12/01/2024

An International Practitioner’s Tools for Expanding Cultural Competence

By Rasha Abul Nasr

The Importance of Cultural Competence

In an increasingly interconnected and rapidly changing world, (Kumar & Chadwick,  2024), it is critical that career development practitioners become more culturally competent (Brantmeier & Brantmeier, 2020). Two tools that can improve cultural competence are the culture shock process (Brantmeier & Brantmeier, 2020) and the change cycle (Salerno & Brock, 2009).

Culture shock can occur when one is immersed in an unfamiliar culture. It is associated with feelings of confusion, discomfort, and disorientation. Similarly, the change cycle describes the stages people go through when adapting to any major shift in life; be it a new job, role, location, or personal challenge. Although they are two distinct processes, they also complement each other and when combined, can offer even more comprehensive support for the career development practitioner and client.

For practitioners, understanding these processes individually and how they can work together can be valuable as it equips them with the tools to guide clients through transitions with empathy and understanding (Bennett, 2024). Exploring the stages of these two tools allows the career development practitioner to expand their resources to help clients thrive in unfamiliar and evolving environments. As a result, the client gains personal knowledge and insight to help them grow. By identifying which stage a client is in, the career development practitioner can tailor their approach and help the client to find ways to move forward in a more focused way.

Identifying Clients’ Needs

Once a practitioner suspects that a client could be experiencing culture shock and/or significant change, they can use their core competencies (Sanghi, 2024) to help pinpoint the clients’ current stage within those processes. This could entail asking open-ended questions, identifying additional resources or support for the client, or administering more formal assessments or tools (Hays, 2023). With this information, the practitioner can work with the client to develop a plan of action that incorporates this new insight.

By helping the client to navigate these stages, the practitioner also shows the client how to approach challenges with a growth mindset (Books, 2024) and an open attitude which prepares them for future transitions and uncertainties.

Culture Shock Process

The journey through culture shock typically follows four distinct stages (Dirgeyasa, 2024):

1. Honeymoon Phase – Initial excitement and fascination with the new culture
2. Frustration Phase – Challenges with language, social norms, and routines
3. Adjustment Phase – Developing coping strategies and familiarity
4. Adaptation Phase – Becoming more comfortable and confident in the new setting

These stages of culture shock outline a journey from initial excitement to deep adaptation. Although challenging, each stage is an opportunity for personal growth, resilience, and expanded perspective, making culture shock a powerful experience for anyone navigating unfamiliar territory. Understanding this cycle can support the practitioner’s work with both international and local clients as “culture” can have multiple definitions depending on the context (Barreto & Gorka, 2024). Being in a new setting where the values and rituals are different than one’s culture can result in a culture shock. (Wolf, 2024). In the US this could be as simple as moving from one state to another where the language is the same but the peoples’ behaviors and beliefs are different.

Change Cycle

The change cycle is a process that individuals undergo when adjusting to significant shifts in their personal or professional lives. (Wood et al., 2024). This cycle is experienced during major life transitions, such as a job change, marriage or divorce, relocation, or retirement. Just like with culture shock, the change cycle includes distinct phases, each with its own set of challenges and emotional responses. Understanding these stages allows individuals to navigate change with greater resilience and purpose, ultimately leading to growth and adaptability. (Williams & ChatGPT, 2024b).

1. Anticipation/Preparation - Involves mentally and emotionally preparing for the upcoming change. It’s often a mix of excitement and anxiety as individuals consider the potential impact of the shift and try to envision the new reality.
2. Shock/Resistance - When the change becomes a reality, individuals may feel uncomfortable and resistant. This stage is often marked by a sense of disorientation or stress as they face the unknown and may long for the familiarity of their previous environment or routine.
3. Exploration - Individuals start exploring new ways to adapt and adjust. They begin testing different strategies, learning new skills, and finding ways to integrate the change into their daily life.
4. Acceptance/Commitment - Individuals fully accept and commit to the change. They experience a sense of stability, confidence, and even satisfaction as they embrace the new reality. This phase represents successful adaptation and a positive shift in mindset, as individuals commit to making the most of their new circumstances.

