David Livermore
was a required text for my Intercultural Communications class, It goes through the components of Cultural Intelligence and gives practical ideas for increasing one's cultural intelligence, The tone is warm, and Livermore is full of anecdotes, It reiterates advice I have read in several places, and it perhaps perfect for business travelers and corporate managers who are expected to travel and interact in other countries,
I found the advice to be really general, and its main value is in being able to go over the sections of the book pertaining to strong and weak areas with the Cultural Intelligence Center tests.
Still, it's a good introduction to the topic, and perhaps will show the reader some areas where they need more targeted work in their communication strategies,
The author writes this book for leaders who wish to “reach across the chasm of cultural difference, ” It appears to me that the author accomplishes his goal, The science he applies translates very well to cross cultural ministry in the faith community,
The book is divided into four parts and offers CQ as a new model for intercultural communication and crosscultural work, “Love CQ” posits that a genuine love for other people and cultures leads to greatest crosscultural success,
The first of the four capabilities he describes is CQ Drive which refers to the level of interest, persistence, and confidence during multicultural interactions, “Leaders with high CQ Drive are motivated to learn and adapt to new and diverse cultural settings, Their confidence in their adaptive abilities will influence the way they perform in multicultural situations, ”
The second capability is CQ Knowledge, The author states “Leaders high in CQ Knowledge have a rich, wellorganized understanding of culture and how it affects the way people think and behave, They possess a repertoire of knowledge about how cultures are alike and different, They understand how culture shapes behavior, ” These shifts can be varied in subjects such as economics, education, religion, and values, all of which affect how people consider the contexts and react to those contexts,
The third capability explored by the author is CQ Strategy which enables a leader to plan ahead for settings that, culturally speaking, are not familiar, This planning helps the leader to adjust as appropriate for mutual understanding,
The fourth capability is CQ Action: seamless behavioral adaptation to the cross cultural setting both verbal and nonverbal behaviors, Each capability is supported with case studies and stories of mistakes and accomplishments, He communicates that leaders with high CQ must genuinely respect and appreciate the perspectives of different cultures,
I connected greatly to Livermores suggestion of this as a CQ strategy: “A cultural guide with a good measure of multicultural awareness will serve you well, One of the greatest things a guide can do is help you know what kinds of questions you should ask of yourself and others as you move into an assignment.
” I can attest that finding a cultural guide is very helpful in learning and bridging the gap with the rest of the community,
Forming relationships with people of other cultures, particularly believers, has been very helpful to me to present myself as someone who is authentic, open, and safe, The Spirit unites us in life and peace, I think this book would be useful in ministry of all kinds, simply because meeting people where they are on their own terms with regard to culture and spiritual maturity is the call of the gospel.
This book can highlight dimensions of CQ in a pragmatic way that are useful to leaders for selfassessment and improvement just as it has helped me,
This is a solid book on the topic of cultural intelligence, While not groundbreaking for those that have read other works on this topic, it is a highly readable introduction to various aspects of "CQ", Dr Livermore is an excellent communicator I've heard him speak and has a wellresearched perspective on the value of cultural intelligence as it contributes to effective cooperation and communication,
Despite using the word "Leading" in the title, this book would be appropriate for anyone, with or without a leadership title/function, There is relatively little content that really focuses on leadership rather, the principles are broadly applicable to everyone that engages with someone else from a different culture or subculture,
If you haven't yet encountered cultural intelligence, this book would be a valuable primer for you, Livermore sets out to provide a framework from which to approach different cultures, rather than an extensive overview of the major culture groupings, His focus is on providing tools to help the reader do a better job investigating new cultures, rather than giving them the information, Worth reading for all, especially helpful for those who consciously live and/or work in intercultural spaces, School textbook
Didn't really apply to me because it's focus is on working in a culturally diverse workforce, I'm retired and don't plan to work again, By midway through the book, I was just scanning for test answers, “There are also three experiences that consistently yield a positive relationship with higher CQ: intercultural experiences, formal education, and working in multicultural teams, These inform several of the best practices I've suggested throughout the book for enhancing cultural intelligence, ” Practical and intriguing. Felt repetitive at times, but this was very good for me to read!! Sharing my write up for an LU MDiv assignment a bit long, but covers my thoughts about the book!
