OUR CULTURALLY INTELLIGENT APPROACH
Because the leader you're becoming at work is the same person you're becoming everywhere else.
Culturally Intelligent (CI) leadership is the ability to understand how we feel, think, and act to guide our interactions across cultural and behavioral differences. CITC's validated CI Leadership Model builds three capabilities through eight skills.
Developing CI is fundamental to workplaces where every employee thrives. CITC's Culturally Intelligent Leadership Model is an innovative, research-based approach to organizational transformation.
We recognize culture in its fullest sense: race, ethnicity, nationality, age, ability, gender, sexual orientation, socioeconomic status, religion/worldview, and lived experience.
CI EXTENDS EMOTIONAL INTELLIGENCE ACROSS CULTURES
Emotional intelligence often develops within a single cultural frame. CI carries those capabilities across cultures, so leaders can read, respond to, and build trust with people whose backgrounds and styles differ from their own.
CITC’s validated Culturally Intelligent (CI) Leadership Model builds three capabilities through eight skills. Leaders learn to stay open, to understand themselves and others, and to respond with integrity: : leaders feel, think, and act in alignment with their personal and shared values, and are people of their word.
CULTURAL
OPENNESS
CULTURAL
AWARENESS
CULTURAL
RESPONSIVENESS
The willingness to learn and engage across difference
SKILLS | Curiosity of self · Curiosity of others
Actively learning about ourselves and others
SKILLS | Self-awareness ·
empathy
Adapting our behaviors to be mindful and inclusive of others
SKILLS | Compassion · self-compassion · boundaries ·
integrity
WHY IT WORKS
Leaders learn by doing, so every engagement equips participants with:
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Practical self-reflection tools
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Actionable strategies for meaningful change
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Opportunities to practice CI behaviors in real time
As self-understanding deepens, leaders engage others with more compassion.
OUR IMPACT
The CI process builds integration at two levels: within each leader, and between leaders and the organization they serve. Every offering names the skills it builds, so a one-hour session, a cohort, and a year of partnership visibly work from the same model.
READY TO BEGIN?
Build the Culturally Intelligent leaders your organization deserves.
Because a Culturally Intelligent organization is an integrated organization
Our CI approach is integrative because our emotions, thoughts, and behaviors are connected. If we acknowledge and even understand how we feel about a situation, we can make better decisions and take more informed action.
The deeper our self-understanding, the better we can recognize and adapt to others' communication and engagement styles. When individuals throughout an organization develop CI, the entire organization becomes more cohesive—characterized by compassionate leadership, empathetic management, and curious collaboration.
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Our CI Leadership Model is the developmental path; the Integrative Model shows why it works.
BUILT ON A FOUNDATION OF RESEARCH
Our CI Leadership Model represents our organization's unique approach to intercultural effectiveness, developed through extensive research and field experience. While informed by the same foundational research that inspired the Cultural Intelligence (CQ) Center's valuable work, our CI model reflects our distinct perspective on cultural development.
OUR CI DIFFERENCE
Our approach emerged from examining the multifaceted nature of cultural interactions, not just globally, but locally. While the CQ Center's Cultural Intelligence (CQ) model has been widely adopted, our founder Renee Bhatti-Klug has developed a CI framework that holistically addresses today's complex intercultural challenges.
Our CI approach expands beyond the traditional four-dimension CQ model (Drive, Knowledge, Strategy, and Action) to incorporate deeper aspects of cultural understanding. Drawing on research from various disciplines including anthropology, psychology, and organizational behavior, we've developed a framework that reflects:
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Integrated Cultural Awareness | We believe CI isn't just about discerning differences or developing strategies, but about cultivating genuine cultural empathy and perspective-taking abilities.
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Systems-Based Understanding | Our CI framework recognizes that cultures exist within complex social, historical, and political systems that must be understood holistically.
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Practical Application Focus | Our CI approach emphasizes real-world application through experiential learning and continuous feedback loops.
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Ethical Considerations | Our CI framework explicitly addresses power dynamics, privilege, and ethical considerations often overlooked in traditional cultural intelligence models.
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Adaptive Learning Process | We see CI as an ongoing, adaptive process that evolves through genuine intercultural engagement.
Through our CI approach, we've helped individuals move beyond traditional intercultural competence approaches to develop authentic intercultural adaptation that drives meaningful connection, collaboration, and innovation across differences.
Culturally Intelligent leadership is central to having a thriving organization.
Our CI approach innately fosters the outcomes of Diversity, Equity, Inclusion, and Belonging (DEIB), whether or not organizations choose to adopt these terms:
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Diversity (or representation) invites various cultural perspectives within your organization; having leaders with diverse perspectives and backgrounds fosters balance and deeper intercultural understanding, enabling more well-rounded decision-making and organizational insight
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Equity promotes fairness within the systems that shape people's careers—hiring, performance evaluation, and advancement. When evaluation criteria are transparent, culturally responsive, and grounded in organizational values rather than individual evaluator defaults, every team member has genuine access to opportunity.
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Inclusion involves the behaviors we demonstrate to assure people that they are heard, seen, and valued—notably through empathetic listening and compassionate action
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Belonging is the feeling of security and support people experience because of inclusive behaviors
We help organizations reach these outcomes through data analysis, research-based curriculum, and engaging, interactive activities that guide people to demonstrate higher levels of CI.
All aspects of our work abide by anti-discrimination laws and respect First Amendment rights.
Organizational evaluation systems—hiring rubrics, performance reviews, promotion criteria, 360-degree feedback—are where CI either lives or breaks down.
Most evaluation systems treat objectivity as a purely cognitive exercise: standardized rubrics, rating scales, structured interviews. But our CI Integrative Model reveals that emotions, thoughts, and behaviors are connected. Evaluators feel comfort or discomfort with a colleague or candidate, which shapes how they interpret performance data, which drives what they score or recommend.
Culturally Responsive evaluation interrupts this chain at every stage. It means designing systems where people are assessed through criteria that reflect the organization's stated values—not the evaluator's cultural defaults.
Through our CI approach, we help organizations build evaluation practices that are transparent, criteria-driven, and culturally responsive—moving beyond the assumption that any single perspective can be truly "objective."