What should you expect in Cultural Intelligence Assessment?

The CQ assessment measures your motivation of interacting with people different from them and the knowledge regarding differences and similarities across cultures. Also, it measures the capability of strategizing before an engagement with somebody different from them. Along with this, it measures the capability of adopting and flexing while engagements don’t go as per the plan. Also, cultural intelligence is malleable. It means that it can be improved and enhanced through a range of learning approaches. Cultural Intelligence (CQ) Assessment offers organizations with the knowledge of a person’s intercultural weaknesses and strengths through measuring the person’s complete cultural intelligence ability & ability for each of the 4 components.

In terms of assessing company culture, beyond the 4 major competencies, the assessment measures weaknesses and strengths in 11 sub-competencies.
No 2 person will have similar patterning of cultural intelligence knowledge, abilities, and skills, even though the average rating might be similar.
CQ Assessment is valuable while making selection & promotion decisions (about International business leaders, Intercultural mentors, and International assignments)
Along with the help in setting expert development plans, it also proves to be quite useful in undertaking intercultural coaching.
Not only does it help in customizing training programs but also supports in measuring the success of the development assignments in addition to conducting the performance appraisals.
CQ Assessment is available in both multi-rater and self-report formats.
It offers people the assessment of how do they rate themselves in each of the 4 components of cultural intelligence relative to the wider population.
The written segment displays cultural intelligence strengths & recommended developmental areas.

The CQ Multi-Rater assessment includes the peer ratings for proving the more objective measure of cultural intelligence. The peer assessment overcomes distortions or bias in self-assessment. As, in the social settings, the way others perceive you is way more significant than how do you perceive yourself, any relevant distinctions between peer ratings and self-report are highlighted. The availability of Cultural intelligence training is there on a group or an individual basis. The individual assessment offers employees an assessment of cultural intelligence abilities.

The group-based assessment displays the collective intercultural weaknesses and strengths of the team, which is of specific value to the multicultural teams. Incorporating CQ assessment in the performance appraisals showcases to employees the cultural intelligence’s strategic value to the Company. Daily CQ Assessment offers them a way to track their intercultural performance and development. The CQ Assessment’s results best interact in the one-on-one coaching format. However, while this isn’t possible, the outcomes can be delivered during the formal group training session.

In the collectivist environment, it might be preferable to aim at group weaknesses and strengths rather than individual abilities.
The authorized cultural intelligence coach can better the outcomes by offering support and feedback as well as by recommending developmental activities.
Intercultural mentoring, Workplace culture consulting, and cultural intelligence coaching are strong learning modes as the content is often responsive to real-time, real-life challenges.
In cases where the mentor/coach & the learner have extensive cultural backgrounds, mentoring and coaching can be especially impactful in developing implicit cultural knowledge which can’t be developed in the classroom.
The CQ assessments must be utilized in multicultural or international assignments.
Teams (or employees) are motivated for considering how cultural intelligence strengths can be leveraged for improving performance and for exploring ways to overcome intercultural weaknesses.
Cultural Intelligence isn’t the finite capabilities set as there is always room for betterment.
Firms that are critical concerning developing cultural intelligence must run assessments on a daily basis as a part of the performance appraisal as well as the professional development.

Cultural intelligence is the outsider’s seemingly natural capability of interpreting somebody’s ambiguous and unfamiliar gestures the way that an individual’s compatriots would. Cultural intelligence assessment is somehow related to emotional intelligence assessment as cultural intelligence is associated with emotional intelligence, however, it picks up where the emotional one leaves off. An individual with high emotional intelligence grasps what makes him/her human &, at the same time, what makes each one of us different from one another.

Somehow, an individual with high cultural intelligence can tease out of the group’s or person’s behaviour those traits which would be true of all groups and all people, those special to this group or this person, & those which are neither idiosyncratic nor universal. This vast realm that lies between those 2 poles is culture. Unlike the other features of personality, the aspect of cultural intelligence might be developed in psychologically healthy & professionally competent individuals. All in all, cultural intelligence assessments help in the overall growth of a business with sheer ease as it supports in evaluating different characteristics and their impacts.