Introduction AND critical review
The book “Leading with Cultural Intelligence: The Real Secret to Success,” by David A.
Livermore gives an outstanding overview of what Cultural Intelligence labeled CQ is and why it is important, breaking it down intoaspects: Drive, Knowledge, Strategy, and Action, The book does a great job of giving the reader a better understanding of how to engage with different cultures and develop oneself as well as leaders and teams that will engage crossculturally.
The author displays his well versed grasp of the tools necessary to effectively communicate with people from diverse backgrounds, and though not specifically geared to Christian ministries, it would be very useful for ministry leaders to read, understand and apply these principles.
As I look to provide an overview of this book, the five parts which I will unpack as I refer to the book will be first the what and why of cultural intelligence including how it impacts leadership, and thennd throughth are those four parts of CQ: the drive, or passion to engage with different cultures the knowledge, understanding different cultural dimensions then the strategy, which covers how to plan those experiences with people from diverse backgrounds, and finally the action which is carrying out those plans.
The only critique I have on this book is that it is not specifically geared to the Christian faith, but this could also be a positive, because it could be used as a concept to find common ground with people from different faiths who are also trying to lead crossculturally! As a Christian, of course I have to point out the problematic subtitle calling this topic the “real secret to success” because while Im sure CQ will help be successful in some things we know from Scripture that ultimate success comes from meditating day and night in Gods Word! Though I think in the ministry I am called to, I will probably be primarily focused on those with similar cultural backgrounds, especially ethnolinguistically, I still believe the lessons learned in CQ Drive, Strategy, Planning and Action are essential for me to understand and put into practice because of the various regional cultures with which I will engage even in the United States.
Reflection and discussion onlessons
As mentioned in the introduction, the five lessons I gained from this book are best aligned with the way the book was broken intoparts with the first and last part covering lessonand then partthe otherlessons of theaspects of Cultural Intelligence.
Similar to my first book review, my ministry context for applying CQ will be military ministry once I retire, though I will likely make mention of the ministry engagements Ive had on active duty the pastyears in the Marine Corps.
Just last week my application for an internship with a discipleship ministry which reaches both civilians and military members was approved, so I will be starting that work in July and I think that one of the areas this course will benefit me is with the diverse military cultures because the Marines are quite different from the otherservices and I must have some drive, knowledge, strategy and action as I move forward in ministry to them all.
So with that in mind, my first key takeaway from this book was the what and the why for learning cultural intelligence, and because Simon Sinek taught me to start with why, Ill point to a statistic the author refers to: “percent of leading executives from sixtyeight countries identified crosscultural leadership as the top management challenge for the next century.
So to answer the “why” Question: because this is the top challenge for management in business, I think we can expect it to be the top challenge in ministry as well, and having had some challenges in my own communication with people from different cultural backgrounds, I definitely take this on board.
Along with this “why,” and perhaps just as important is what specifically does developing CQ look like, and Livermore givessteps for increasing it, The first is by growing in our motivation dimension with CQ Drive in order to develop energy and self confidence necessary for moving forward to engage a different culture, Stepis the cognitive dimension in which CQ knowledge provides us with an understanding of basic cultural issues that might be relevant to how we engage, Stephe calls the metacognitive dimension of CQ Strategy that draws on this new cultural understanding in order to plan and interpret what is or will happen while we engage.
And finally, stepis the behavioral dimension for which CQ Action closes the loop by engaging effectively with flexibility in providing leadership,
The second lesson I learned is the first aspect of CQ: Drive because if Im honest, and one of the sections from chapterwast titled to “be honest with yourself”, I can see that I didn't realize having a passion for other cultures was something I could or better: should have.
This motivation, interest, confidence and/or desire to learn and adapt to other cultures, as Livermore characterizes it, was basically a foreign concept to me, I primarily attribute this cultural ambivalence to being a somewhat selfish introvert with goals and ambitions that did not include what they should, namely an Acts:mindset which factorsin the diverse cultures of the world.
