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  • 14 Sep 2019 6:55 PM | Anonymous member (Administrator)

    Ernest GundlingThe Bookmarks interview with Ernest Gundling.

    1. Why did you write these books?

    Working GlobeSmart: We felt that there were many people talking about the dimensions of culture but insufficient practical application for everyday businesspeople. Our goal was to address useful skill areas such as Establishing Credibility, Giving and Receiving Feedback, Obtaining Information, and Evaluating People. We also wanted to go beyond intercultural communication on an interpersonal level to address other more team-oriented or organizational topics such as Selling, Negotiating, Innovation, and Managing Change.

    What is Global Leadership? Many people were slapping the label, “global,” on to models that appeared to us to be culturally bound. In particular, U.S. companies and consultancies were exporting models featuring more extroverted, direct, and task-focused leadership styles that resonated in some cultural contexts but not in others. We sought to step back and examine the question, “What is different about leading in a global context?” and to identify specific behaviors linked with success in global leadership roles that aspiring leaders from any background could leverage.

    2. What is the most important thing you want readers to take away from these books?

    Working GlobeSmart:  This book brings intercultural skills to daily management tasks such as assessing talent, running a global team, integrating a merger, or rolling out a change initiative. The “My Mistake” examples are autobiographical…

    What is Global Leadership? This is a roadmap not only for global leadership but for a successful assignment abroad. The best part of the book is the pithy wisdom of the interviewees themselves, who are quoted at length in each of the core Chapters 3-7. What interculturalists learn about seeing and adapting to difference is the doorway to effective global leadership. Anyone can cultivate the global leadership behaviors the interviewees so richly describe.

    3. Name one or two books in our field that influenced you the most, that you think all interculturalists should be familiar with? Why?

    George Renwick has been a key influence on the lives and careers of both Aperian co-founder Ted Dale and myself, and the privilege of seeing him in person is better than any book! I’ve also been influenced by a wide range of other sources including Nancy Adler, Clifford Geertz, Frank Reynolds, Tom Rohlen, Peter Senge, Jack Condon, E.T. Hall, Geert Hofstede, John Kotter, Daniel Kahneman, Janet Bennett, and Clifford Clarke.

    4. What is one of the most significant, most memorable cross-cultural experiences you have had?

    Going to Mexico as a 15-year-old foreign exchange student was the first step on a career path that at that time didn’t have a name. I was suddenly using the Spanish I’d been learning in school and encountering a culture that was radically different from my own. I found it fascinating, difficult, embarrassing, and exhilarating all at the same time. My head hurt at the end of each day because I was learning so much. There were aspects of the culture that I loved as well as others that I was shocked to see. I could never go back to quiet small-town life after this.

    5. If you could pass on only one insight/one lesson learned to others about crossing cultures, what would you say?

    There is always a rhythm and a way of getting things done, but it takes a readiness to watch and listen in order to understand the visible and invisible currents shaping events.

    6. This newsletter goes to nearly 1,000 readers, folks who are either in or interested in the field of intercultural communications. If you’d like to say something else to these folks, something we have not asked about in this questionnaire, feel free to add your brief comments here.

    Our field is changing now more rapidly than at any time I can remember in terms of media, language, client priorities, and broader social and environmental pressures. We need to change, too, while preserving the basic value of bridging differences to create a better world.

  • 14 Sep 2019 6:52 PM | Anonymous member (Administrator)

    Three SIETAR USA Local Groups have started their Autumn programs. Their activities offer SIETAR USA members and local members an opportunity to gather, learn, and network.


    Yuko DeNeuville, SIETAR Florida reports that they held a virtual meeting in August as a “Get Together—Back to School” session. The goals of this call were:

    To meet with every member and friends. Many new members joined in 2019!

    • To explain what is SIETAR Florida mission
    • To brainstorm new ideas and suggestions from existing and new members
    • To seek for new volunteers in this wonderful organization
    • To share about upcoming webinars and social gathering events in Florida.
    • To have fun!

