Emotional Intelligence and Cultural Competence Overview

Emotional Intelligence

The ability to recognize, understand, and manage our own emotions, as well as the emotions of others.

Cultural Competence

The ability to understand, communicate with, and effectively interact with people across cultures.

Microaggressions

Subtle, often unintentional, discriminatory comments or behaviors towards marginalized groups.

Authentic Allyship

Genuine support and advocacy for marginalized groups, often involving active participation in promoting equity.

Neurogenesis

The process of generating new neurons in the brain, which contributes to learning and emotional development.

Synaptic Plasticity

The ability of synapses to strengthen or weaken over time, in response to increases or decreases in their activity.

Cognitive Intelligence

The capacity for intellectual, analytical, logical, and rational thinking.

Social Intelligence

The ability to understand and manage interpersonal relationships and the emotional content of behaviors.

Self-Knowledge

Awareness of one's own character, feelings, motives, and desires.

Managing Your Emotions

The ability to regulate and control one's emotional responses in various situations.

Understanding Others' Behaviors and Feelings

The capability to empathize with and comprehend the emotions and actions of others.

Using Effective Social Skills

The ability to communicate and interact effectively with others in social contexts.

Emotional Intelligence Framework

A structure consisting of self-knowledge, managing emotions, understanding others, and using social skills.

Overcoming Difficult Situations

The ability to navigate and manage challenging circumstances effectively.

Building Better Relationships

The process of developing stronger and more positive connections with others.

Increasing Well-Being

Enhancing one's overall happiness and life satisfaction.

Expressing Yourself Clearly

The ability to communicate thoughts and feelings in a clear and warm manner.

Resilience

The capacity to recover quickly from difficulties and adapt to challenging situations.

Value and Obtain Commitment from Others

The ability to inspire and secure dedication from individuals in a group or team.

Saying the Appropriate Thing at the Right Time

The skill of delivering timely and relevant comments in conversations.

Lessons We Learn About Acceptability

Insights gained from experiences that shape our understanding of social norms and behaviors.

Breathe deeply

A technique to calm oneself.

Take a break

Engage in a different activity such as having a coffee or going for a walk to relieve stress.

Project the current situation into the future

Consider how significant a situation will be in a week, month, or year.

Change the variables

Consider how you would feel if the situation were happening to someone else.

Calming a colleague

Strategies to help a colleague who is upset, such as distracting her with music or sharing a personal story.

Control my temper

The ability to handle difficulties without them affecting mood or speech.

Speak in a calm manner

Ability to communicate clearly even when emotional.

Calm down quickly

The ability to regain composure rapidly when angry.

Long-term goals

The objectives that guide responses when dealing with problems.

Demonstrate optimism

Maintain a positive outlook regardless of the situation.

Values for working with others

Principles such as honesty, openness, adaptability, and conscientiousness.

Assertiveness

Being confident and direct in expressing oneself without being aggressive.

Self-awareness

The ability to recognize and understand one's moods and emotions and their effects on others.

Self-regulation

The ability to control or redirect disruptive impulses and moods.

Motivation

The passion to work for reasons beyond money or status.

Trustworthiness and integrity

Being reliable and honest in interactions.

Comfort with ambiguity

The ability to handle uncertain situations without distress.

Openness to change

Willingness to adapt to new circumstances.

Strong drive to achieve

A powerful motivation to reach goals.

Organizational commitment

A strong sense of allegiance to the organization.

Goleman D.

Author of 'What makes a leader?' published in Harvard Business Review, Nov-Dec 1998.

Empathy

The ability to understand the emotional makeup of other people.

Emotional Intelligence

Expertise in building and retaining talent, cross-cultural sensitivity, and service to clients and customers at work.

Social Skill

Proficiency in managing relationships and building teams, effectiveness in leading change, persuasiveness, and expertise in building and leading teams.

Cultural Competence

Describes the trained ability of the clinician to identify cross-cultural expressions of illness or health.

Cultural Humility

Based on lifelong commitment to self-evaluation and critique, redresses power imbalances in provider-patient relationship, and works to develop mutually beneficial relationships.

Cultural Safety

Goes beyond cultural sensitivity notions and asks for providers and institutions to create space that is responsive to patients' political, linguistic, economic, and spiritual realities.

Health Inequities

Directly related, produced and reinforced by inequities in other parts of society, including workplace, housing, education, and criminal justice systems.

Microaggressions

Intentional, explicit, and derogatory verbal or nonverbal individual attacks.

Microassaults

Intentional, explicit, and derogatory verbal or nonverbal individual attacks.

Triad of Awareness

Inward focus and outward focus, focusing on others.

Criticisms of Cultural Competence

Overly reductionist and simplistic, often reduced to race/ethnicity, 'Other', something that can be attained, and measured in terms of learner confidence/comfort vs. efficacy.

First step to overcome health inequities

Develop a critical consciousness of root causes of structural drivers in our own communities.

Language Use in Health Equity

Avoid use of adjectives such as 'vulnerable' or 'high-risk', use patient-first language, and avoid words such as 'target', 'tackle', or 'combat' or other terms with violent connotations.

Microinsults

Rude, insensitive, and subtle putdowns of an individual's identity by another individual. Tend to be unconscious and unintentional.

Microinvalidations

Remarks made by individuals that diminish or negate the realities and histories of people of color. Tend to be unconscious and unintentional.

Macroaggressions

Institutional and structural racism that provides the support for individual microaggressions.

Patient Bias

Incidents of patient bias reported to occur in up to 59% of US physicians and 53% of nurses.

Bias

Against others outside of/inside of social group.

Prejudice

Biased thinking.

Discrimination

Biased actions against a group of people.

Title VII of the 1964 Civil Rights Act

Allows employees the right to a workplace free of discrimination on the basis of sex, race, color, national origin, and religion.

Authentic Allyship

An individual from a dominant group who seeks to end oppression by actively engaging in improving the lives of marginalized individuals through intentional and conscious efforts.

Benefits of Privilege

Transfer the benefits of privilege to those who lack access to this privilege.

Authentic Allies

Educate themselves, promote DEI through actions, address implicit biases, and embrace the complexity of the work.

Challenge the Status Quo

An action that authentic allies should take.

Self-Critique and Cultural Humility

A lifelong journey that authentic allies must commit to.

Requests Motivated by Bigotry

Are far less deserving of accommodation.

Clinician Rights

If the clinician feels unsafe, it is their right to exit the patient encounter and seek help from a colleague or a supervisor, report the incident, and consider transferring care.

Assessment of Biased Behavior

If the clinician feels safe and the patient is stable, they should assess the reasons for the biased behavior.

Trainees Vulnerability

Trainees are particularly vulnerable to bias.

Engagement Activity

A prompt to respond to topics discussed that tap into both the brain and the heart.

Kodiak Classroom Assignment

Open your Kodiak classroom, click on Assignments, and choose 'Brain and Heart,' and take five minutes to respond to the prompt before you are finished with class.

Response with Humility and Respect

An instruction for the engagement activity.

Implicit Biases

Addressing these is part of the responsibilities of authentic allies.

Lifelong Journey

Authentic allyship requires a commitment to a lifelong journey.

Not Self-Defined

Authentic allyship is recognized by marginalized groups.

Do Not Treat Allyship as a Badge of Honor

A principle for authentic allies.