In addition to honestly assessing my lack of innate desire, the othersteps Livermore gives for developing more CQ drive were helpful, After I “examine my confidence level,” I recognize I have no problem believing I am capable I love to try new things, though maybe not as much as my wife, so “eating and socializing” with other cultures should be no problem I can see many benefits to having a culturally diverse understanding of the world when I “count those perks” and we are definitely “working for something bigger” as there is nothing more significant than the Great Commission.
I will definitely take these concepts with me, whether going to different countries, or simply interacting with the other military branches who have a bit different cultural norms than Im used to in the Marine Corps.
Third, I further grew in my understanding of CQ in an area I was a little familiar with, because when we arrived in Okinawa we were given an orientation in which things about the Japanese culture are taught.
Knowing the differences in cultures is obviously a part of CQ knowledge, and why this mattered was not entirely new to me, but the way the author unpacked ten cultural value dimensions was mind boggling to me.
I suppose I should not be so surprised, my mother used to teach me that the diversity and multifaceted nature of God is on display through human beings and just how different we all are, but the systematic breakdown of thesedifferences was very useful to me and will be helpful in future ministry.
I will list them briefly primarily for my own benefit as I capture this concept in my paper, but more study will be required on my part to master them and apply them to my specific ministry context.
First, I have an individualistic versus collective mindset, being American, though the military instills somewhat collective mentality, Second, there is great power distance in the military due to the rank structure, but Americans generally see each other as equals, Third, the military seems to balance uncertainty quite well, taking after the American and European cultures, but Ive dealt with many leaders who emphasize planning and predictably like Arabs or Latin Americans would.
Fourth, there is both a cooperative and competitive angle to military culture, though the competitive is concealed and cooperation is prized, Fifth, Ive seen mostly a short term emphasis in the military, though I prefer more of a long term thinking, and perhaps thats just because a Christian mindset is supposed to embrace living in light of eternity.
Sixth, again the U. S. military is in line with anglo and European culture with a direct/explicit communication emphasis rather than one more focused on tone and an indirect approach, Seventh, probably the most stark comparison Ive seen is between being and doing, The military is totally about doing, though the messaging to Marines as “the few the proud” seems to have a “being” focus, I personally am trying to put the “be” before the “do” in my life, Eighth, a more nuanced dimension is the universal emphasis on rules and standards definitely the way both American and Military cultures are geared, as opposed to a particular variance of these based on relationships we see in Asian, Arab, or African cultures.
Ninth, and I realize this is going long, but its helpful for me, the neutral and nonemotional communication is also definitely a military bend, but I think in order to be effective communicating the Love of God through the message of the gospel we need an affective approach as well.
And finally, as I look at the tenth dimension of monochromic approach to time versus a polychromic multitasking combination of work and personal life, I see the military leaning towards the former just as Anglo and Europeans do, which I suppose Ive been in Asia long enough to appreciate the blending of the two.
Ultimately, I think my experience both in the military and Asian cultures gives me a nice mix in thesecultural dimensions, which hopefully will suit me well in future ministry endeavors.
The fourth aspect unpacked in Livermores book is something military types can really appreciate: strategy but applying this to CQ, which is new to me, was exciting to learn because of how it can make us more effective in ministry, and as Peter said neither barren nor unfruitful.
The three steps to developing a CQ Strategy were pretty basic, but very helpful and I think by studying them more and working to incorporate them in future military ministry, the impact I see will be beyond anything I could ask or imagine.
My first step would be to plan those crosscultural interactions, whether with people from different regions in America or those who work for other branches of Military than the Marine corps.
Second Ill continually become more aware of our differences and finally my third step is to see if my assumptions and plans were appropriate for the situation in order to be effective.
This shouldnt be a problem for me, especially since Ill be interning with ayear veteran of military ministry in all branches, Phil Downer who is the president of DNA Military.
But I cant be overconfident just because Im completing ayear military career, I have to humbly ask the Lord for the words to speak every moment He gives me to minister so that I make the most of every opportunity!
Lastly, the fifth idea which concludes this review is the CQ action I need to take as I “draw on the other three capabilities of CQ translating my enhanced motivation, understanding and planning into action” in order to engage different cultures with the Gospel of Christ.