    Our latest SIETAR Florida Newsletter includes our next events and it is a busy upcoming 6 months, which is great! Also many of us will be at SIETAR USA Conference and some of us will present:

    Neil Goodman:

    Friday, Nov 1, 2019 R5 10:30-11:30 AM "Challenges and Opportunities of Running a Cross-cultural Practice" Presentation - 60 minutes

    Yuko Deneuville:

    Friday, Nov 1, 2019 R3 2:00 PM 3:30 PM 90 minutes workshop about "How Energy can reinvent Interculturalists work & maximizes impact and awareness"

    Thursday, Oct 31, 2019 R1 1:45 PM 3:15 PM
    Ned Talk 10 minutes " Which BOX are you in?"


    Laurette Bennhold-Samaan, who has been involved with SIETAR for decades, has recently joined the SIETAR DC leadership team. In partnership with Georgetown University, SIETAR DC has conducted a study in an effort to revitalize the local group and capitalize on the incredible intercultural talent in the DC area. The report was summarized at the September meeting.

    They launched the new season with a book reading with author Michelle Gelfand, who has recently published "Rule Makers Rule Breakers." Her talk became the subject of animated conversation for the rest of the afternoon.

    For our next meeting we have October 10 the Senior Vice President of partnerships and executive editor for Time magazine coming. This will be both interesting and topical!

    The SIETAR Minnesota Group meets monthly at the Humphrey School of Public Affairs on the campus of the University of Minnesota. They serve light refreshments and start with networking, introductions and training tips.

    September Topic:

    Tuesday, September 17, 2019

    Hubert H Humphrey International Fellows: A Panel Discussion

    Discover a broader global perspective on intercultural education, training, and research. Hailing from around the world, the University of Minnesota’s newly arrived Humphrey International Fellows will get together early in their stay to discuss the role of interculturalists in their respective countries.

    Panel facilitated by Karen Lokkesmoe, SIETAR-Minnesota member, Fellows advocate, and support coordinator.

    October/November Preview

    Tuesday, October 15, 2019

    Show and Tell: Icebreakers and Energizers

    Tuesday, November 19, 2019

    Understanding the Roles of Corporate Global Mobility & The Interculturalist

  • 14 Sep 2019 6:38 PM | Anonymous member (Administrator)


    Dr. Neal Goodman

    Unconscious Bias Training and Implications for Interculturalists

    Tuesday, October 15, 2019
    11:00am-12:30pm ET

    From the corporate and educational to governmental and non-profit sectors, the case for unconscious bias training is gaining traction given the increase of workplace discrimination in the news. From high profile cases, such as Starbucks, to micro-inequities and micro-aggressions that occur on a daily basis across organizations, it is clear that, as interculturalists, we need to cultivate the knowledge and skills to address this growing problem and its impact on workplace inclusion.  Join us for this highly interactive webinar, during which Dr. Goodman will present the case for unconscious bias training. We will also explore the impact of neuroscience in creating bias, the most common types of biases and their mitigation, and best practices for interculturalists to address unconscious bias in their work.


    Dr. Neal Goodman, founder and president of Global Dynamics, is an internationally recognized authority in international human resource management and organizational development. He has spent a lifetime promoting intercultural understanding through research, writing, activism, academia. Over the years, Dr. Goodman has taught over 10,000 students and trained over 100,000 corporate leaders. He has served on the faculty of St. Peter’s University, where he retired as Professor Emeritus in 2004. Dr. Goodman has been a member of SIETAR since 1978 and was the recipient of the 1995 SIETAR Interculturalist Achievement Award for his lifetime contribution to the intercultural field.


