1	Cognitive Diversity In Loreto Mexico Cortney Grekin Matt Shelley Kevin Walstrom
2	Outline Defining Cognitive Diversity Peterson’s Five Cultural Scales and How They Relate to Cognitive Diversity Application of Experiences Relating to Cultural Awareness
3	Introduction “We all have preferred habits of thought that influence how we make decisions and interact with others.” - Dorothy Leonard and Susaan Straus
4	Cognitive Diversity Cortney Grekin
5	Cognitive Differences Defined as varying approaches to perceiving and assimilating data, making decisions, solving problems, and relating to other people These differences are manifestations of what we call cognitive preferences An important concept for understanding why people have different perceptions and thus different reactions to the same situations
6	Cognitive Preferences “Preferences are neither inherently good nor inherently bad. They are assets or liabilities depending on the situation.” As a result, people who work together often have different thinking and communication styles and face the challenge of learning to benefit from the diversity in their work styles or cognitive preferences
7	Examples of Cognitive Preferences The Parable of the Giraffe and the Elephant; Unconscious Incompetence The American Businessman and The Mexican Fisherman; diff. perceptions of what “living the good life” was How/what can we learn from these stories?
8	The Importance of Understanding Why We Are, The Way We Are… We can learn to act outside our preferred styles Understanding others’ preferences helps people communicate and collaborate Diagnostic tools; Myers-Briggs Type Indicator, Herrmann Brain Dominance Instrument
9	Five Basic Cultural Scales A Starting Point… Matt Shelley
10	Equality vs. Hierarchy Equality: Where people prefer to have flexibility in the roles they play in a company or on a team. Hierarchy: Where people prefer to have strong limitations about appropriate behavior for certain roles.
11	Direct vs. Indirect Direct: Where people prefer to be more direct in speaking and be less concerned about how something is said. Indirect: Where people prefer to focus not just on what is said but how it is said.
12	Individual vs. Group Orientation Individual: Where people prefer to judge people based on individual traits. Group: Where people prefer to determine their identity through group affiliation.
13	Task vs. Relationship Task: Where people prefer to use largely impersonal selection criteria in hiring (such as resumes or test scores). Relationship: Where people prefer to use largely personal selection criteria (such as family connections) when hiring.
14	Risk vs. Caution Risk: Where people prefer to try new and innovative ways of doing things. Caution: Where people prefer more rules, regulations, guidelines, and directions.
15	Applications of Experience and Cultural Awareness Kevin Walstrom
16	Experiences Did anyone experience any Culture Shock upon returning to the US? Did anyone become more aware of things in the US upon returning?
17	"Are Mexican workers happier with..." Are Mexican workers happier with their jobs? Are Mexicans friendlier that people in the US?
18	"How might cultural difference or..." How might cultural difference or perceptions affect working in a diverse team?
19	"If you were a team..." If you were a team leader and had to assign tasks to different people, would you assign people tasks that were in agreement with skills of their culture? Are you then discriminating?
20	Conclusion What can we do to understand cognitive diversity and to recognize the opportunities we have to benefit from it?
21	Our Answer Cultural Self-Awareness Being able to see yourself