Cultural Intelligence (CQ)
Where are you REALLY from?
According to Dr David Livermore (CEO, Cultural Intelligence Center), “Cultural intelligence is the “capability to function effectively across national, ethnic, and organizational cultures”, while Geert Hofstede, a widely known Dutch researcher of culture, loosely described culture as ‘the software of the mind’ i.e. the operating system that invisibly runs your life. In other words, the way we have been programmed to think and see the world.
Traits & Characteristics
Observable vs Unobservable
IQ
What is Cultural Intelligence (CQ)
-
Culture is '... the capability to function effectively across various cultural contexts i.e. national, ethnic, professional and other cultural contexts [Prof. David Livermore]
-
Cultural intelligence (CQ) picks up from where Emotional Intelligence (EQ) leaves off which then sets a solid foundation upon which to roll out Diversity, Equity, & Inclusion initiatives (DQ)
-
CQ is influenced by our lived experiences i.e. what we have been exposed to through family, friends, religion, education, food, geography, government, social class, media and more
-
Cultures (patterns in behavioural norms and values) can exist on many different levels. Within organisations for example, functions, departments, and office sites can all have their own cultures. In addition, culture can also exist at international, national or regional level
-
Organisational culture are the beliefs and values that influence an organisation. Just as how our parents influenced our culture (the lens through which we view the world), in the office, it is often leaders that set the cultural tone within organisations. And, since we all bring our lived experiences in to organisations, organisational culture is constantly evolving which means leaders have to quickly adapt to the current fast changing world or risk losing out on talent, markets or customers
-
CQ is a mindset although it is not about thinking we can see the world through someone else’s lens - we cannot. Our lens are linked to our own lived experience(s)
-
A CQ leader has the knowledge of cultural norms, values, beliefs and behaviours i.e. the ability to differentiate between idiosyncratic behaviour and cultural norms. They also have the ability to understand, appreciate, and work with people from different cultural backgrounds (skill: intercultural sensitivity).
-
CQ leaders have the motivation and willingness to lean in and engage with people from different cultures. This requires a willingness to step outside one’s comfort zone as well as an open-minded and curious attitude. It is also the ability to make informed decisions that take into account the cultural context of your business operations
-
CQ involves several key components:
-
Cognitive abilities - Understanding cultural differences and similarities
-
Emotional abilities -The ability to manage one’s emotions as well as understanding the emotions of others (EQ)
-
Behavioural abilities -The ability to adapt to new situations and communicate effectively across cultural boundaries
-
-
CQ is not an end result but rather, a continuous process with skills that can be developed and improved over time through practice and continued learning
Third Culture Individual (TCI)
Image: Dexter Tilo /hcamag.com (8/12/22)
As a TCI (Third Culture Individual), I've grown up in countries and continents other than my own and have an 'Insider/Outsider' advantageous perspective which has enabled me to build strong contacts and friendships from all continents. Read more about TCI HERE
Leading with
Culture Intelligence (CQ)
Image: Canva
CQ leaders demonstrate the following skills:
-
Ability to work with a diverse workforce - They are better equipped to build inclusive teams and foster a positive work environment that values diversity
-
Effective communication – They are able to communicate effectively with people from different cultures
-
Global markets & customers - With many organisations having a presence in global markets and serving global customers, CQ leaders are able to understand different cultural norms and practices, an essential skill for doing business internationally. Through listening to local stakeholders and seeking to understand their perspective, CQ leaders and the organisation can adapt its products, marketing, and business practices to better meet the needs of the local market and avoid cultural misunderstandings or missteps that can sometimes damage the brand’s reputation
-
Talent management – CQ leaders are better equipped to attract, develop, and retain talent from diverse backgrounds. They have the ability to create a work environment that values diversity which can help attract and retain employees from different cultural backgrounds.
Why Cultural Intelligence (CQ) is an Important Leadership Skill
Organisations no longer have to expand abroad to experience cultural differences.
-
For many large economies, multi-culturalism is right outside their door, which sees people with different traditions, backgrounds and beliefs, living and working side by side
-
Improving your CQ skills makes you:
-
Better able to adapt to different cultures
-
A better decision maker in culturally diverse situations
-
-
In addition, fast changing demographics in the USA and western Europe means that multi-culturalism is here to stay. A recent Pew Research showed that 48% of Gen Z individuals in the USA, are considered “racial or ethnic minorities”. This may explain why many Gen Zs regard themselves as global citizens and want the companies they work for, and the brands they support, to commit to diversity
-
In the USA, Gen Zs are not just the most ethnically diverse, but are also the largest generation in history (~27%). It is therefore imperative that leaders are trained to lead with CQ given they will be leading workforces which comprise people from various backgrounds and societies that include those from: traditional backgrounds, secular backgrounds, liberals, libertarians and more
-
In terms of leadership, it is no longer enough to be technically astute. Plucking someone from your HQ in country A and then parachuting them in, to manage a team based in country B, can prove problematic if this leader/manager has poor CQ skills
-
Currently, many organisations are homogeneous and culture is often determined by the dominant group(s). Rather than look for ways to become more inclusive, it seems that many companies continue to reject candidates or workers on the grounds of “culture fit”. In reality, what they really mean is, s/he/they are not “one of us”. So while companies proclaim to hire for diversity, internally many are looking to manage on similarity
-
This is because we tend to look at our culture through our distorted cultural lens when in actual fact, what we need to do is, educate ourselves about other cultures to get a clearer understanding of why people behave or react in the way that they do
-
Like EQ, CQ also requires self-awareness. When we are more aware of ourselves, it becomes easier for us to see things from the perspective of others because part of the problem when we interact with people from cultures we know little about, is that we often default to relying on stereotypes to fill in the gaps. This can be dangerous as stereotypes are often negative
-
With increasing calls for more diversity in the workforce, CQ becomes a vitally important aptitude and skill given the number of cross-functional assignments, job transfers, global markets and diverse customer base and new employers. Educating ourselves about other cultures helps put everything into an understandable context
Image: Canva
Office Culture
Office culture is about more than beer on tap, the provision of table tennis tables, or liquid lunches
-
Today's leaders need to lead with Emotional Intelligence (EQ) & Cultural Intelligence (CQ) to enable them to lead culturally inclusive organisations which is a necessary step for companies looking to thrive in the current and AI era global world
-
By developing CQ, organisations and individuals can improve their ability to work and communicate effectively with people from diverse cultural backgrounds, adapt to different cultural norms, build stronger relationships, recruit talent globally, and achieve greater success in global business and social settings, be this in person or remote
-
While it's true that some jobs cannot be done remotely, many can and culture is not something that can be quantified or touched and does not always need to be done in-person. As leader, you're able to make people feel included or not
-
In the post-lockdown world, many workers are looking for hybrid jobs or those offering more flexibility. As such, companies need to find new ways of creating company culture which doesn’t require 2-3 hour daily commutes to experience or, be part of it
PODCAST
An Introduction to
Cultural Intelligence (CQ)
Sources: ExecutiveGlobalCoaching.com, Dr David Livermore, Cultural Intelligence Center
AI Podcast created in: Google Notebook LLM
© 2026 ExecutiveGlobalCoaching.com