The three recommendations given by Livermore to develop this CQ action appeared more basic to me than even the three for strategy, but even the simplest ideas require mastering, so I will take these on board as I move forward.
First, I need to adapt my communication to the cultural differences I will face, and I am learning how to do that in the current modules regarding both verbal and nonverbal communication.
Second, I will have to lead differently based on the different cultural environments and third though I think adapting will usually be required, knowing when to
and when not to adapt will help me take the right actions.
CONCLUSION
This book really opened up my understanding of what Cultural Intelligence was, and I think it needs to be understood by so many more people in order to have more effective ministry in a world which is growing more crosscultural on a daily basis.
I feel its worthwhile to reiterate the point I made during the introduction, that in my opinion, if the book had a Gospel focus for CQ drive, knowledge, strategy and action, the author could have taken the reader to the next level and caused me to recommend the book to all my friends.
Additionally, with respect to the comment I made on success being found in studying the Scriptures and not learning how to be a better cross cultural communicator, I think adding a couple extra words in the subtitle after “the key to success” such as “in reaching people from different cultures” would have made the book more accurate.
Perhaps another author has already done this with Cultural Intelligence, and I just havent seen their book yet, but while Sherwood Lingenfelter provides great insight in his book “Leading CrossCulturally: Covenant Relationships for Effective Christian Leadership,” I think the way Livermores book practically breaks down theparts of CQ and how to develop them is a bit more useful.
Pairing these two books together, however, makes for a great,punch to give the student some “in the ring” experience with crosscultural education to use a boxing analogy, which is unfortunately how some multicultural experiences can leave a person, dazed and confused feeling theyve been KOd due to being unprepared.
I certainly hope to train up on this topic and help others grow in the area as well so that we will float like a butterfly and sting like a bee while we aim to be shrewd as serpents and gentle as doves in our crosscultural engagements!.
I found the advice to be really general, and its main value is in being able to go over the sections of the book pertaining to strong and weak areas with the Cultural Intelligence Center tests.
Still, it's a good introduction to the topic, and perhaps will show the reader some areas where they need more targeted work in their communication strategies,
Business today is globaland success requires a new set of skills, But not to worry, whether you're negotiating with vendors in Asia, exploring potential markets in Africa, or leading a diverse team at home, you don't have to master the nuances of every culture you encounter.
With Cultural Intelligence, or CQ, you can lead effectively in any context,
Featuring fresh research, case studies, and statistics on the ROI of improving your CQ, this new edition of Leading with Cultural Intelligence details a powerful, fourstep model for becoming more adept at managing across cultures:
Driveboost your motivation for and confidence in interacting with other cultures
Knowledgeunderstand the relevance of differences in religion, values, norms, and languages
Strategyplan ahead for unfamiliar cultural settings, but remain flexible if actual experience differs from expectations
Actionsuccessfully adapt your behavior to each situation
With Leading with Cultural Intelligence as your guide, you'll be able to thrive in any business environmentwhether it's across the world or in your own backyard.
The author writes this book for leaders who wish to “reach across the chasm of cultural difference, ” It appears to me that the author accomplishes his goal, The science he applies translates very well to cross cultural ministry in the faith community,
The book is divided into four parts and offers CQ as a new model for intercultural communication and crosscultural work, “Love CQ” posits that a genuine love for other people and cultures leads to greatest crosscultural success,
The first of the four capabilities he describes is CQ Drive which refers to the level of interest, persistence, and confidence during multicultural interactions, “Leaders with high CQ Drive are motivated to learn and adapt to new and diverse cultural settings, Their confidence in their adaptive abilities will influence the way they perform in multicultural situations, ”
The second capability is CQ Knowledge, The author states “Leaders high in CQ Knowledge have a rich, wellorganized understanding of culture and how it affects the way people think and behave, They possess a repertoire of knowledge about how cultures are alike and different, They understand how culture shapes behavior, ” These shifts can be varied in subjects such as economics, education, religion, and values, all of which affect how people consider the contexts and react to those contexts,
The third capability explored by the author is CQ Strategy which enables a leader to plan ahead for settings that, culturally speaking, are not familiar, This planning helps the leader to adjust as appropriate for mutual understanding,
The fourth capability is CQ Action: seamless behavioral adaptation to the cross cultural setting both verbal and nonverbal behaviors, Each capability is supported with case studies and stories of mistakes and accomplishments, He communicates that leaders with high CQ must genuinely respect and appreciate the perspectives of different cultures,
I connected greatly to Livermores suggestion of this as a CQ strategy: “A cultural guide with a good measure of multicultural awareness will serve you well, One of the greatest things a guide can do is help you know what kinds of questions you should ask of yourself and others as you move into an assignment.
