How can we measure?
Situational Judgement Tests (SJTs) are commonly used to measure 3C skills. One of the advantages of these tests is that the student is forced to analyze a real-world situation. Additionally, Caligiuri and Tarique (2011) found that personal biodata i.e., the real-life experiences a person has put themselves through, can be a good indicator of their 3C. In fact, international experiences that were of a non-working capacity were found to correlate with competencies identified. Other methods of 3C measurement include self-report surveys, knowledge assessments, and behavioral ratings.
How can we train 3C?
For 3C training, it is important to note that up to 70% of learning is done outside the formal training framework. Most learning is done through social collaboration and personal experience. For this reason, Caligiuri et al. suggest the military should use the Meister & Willyerd model for developing 3C. The model is depicted below and is developed using the social learning ecosystem. This model has been successfully implemented in 3C programs and can serve as the foundation for future 3C programs.
Stay tuned for future 3C posts where we will delve deeper into current practices and relevant research.
Caligiuri, P., Noe, R., Nolan, R., Ryan, A. M., & Drasgow, F. United States Army Research Institute for the Behavioral and Social Sciences, (2011). Training, developing, and assessing cross-cultural competence in military personnel (Technical Report 1284). Retrieved from website: http://www.dtic.mil/dtic/tr/fulltext/u2/a559500.pdf
Meister, J.C., & Willyerd, K. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow’s employees today. New York, NY: Harper Business.
Caligiuri, P., & Tarique, I. (2009). Developing managerial and organizational cultural agility. In C.Cooper & R.Burke (Eds.), The peak performing organization. New York, NY: Routledge Publishers.