    Kelli McLoud-Schingen

    Experiencing Civil Rights: My Story

    Kelli McLoud-Schingen simply and powerfully told the story of her connections to the Civil Rights Movement. Born in 1968, the year that Martin Luther King and Bobby Kennedy were killed, she told us that thefight for civil rights is a personal story for her and her family, as well as for most African-Americans in this country, and one which has shaped her work in the intercultural field. Her aunt was a Freedom Rider, her uncle was a Black Panther and her grandfather served in World War II and was welcomed home, not as a soldier, but with racism and violence.  While Jim Crow laws were abolished decades ago, our current climate shows that there is still a lot that needs to be accomplished to eradicate discrimination and inequities and to heal the racial divide in the U.S. In preparation for the SIETAR USA conference in Atlanta, home of Martin Luther King and the birth of the civil rights movement, she shared her perspective and passion to fight for racial justice, explored the history of the movement, and what we as interculturalists can do through “trance-formative listening” to support anyone living under the cloud of prejudice, bias and discrimination. The link to the recording of her webinar can be found on the member section of the SIETAR USA website.

  • 14 Sep 2019 6:23 PM | Anonymous member (Administrator)


    October 30-November 2, 2019: SIETAR USA National Conference, From Adversity to Diversity: The Role of the Interculturalist, Atlanta, GA – REGISTRATION IS NOW OPEN! Visit https://www.sietarusa.org/registration for details and sign up TODAY! Early Bird Registration Deadline is September 15!


    Hispanic Heritage Month is observed from September 15 to October 15. This month corresponds with Mexican Independence Day, which is celebrated on September 16, and recognizes the revolution in 1810 that ended Spanish dictatorship.

    September 28: Teacher’s Day in Taiwan. This day is used to honor teachers’ contributions to their students and to society in general. People often express their gratitude to their teachers by paying them a visit or sending them a card. This date was chosen to commemorate the birth of Confucius, the model master educator in ancient China.

    September 29: Michaelmas, or the Feast of Michael and All Angels, is a minor Christian festival dedicated to Archangel Michael that is observed in some Western liturgical calendars.

    September 29-October 1 (sundown to sundown): Rosh Hashanah, the Jewish New Year celebration, marking the creation of the world.


    October is National Disability Employment Awareness Month. This observance was launched in 1945 when Congress declared the first week in October as “National Employ the Physically Handicapped Week.” In 1998, the week was extended to a month and renamed. The annual event draws attention to employment barriers that still need to be addressed.

    October is also LGBT History Month, a U.S. observance started in 1994 to recognize lesbian, gay, bisexual and transgender history and the history of the gay-rights movement.

    October 4: St. Francis Day, feast day for St. Francis of Assisi, the patron saint of animals and the environment, celebrated by many Catholic denominations.

    October 4: Blessing of the Animals, in congruence with St. Francis Day. Many Unitarian Universalists have picked up on the Catholic tradition of blessing animals, particularly pets, as St. Francis was known for his special connection to animals.

    October 8-9: Yom Kippur, the holiest day on the Jewish calendar, a day of atonement marked by fasting and ceremonial repentance.

    October 11: National Coming Out Day (U.S.). For those who identify as lesbian, gay, bisexual or transgender, this day celebrates coming out and the recognition of the 1987 march on Washington for gay and lesbian equality.

    October 13-20: Sukkot, a seven-day Jewish festival giving thanks for the fall harvest.

    October 14: Canadian Thanksgiving, a chance for people to give thanks for a good harvest and other fortunes in the past year.

    October 14: National Indigenous Peoples Day, an alternative celebration to Columbus Day, gives recognition to the indigenous populations affected by colonization.

    Holidays list courtesy of:https://www.diversitybestpractices.com/2019-diversity-holidays


  • 06 Aug 2019 12:10 PM | Anonymous member (Administrator)

    As registration opens for the 2019 conference, I am reminded of the opening of a door. I’ve always liked doors as a metaphor for new beginnings. They imply new experiences, new learnings, new people coming into your life. I like to think of the conference as a door to opportunity for participants.

