• Filipinos and Americans Working Together.docx > written by Joy Lao
• Leveling the Playing Field on Cross-cultural Teams > article from Harvard Business Review blog recommended by Sophia Wang
  • Tip #1: Increase awareness of the challenges faced by team members from other cultures
  • Tip #2: Make the team norms explicit
  • Tip #3: Work hard to create a psychologically safe and inclusive team environment
  • Tip #4: Dedicate time and resources to skill building

• Biblical Multicultural Teams by Sheryl Takagi Silzer”. Recommended by Arnie Suyu. Arnie says, “Her workshop was about applying Biblical truth to cultural differences, and I found it helpful. It helped me understand more about the “family-oriented culture vs. individualistic culture”.
• Driven by Difference: How Great Companies Fuel Innovation through Diversity by David Livermore. A book describing how to create a climate and a process for creativity and innovation on a multicultural team. See Ken G's blog post reviewing this book.
• Leading Multicultural Teams by Evelyn and Richard Hibbert. Reviewed by Ken Guenther on the SEND U blog.
• The Culture Map: Breaking Through the Invisible Boundaries of Global Business by Erin Meyer. This book does a great job of explaining cultural differences on multicultural teams. Reviewed by Ken Guenther on the SEND U blog.

• Regina Washko's session at 2011 Eurasia Family Conference
  • PDF Multi-Cultural Teaming EURASIA SEND 2011-06.pdf
  • Handout Core Values in Concentric Circles.pdf
  • Handout_Patterns of Logic - Eurasia Conference.pdf
  • Handout_Patterns of Logic - Eurasia Conference.doc
  • Handout Direct- Indirect Exercise to fill out - für Eurasia-Konferenz.docx
• Darlene J. led few multi-cultural team training. You can find the wiki pages for those training events here:
  • Russia Area Conference, Thailand, November 2015
  • Macedonia, December 2016
  • Spain, December 2016

In “Driven by Difference”, David Livermore talks about the power of trust. Multicultural teams cannot be innovative unless people trust one another enough to share new, crazy ideas and then try them out. Livermore points out that likeability, competency, intentions, reliability, and reputation are all factors that are considered when one decides whether someone else is trustworthy or not. But each culture puts these 5 factors in a different order in terms of importance.

• Likeability - your chemistry with them, whether you would enjoy spending social time with them
• Competency - having the skills they need to do the task you are asking them to do
• Intentions - your confidence that they have your best interests at heart, you feel safe with them, you will not be rejected or humiliated by them
• Reliability - follows through on promises, delivers results
• Reputation - important to face-saving cultures