” I can attest that finding a cultural guide is very helpful in learning and bridging the gap with the rest of the community,
Forming relationships with people of other cultures, particularly believers, has been very helpful to me to present myself as someone who is authentic, open, and safe, The Spirit unites us in life and peace, I think this book would be useful in ministry of all kinds, simply because meeting people where they are on their own terms with regard to culture and spiritual maturity is the call of the gospel.
This book can highlight dimensions of CQ in a pragmatic way that are useful to leaders for selfassessment and improvement just as it has helped me,
This is a solid book on the topic of cultural intelligence, While not groundbreaking for those that have read other works on this topic, it is a highly readable introduction to various aspects of "CQ", Dr Livermore is an excellent communicator I've heard him speak and has a wellresearched perspective on the value of cultural intelligence as it contributes to effective cooperation and communication,
Despite using the word "Leading" in the title, this book would be appropriate for anyone, with or without a leadership title/function, There is relatively little content that really focuses on leadership rather, the principles are broadly applicable to everyone that engages with someone else from a different culture or subculture,
If you haven't yet encountered cultural intelligence, this book would be a valuable primer for you, Livermore sets out to provide a framework from which to approach different cultures, rather than an extensive overview of the major culture groupings, His focus is on providing tools to help the reader do a better job investigating new cultures, rather than giving them the information, Worth reading for all, especially helpful for those who consciously live and/or work in intercultural spaces, School textbook
Didn't really apply to me because it's focus is on working in a culturally diverse workforce, I'm retired and don't plan to work again, By midway through the book, I was just scanning for test answers, “There are also three experiences that consistently yield a positive relationship with higher CQ: intercultural experiences, formal education, and working in multicultural teams, These inform several of the best practices I've suggested throughout the book for enhancing cultural intelligence, ” Practical and intriguing. Felt repetitive at times, but this was very good for me to read!! Sharing my write up for an LU MDiv assignment a bit long, but covers my thoughts about the book!
Introduction AND critical review
The book “Leading with Cultural Intelligence: The Real Secret to Success,” by David A.
Livermore gives an outstanding overview of what Cultural Intelligence labeled CQ is and why it is important, breaking it down intoaspects: Drive, Knowledge, Strategy, and Action, The book does a great job of giving the reader a better understanding of how to engage with different cultures and develop oneself as well as leaders and teams that will engage crossculturally.
The author displays his well versed grasp of the tools necessary to effectively communicate with people from diverse backgrounds, and though not specifically geared to Christian ministries, it would be very useful for ministry leaders to read, understand and apply these principles.
As I look to provide an overview of this book, the five parts which I will unpack as I refer to the book will be first the what and why of cultural intelligence including how it impacts leadership, and thennd throughth are those four parts of CQ: the drive, or passion to engage with different cultures the knowledge, understanding different cultural dimensions then the strategy, which covers how to plan those experiences with people from diverse backgrounds, and finally the action which is carrying out those plans.
The only critique I have on this book is that it is not specifically geared to the Christian faith, but this could also be a positive, because it could be used as a concept to find common ground with people from different faiths who are also trying to lead crossculturally! As a Christian, of course I have to point out the problematic subtitle calling this topic the “real secret to success” because while Im sure CQ will help be successful in some things we know from Scripture that ultimate success comes from meditating day and night in Gods Word! Though I think in the ministry I am called to, I will probably be primarily focused on those with similar cultural backgrounds, especially ethnolinguistically, I still believe the lessons learned in CQ Drive, Strategy, Planning and Action are essential for me to understand and put into practice because of the various regional cultures with which I will engage even in the United States.