    Confucius reportedly said that “the will to win, the desire to succeed, the urge to reach your full potential…these are the keys that will unlock the door to personal excellence.” My experience with SIETAR USA conferences (and SIETAR International before that) has been to bring my desire to succeed and to find the best in what the conference offers. I always left with something I could use on Monday, a new idea, a new way of thinking about an issue, and new people to contact when I needed advice. I truly believe that whatever personal excellence I achieved in my work was in part influenced by attending SIETAR conferences.

    I hope you have been considering attending the conference because if you haven’t, I ask you to reflect on something Mehmet Murat Ildan said, “If you feel you have to open a particular door, open it, otherwise all your life that door will haunt your mind.” I don’t want you to be haunted by missing an opportunity to learn and grow, reconnecting with old friends, and making new friends and connections.

    We have a full program with excellent invited speakers and presenters. We are in the process of populating the website with up-to-date information about the conference. I encourage you to check it out now and be sure to keep looking at it as we add additional updates!  In this issue of the newsletter you will find an article introducing you to the Invited Speakers. They reflect the level of quality that this conference offers. On the website you will be intrigued by reading the list of concurrent sessions and presenters organized by the conference tracks: Business; Culture Specific; Diversity, Inclusion and Social Justice; General.

    As excited as I am about the conference program, I am very concerned about the current cultural climate in the United States. I look forward to opportunities at the conference to talk about the recent cultural and political situation in the United States with colleagues from across the country as well as those from other countries. There are several concurrent sessions that will engage participants with the concerns of our government and institutions, we hope to provide a safe environment in which to discuss discrimination and bias.

    We’ll provide the open door. We invite you to walk in! 

    Sandra M. Fowler

  • 06 Aug 2019 10:38 AM | Anonymous member (Administrator)

    Just 75 days until the 2019 SIETAR USA Conference begins in Atlanta, Georgia.  Have YOU registered yet?  If not, register HERE today.   It’s been very exciting seeing all the pieces of the conference coming together.  From Keynote speakers to Master Workshops, morning exercise activities and some great meal selections, there will be something for everyone at the conference.  Check out the list of inspiring speakers lined up for you. They bring expertise in intercultural communications, journalism, working with expat, immigrant, and refugee communities, building and growing your intercultural business, and will present some new ways of thinking about your role as an interculturalist as you approach your work in your field of focus.

    You will also find 3 days of creative, challenging, insightful concurrent session in three tracks as well as general conference themed sessions.  Conference Theme:

    From Adversity to Diversity: The Role of the Interculturalist

    Track 1: The Role of the Interculturalist: Diversity, Inclusion, and Social Justice

    Track 2: The Role of the Interculturalist Working with Specific Cultures.

    Track 3: The Role of the Interculturalist: Building Skills and Taking them to the Marketplace

    Click HERE for a list of the presenters and titles.  Start selecting your favorites now.

    Pre-Conference options.  There are 8 Master workshops on Wednesday led by experts in the field.  Click here to see the list and descriptions.  Which ones are right for you?

    Pre-Conference tours of Atlanta.  You’ll explore some of the highlights of Atlanta and learn about the rich history of civil and human rights work in Atlanta as well as see how Atlanta is embracing diversity today.  Click HERE for more information and to register for a pre or post tour.

    As you review the myriad options at the conference check out the scholarship and volunteer options too.  Both are a great way to attend the conference and get to know colleagues and leaders in intercultural, diversity, and inclusion work. 

    Finally, for a comprehensive list of all conference information, click HERE.  You’ll find all the information and links in one place.  (They are all on the SIETAR USA website as well).

    We hope you’ll find all you are looking for and more at the 2019 conference.  I look forward to seeing YOU there.

    Karen J Lokkesmoe

    SIETAR 2019 Conference Chair

  • 04 Aug 2019 9:13 PM | Anonymous member (Administrator)

    Esmond in India, by Ruth Prawer Jhabvala, 1990, Touchstone Library 208 pages (1st published in 1958).

