the Bi-Lingual Mind

Those of us who move back and forth in between two worlds can relate to this.

Every time we pick a language to speak or write (E or V in my case), we subscribe to a whole new context e.g. away from tutoyer to address someone as big bro, younger sis  as practiced in the Vietnamese culture. Edward Hall distinguishes between E2 and E3 (E2  for crossing between two similar cultures e.g. French and English). East and West crossing would be an E3. Recent Post article by Richard Cohen addressed the informality in our language ( I love you man). Early in the 19th century, people hardly traveled outside their continent.  WWII unintended consequences were the closing of that distance.

Graham Greene and Murukami are on the opposite end of the East-West spectrum.

They brought us keen observation because they were looking at it from the outside.

Hemingway wrote well when in Paris during the 50’s.

A bunch of Hollywood actors also flocked to Paris.

The bi-lingual mind never feels bored. It has access to two strands of thoughts, two treasure chests to draw from.

More choices and challenges.

All the richer.

One cannot approach bilingualism from a pure political stand point.

Instead, it should be recognized and rewarded (some Multi-National Corporations churn out bonuses for multi-lingual staff for riding both horses at the same time).

America has been blessed with global citizenry. They came, conquered and created a country.

They invent Brand America, as they reinvent themselves. Endless possibilities, boundless opportunities.

Bi-lingual talent is a terrible thing to waste .

They are our national assets. Twice the contribution, twice the richer. Europe has enjoyed the gifts of multi-lingualism for years. It’s America’s turn to embrace it.

Inter-group problems

At work or in life, people are bunched together “us vs them”.

No way around this. Shared values and “group DNA“.

I am glad to see titles like Chief Cultural Officer. It’s about time we see how group think, group problems and group competition affect the bottom line.

As we move away from the Command-Control management style, which demands total conformity and compliance; we inevitably get closer to the chaos spectrum, where groups or cliques thrive.

Great leaders know how to balance these constituencies or stakeholders.

Get the buy-ins, ask for their opinions and contributions.  Make them think success is the result of their efforts, and even better, their joint efforts.

Nothing works better than healthy competition. Brings out optimal performance.

Parents like to play one child against  the other. Teachers learn that each child has a different learning style.

They should model after Personal Trainer, because each person progresses at various pace.

Back to groups at work. First, create a common vision and language.

Then obtain agreement on what are the metrics for success.

And of course, go out and win together.

When you have inter-group conflict, you know the engine is working.

Got to have friction.

Got to move ahead.

And soon enough, comes time for reward and ….yes, envy.

We are human still.