Perspective-taking is critical for cultural intelligence and leveraging diversity.
David Livermore highlights how a leader can lose clarity if they’re empathizing instead of perspective-taking.
In order to relate to people who are different, David Livermore suggests that we need grow in our ability to understand the situation from the other person’s perspective.
1. Think about a recent interaction in your life that did not go well. Read the statements below and assess your perspective-taking abilities in that situation.
2. David talked about the difference between perspective-taking and empathy. How would you describe the difference? What implications does the difference have in your situation?
Keep in mind the situation you just identified.
Take the assessment below to reflect on what you have learned about Driven By Difference in this course. Make notes in your journal about the ways you have seen growth and how you can continue to apply your learnings.
Instructions:
Use the scale below to rate yourself.
1 – Never True of Me
2 – Rarely True of Me
3 – Sometimes True of Me
4 – Mostly True of Me
5 – Always True of Me
Assessment Questions:
1. I have visible diversity on my team, such as skin color, gender, age.
2. I have invisible diversity on my teams such as different personality profiles (strengths, introverts and extroverts), cultural values (certainty v. ambiguity), etc.
3. I measure the diversity on my team to strategically use it.
4. I double check with each team member to make sure expectations are aligned.
5. When generating new ideas, I tell the team that I expect an idea from each person.
6. When generating new ideas, I offer a variety of ways, besides brainstorming, for people to give me their idea.
7. I first want to understand the other person’s perspective when dealing with issues.
8. I seek to understand the information and back ground that led that person to their perspective.
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“We welcome and encourage comments on this site. There may be some instances where comments will need to be edited or removed, such as:
If you have any questions on the commenting policy, please let us know at heretoserve@globalleadership.org”