    In our inaugural column for BookMarks we said we would look in four places for books to review in this space:

    • intercultural books
    • the best travel writing
    • the best science fiction
    • the best expatriate fiction

    We have sampled the first three categories in previous newsletters, and this month we present a book of expatriate fiction. By expatriate fiction we mean fiction—novels or short story collections—that have either as their defining theme or one of their preoccupations the clash or at least the meeting of cultures. A Passage to India by E. M. Forster is a classic example. We could have started there, but that book is so well known that we have decided to start with a lesser-known but no less brilliant book about India, one by an author we suspect many readers may not know.

    Ruth Prawer Jhabvala is not as well known today as she was in the 1980s and 1990s, and then she was probably better known for the movies for which she wrote the screenplays—as part of the 3-person team which included Ismail Merchant (producer) and James Ivory (director)—than for her novels and short stories. She won Oscars for two of her screenplays, one of which, Heat and Dust (starring Julie Christie), was based on her novel of the same name (which also won the Booker Prize). While her novels are not strictly autobiographical, she did live much of what she writes about, or at least observed it up close. She was born into a German Jewish family, fled to Britain ahead of the Nazis, met and married Cyrus Jhabvala, and moved to India where she lived for a number of years before ending up in New York City.

    Esmond in India is one of her many novels featuring stories of expats encountering, living in, adjusting to a foreign country. Or not adjusting at all, in Esmond’s case, actually loathing the place, in fact. There is probably not a single overt cross-cultural observation in Esmond in India. The book isn’t about cultural differences; it positively oozes them. In brief, it’s the story of the hapless British expat Esmond Stillwood, trapped in a spectacular mismatch with the beautiful but simple-minded Gulab with whom he lives in their apartment in New Delhi, along with their young son Ravi. Nearly everything about Gulab disgusts Esmond, while for her part all Gulab wants to do is to be left alone so she can smother Ravi with kisses, cook him good Indian meals with plenty of ghee, and take him to her mother’s house whenever she can and stay for as long as she can—just three of the many things Esmond can’t stand and which he strictly forbids.

    There are two parallel plots involving two other Indian families in Gulab and Esmond’s orbit, into one of which Esmond is drawn with life-changing consequences for the radiant Shakuntala, the result, inevitably, of a cultural misunderstanding. As noted, the book never wears culture on its sleeve; it’s a novel, not an essay. But culture lurks just beneath the surface of many scenes, occasionally bursting forth for a brief moment in all its destructive power.

    Nearly every scene Esmond is in, and even in those he is not in but during which Indians talk about him, reeks of the tensions produced by even the slightest of cultural differences. Here is Gulab, for example, at a loss as to how to live in her own apartment, which has been Europeanized by Esmond’s taste in furnishings.

    Gulab, lying on the floor felt as comfortable as she ever felt in that flat. It was not really convenient to her way of living. In her mother’s house she had been used to vast rooms and little furniture, so that she had been able to lie on an old stringbed in the middle of an otherwise empty room, floating on a great sea of cracked marble flooring under a high, high ceiling fretted—a sky with clouds—with flaking frescoes. But here, in her husband’s flat, she was hemmed in by furniture, there was no room to lie down, no room to move at her ease. Oh yes, everybody said what nice furniture it was and how clever Esmond was to make so much of that small flat. He had utilized every corner, fitted in divans and shelves and coffee tables, all very low and modern and, so they said, attractive. But Gulab could not see any purpose for such furniture; it only prevented one from being comfortable.

    This is just one of numerous moments in the book where Jhabvala evokes a dimension of culture to illustrate how uncomfortable it can be to be out of place, in this instance in your own country. There are many similar moments involving Esmond where one cultural practice or other or even just the sight—or the smell—of something a little bit too Indian sets Esmond off. Ironically, Esmond is something of an expert on Indian culture—poetry, architecture, painting, sculpture—and has put together a modest livelihood lecturing on these topics to expatriate audiences. He makes his living off India; he just can’t bear the people or the place itself.