Reflection and discussion onlessons
As mentioned in the introduction, the five lessons I gained from this book are best aligned with the way the book was broken intoparts with the first and last part covering lessonand then partthe otherlessons of theaspects of Cultural Intelligence.
Similar to my first book review, my ministry context for applying CQ will be military ministry once I retire, though I will likely make mention of the ministry engagements Ive had on active duty the pastyears in the Marine Corps.
Just last week my application for an internship with a discipleship ministry which reaches both civilians and military members was approved, so I will be starting that work in July and I think that one of the areas this course will benefit me is with the diverse military cultures because the Marines are quite different from the otherservices and I must have some drive, knowledge, strategy and action as I move forward in ministry to them all.
So with that in mind, my first key takeaway from this book was the what and the why for learning cultural intelligence, and because Simon Sinek taught me to start with why, Ill point to a statistic the author refers to: “percent of leading executives from sixtyeight countries identified crosscultural leadership as the top management challenge for the next century.
So to answer the “why” Question: because this is the top challenge for management in business, I think we can expect it to be the top challenge in ministry as well, and having had some challenges in my own communication with people from different cultural backgrounds, I definitely take this on board.
Along with this “why,” and perhaps just as important is what specifically does developing CQ look like, and Livermore givessteps for increasing it, The first is by growing in our motivation dimension with CQ Drive in order to develop energy and self confidence necessary for moving forward to engage a different culture, Stepis the cognitive dimension in which CQ knowledge provides us with an understanding of basic cultural issues that might be relevant to how we engage, Stephe calls the metacognitive dimension of CQ Strategy that draws on this new cultural understanding in order to plan and interpret what is or will happen while we engage.
And finally, stepis the behavioral dimension for which CQ Action closes the loop by engaging effectively with flexibility in providing leadership,
The second lesson I learned is the first aspect of CQ: Drive because if Im honest, and one of the sections from chapterwast titled to “be honest with yourself”, I can see that I didn't realize having a passion for other cultures was something I could or better: should have.
This motivation, interest, confidence and/or desire to learn and adapt to other cultures, as Livermore characterizes it, was basically a foreign concept to me, I primarily attribute this cultural ambivalence to being a somewhat selfish introvert with goals and ambitions that did not include what they should, namely an Acts:mindset which factorsin the diverse cultures of the world.
In addition to honestly assessing my lack of innate desire, the othersteps Livermore gives for developing more CQ drive were helpful, After I “examine my confidence level,” I recognize I have no problem believing I am capable I love to try new things, though maybe not as much as my wife, so “eating and socializing” with other cultures should be no problem I can see many benefits to having a culturally diverse understanding of the world when I “count those perks” and we are definitely “working for something bigger” as there is nothing more significant than the Great Commission.
I will definitely take these concepts with me, whether going to different countries, or simply interacting with the other military branches who have a bit different cultural norms than Im used to in the Marine Corps.
Third, I further grew in my understanding of CQ in an area I was a little familiar with, because when we arrived in Okinawa we were given an orientation in which things about the Japanese culture are taught.
Knowing the differences in cultures is obviously a part of CQ knowledge, and why this mattered was not entirely new to me, but the way the author unpacked ten cultural value dimensions was mind boggling to me.
I suppose I should not be so surprised, my mother used to teach me that the diversity and multifaceted nature of God is on display through human beings and just how different we all are, but the systematic breakdown of thesedifferences was very useful to me and will be helpful in future ministry.
I will list them briefly primarily for my own benefit as I capture this concept in my paper, but more study will be required on my part to master them and apply them to my specific ministry context.
First, I have an individualistic versus collective mindset, being American, though the military instills somewhat collective mentality, Second, there is great power distance in the military due to the rank structure, but Americans generally see each other as equals, Third, the military seems to balance uncertainty quite well, taking after the American and European cultures, but Ive dealt with many leaders who emphasize planning and predictably like Arabs or Latin Americans would.
Fourth, there is both a cooperative and competitive angle to military culture, though the competitive is concealed and cooperation is prized, Fifth, Ive seen mostly a short term emphasis in the military, though I prefer more of a long term thinking, and perhaps thats just because a Christian mindset is supposed to embrace living in light of eternity.
