised if an individual behaves with one orientation among internationals and a different orientation among his/her local culture.

I have written a brief summary of the ten behavioral preferences on the SEND U wiki. In three posts on this blog, I will discuss the ten orientations grouped as orientations related to:

  1. identity
  2. communication and decision-making
  3. time and planning

I’ve included a discussion question after each summary of the three identity related behavioral preferences. Please share your comments.

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