    There is a brief moment near the end of the book that illustrates what I mean when I say Esmond in India is not about culture per se but that it “oozes” culture. It’s just one short sentence, tossed off in passing, it seems, but it manages to be shocking—and it’s because of culture. We know from two or three places earlier in the book that Esmond absolutely forbids Gulab to cook Indian food for Ravi (which the little boy loves) because it smells up the house and because after he eats it, Ravi himself smells of ghee and spices—he smells of India—and this infuriates Esmond. Late in the book Gulab, Esmond, and Ravi are eating dinner together, and Jhabvala suddenly tosses us this sentence: “[Esmond] stifled a sigh and helped himself to more macaroni and cheese.”

    Macaroni and cheese—in three words Jhabvala evokes the menacing spectre of cultural difference. This is not a story of how culture enriches; it is a story of how it destroys.

  • 04 Aug 2019 9:04 PM | Anonymous member (Administrator)

    A few days after I wrote the President’s Perspective for the June issue of The Interculturalist: A Periodical of SIETAR USA, I noticed a Facebook blog by Andrej Juriga that touched on some of my thoughts. However, I really liked what he said so I wanted it to be available to all our readers.

    -Sandra M. Fowler

    Four years ago, in July 2015, I founded the consultancy and training company Cultural Bridge after years of leading teams at national and global level in corporate Sales and HR, and after considering all the well-meant advice of my family, friends, peers, managers and headhunters, “don't throw away your successful corporate career", “once you leave corporate there is no way back,” “it's too risky to be on your own," “there is not enough demand for intercultural training and Diversity & Inclusion consulting in Central Europe so you won't be able to pay your bills.”

    I carefully listened to all these messages and kept reminding myself that they might be coming from the personal experience of those giving me the advice, and that their experience is not the norm. I also did understand that those caring messages might be a reflection of individual fears and resistance to uncertainty.

    Yet, deep inside I knew my decision was right. Leaving corporate career and starting my own company was not a spontaneous idea but rather a well-thought-out strategy which included:

    • Intentional assignments (including my relocation to Africa as an HR consultant) to projects where I had to collaborate with peers from all continents so I could consciously experience differences and observe strategies that work well, or not, in multicultural settings.
    • Formal intercultural education so I could back up my personal experience with a strong theoretical foundation.
    • Market research which helped me to understand who was already providing intercultural development in the region, and what the pool of potential clients was.
    • Mentoring from experienced entrepreneurs who helped me to explore how I could use the principles of corporate business in running my own small business.
    • Strong financial plan needed to bridge the transition period.

    And above all, I knew my decision was right because it was based on the very deep understanding of who I was, what strengths would help me to succeed and how I would compensate for what was missing, and what my job needed to offer so I could thrive in it.

    In those four years, I have been very committed to my professional development being surrounded by the best teachers of intercultural communication and by experts on Diversity & Inclusion. I have built a stable portfolio of clients from a variety of industries and countries. I have delivered development programs in three continents and the fourth is coming just in few weeks. Being a member of several intercultural communities and organizations, I have developed some strong business partnerships and made plenty of great friends from all around the world.

    Many ask for the golden recipe how to transition so smoothly from being a corporate employee to becoming an entrepreneur. I don't think I have such recipe because there's no universal template for success. What works for me might work less for someone else as our realities might be different. Many want to learn about my way of selling, negotiating, marketing and using social media. Anything I would have said in this regard would be just a duplication of what has been written in hundreds of business books. But what you won’t find in any manual is your personal signature—those things you want your clients to think or say when they hear your name. I am creating my personal brand based upon these few principles:

    1. Authenticity - I don't try to be the way the others want me to be. I am who I am and that attracts the audiences who like my true self.

    2. Passion - I accept working only on projects that I am passionate about. Many try to differentiate themselves from the others by better prices, their own frameworks or methods they developed. The real competitive advantage is passion.

