Leading with cultural intelligence (CQ) has never been more needed or more complex. At Evolve, we’re leaning into that challenge by adding a CQ 360 assessment to support every participant in our Evolve Your Leadership Voice program. This multi-perspective feedback process includes self-reflection and insights from colleagues to help leaders understand how they’re showing up and how others are experiencing them.
As facilitators, we’re walking this journey too. I recently went through my own CQ 360, and it pushed me to reflect on my “why” and “how” when leading for equity across difference.
It also led me to this insight: not all culturally intelligent leadership is created equal. We often show up in very different ways—sometimes within the same day or interaction. How we show up and our intentions do affect our impact. Below are four distinct approaches to culturally intelligent leadership I’ve observed in myself and others.
Performative
The focus here is on being seen as a good person—competent, inclusive, and aware. Leaders operating from this place often seek praise and affirmation, and avoid discomfort or criticism. It’s a common starting point, but if we stay here, we risk centering ourselves rather than those we’re trying to support, connect, and engage.
Transactional
This is culturally intelligent leadership as a strategy. The leader leverages cultural intelligence to gain something: goodwill, influence, favor, or a desired outcome. While this approach may be effective in the short term, it can miss the deeper transformation and relational trust that equity leadership requires.
The Chameleon
Here, the leader adapts fluidly across cultures and contexts—blending in, mirroring expectations, and avoiding disruption. While this adaptability can be a sign of high CQ skills, it can lead to a loss of self.
Authenticity
Leaders in this space engage cultural differences with intention and skill without losing their own values, culture, and identity. The focus here is on learning, sharing, and genuine engagement across and with cultural differences.
Reflection and Growth
I’ve used all four of these approaches at different times—and I still do. But having this framework helps me notice where I am and what’s being called for. It gives me tools to move toward more effective and authentic leadership, especially when navigating unfamiliar contexts or differences where I may be less knowledgeable or skillful.
How about you? How have you seen these approaches show up in yourself or others? Which one are you most working to grow into?
Learn More: Free Webinar April 29
If you’re curious about how to grow your own cultural intelligence and lead for equity more effectively, Drs. Brian Arao, Dawn Lee, and I are hosting a free webinar on Tuesday, April 29, at 1 pm ET on Leading with Cultural Intelligence. We’ll be joined by special guest Dr. Rahn Franklin to learn more about cultural intelligence and the CQ 360.
This session will offer practical insights, real talk, and a preview of how we support leaders through Evolve Your Leadership Voice.