Sixth, again the U. S. military is in line with anglo and European culture with a direct/explicit communication emphasis rather than one more focused on tone and an indirect approach, Seventh, probably the most stark comparison Ive seen is between being and doing, The military is totally about doing, though the messaging to Marines as “the few the proud” seems to have a “being” focus, I personally am trying to put the “be” before the “do” in my life, Eighth, a more nuanced dimension is the universal emphasis on rules and standards definitely the way both American and Military cultures are geared, as opposed to a particular variance of these based on relationships we see in Asian, Arab, or African cultures.
Ninth, and I realize this is going long, but its helpful for me, the neutral and nonemotional communication is also definitely a military bend, but I think in order to be effective communicating the Love of God through the message of the gospel we need an affective approach as well.
And finally, as I look at the tenth dimension of monochromic approach to time versus a polychromic multitasking combination of work and personal life, I see the military leaning towards the former just as Anglo and Europeans do, which I suppose Ive been in Asia long enough to appreciate the blending of the two.
Ultimately, I think my experience both in the military and Asian cultures gives me a nice mix in thesecultural dimensions, which hopefully will suit me well in future ministry endeavors.
The fourth aspect unpacked in Livermores book is something military types can really appreciate: strategy but applying this to CQ, which is new to me, was exciting to learn because of how it can make us more effective in ministry, and as Peter said neither barren nor unfruitful.
The three steps to developing a CQ Strategy were pretty basic, but very helpful and I think by studying them more and working to incorporate them in future military ministry, the impact I see will be beyond anything I could ask or imagine.
My first step would be to plan those crosscultural interactions, whether with people from different regions in America or those who work for other branches of Military than the Marine corps.
Second Ill continually become more aware of our differences and finally my third step is to see if my assumptions and plans were appropriate for the situation in order to be effective.
This shouldnt be a problem for me, especially since Ill be interning with ayear veteran of military ministry in all branches, Phil Downer who is the president of DNA Military.
But I cant be overconfident just because Im completing ayear military career, I have to humbly ask the Lord for the words to speak every moment He gives me to minister so that I make the most of every opportunity!
Lastly, the fifth idea which concludes this review is the CQ action I need to take as I “draw on the other three capabilities of CQ translating my enhanced motivation, understanding and planning into action” in order to engage different cultures with the Gospel of Christ.
The three recommendations given by Livermore to develop this CQ action appeared more basic to me than even the three for strategy, but even the simplest ideas require mastering, so I will take these on board as I move forward.
First, I need to adapt my communication to the cultural differences I will face, and I am learning how to do that in the current modules regarding both verbal and nonverbal communication.
Second, I will have to lead differently based on the different cultural environments and third though I think adapting will usually be required, knowing when to
and when not to adapt will help me take the right actions.
CONCLUSION
This book really opened up my understanding of what Cultural Intelligence was, and I think it needs to be understood by so many more people in order to have more effective ministry in a world which is growing more crosscultural on a daily basis.
I feel its worthwhile to reiterate the point I made during the introduction, that in my opinion, if the book had a Gospel focus for CQ drive, knowledge, strategy and action, the author could have taken the reader to the next level and caused me to recommend the book to all my friends.
Additionally, with respect to the comment I made on success being found in studying the Scriptures and not learning how to be a better cross cultural communicator, I think adding a couple extra words in the subtitle after “the key to success” such as “in reaching people from different cultures” would have made the book more accurate.
Perhaps another author has already done this with Cultural Intelligence, and I just havent seen their book yet, but while Sherwood Lingenfelter provides great insight in his book “Leading CrossCulturally: Covenant Relationships for Effective Christian Leadership,” I think the way Livermores book practically breaks down theparts of CQ and how to develop them is a bit more useful.
Pairing these two books together, however, makes for a great,punch to give the student some “in the ring” experience with crosscultural education to use a boxing analogy, which is unfortunately how some multicultural experiences can leave a person, dazed and confused feeling theyve been KOd due to being unprepared.
I certainly hope to train up on this topic and help others grow in the area as well so that we will float like a butterfly and sting like a bee while we aim to be shrewd as serpents and gentle as doves in our crosscultural engagements!.