    3. Humility - I am not the best. I don't know everything. And I will never have answers to all questions. This gives me a huge drive to constantly work on myself to be better than I was yesterday.

    4. Credibility – I use every opportunity to get exposed to differences (generational, cultural, racial, linguistic, cognitive or any other kind of difference) and try to lead by example in the way I act in face of those differences. I can’t be an ambassador of inclusion if I use divisive, polarizing and judgmental narrative each time I face someone with different opinion. As an interculturalist, I hold myself to high standards cause no matter how forgiving people are of my mistakes, they are measuring their trust based upon my consistency in what I teach and the behaviors I demonstrate.

    These four years felt like a dream. None of those fears came true. I am in my flow. I don't take it for granted, which is why I will continue practicing my four principles and re-evaluate them constantly. That is my commitment to my clients who need to know who I am. That is my commitment to the community of interculturalists who need empowerment through success stories. That is my commitment to myself because I want to make this flow last as long as possible.

  • 04 Aug 2019 9:00 PM | Anonymous member (Administrator)

    A jolt is a quick training activity that can be conducted in less that 3 minutes to dramatically demonstrate an important learning point. Here’s a jolt that emphasizes “out of sight is out of mind”. I have used it as an alternative to the iceberg metaphor.

    Distribute the supplies. Give a sheet of paper and a pencil to each participant.

    Give instructions. Ask the participants to draw a tree on the sheet of paper. Explain that the drawing can be realistic or abstract.

    Announce a time limit. The drawing must be completed within 45 seconds.

    Conclude the activity. At the end of 45 seconds, ask the participants to exchange the picture of the tree with each other.

    Look for the roots. Ask the participants to raise their hand if the picture shows roots. You are likely to find that most do not include the root system.

    Present the learning points. Use your own words:

    • All of your trees likely have trunks and branches and leaves. But most of them do not have roots.
    • So, what is holding up the trees without the root system? How do your trees get water and nutrition?
    • Do you agree that the root system is an important part of a tree? Why did you leave out the root system? Was it because you usually don’t see the roots?

    Extrapolate from the experience. Ask the participants to suggest other things people habitually ignore just because these important support elements are not visible. Relate this experience to our perception of Culture.

  • 04 Aug 2019 8:58 PM | Anonymous member (Administrator)

    Submitted by Michele Gelfand

    Harry C. Triandis (1926-2019) died peacefully Saturday, June 1, 2019, at the age of 92 at the care center in his retirement community in Carlsbad, Calif.

    He is survived by his daughter, Louisa; son-in-law, James; grandchildren, Alex and Nico; and numerous students around the world whose lives he greatly impacted. He was preceded in death by his wife of 52 years, Pola.

    Harry was born in Greece and moved to Canada is his early twenties. He did his undergraduate work (engineering) at McGill University (1951) in Montreal and his master's (commerce) at the University of Toronto (1954). Harry earned his Ph.D. (1958) in social psychology from Cornell University in Ithaca, N.Y. He also holds an honorary doctorate from the University of Athens in Greece (1987).

    In 1958, Harry accepted a position with the University of Illinois and started what would be a long and distinguished career. Following his interests in how people of different cultures can live in a peaceful, sustainable way, Harry became a pioneer in the field of cross-cultural psychology. His book The Analysis of Subjective Culture is a classic in the field and is one of the first “texts” in cross-cultural psychology. After publishing the six-volume "Handbook of Cross-Cultural Psychology," some of his colleagues named him the "father" of this new branch of psychology. Because his research required collaboration with colleagues from different cultures, he circled the globe four times over the course of his life, spending many months in other cultures and lecturing in close to 40 countries on all inhabited continents.