Aid Understanding and Encourage Growth

Recognizing where clients are in either process allows practitioners to provide targeted support. Depending on the stage, the career practitioner can offer the right tools and coaching interventions at the right time (Taku & Shackelford, 2024). For example, during the Exploration phase, practitioners can encourage experimentation and problem-solving, while in the Acceptance/Commitment phase, they can help clients set long-term goals and strategies for sustaining their success.

By understanding these processes, career practitioners can help clients see that feelings of frustration, confusion, or resistance are not signs of failure, but rather natural stages of the adjustment process. By normalizing these emotional experiences, career practitioners can foster greater self-awareness in clients, helping them recognize and understand their emotional reactions. This understanding can reduce anxiety and increase confidence, as clients realize that their emotional responses are temporary and part of a larger process of growth. (Williams & ChatGPT, 2024a). By helping clients create clear, achievable objectives at each stage, career practitioners provide clarity and structure, making the transition feel more manageable and less overwhelming. (Chahal, 2024).

In a globalized and diverse job market, cultural competence is not just an asset but a necessity for career practitioners to serve their clients effectively and equitably. (Brantmeier & Brantmeier, 2020). Being culturally competent is mutually beneficial to both the client and the practitioner. The client will feel more relaxed and self-confident with the practitioner who they feel understands them better. The practitioner is able to provide clearer, more focused and customized solutions tailored for the clients’ needs. Using the culture shock process and change cycle with different clients all over the world allows the practitioner to achieve win-win results while building long-term relationships based on trust and understanding.

References

Barreto, I. M. G., & Gorka, R. E. (2024). Transformative intercultural global education. IGI Global.

Bennett, J. L. (2024). The manager’s guide to coaching for change. Walter de Gruyter GmbH & Co KG.

Books, N. (2024). The role of affirmations in personal growth: Using positive affirmations to shift mindset and beliefs. Namaskar Books.

Brantmeier, E. J., & Brantmeier, N. K. (2020). Culturally competent engagement: A mindful approach. IAP.

Chahal, R. S. (2024). Mastering SMART Goals: your ultimate guide to achieving success. Rana Books Uk.

Dirgeyas, I. W. (2024). Cross cultural communication: Understanding language and culture for global communication and interaction. Prenada Media. https://prenadamedia.com/product/cross-cultural-communication-understanding-language-and-culture-for-global-communication-and-interaction/

Hays, D. G. (2023). Assessment in counseling: Procedures and practices. John Wiley & Sons.

Kumar, D., & Chadwick, R. (2024). Genomics, populations, and society. Elsevier.

Salerno, A., & Brock, L. (2008). The change cycle: How people can survive and thrive in organizational change. Berrett-Koehler Publishers.

Sanghi, S. (2024). Competency mapping and assessment: A Practitioner’s handbook. Taylor & Francis.

Taku, K., & Shackelford, T. K. (2024). The routledge international handbook of changes in human perceptions and behaviors. Taylor & Francis.

Williams, B., & ChatGPT. (2024a). Emotional intelligence matters: Enhancing personal and professional growth. Barrett Williams.

Williams, B., & ChatGPT. (2024b). Roadmap to success: A comprehensive guide to planning and executing for achieving your goals. Barrett Williams.

Wolf, B. (2024). Creating lasting memories: nurturing meaningful traditions for unforgettable celebrations. Sadashiva Bolanthur.

Wood, J. M., Wiesner, R., Morrison, R. R., Factor, A., & McKeown, T. (2024). Organizational behavior: Core concepts and applications. John Wiley & Sons.

Rasha Abul Nasr holds a Master’s degree in Business Administration – France -2003. She holds the job of vocational training and guidance at Pillars Consulting and Employment Company. She is internationally certified to facilitate career development as a trainer from NCDA, and a T.O.T. trainer certified by the World Bank Certified Professional in Psychology Testing (CPTP). She is a life coach and Neuro-Linguistic Programming practitioner (NLP). She has more than thirty (30) years of experience in many fields, of which sixteen (16) years are dedicated to professional training, development and individual growth. She can be reached at www.pillars-advising.com or https://www.linkedin.com/in/rasha-abul-nasr