    During his career, Harry held various fellowships and teaching assignments. He was a Ford Foundation Faculty Fellow (1964-65), Fellow of the Center of International Studies at Cornell University (1968-69), a Guggenheim Fellow (1972-73), Honorary Fellow at International Association for Cross-Cultural Psychology (1982), a Distinguished Fulbright Professor to India (1983) and Fellow of the American Association for the Advancement of Science (1984), which administers the Harry and Pola Triandis Doctoral Thesis Award that is given every two years for the best dissertation in that field. He was named a University of Illinois Scholar in 1987 and professor emeritus of psychology at the University of Illinois in 1997. After his retirement from the University of Illinois, he taught for a semester at the University of California, Irvine; briefly at the University of Hawaii, Manoa; Nanyang Technological University in Singapore (twice); and Victoria University in Wellington, New Zealand.

    A leader in his field, Harry served as president of six associations or societies of psychology: the Interamerican Society of Psychology, the International Association for Cross-Cultural Psychology, the Society for Personality and Social Psychology, the Society for the Psychological Study of Social Issues, the Society for Cross­Cultural Research and the International Association of Applied Psychology.

    Harry was a prolific author, publishing over 200 papers, book chapters and books. His most recent work includes: "Fooling Ourselves: Self Deception in Politics, Religion, and Terrorism" (Triandis, 2009), which received the William James Award from the General Psychology division of the American Psychological Association; "Managing Research, Development and Innovation: Managing the Unmanageable," third edition (Jain, Triandis, and Weick, 2010); "Managing Global Organizations" (Bhagat, Triandis, and McDevitt, 2013), “Individualism-Collectivism” (Triandis, 1995), “Culture and Social Behavior” (1994), “Handbook of Industrial and Organizational Psychology, Vol 3” (Dunnette, Hough, & Triandis, 1994), “Interpersonal Behavior” (Triandis, 1977), “Variations in Black and White Perceptions of the Social Environment” (Triandis, 1976) and “Attitude and Attitude Change” (Triandis, 1971). His work has been translated into Chinese, Farsi, German, Japanese, Russian and Spanish and spans 60 years (1955-2015).

    Harry and his work have been recognized by numerous national and international organizations. The American Psychological Association awarded Harry the Centennial Citation "for significant contribution to the establishment of cross-cultural psychology as a distinct discipline" (1992), the Award for Distinguished Contributions to International Psychology (1994), the Award for Distinguished Lecturer of the Year (1994) and the Award for Outstanding International Psychologist (2002). In 1994, he received the Otto Klineberg Award from the Society for the Psychological Study of Social Issues. Two years later, the American Psychology Society gave him the James Cattell Fellow Award. He received the Eminent Scholar in International Management Award from the Academy of Management. The Federation of Associations in the Behavioral and Brain Sciences included Harry on its list of honored scientists, which lists less than one hundred psychologists. He was named Honorary International Fellow of the Center for Applied Cross-Cultural Research, Victoria University, Wellington, New Zealand, in 2011. Recognizing his complete body of work, the International Academy for Intercultural Research gave Harry its Lifetime Contributions Award in Taiwan in 2004 and the Society for Personality and Social Psychology gave him its Career Contributions Award in 2012 in San Diego.

    Harry lived a rich and full life. He and Pola were well known in the university community for their dinner parties and for welcoming orphaned graduate students to their home for holidays. He took great pride in mentoring his students and his two grandchildren, both of whom he cherished. He established the Pola and Harry Triandis Fellowship in Cross-Cultural Psychology at the University of Illinois. Harry loved classical music and was especially devoted to WILL (Illinois Public Media) and the Krannert Center for the Performing Arts. Motivated by a desire to move toward a world where “people can be brothers in spite of their cultural differences.” Harry treated all people he met around the world with respect and dignity. His tripartite advice was to “Be passionate, don’t be afraid to be controversial, and above all, don’t take yourself too seriously”—it is a forever inspiration.

    Honoring Harry’s interests and lifelong work, memorial contributions may be made to the Environmental Defense Fund or the Union of Concerned Scientists.

    Michele Gelfand will be helping to put together a memory book—if you have stories and/or pictures of Harry, please send them to her at mjgelfand@gmail.com

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